Divisional and Unit Roadmap Goals

As a part of the Roadmap implementation process, all divisions were charged with developing diversity, equity, and inclusion-related goals specific to the needs of their area. To view each division’s goals, please click on the division name. Additional information on each goal can be found by clicking on the goal.

Academic Divisions

Bloomberg School of Public Health

Goal: Continue to increase the diversity of our faculty with special emphasis on faculty from underrepresented backgrounds.

Goal: Ensure greater equity into the hiring of senior staff positions at the BSPH.

Carey Business School

Goal: The Carey Business School will increase the representation of faculty from underrepresented racial/ethnic groups and number of faculty who are women.

Goal: The Carey Business School will increase the cultural competence of our faculty/staff in the classroom and work environment to improve our student and employee experience.

Krieger School of Arts and Sciences

Goal: Develop a clear understanding of our recruitment challenges/needs and implement a comprehensive and targeted recruitment strategy for graduate students from underrepresented racial/ethnic groups (URGs).

Goal: Revise, expand and assess the DEI-embedded practices in the Krieger School of Arts & Sciences Faculty Search Process. Strengthen partnership with diversity advocates and department diversity champions in this effort.

Peabody Institute

Goal: Become a more inclusive community for Peabody faculty, students, and staff who identify as gender minorities.

Goal: Expand the breadth of creative voices studied and performed at Peabody to be more representative of the human experience.

School of Education

Goal: We will establish baseline data for SOE senior staff, faculty, deans, associate deans, and line staff on the Diversity Awareness Profile.

Goal: Develop a strategic plan that facilitates a DEI vision for the SOE that results in each unit providing evidence they are implementing DEI initiatives in their unit.

School of Medicine

Goal: Increase diverse faculty leadership representation by individuals from underrepresented in medicine and science (URiMS) a 5-year period in the School of Medicine (SOM)

School of Nursing

Goal: Through recruitment and retention, increase the diversity of our faculty with special emphasis on faculty from underrepresented backgrounds.

Goal: Create new five year (2024-2029) SON Strategic Plan that Centers DEIB.

School of Advanced International Studies

Goal: Increase enrollment of U.S. underrepresented minority students pursuing Master’s degree programs. 

Goal: Increase the diversity of thoughts, viewpoints and perspectives in the classroom by adding additional diverse tenure track and term faculty members and conducting a curriculum review.

Whiting School of Engineering

Goal: Increase awareness and application of inclusive practices/behaviors in leadership and mentorship to support equitable advancement of early career faculty from underrepresented groups.

Goal: Develop a recruitment and marketing strategy to engage students from HBCU’s and MSI’s with the objective of increasing the percentage of historically underrepresented racial and ethnic minorities and women who apply to graduate programs in WSE.

Administrative Units

Admissions and Financial Aid

Goal: Admissions will leverage the broad reach of virtual programming to further diversity recruitment efforts.

Goal: Help Financial Aid staff advance in their careers to create more longevity and to support career advancement.

Board of Trustees

Goal is forthcoming.


Goal: University Communications will seek to address accessibility of all digital properties across the jhu.edu domain. This includes, but is not limited to, updating websites, tools, and technologies so that users with disabilities can use them as easily as possible. This ensures we can fairly recruit a diverse set of individuals and promote scholarly research to all interested parties.

Goal: University Communications seeks to both cultivate and promote a diverse range of individuals across the university. This goal includes an audit of our internal/external storytelling to make sure we are promoting scholars equally across gender, race, ethnicity, etc. We will also work closely with individual divisions to develop relationships with a diverse range of young professionals with an interest in writing and communications. We also seek to increase the diversity of our staff.

Development and Alumni Relations

Goal: Create a culture of belonging through inclusive and equitable practices.

Federal Strategy

Goal: Increase the under-represented racial/ethnic and LGBTQ diversity of the JHU experts/faculty and external luminaries we elevate as part of our signature initiatives.

Goal: Increase the cultural competency of the Federal Strategy staff through DEI education and professional development opportunities.

Finance and Administration

Goal: Embed diversity, equity, and inclusion (DEI) principles in all areas of Finance and Administration (F&A) by establishing a coordinated initiative and related DEI strategic planning process across its divisions, with measurable goals, transparent assessment and sharing of results with all staff.  The initiative will provide mechanisms for leadership accountability and develop support infrastructure and resources to aid its divisions.

Government and Community Relations

Goal is forthcoming.

Hopkins Student Affairs

Goal: Hopkins Student Affairs will work to increase the compositional diversity of and cultural competency of our managers and leadership across the division through expanded, inclusive and strategic recruitment, networking, hiring, and training practices.

Goal: Hopkins Student Affairs will develop a framework for our Centers and programs with DEI as a guiding foundation for student learning and engagement.

Integrative Learning and Life Design

Goal: JHU will have no gaps in career outcomes and engagement in internships and research that negatively impact experience and outcomes of students and alumni who identify as first-generation, limited income, and underrepresented minorities.

Goal: JHU’s ILLD will be staffed with DEI competent leaders, managers, and educators.

Office of Government and Community Engagement

Goal: Continue to meet and exceed Johns Hopkins University & Medicine’s HopkinsLocal BUILD, buY, HIRE, and INVEST goals.

Goal: Develop strategic investment diversity goals to ensure that JHUM invests in organizations that support underrepresented communities in alignment with our socioeconomic and health priorities.

Office of General Counsel

Goal: Embed the JHU roadmap values of diversity, equity and inclusion into the operations and work of the Office of General Counsel (OGC), through both (1) internal, office-focused work/initiatives and (2) external, client-facing legal advice and counsel.

Office of Institutional Equity

Goal: Revise our harassment policies and procedures to incorporate the new Maryland law which essentially lowers the threshold for what constitutes illegal harassment under state law.

Office of Institutional Research

Goal: To improve the quality and the representation of the diversity data we collect, to share the information in ways that are responsive to the needs of the responsible offices and managers and to provide bench-marking data to aid them.

Office of Interdisciplinary Initiatives

Goal: The Office of Interdisciplinary Initiatives will implement best practices to hire a team for 555 that reflects and promotes equity, inclusivity, and diversity in experiences and perspectives.​

Goal: The Office of Interdisciplinary Initiatives will establish diversity, equity, and inclusivity as core values at the 555 Pennsylvania Avenue facility and for related programming.

Office of Research

Goal: Increase the number of women and URGs in the second phase of the recruitment for the BDP cohort.

Goal: Assess Catalyst and Discovery Awards programs for diversity measures, ensuring a fair review process and outcome.

Risk Management

Goal: Support the various risk owner in managing risks in the University’s risk portfolio with diversity, equity, or inclusion aspect.

Student Health and Well-Being

Goal: Reinvigorate and apply consistently our diversity principles in our recruitment and hiring efforts to ensure SHWB has staff with a diversity of identities and expertise to meet the complexity of student/learner needs.

Goal: Employ an external assessment process to gauge and then align structures and practices with industry best practices. Through this assessment we will incorporate feedback and guidance to adjust staffing, structures, and student disability services providing students/learners with equitable, inclusive, and positive experience with student disability services, their departments, and JHU as a whole.