IESE Business School - Barcelona
PA-7: Support for Underrepresented Groups

"Any form of discrimination or harassment of any kind will absolutely not be tolerated. Moreover, aggressive behavior and language, insults, even though not considered harassment, are also unacceptable. Violations of these standards will lead to disciplinary action, including possible termination for staff and expulsion for students. Participants and employees should contact the IESE compliance channel to report cases of discrimination or harassment." webpage: https://www.iese.edu/about/diversity/ Compliance Chanel: https://www.iese.edu/compliance-channel/

IESE has protocols in place in the event of an incident of bias or discrimination. The victim or any witness can report it through Compliance Channel (Compliance Channel | IESE Business School), which is an anonymous, confidential and easy way to explain the incident and provide full details. The person receives an ID and password to follow the process. The four-member Compliance Committee analyzes all reported incidents:
- If there is an indication of a crime, the person concerned is directed to report the incident to the police.
- If there is no indication of a crime, it will be dealt with internally. In each case, the Compliance Officer would involve whomever he/she considers appropriate, subject to the confidentiality of the case and the need to gather the necessary information. The deadlines for the response are determined in the protocols.

Our protocols have a preventive purpose and are framed in the 3 attached documents of the University of Navarra (SGC-30, SGC-321 and SGC-301).

In addition, we have a specific protocol for any incident that occurs in the MBA Program. Attached document.

Students from underrepresented groups: There is financial help through shcolarships to promote Women candidates and candidates from developing countries. Academic staff from underrepresented groups: There is a program designed to benefit the number of women who start the Faculty recruiting process. Advancing down the funnel is only subjected to meriths and reciprocal fit. At the faculty level, a set of recommendations and policies are made to attract more women. For example: ensure that search and hiring processes offer fly-outs to at least 50% of female candidates; Increase the number of current IESE women faculty involved in the recruitment of women;Seek mid-career women faculty,etc. Non-academic staff: Every area/deparment/work unit deals with "People Area" (Human Resources area at IESE) its specific diversity requirements, taking into account the adequate balance of underrepresented minorities according to the type of function they are responsible for. Example: The admissions department typically recruits candidates from a variety of etnias to serve the wide market they approach.

We have on boarding programs that include personal mentoring to each Faculty. These mentorship is specially sensitive when dealing with underrepresented groups We have on boarding programs that include personal mentoring to each student. These mentorship is specially sensitive when dealing with underrepresented groups. We have on boarding programs that include personal mentoring to new employees joining UESE. These mentorship is specially sensitive when dealing with underrepresented groups. Staff: At IESE new hires are assigned mentors in order to help them navigate their first several months – and beyond. Mentors are facilitators, a help and resource for new employees during their first months at IESE. They help create the collaborative dynamic and spirit of service that are core values of IESE Business School. We view mentoring as a way to guide someone down a path you’ve already taken. You can look back and help new hires in their first months at IESE – as you would have liked someone to help you when you just started. It’s a wonderful opportunity to share experiences, knowledge, ways of doing things, values and much more. The role is to be defined by the mentor. IESE sets up the main objectives and suggested tasks for them. Students/Participants: The School offers a comprehensive platform for Mentors including: the importance of Mentorship; what Mentorship at IESE means; Mentorship’s Success Factors; the Mentor’s Role and several topics in a Mentor’s Toolbox, e.g. self-awareness, team efficiency and creative intelligence. Professors: Faculty Training and Mentoring Plans: 1. The Director of each Department will draw up personalized training plans for Assistant and Associate Professors. These plans, designed to develop teaching and research potential and support faculty promotion, shall be adapted to each individual’s needs and shall be approved by the Faculty Division. 2. The initiative for drawing up training plans for Professors belongs primarily to the Professors themselves and, secondly, to the Faculty Division and the Professor’s Head of Department. 3. Instructors and Assistant Professors shall be counseled on matters of professional development and academic progress by a mentor with the rank of Professor or Associate Professor designated by the Faculty Division, subject to the approval of the professor concerned and the Head of his/her Department.

IESE is committed to investing in the training of students in their careers as faculty members and, to this end, is strengthening its doctoral program. Each year, scholarships are offered for the doctoral program, some of which are specifically earmarked for students from Africa and Southeast Asia.

In addition, it is at the core of IESE's mission to support actions that ensure the academic success of doctoral students from underrepresented minorities, often offering them an extension of their doctorate when they graduate to continue their research at IESE and learn our teaching methodology.

It is also worth mentioning that IESE has the "Africa Initiative" project, which supports the academic development of professors from partner schools on the continent.