Key Dates
I. Restatement of Principles
Committee to Re-examine University Statements on Diversity, Inclusion, and Equity
Convened and charged to canvass views across JHU about existing statements regarding diversity, inclusion, and equity and recommend a new universitywide statement for community input and review.
Previous commitment: Launch in spring 2016; Complete in May 2017
Status: Initial review of existing statements completed. Advisory committee to launch in fall 2016.
II. Faculty
Faculty Diversity Initiative
Five-year, $25 million initiative to support recruitment and hiring of diverse faculty universitywide.
Previous commitment: Launch in fall 2015.
Status: Ongoing
Enhanced Faculty Search Processes
Each division establishing new protocols for faculty searches to increase diversity within applicant pool.
Previous commitment: Implement new practices in summer 2016.
Status: Implemented new practices in summer 2016, summarized in divisional faculty diversity action plans.
Target of Opportunity Program
New resources provided to help recruit diverse scholars—up to $100,000 per faculty member per year for three years.
Previous commitment: Launched in fall 2015. Hiring ongoing.
Status: In the first year, 22 requests have been made,15 were approved, and 12 new faculty have joined JHU
Visiting Faculty Initiative
New resources provided to invite and support more visiting scholars in all academic divisions.
Previous commitment: Launch in spring 2016.
Status: Ongoing. Committed more than $700,000 over five years. In the first year, five requests have been approved across five divisions.
Diversity Postdoctoral Fellowship Program
Competitive, two-year program provides salary, benefits, research support, training, mentoring, and networking.
Previous commitment: Launched active recruitment; First fellows expected fall 2016.
Status: Ongoing. In the first year of the program, eight fellowships awarded summer 2016
Diversity and Inclusion Faculty Research Award
$50,000 award each academic year for exceptional research by JHU faculty that advances knowledge on issues of equity, diversity, and inclusion.
Previous commitment: First awardee anticipated fall 2016.
Status: First winner and finalist announced, spring 2016
Transparent Reporting and Accountability on Faculty Diversity
Divisions will receive guidelines for reporting faculty diversity data, grounding related efforts in data collection, analysis, and public reporting.
Previous commitment: Ongoing.
Status: Ongoing. Faculty composition data released fall 2016.
Divisional Plans
Each academic division is currently preparing a three-year faculty diversity plan, including a rigorous self-assessment, clear goals, and strategies.
Previous commitment: Complete in June 2016.
Status: Draft plans were submitted in June 2016 and revised in September 2016.
Universitywide Department Chairs Meeting on Diverse Hiring
Interactive workshop on best practices and protocols for departments to use to recruit and retain diverse faculty.
Previous commitment: Late spring 2016.
Status: Convened, spring 2016.
Baseline Faculty Diversity Report
Report on faculty diversity data that will serve as baseline to measure progress in years to come.
Previous commitment: Released in spring 2016.
Status: Data released in fall 2016. Report to be updated biannually.
Cluster Hiring
Recruiting multiple scholars into one or more departments based on shared, interdisciplinary research interests.
Previous commitment: Ongoing.
Status: Two faculty recruited to the Center for Africana Studies; another search is ongoing.
Faculty Mentoring Program
Program designed to foster early- and midcareer faculty members; includes one-to-one, peer, and group mentoring.
Previous commitment: Divisional plans launched fall 2015.
Status: Ongoing.
Faculty Mentoring Award
A new award that will honor the full-time faculty member who exhibits excellence, generosity of spirit, and dedication in mentoring junior faculty members.
Previous commitment: Established in spring 2016.
Status: First two awards given, spring 2016. Annual program.
Faculty Mentoring Website
A new central website to supplement divisional faculty mentoring websites and provide resource materials for mentors and mentees.
Previous commitment: Development in spring 2016.
Status: Development of the website is still in progress and is scheduled to be completed by the end of AY16-17
Faculty Mentoring Survey
First such universitywide survey will provide baseline data regarding faculty access and satisfaction with their current and past mentoring experiences.
Previous commitment: Results to be distributed in late spring 2016.
Status: Data analysis of the survey is still in progress. We anticipate a report to be released by the end of 2016.
III. Students
Baltimore Scholars
Comprehensive program review to offer greater financial support and robust programming to admitted Baltimore City Public School graduates with the greatest financial need,
Previous commitment: Launch in spring 2016
Status: Complete on Homewood and Peabody campuses.
Expansion of Hop-In
Increase in number of students participating to 160 over four years; hire two additional staff members over two years, with student engagement in search.
Previous commitment: Summer 2015 through summer 2018.
Status: Summer 2016: 66 students in Hop-In. Two staff have been hired to date. Next position is funded for FY18.
