{"id":15249,"date":"2020-08-26T16:00:00","date_gmt":"2020-08-26T14:00:00","guid":{"rendered":"https:\/\/www.munich-business-school.de\/insights\/?p=15249"},"modified":"2020-08-26T15:41:34","modified_gmt":"2020-08-26T13:41:34","slug":"lets-talk-about-diversity-an-interview-about-diversity-and-inclusion-at-mbs","status":"publish","type":"post","link":"https:\/\/www.munich-business-school.de\/insights\/en\/2020\/lets-talk-about-diversity-an-interview-about-diversity-and-inclusion-at-mbs\/","title":{"rendered":"Let’s Talk About Diversity! An Interview About Diversity and Inclusion at MBS"},"content":{"rendered":"\n

The horrible and brutal death of George Floyd in the USA at the end of May and the resulting worldwide „Black Lives Matter“ protests have not left Munich Business School unaffected. Together, representatives of the university have been thinking about how to set a lasting example. Because one thing was clear from the very beginning: As a globally-minded university, MBS rejects discrimination of any kind and without diversity, MBS would not exist. Against the backdrop of burgeoning racism, we would like to carry what we have always stood for – tolerance, openness, and equal rights – more strongly to the outside world, speak out specifically against discrimination, create a discourse, take action within ourselves, and constantly learn in exchange. The interview sets the first cornerstone for this: Professor Dr. Stefan Baldi, Dean of the Munich Business School, MBS Professor Dr. Sophie Hieke, MBA student Tebogo Mazibuko and MBS alumnus Minh Tran talk about their personal perception of diversity and inclusion as well as its significance at MBS and point out where MBS is already positively positioned, but also where there is clearly still room for improvement and how the university can set even stronger impulses for diversity and against discrimination in the future.<\/strong><\/p>\n\n\n\n

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MBS Insights: What does diversity and inclusion mean to you?<\/strong><\/p>\n\n\n\n

Prof. Dr. Sophie Hieke: Variety. Beauty. Diversification. All the things that make life worth living. When I think of my students and imagine that everyone is just like me \u2013 then I would not experience the joy that teaching in a multicultural, international and diverse setting like MBS gives me. Only when my classroom is as colorful as the world outside can we really discuss topics, bring in different views and opinions, and certainly friction. But above all, we can learn from each other and broaden our horizons. I firmly believe that diversity is the key to creating real value. Value in exchange, value in the development of ideas and solutions and value in human relationships, which are irreplaceably important on every level, private and professional.<\/p>\n\n\n\n

Minh Tran: For me, diversity and inclusion stands for an open and inclusive community that celebrates the diversity of the people living in it. No matter what age, gender, sexual orientation, nationality, religion or disability \u2013everyone should be able to feel that they belong without having to adapt. Of course, differences are there, otherwise, there would be no diversity. But one should just not define people by these differences. As a native of Munich with Asian roots, I am often asked about where I am from. „Munich“ is often not a sufficient answer, because the question is targeted at my foreign appearance. Even if the intention is usually not bad, that question rarely promotes a sense of belonging. You often find yourself in a situation where you start telling your family story in an attempt to justify why you identify as German. I would be really happy if the answer was simply „Ah, cool!“ instead, because actually there is nothing to justify.<\/p>\n\n\n\n

Tebogo Mazibuko: When diversity is fostered in an organization, I understand that I am allowed to appear there in my authenticity. Inclusion means that I have a voice and that this voice is also heard. An essential third part is „Belonging“, because an organization should ideally permit and inspire me to thrive and be my best with my uniqueness.<\/p>\n\n\n\n

MBS Insights: And what does diversity and inclusion mean at MBS and how is the university confronted with this topic?<\/strong><\/p>\n\n\n\n

\"Stefan<\/figure><\/div>\n\n\n\n

Prof. Dr. Stefan Baldi: Diversity and inclusion have always been topics at MBS. Our Code of Conduct as well as our MBS values\u2013 innovative, responsible and globally-minded \u2013 explicitly refer to diversity. In today’s business world, diversity and inclusion are an important topics and so it is only natural that they also have their place here at a modern business school. We are one of the most international business schools in Germany with over 70 nations represented on a single campus \u2013 this diversity can be seen as a challenge, but we prefer to see it as an unique opportunity! We also have a look at other dimensions of diversity beyond ethnicity or international background. This is why we agreed to sign the Charta of Diversity<\/a> to support diversity at the workplace.At the same time we see our responsibility beyond the workplace and will extend this to the whole MBS Community to include all students, faculty, and staff. While I don\u2019t see racism or discrimination as a major problem within MBS, we are all confronted with it in the world around us and that is why we, as a university, have a responsibility to take a stand and raise awareness and support discriminated groups. Just as sexism or discrimination against women is not only a „women’s issue“ racism is not only a issue of Black and People of Color. When the majority stays quiet, it actively serves to cement the status quo. So, these are not only issues we’ll have to empathize with but MBS has to be an active agent of change. The brutal death of George Floyd earlier this year and the resulting discussions have made this even clearer to us. We thought about how we as a university should react and decided not to just post a hashtag or a black picture on a single day, but to position ourselves more strongly for diversity and against discrimination.<\/p>\n\n\n\n

