- Inclusive companies are 1.7 times more innovative and 120% more likely to hit financial goals.
- Highly inclusive companies see 1.4 times more revenue.
- Diverse teams are 87% better at making decisions.
- Companies with equal men and women earn 41% higher revenue.
- Sales revenue increases 15-fold among companies with high racial diversity.
- Diverse companies are 70% more likely to capture new markets.
“I would find it boring to work with a bunch of carbon copies of myself. It’s fairly easy for someone like me to get a seat at the table. It’s incumbent upon people [at PwC] to hire people who might not have had the same advantages.”
Josh Sanders, B.B.A., accounting, 2013; Master of Professional Accountancy, 2014; manager, capital markets and accounting advisory services group, PwC
- Ages span 56 years from 16 to 72
- International undergraduate students represent 104 countries, and our domestic students hail from 46 states and the District of Columbia
- 60% percent from historically excluded populations
- Asian - 21%
- Black or African American - 40%
- Hispanic/Latinx - 14%
- White - 18%
- Multiracial, American Indian, Alaskan Native, Native Hawaiian - 6%
- Unknown - 1%
- Female - 48%
- Male - 52%
- Ages span 48 years from 21 to 69
- International master’s students represent 75 countries, and our domestic students hail from 30 states and the District of Columbia
- 48% percent from historically excluded populations
- Asian - 17%
- Black or African American - 36%
- White - 34%
- Hispanic/Latinx - 8%
- Multiracial, American Indian, Alaskan Native, Native Hawaiian - 4%
- Unknown - 1%
- Female - 52%
- Male - 50%
* from fall 2018-spring 2021
*Students from historically excluded populations
We don’t strive for or hype diversity because it’s trendy. And we don’t admit students just to check off a box or meet a demographic quota. Enrollment is only the beginning of our partnership with students. Throughout their entire academic journey, we provide support, courses, and experiences that empower students to realize their full potential.
Robinson classrooms are melting pots of ethnicities, ages, genders, countries of origin, socioeconomic statuses, and even personal circumstances. It wouldn’t be uncommon for a master’s program cohort to comprise a 23-year-old first-generation college student from Colombia, a 25-year-old accountant looking to transition into consulting, and a 55-year-old fulfilling her dream to go to grad school after raising three kids. Everyone looks at business problems through a unique lens. The conversations never grow dull.
The Robinson Inclusion & Equity Task Force was formed to advance a more inclusive, equitable and welcoming community that actively celebrates diversity as a core value and commits the college to recognizing and addressing systemic inequalities in business and society.
These dedicated individuals examined the current state of diversity, equity and inclusion at Robinson, identified best practices at other institutions and provided recommendations for achieving the vision powering the work of the task force.
A key recommendation of the Robinson Inclusion & Equity Task Force was to establish the Culture, Equity & Inclusion Council, which will work with Marian Higgins, associate dean for culture, equity & inclusion.