Harvard Business School (HBS) has quietly discontinued its $25 million Racial Equity Action Plan, an initiative launched in 2020 following widespread calls for stronger action on diversity and inclusion. The plan’s primary goals were to tackle the underrepresentation of Black faculty and students and to foster a greater understanding of racial equity within the campus community.
As reported by The Harvard Crimson, the official website for the plan has been taken down and now redirects to the Office of Community and Culture (OCC), a newly rebranded version of the former Office of Diversity, Equity, and Inclusion.
The Initial Vision and Goals
The Racial Equity Action Plan committed $25 million over a decade to several key areas. These included recruiting more Black and minority faculty, developing diverse case study materials, and enhancing racial equity training. The school also introduced various fellowships, such as the BiGS Fellowship for visiting scholars researching inequality and race, and the RISE Fellowship, which provided $20,000 to students dedicated to working with marginalized communities of color.
In 2021, HBS further expanded its commitment by joining the OneTen Initiative, a program aimed at creating employment opportunities for Black workers without traditional four-year degrees. Collaborations with organizations like The PhD Project were also established to bolster the pipeline for minority faculty.
Five Years On: Limited Progress
Data from HBS, also cited by The Harvard Crimson, indicates that the plan achieved only limited progress over its five-year span. Between 2020 and 2025, the representation of Black faculty consistently hovered between three and five percent, while Black staff representation remained at approximately four to five percent. The Crimson noted no significant increase in the hiring of new minority faculty members during this period.
Furthermore, some programs underwent a change in focus. For instance, the RISE Fellowship now supports students serving “under-resourced communities” more broadly, moving away from its original emphasis on “communities of color.” Updates on the current status of collaborations like OneTen and The PhD Project have not been publicly shared.
Questions of Oversight and Accountability
The plan was overseen by a 25-member advisory group, which included prominent figures such as Kenneth Chenault, former CEO of American Express, and Kenneth Frazier, former CEO of Merck. Both were also involved with OneTen, and their role was to ensure HBS met its measurable progress goals.
However, many members of this task force did not respond to inquiries from The Harvard Crimson. HBS has also not provided a clear accounting of how much of the $25 million budget was spent or how any remaining funds will be allocated.
A National Trend: Shifting Language and Focus
According to HBS officials, this shift in strategy reflects a broader institutional approach. Terrill L. Drake, Chief Community and Culture Officer, informed The Harvard Crimson that the OCC aims to support all members of the community, emphasizing that the work continues but with a “broadened” focus beyond solely race.
This change aligns with a national trend seen across U.S. colleges and universities. Many institutions are now redefining or scaling back race-specific diversity initiatives, often adopting more inclusive terminology such as “community” and “belonging.”
The Path Forward Remains Unclear
The implications of this transition for HBS students and faculty are yet to be fully articulated. The Crimson reports that the school has not outlined new targets for racial representation, nor has it confirmed whether a new, replacement initiative will be launched following the 2020 plan’s conclusion.
The decision to discontinue the Racial Equity Action Plan signifies a notable turning point. While HBS made a bold commitment in 2020, the longevity and specific impact of that initial vision under the new “community and culture” framework remain to be seen.