MBS Insights: In which dimensions of diversity do you think MBS is already positioned positively?<\/strong><\/p>\n\n\n\n

Prof. Dr. Stefan Baldi: We\u2019ve been following and tracking some visible and well documented dimensions of diversity in the last years. As already mentioned, we are one of the most international business schools in Germany and are investing a lot into this. There are still some regions underrepresented and we are discussing the right mix for an international business school located in Germany.
Furthermore, we have a 50:50 gender balance in our student body. In recent years we also started several initiatives to specifically support women in leadership roles. Our age spectrum has widened at MBS by our extended MBA and Executive and Education offers and ranges from 17 to 50 years. In the future it will be important to make even better use of this age range and bring the generations closer together so that they can learn from each other.
In addition, there are others, less visible dimensions of diversity that definitely exist at MBS, such as religion or sexual orientation. Even though both dimensions are regarded more private matters in our culture, nobody at MBS should be afraid to share and show his or her religion or sexual orientation. I wish people would be more open towards their orientation and connect with like-minded people to support each other. Here, the university should provide a platform for networking and exchange.<\/p>\n\n\n\n

MBS Insights: Tebogo and Minh, how do or did you perceive diversity in your everyday study life at MBS?<\/strong><\/p>\n\n\n\n

\"Tebogo<\/figure><\/div>\n\n\n\n

Tebogo Mazibuko: Tebogo: I am aware that Black and other non-white <\/em>people are in the minority overall, so I didn’t have high expectations when it came to diversity in terms of race and ethnicity at MBS. This makes me all the more surprised and pleased that the learning material deals with different perspectives and that, for example, we looked at a case study of a South African major entrepreneur in the International Management course, whereupon my fellow students asked me many trade-related, political and social questions about my home country South Africa. On another level of diversity, it is very inspiring and refreshing for me to meet women throughout my entire study experience at MBS who have taught me important things and supported me in many projects.<\/p>\n\n\n\n

Minh Tran: I chose Munich Business School as my study location because of its international character. My fellow students came from many different countries. So there was no „normal“ and no „standard“. We were rather able to create our own framework to which everyone contributed something with his or her own culture.<\/p>\n\n\n\n

MBS Insights: How do you think MBS can create a positive learning environment for all students regardless of nationality, religion, skin color, sexual orientation or gender? What is MBS already doing well here, where is there still room for improvement?<\/strong><\/p>\n\n\n\n

Minh Tran: In my opinion, a positive learning environment for all students is created when factors such as nationality, religion, skin color, sexual orientation or gender play no role. At MBS, it was never important where you come from or what skin color you have. It is more important to look at what values you represent. Innovative, responsible and globally-minded \u2013 these are the values of MBS and this is how I perceived the university. I think that MBS has created an environment in which different cultures can meet without creating tension. This enables a great learning atmosphere.<\/p>\n\n\n\n

Tebogo Mazibuko: I take a positive view of the fact that seminars and other courses are offered in both German and English, that the professors are diverse and have extensive international work and life experience, and that MBS also recognizes and celebrates festivals of other cultures, such as the Indian festival of lights Diwali. Beyond that, it sometimes seems that non-white<\/em> and non-European students face greater challenges. This applies, for example, to our experience with the German public authorities, where many contracts and forms are only available in German. MBS should also make sure that there is no misleading impression of discrimination. For example, in the MBA, where there are even more international students than in the Bachelor’s and Master’s programs, we had fewer excursions to companies than in the other study programs. But especially for us international (MBA) students it is very important to be supported in preparing our career in Germany, as we are new in the country.<\/p>\n\n\n\n\n\n\n\n

MBS Insights: Professor Hieke, how do you deal with the topic of diversity at MBS and how important is it in your teaching? Do you communicate openly with your students about discrimination and racism?<\/strong><\/p>\n\n\n\n

Prof. Dr. Sophie Hieke: Every now and again, occasionally: yes. We already talked about gender fluidity in marketing. Or about stereotypes, how they arise and how they are used in advertising (against us). In this context a discussion arose in my course at that time about who was already stereotyped \u2013 and it quickly became clear that the path from stereotype to racism can be a very short one. Knowing that my students have to struggle with this problem affected me very much. Our sustained anchoring of diversity and inclusion at MBS therefore reinforces my commitment to addressing these issues more intensively, particularly when they are no easy ones. For example, by using one of our online events this summer to discuss „Black Lives Matter“ with the participants instead of presenting my study program. Or the fact that we no longer want to hold Brown Bag seminars, but rather call our internal research exchange during the lunch break from now on „Lunch & Learn“ or similar. These are all terribly small steps on a long road. But I know that we will go the way. And step by step, we will learn together and understand each other better.<\/p>\n\n\n\n

MBS Insights: What does the „Black Lives Matter“ (BLM) movement have to do with MBS or Germany?<\/strong><\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Minh Tran: Even though the BLM movement originated in North America, it doesn’t mean that there is no racism here. In Germany people encounter both personal and institutional racism too and we all have to fight against it as a community. I see a special responsibility here at MBS, whose students represent a multitude of nations and cultures.<\/p>\n\n\n\n

