Appendix H: Brandeis International Business School

At the Brandeis International Business School, we believe that engaging diversity, equity and inclusion is integral to success in academics, business and society. Brandeis University was founded on these principles and they continue to guide our mission. We acknowledge, value and are committed to making these principles come to life for all members of the International Business School community.

This anti-racism plan was conceived by the Brandeis International Business School’s Diversity, Equity and Inclusion (DEI) Committee, in response to the tragic killings of George Floyd, Breonna Taylor, and Ahmaud Arbery. The actions below have now been circulated within our community and amended with input from students, faculty, and staff.  (Our DEI committee was formed initially by our staff members partly in response to the discriminatory, inequitable and disturbing practices experienced by students on the Brandeis University men’s basketball team. One of the original purposes of the committee was to ensure that staff and faculty at the International Business School treat all students fairly and with respect. The committee has met regularly since its formation and attracts participation from both staff and faculty.)

Antiracism in the context of this plan will be defined as actively opposing racism in our community through proactive actions and policies to combat institutional and societal racism (source).

What actions can we take as a school?

Increase Underrepresented Faculty, Staff, and Students


Educate our students about the history of racism in the United States and give them the tools to manage issues of racism and identity in our community and in the U.S. workplace.

DEI Committee

Formalize our DEI committee structure and role and increase faculty participation.


We will measure our success in this endeavor by keeping track of the following metrics:

For additional discussion across the University

We would like to recommend the following for University wide consideration

Appendix I

  1. Demographics Subcommittee – Compile and analyze a school’s current employee and student demographics; ensure that HR and academic leadership do a yearly review of staff salary and positions for equity and promotions and faculty salary and positions equity and promotions; establish measurable goals to increase representation. Ensure that historically underrepresented students are adequately represented as part of the undergraduate and graduate population.
  2. Programming Subcommittee – Organization of training opportunities for faculty, staff and students. Set standards of percentage of faculty, staff and leadership trained and engaged in committee.
  3. Curriculum, Programs and Services Subcommittee – Review curriculum, programs and Services from a diversity, equity, inclusion and antiracism lens and make suggestions on curriculum, classroom practice and other related issues that impact students' learning environment.
  4. Departmental DEI strategic plan subcommittee - Review departmental processes, events, initiatives, and structures to ensure that all school functions continue to foster an inclusive community. Increase cross-departmental collaboration to support DEI efforts and equitable practices.

DEI Leadership Committee will meet with faculty and staff twice a semester to submit proposals and gather input. All subcommittee members will attend these meetings or submit written feedback on proposals to move to action steps. Additional subcommittees may be formed as deemed necessary by committee chairs.