Episode 7: ORM vs. URM: What Does It Mean for Your Strategy?

In this lesson, we look at the consequences for candidates that are either over-represented in the applicant pool (ORMs), under-represented (URMs), or coming from non-traditional fields. There is a focus on gender as well as ethnicity, and candidates coming from non-traditional careers.

We should also note that candidates who come from countries that are not over-represented in the applicant pool would also be sought after.

The reason programs seek out under-represented candidates, generally, is that they can enrich the learning environment by bringing their diverse experiences. Their experiences can also stem from the notion that they have had to overcome additional hurdles to get to where they are today; thus, “lived experience” becomes more relevant, how far you have come.

With the United States Supreme Court’s 2023 decision on affirmative action, business schools will need to make adjustments when it comes to the explicit use of race or ethnicity in the admissions process. Our view is that these programs will continue to prioritize diversity, even if they need to go about it in slightly different ways (soliciting information via open-ended essays around ‘difference’ or ‘hurdles overcome’).  This is very much a developing story, so watch this space for updates.

See also Becoming a Clear Admit: The Definitive Guide to MBA Admissions Chapter 4, “How to Apply – Personal Profile.”