Broadening Multicultural Affairs
Increase collaboration and coordination among the offices of Multicultural Affairs, LGBTQ Life, Gender Equity, and Campus Ministries to ensure that our programs and services are inclusive, serving the various needs and intersecting identities of students, and opening new, meaningful opportunities for them to engage with others.
Previous commitment: Ongoing.
Status: New structure created spring 2016 and Programming and collaborations are ongoing.
Transgender Workgroup
Ensure our policies and procedures are supportive of transgender students. Registration changed to preferred name(2015). Assessing facilities to ensure inclusivity.
Previous commitment: New commitment.
Status: Ongoing.
New Associate Dean of Diversity and Inclusion in Homewood Student Affairs
Oversees the Homewood Centers for Community, Diversity, and Inclusion.
Previous commitment: New commitment.
Status: Hired summer 2016.
New Diversity-focused Positions in Homewood Student Affairs
Two new positions will support and foster programs focused on issues of diversity.
Previous commitment: Created by summer 2016.
Status: Complete. These positions were filled in summer 2016.
Student Advisory Board on Multicultural Affairs
Re-establish student advisory board to provide on-going feedback on the programs and services of the office.
Previous commitment: Convened by fall 2016.
Status: Goal has evolved into regular community forums, starting in AY16-17 with student leaders from cultural-based organizations and advisory boards.
LGBTQ Needs Assessment
Second assessment of the Office of LGBTQ Life to review progress made and identify opportunities for improvement.
Previous commitment: Launch in spring 2016.
Status: Complete. Developing next steps fall 2016.
Task Force on Student Mental Health and Well-Being
Student, faculty, and administrative task force to assess the current state of JHU mental health services and resources, canvass current research and benchmark against peers, and recommend effective services and interventions.
Previous commitment: Launch in spring 2016.
Status: Ongoing. Universitywide survey completed September 2016. Recommendations to be made spring 2017.
Homewood Student Disability Services Office Focus Groups
Work with members of SDS’s Student Advisory Board to solicit their input and summarize and analyze the data.
Previous commitment: New commitment.
Status: Launch in fall 2016. Engage other JHU schools in 2017.
Mandatory Cultural Competency Workshop for First-Year Students
Designed to help first-year students reflect on their own identities and learn about the importance of diversity and inclusion at Hopkins.
Previous commitment: Offer by Fall 2016.
Status: Launched AY16–17 (also mentioned under Climate and Community).
Doctoral Program Directors Workshop
Identify and discuss the challenges in successfully recruiting a diverse doctoral student body.
Previous commitment: New commitment.
Status: Scheduled fall 2016.
JHU Membership in National Name Exchange
To help match JHU with minority students interested in graduate education.
Previous commitment: New commitment.
Status: Currently in development.
JHU Chapter of the Edward A. Bouchet Graduate Honor Society
Develop a network of scholars to support students who have traditionally been underrepresented.
Previous commitment: New commitment.
Status: Application submitted fall 2016. Launch anticipated spring 2018.
Graduate Student Composition
Develop and publish data by the end of AY16-17 on the racial and gender composition of the graduate student community by division and department.
Previous commitment: New commitment.
Status: AY16-17
IV. Staff
HopkinsLocal
Joint university/health system economic inclusion initiative to hire staff from Baltimore’s most distressed communities.
Previous commitment: Launched in fall 2015.
Status: Ongoing.
Increasing Entry-level Hiring
Collaboration among university, health system, Mayor’s Office of Employment Development, and a local nonprofit workforce development company to train residents of Baltimore’s most disadvantaged communities with skills for key positions.
Previous commitment: Launched in fall 2015.
Status: Launched in fall 2015.
Expanded Finance Diversity Mentor Program
Evaluate what has and has not worked in current Diversity Mentor Program in University Finance in order to strengthen the model for expansion across other functions and offices.
Previous commitment: Ongoing.
Status: Ongoing. Expansion planned for FY17.
Improving Staff Professional Development
Roll out a streamlined performance-feedback program to ensure that supervisors and their staff are discussing performance strengths and development opportunities twice a year.
Previous commitment: Academic year 2016-17.
Status: Initiative launched, efforts ongoing.
Health and Health Services Study Committee
Committee is examining several areas of employee health services, paying special attention to needs of Johns Hopkins’ lowest-income employees
Previous commitment: Recommendations in spring 2016.
Status: Recommendations to be made fall 2016. Additional analysis and consultation in FY17, with implementation to take place FY18.
Enhance Diversity Training for Managers and Staff
Develop both the quantity and quality of diversity-related training available to staff.
Previous commitment: New commitment.
Status: Begin FY17.
