Issue link: https://www.e-digitaleditions.com/i/52321
brought home just how important this issue is. Especially in the U.S., companies need to plan how to incorporate employees with dis- abilities, because their numbers are growing rapidly due to the influx of disabled war veterans and the aging of America. Second, it showed how companies can make their workplaces more accommo- dating with only minor changes in policies. Finally, it demonstrated how companies that embrace diver- sity can reap financial benefits: People with disabilities tend to be productive and loyal, and other workers admire the company for Diversity of thought is another core value at Anderson, because students need to hear a variety of opposing views if they are to develop their critical thinking skills and learn to frame their ethical decisions. We were amused by a note sent to a professor by a con- servative EMBA student: "This was what I imagined college would be like. My favorite class thus far, you commie pinko liberal." committing to these colleagues. n I think my feelings on this topic are best summed up by a statement from Isaac Pino, a regent from our downstate rival, New Mexico State University. He said, "Without diversity, the university does not reflect or relate to the society at large. As we become more global in our outlook and interconnec- tivity, and the world continues to shrink, those who have been exposed to and participated in comprehensive diversity programs will be the most successful." Douglas M. Brown is dean of the Ander- son School of Management at the Uni- versity of New Mexico in Albuquerque. 26 January/February 2012 BizEd Reaching Out To Indigenous Populations BY MANUKA HENARE Because the University of Auckland Business School is located in a region where indigenous people make up a sizable portion of the population, we believe it's essential to reach out to potential students in often innovative ways. In New Zealand, M¯aori rep- resent about 15 percent of the popu- lation and Pacific Islanders about 7 percent—and their numbers are growing. In fact, some government agencies estimate that within 20 years, Pacific Islanders will account for 30 percent of new job applicants in Auckland, the country's largest city, and by 2050 will be one of the biggest consumer and voting groups in the city. In the past, New Zealand's indigenous populations have not been represented well in higher education. In 2009, 7.5 percent of M¯aori and 5.9 percent of Pacific Islanders had earned a bachelor's degree or higher qualification. That's why the University of Auck- land Business School makes it a priority to target students of indig- enous heritage. For instance, we have devel- oped a series of initiatives designed to recruit, welcome, and retain such students. These include measures that might be expected—a special admissions plan for individuals of M¯aori or Polynesian descent; a club for students at all educational levels; and financial aid packages offered by the university, as well as links to external scholarship-granting As business school researchers explore the rich M¯aori history, they are creating new business knowledge based on non-Western models.