The MBADiversity Organization::Blog

The C.O.C Method- How to Identify Innovative Companies

Whether you are an entry level employee or at the executive level exploring opportunities through a search firm, the simplest way to identify innovative companies that embrace dynamic diversity is through The C.O.C. Method.

Change can come from the bottom up, or by trickling down.

The C.O.C. Method Pyramid

• Culture: Determining your personal fit is first achieved by identifying the company’s culture. Is it conservative or progressive? Traditional corporate hierarchy or flat-model? Do they have work/life programs and community service initiatives? What about a triple bottom line approach to business?

• Opportunities: Are there training programs in place to aid in your professional development? What about affinity and culture programs to find internal mentors and network outside of office hours? Are there rotational programs and/or advancement roadmaps?

• C-suites: Take a look up top, at the C-suites. If they are diverse, there is a strong chance that your efforts up the ladder will not be in vain. Also, take note of the top level’s approach towards product/service development.

This model was designed in 2007 by MBADiversity’s Founder, Ms. Keisha Dawn Entzminger. The published paper can be downloaded here: microsoft-word-the-coc-method.

The Talent Pool Speaks

The attendees at MBADiversity’s 2^nd National Symposium in 2006 participated in the organization’s first in-house survey. Of those who responded, 80% were prospective MBAs. The majority, 87%, agreed that the institutional representative present at the event was moderately or very important in their impression of the school or corporation. When recruiting women and people of color (POC) specifically, the best recruiters are not necessarily those that look like the attendees, but those that can relate to the attendees. We have noticed that an engaging, confident white male has made a favorable impression whereas a stoic person of color (POC) may not, thus discrediting any notion that “if you put a black person or female out to represent us, we should draw more diversity”.

Fig 2. MBADiversity 2006 National Symposium Survey. Answers to Question #4:

Shaping the Social Business Model: Future Directions

	Very Important	Moderately Important	Neutral	Somewhat Important	Not Important	N/A	Rating Average
Multicultural and Personable Admissions Committee (not just one Diversity rep reviewing underrepresented applicants)	54.2%	33.3%	4.2%	0.0%	4.2%	4.2%	1.61
Multicultural and Personable Faculty and Administration	54.2%	37.5%	0.0%	0.0%	4.2%	4.2%	1.57
Integrative curriculum complete with real-world case studies	70.8%	16.7%	8.3%	0.0%	0.0%	4.2%	1.35
Multicultural and Personable Students and Alumni	58.3%	29.2%	4.2%	0.0%	4.2%	4.2%	1.57
Financial and scholarship assistance (application fee waivers, tuition scholarships, prospective travel stipend)	70.8%	20.8%	4.2%	0.0%	0.0%	4.2%	1.30
Less focus on GMAT, more focus on overall application (e.g. character/ethics, work experience, interpersonal skills)	45.8%	12.5%	16.7%	12.5%	8.3%	4.2%	2.22
Mentor Matching upon matriculation (this is a “mirroring” technique. Entering students are assigned a current student match and an alumni match with similar career interests and/or background)	62.5%	25.0%	0.0%	8.3%	0.0%	4.2%	1.52

MBADiversity collaborates to help innovate business schools recruitment and retention strategies across tiers and will conduct similar surveys to aid corporations.

The MBADiversity Organization is pleased to announce the selection of Ms. Lynn Bonner Austin, sponsored by The Harley-Davidson Motor Company, to the Corporate Advisory Board.

Ms. Austin is an accomplished visionary skilled in forecasting, developing and implementing compelling marketing programs that increase brand awareness and consideration; proficient at realizing “company-first,” strategies and fully integrated solutions that increase revenue and profitability; knowledgeable with consumer insights and segmentation – notable expertise with Women, Youth, Hispanic African American, and Urban consumer markets; adept in maximizing budgets, controlling expenses, minimizing risk, and serving as a catalyst for change and a demonstrated abilities as coach and mentor.

“We are pleased to welcome Ms. Austin to the mission at hand. While working with her at Ford Motor Company on the Diversity and Worklife Committee in New York she was extremely professional and pleasant. Ms. Austin’s character and commitment to results has enabled her to build a strong track record at companies including Harley-Davidson Motor Company and Jaguar Cars/Land Rover North America,” states Ms. Keisha Dawn Entzminger, MBADiversity’s Founder.

Started in 2003, MBADiversity enters into its sixth year with several historical milestones and continues to build capacity to expand its impact in education, business and the community worldwide. It is currently developing a Corporate Advisory Board, an Academic Advisory Board, and an Alumni Advisory Council.

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