Tebogo Mazibuko: Here I can only agree with Minh. I also think that MBS as an academic institution that attracts students and staff from many different countries cannot ignore such a large and current movement as the BLM protests. In the best case scenario, the university learns from it and is even more committed to diversity, inclusion and belonging in all areas of MBS. „Black Lives Matter“ also has something to do with Germany, because there are about one million Black people living here and I learned that migration from the African continent began more than 100 years ago. In the end, racism also exists in Germany, for example in the form of racial profiling, which is not only common knowledge, but unfortunately also part of my everyday life \u2013<\/strong> in public transport or in stores.<\/p>\n\n\n\n

Prof. Dr. Sophie Hieke: I have always considered myself as a very open and tolerant person and I have always been happy to say that I „see no colors“. Until the repeated race riots made me bump my nose into it and I finally read more about it and dealt with the topic more intensively. In the meantime I understand that despite many years of denial, I am profiting massively from my white privilege. More than I would like to. The fact that it needs videos of a dying person to get people’s attention has shocked me terribly and I felt an inner need to actively involve my university in this discussion. I think that „Black Lives Matter“ has something to do with humanity, not with institutions or countries. And I am just realizing how much more racism is widespread in Germany than I originally thought. I’m just learning how much I actually don’t know yet. And I am so proud that we at MBS have decided to continue this learning process together. To make ourselves strong for all parts of society and to commit ourselves. For what we already stand for anyway, and above all for our students, lecturers, and employees. We live by having a diverse campus, and I want each and every one of us to feel safe, cared for, valued and heard.<\/p>\n\n\n\n

MBS Insights: Prof. Dr. Stefan Baldi, let’s do some straight talking. Everything never just goes well and there is always room for improvement. Which disadvantaged groups need to be brought more into focus at MBS?<\/strong><\/p>\n\n\n\n

Prof. Dr. Stefan Baldi: People with handicaps are clearly underrepresented at MBS, which is also due to the fact that the university with its equipment is not yet ready to adequately support this group of people. We are currently still fighting for a proper barrier-free toilet. We also do not have all social classes equally represented. This is partly due to a self-selecting process as certain prospective students don\u2019t or cannot even consider a private university due to the tuition fees. Here we should more actively promote our scholarship options and also extend them.<\/p>\n\n\n\n

MBS Insights: What challenges do you see with the topic of diversity and inclusion?<\/strong><\/p>\n\n\n\n

\"MBS<\/figure><\/div>\n\n\n\n

Prof. Dr. Sophie Hieke: At the very beginning there is the word. Something like that, at least. I think we have to start by taking a clear position. To make ourselves heard. And to think in a structured way how we can get involved where and when. To do this, we are currently creating a diversity calendar in which we address a specific topic each month: be it gender identity, ethnic origin or sexual orientation. In this way, we want to anchor the theme of diversity and inclusion in our institution in the long term and link it firmly to our values. We can fill the months with many exciting events, activities, contributions, etc. I am very curious to see how this will be received by our staff, lecturers and students. But I have a feeling that we are preaching to the choir here.<\/p>\n\n\n\n

Minh Tran: T think this a good approach. Because I see a challenge in keeping this topic present. The problems do not disappear as soon as the media hype passes. Even if BLM and anti-racism posts on social media become less and less, everybody has to continue fighting against racism. Especially after the terrible death of George Floyd, racism became a huge topic in the media for several weeks. For many people, it is a huge topic all their lives. We must never forget that.<\/p>\n\n\n\n

Teboko Mazibuko: Absolutely right. For me it is extremely important that MBS acts authentically here. All statements to the outside must also be followed by changes and improvements on the inside. At the same time, all MBS diversity strategies should have concrete and measurable goals. And even though BLM is currently one of the largest protest movements in the world, we and MBS must not forget that there are also other groups of people at MBS who are possibly experiencing discrimination, for example due to their sexual orientation or their Asian appearance during the Corona pandemic. It could have a negative impact if the impression is created that MBS only addresses the challenges of one group.<\/p>\n\n\n\n

MBS Insights: What concrete measures and actions are planned at MBS in the near future?<\/strong><\/p>\n\n\n\n

Prof. Dr. Stefan Baldi: We have set up a working group with different stakeholders to promote diversity in all dimensions and to coordinate activities within the diversity calendar. Soon our campus will also be equipped with gender-neutral toilets and we are planning to create a „Diversity Wall“ to raise the awareness for the different dimensions of diversity and to give an overview of our activities in the field. In general, we would like to encourage more discussions about diversity topics in classes but also extracurricular activities that connect like-minded people and help others to change their perspective. If we want a more diverse world around us, we have to start right here at Munich Business School.<\/p>\n","protected":false},"excerpt":{"rendered":"

The horrible and brutal death of George Floyd in the USA at the end of May and the resulting worldwide „Black Lives Matter“ protests have not left Munich Business School unaffected. 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