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)
Future State
Adopt a SOM policy for the recruitment of URiMS students, faculty, and leaders
SOM will continue to seek highly qualified candidates for all positions and comply with EEO law and policy in pursuit of its DEI goals
The SOM will consistently post jobs in publications or engage in searches through professional organizations that promote diversity and inclusion in the biomedical workforce
Unconscious bias training will be consistently included in faculty/leader searches, and >75% of JHHS and SOM managers will complete unconscious bias training.
With the above steps, SOM will endeavor to increase the representation of faculty leaders from URiMS backgrounds over the next five years to address diversity in these positions.
Timeline
Year 1-Q1 & 2 Obtain internal and SOM approval for the URiMS recruitment policy.
Year 1-Q 3 & 4 Initiate required activities under the policy for searches in the SOM.
Year 1-Q 3 & 4 Codify the process for internal and external searches.
Year 2-Q 1 & 2 Activate department chairs and fellowship directors to proactively recruit from a diverse pool of applicants.
Year 2-Q 1 – 4 Develop a data-driven monitoring plan to assess hiring and promotion outcomes across levels.
Years 3-5 Assess progress on outcomes and adjust the strategic approach as needed based on data.
