The Office of Diversity and Inclusion provides diversity education opportunities and connects members of the Hopkins community to related resources.
As a part of the Office of Diversity and Inclusion, Inclusive Excellence Education and Development (IEED) connects the JHU community to resources that will help us all work towards a more inclusive campus climate. Diversity education at JHU is based on the values of inclusive excellence (Bauman et al., 2005). The pursuit of inclusive excellence asks all members of the Johns Hopkins community to commit to the following things:
Learning about the identities and experiences of members of our communities.
Taking action to ensure equitable outcomes for those who have been historically marginalized.
Building a welcoming environment for everyone who learns and works at Johns Hopkins.
Summer 2024 Cohort
Developing Inclusive Excellence
In order to work towards inclusive excellence, we are using an adapted form of the Pyramid Model of Intercultural Competence (Deardorff, 2006). This model prioritizes external action based on attitudes, knowledge, skills, and internal change. It is also meant to be an ongoing process, where we are continually developing across the different elements. Learn more about the model on our SharePoint site.
IEED Workshops
See the schedule for upcoming workshops by visiting our SharePoint page, or visit MyLearning to see all our workshops. All sessions are open to all JHU community members.
Looking for a private session for your department, team, or group? Invite IEED to come to your team by filling out this form. Requested sessions must be scheduled at least one month in advance. Most are available for both virtual and in-person options, and can be adapted for student, staff, and faculty groups. Unless otherwise specified, we request at least 15 participants to make the discussion worthwhile. IEED is also available to consult with you on your educational needs.
Mitigating Unconscious Bias in Hiring: This live, interactive discussion addresses the full cycle of recruiting, screening, interviewing, and hiring. We cover patterns of bias and proactive actions to mitigate bias at each step in the hiring process. (45-60 minutes; best for a full search committee.
Say Something – Responding to Microaggressions: Do you find yourself at a loss for words when you hear a microaggression? Microaggressions are subtle, often unintentional, behaviors that express prejudice against a marginalized group. In this workshop, we’ll discuss strategies for responding while maintaining your own safety and peace of mind. Participants will have a chance to practice these strategies and will leave the session feeling more prepared to respond in the future. (1 hour)
Principles of Cultural Humility: Cultural humility (a concept outlined by Tervalon and Murray-Garcia, 1998) asks us to move past generalizations in order to understand the complex intersections of each individual person’s identities. This workshop provides space for reflecting on the principles of cultural humility: life-long learning, recognizing power imbalances, and holding institutions accountable. (1 hour)
Appreciating Identities: This is an opportunity to consider the different facets of yourself, including race, gender, socioeconomic status, sexual orientation, and more. We’ll discuss the many parts of identity, how they intersect, and what identities we think more about and which ones we think less about. (1.5 hours; best for groups of 30 or fewer)
Learning to Listen: This workshop helps members of the JHU community develop skills in appreciative inquiry while also providing a space to share meaningful stories. We will use this moment in time to enhance our collective skills in listening across difference, perspective-taking, and community development. Appreciative conversations are those in which individuals bring value to their discussion, rather than seeking to depreciate, attack, or devalue others. Inquiry-based conversations are those in which listeners can respond with curiosity, asking sensitive questions that allow for deeper understanding, identify hidden possibilities, and initiate change. As such, appreciative inquiry provides a process for productive and meaningful dialogue. (1.5 hours; best for in-person groups)
Communicating across Difference: At times, conversations around identity can feel challenging. Join us as we explore the why behind that and practice steps to effectively communicate with identity and context in mind. We’ll also identify possible communication barriers and the ways you can overcome them. (2 hours)
Knowing Yourself, Valuing Others: We discuss how race, class, sexual orientation, gender, national origin, ability, religion, and other identities shape our campus experience. Participants will also consider how being aware of one’s own privilege can help one support others, both here at Hopkins and in the wider world. And participants will identify concrete steps that we can take to build a welcoming educational environment for all. (1.5 hours)
Exploring the Imposter Phenomenon: The imposter phenomenon (IP), also referred to as imposter syndrome, can leave you feeling like a fraud, impacting your experiences in and out of the workplace. To better understand how IP directly impacts the experiences of marginalized identities, join us as we define it, explore the ways it can manifest, and discuss coping strategies to mitigate it. (1.5 hours)