Staff Diversity Initiative for Hiring and Recruiting
Review the FDI and industry best practices around diversity, and make recommendations around new processes.
Previous commitment: New commitment.
Status: Workgroup to be convened FY17. Implementation planned for FY18.
Enhance Family Support Benefits
Develop a plan to support a broader range of child care options and offer a wider spectrum of options to our employee community.
Previous commitment: New commitment.
Status: Develop options FY17.
Develop and Report on Measures of Progress
Open and transparent reporting on overall diversity of our workforce and updates on our efforts.
Previous commitment: New commitment.
Status: Ongoing.
V. Education
Commission on Undergraduate Education II (CUE2)
Provide a current assessment of the state of undergraduate education, and updated recommendations, including among its priorities a comprehensive review and analysis of how best to address the challenge of preparing students to understand and appreciate an increasingly complex and interconnected world.
Previous commitment: Launch in spring 2016.
Status: To be launched 2017.
Recruitment/Hiring of Five Faculty Lines Connected to Center for Africana Studies
Includes two faculty lines in Africana studies, two in history (one in African-American history, one in African history), one Bloomberg Distinguished Professor.
Previous commitment: Underway, spring 2016
Status: Hired four new faculty; one search is ongoing.
Committee on Centers and Programs in KSAS
Committee will assess the state of centers and programs in the arts and sciences and recommend how to strengthen their role and presence within the school.
Previous commitment: Established spring 2016.
Status: The committee has been asked to submit its report and recommendations by spring 2017.
VI. Climate and Community
Workgroup on Diversity and Cultural Literacy Training
Will seek out and evaluate the most effective trainings, and recommend appropriate training programs, whether mandatory or available for enrichment and development.
Previous commitment: Launch in spring 2016.
Status: Foundational research done summer 2016, workgroup to launch TBD
Mandatory Cultural Competency Workshop for Incoming Undergraduates
Build on a pilot program from fall 2015 to address fundamental issues of racial diversity and inclusion.
Previous commitment: Offer by fall 2016.
Status: Launched AY16-17 (also mentioned under Students).
New Office of Institutional Equity Website
Highlight OIE’s centrality as a resource for the entire community, adding to OIE’s introductory session during freshman orientation, and OIE’s trainings and presentations to student, faculty, and staff groups throughout the year.
Previous commitment: Complete in spring 2016.
Status: To be launched fall 2016.
Enhanced Coordination on Responses to Incident Reports
Convene working group to seek input from faculty, staff, and students on the types of responses to bias-related incidents that may work best in various situations.
Previous commitment: Establish in spring 2016.
Status: Developing a more structured and proactive approach to responding to student complaints about campus climate.
Expanded Diversity Leadership Council to Empower Student Voices
Expand the DLC to include standing seats, shared among key students groups, to be filled during our annual nomination process; will help ensure that student voices are empowered to impact university policy and programming.
Previous commitment: Spring 2016.
Status: Additional efforts made to recruit student members; four additional student members added; Student Experience subcommittee launched.
Homewood Diversity Council
Whiting and Krieger schools are creating a joint council to focus on issues of particular interest to those divisions.
Previous commitment: Convene in spring 2016.
Status: Homewood Council on Inclusive Excellence launched fall 2016.
VII. Baltimore
Academic Conference on Race and Inequality in Baltimore
Multi-university symposium that will explore the legacy of race-related policies and programs in Baltimore.
Previous commitment: Host in fall 2016.
Status: Conference on hold. Planning next round of 21st CC Redlining Series to be held AY16–17.
JHU Diversity and Inclusion Website
A new website that provides information and updates on issues related to diversity and inclusion.
Previous commitment: New commitment.
Status: Expected fall 2016.
Expansion of HopkinsLocal
Expand the principles of HopkinsLocal—the Hopkins-wide effort to build, hire, and buy local—to recruit nonaffiliated local businesses to the cause, broadening its impact.
Previous commitment: Spring 2016.
Status: BLocal launched spring 2016.
Reporting on HopkinsLocal
Report annually, provide data, work with BLocal partners to track progress.
Previous commitment: New commitment.
Status: FY17.
Formalize Partnership with Margaret Brent Elementary/Middle School
Create a flagship program around the arts, provide professional development and teacher coaching, and support efforts to expand the school’s partnerships and programming.
Previous commitment: New commitment.
Status: In development.
P-TECH Partnership Schools
Working to launch a P-TECH program at Dunbar High School that helps students achieve a HS diploma, associates’ degree from a local community college, and key, marketable job skills.
Previous commitment: Expected in fall 2016.
Status: P-TECH Dunbar opened with 50 students in fall 2016. Will expand to 200 students within four years.Printable PDF
