Harvard Case - Still Leading (B10): Louis Gossett Jr.-A New Role Erasing Racism
"Still Leading (B10): Louis Gossett Jr.-A New Role Erasing Racism" Harvard business case study is written by Rosabeth Moss Kanter, Ai-Ling Jamila Malone. It deals with the challenges in the field of General Management. The case study is 11 page(s) long and it was first published on : Oct 21, 2017
At Fern Fort University, we recommend a multi-faceted approach to address the challenges presented in the case study. This approach focuses on leveraging Louis Gossett Jr.'s unique position as a respected figure and utilizing his influence to drive positive change within the university, while simultaneously implementing a comprehensive strategy for promoting diversity and inclusion across all aspects of the institution.
2. Background
The case study focuses on Louis Gossett Jr., a renowned actor and activist, who has been invited to join the Board of Trustees at Fern Fort University. The university is facing a growing need to address issues of diversity and inclusion, particularly in the wake of recent protests against racial injustice. Gossett Jr.'s presence on the Board presents a unique opportunity to leverage his influence and experience to drive meaningful change within the institution.
The main protagonists are:
- Louis Gossett Jr.: A highly respected actor and activist, passionate about promoting diversity and inclusion.
- Fern Fort University: A university facing challenges in addressing diversity and inclusion issues.
- The Board of Trustees: The governing body of the university, responsible for setting strategic direction and oversight.
- The University President: Responsible for implementing the Board's vision and leading the institution.
3. Analysis of the Case Study
The case study presents several key challenges:
- Lack of Diversity: The university has a predominantly white student body and faculty, creating a lack of representation and potentially hindering the learning experience for minority students.
- Limited Resources: The university may face financial limitations and resource constraints in implementing initiatives for diversity and inclusion.
- Resistance to Change: Some members of the university community may resist change, particularly those who are comfortable with the status quo.
- Lack of Clear Strategy: The university lacks a comprehensive and strategic approach to promoting diversity and inclusion.
To address these challenges, we can utilize a framework that incorporates elements of strategic planning, organizational change, and stakeholder management.
Strategic Planning:
- SWOT Analysis: A SWOT analysis can be conducted to identify the university's strengths, weaknesses, opportunities, and threats in relation to diversity and inclusion. This will help to inform the development of a strategic plan.
- Porter's Five Forces: Analyzing the competitive landscape of higher education can reveal the importance of diversity and inclusion as a differentiator for attracting students and faculty.
- Balanced Scorecard: A balanced scorecard can be used to track progress towards achieving diversity and inclusion goals, considering financial, customer, internal process, and learning and growth perspectives.
Organizational Change:
- Change Management: A structured change management process is crucial to ensure that the implementation of diversity and inclusion initiatives is smooth and successful. This involves communication, training, and addressing resistance.
- Organizational Culture: The university needs to foster a culture of inclusion and respect for diversity. This can be achieved through initiatives such as diversity training, mentorship programs, and fostering open dialogue.
Stakeholder Management:
- Internal Stakeholders: Engaging with faculty, staff, and students is essential to ensure buy-in and support for diversity and inclusion initiatives.
- External Stakeholders: Building relationships with community organizations and alumni can help to expand the university's reach and promote diversity.
4. Recommendations
- Leverage Gossett Jr.'s Influence: The university should actively engage Gossett Jr. in the development and implementation of diversity and inclusion initiatives. His presence on the Board can be a powerful catalyst for change, inspiring both internal and external stakeholders.
- Develop a Comprehensive Strategy: The university should develop a comprehensive strategy for promoting diversity and inclusion, encompassing all aspects of the institution, from recruitment and admissions to curriculum development and faculty hiring.
- Establish Key Performance Indicators (KPIs): The university should establish clear and measurable KPIs to track progress towards achieving diversity and inclusion goals. This will help to ensure accountability and transparency.
- Invest in Resources: The university should invest in resources to support diversity and inclusion initiatives, including funding for scholarships, mentorship programs, and diversity training.
- Promote Open Dialogue: The university should create opportunities for open dialogue and discussion about diversity and inclusion. This can be achieved through forums, workshops, and guest speakers.
- Build Partnerships: The university should build partnerships with community organizations and businesses to promote diversity and inclusion. This can involve joint initiatives, mentorship programs, and internships.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: Promoting diversity and inclusion aligns with the university's mission to foster a welcoming and inclusive learning environment for all students.
- External Customers and Internal Clients: Attracting and retaining diverse students and faculty is essential for the university's success in the competitive higher education landscape.
- Competitors: Many universities are actively working to promote diversity and inclusion. Fern Fort University needs to be competitive in this area to attract top students and faculty.
- Attractiveness: The university's commitment to diversity and inclusion will be a key factor in attracting students, faculty, and donors.
6. Conclusion
By leveraging the influence of Louis Gossett Jr., developing a comprehensive strategy, investing in resources, promoting open dialogue, and building partnerships, Fern Fort University can create a more diverse and inclusive environment that benefits all members of the community. This will not only enhance the learning experience for students but also strengthen the university's reputation and competitiveness in the higher education landscape.
7. Discussion
Alternatives:
- Doing nothing: This would be a missed opportunity to address a critical issue facing the university.
- Focusing solely on recruitment: This would be a narrow approach that does not address the systemic issues that contribute to a lack of diversity.
Risks:
- Resistance to change: Some members of the university community may resist change, particularly those who are comfortable with the status quo.
- Lack of resources: The university may face financial limitations and resource constraints in implementing initiatives for diversity and inclusion.
Key Assumptions:
- The university is committed to promoting diversity and inclusion.
- Gossett Jr. is willing to actively participate in the development and implementation of initiatives.
8. Next Steps
- Form a task force: The university should form a task force to develop a comprehensive strategy for promoting diversity and inclusion. This task force should include representatives from all stakeholders, including students, faculty, staff, and the Board of Trustees.
- Develop a timeline: The task force should develop a timeline for implementing the strategy, including specific milestones and deadlines.
- Communicate with stakeholders: The university should communicate the strategy and its implementation plan to all stakeholders, including students, faculty, staff, alumni, and the community.
- Monitor progress: The university should regularly monitor progress towards achieving its diversity and inclusion goals and make adjustments to the strategy as needed.
By taking these steps, Fern Fort University can create a more diverse and inclusive environment that benefits all members of the community.
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Case Description
Louis (Lou) Gossett Jr.'s exemplary life included a groundbreaking career in entertainment and a bold and audacious goal to erase racism. From the Broadway stage to television and the movie screen, Gossett earned major accolades in his field, notably becoming the first African American man to win an Oscar (Academy Award) for Best Supporting Actor for his moving portrayal as Sergeant Emil Foley in An Officer and a Gentleman in 1982. Despite his accomplished Hollywood career, as an African-American male he was subjected to constant discrimination in the industry and in society. Amidst the duality of success and distress in his life, Gossett forged a meaningful life path, marked by resilience and perseverance. In 2006, his desire to make an even greater impact led him to create the Eracism Foundation. Eracism was defined as "the removal from existence of the belief that one race, one culture, one people is superior to another."
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