Emotional Intelligence and Diversity: This workshop is based on the principle that the better we understand ourselves, the better suited we are to deal with difference. Together, we will discuss a number of exercises designed to examine and strengthen your skills with emotional intelligence and diversity. You will have the opportunity to reflect on your own identity and consider how these identities shape our workplace. EID is a concept championed by Cherbosque, Gardenswartz, and Rowe (2005). They argue that it is possible to use the power of our emotions to make us more adaptable and better able to handle differences. (2 hours; best for groups of 30 or more)
Building Inclusive Classrooms: Using Collegial Inquiry to Welcome Students: The Office of Diversity and Inclusion presents a workshop for faculty to foster a classroom environment where all students feel welcome and can succeed. Participants will examine identities of potential students and begin to examine our own bias in order to reduce barriers to student access. Participants will have the opportunity to explore and practice small shifts that help students feel welcome in the classroom. This virtual session will provide the opportunity to collaborate with others in the session and develop a plan using the Collegial Inquiry Cycle (Cunningham, 2011) for planning, implementation, and analysis & reflection with strategies that can contribute to a positive learning climate in higher education. (2 hours)
Towards Antiracism: As we explore antiracism and its implications in society, we’ll discuss how racism works and intersects with other forms of oppression. We’ll also take time to reflect on the emotions connected with this topic and address fatigue. We’ll conclude this session with discussing ways to continue antiracist practice in your day-to-day experiences. (2.5 hours)
Mitigating Unconscious Bias in Hiring: This session addresses the full cycle of recruiting, screening, interviewing, and hiring. We cover patterns of bias and proactive actions to mitigate bias at each step in the hiring process. (This course is asynchronous, so please complete at your own pace).
Building Inclusion at Work Training Bundle: This series is recommended by the Office of Diversity and Inclusion for all new employees at Johns Hopkins. The courses utilizes LinkedIn Learning to explore strategies that can help build inclusive environments, including allyship, creating safe spaces for challenging conversations, using inclusive language, and developing cultural competence.
Other Opportunities
Student Related Resources
These are opportunities led by partner offices around Hopkins. Please contact the hosting offices directly to learn more.
JHU Human Resourcesoffers a number of electronic courses for staff and faculty. Visit MyLearning to sign up for any of these sessions.
Diversity and Inclusion: 21st Century Higher Education
Diversity in the Workplace
Managing Bias
Managing Diversity
Diversity: Inclusion in the Modern Workplace
The Office of Institutional Equity offers online asynchronous trainings, including a session on Skills for Collaboration in the Workplace and a session on Managing Bias in the Workplace.
We encourage you to take advantage of asynchronous learning options. Consider inviting your team to participate in classes and then come together to discuss the course.
Visit our Sharepoint site for direct links to various asynchronous opportunities.
Members of the JHU community have access to LinkedIn Learning, accessible through MyLearning and then through your LinkedIn account. LinkedIn Learning offers many diversity-related courses, including the Diversity, Inclusion, and Belonging Learning Path. Here are a few courses to consider:
Diversity, Inclusion, and Belonging: Diversity is having a culture that values uniqueness: people of different backgrounds, cultures, genders, and races. Inclusion means inviting diverse groups to take part in company life. But there’s a third critical piece: belonging. It’s belonging that makes each individual feel accepted for who they are.
Discussing Racism with Dr. Christina Greer: An engaging course intended to show that conversations about race and racism can be healthy, productive, and impactful. Christina delves into important topics such as the reasons people may be uncomfortable talking about racism, best practices for speakers and listeners, the real-life impacts of racism, and how conversations can lead to action.
Creating Psychological Safety for Diverse Teams: Today’s workforce comprises multiple generations, cultures, and ways of working. By creating a culture of psychological safety—in which team members feel comfortable taking risks—you can lead these diverse teams to greater success.
Recruiting Diverse Talent as a Hiring Manager: Workplace diversity and inclusion is a key priority area for organizations large and small. Hiring managers need to be able to locate, hire, and onboard diverse candidates in order to succeed. This course is a guide that can help you develop a diversity hiring strategy, increase your candidate pool, and remove bias from your screening and interview process.
