Diversity & Inclusion Plan

Transcription

1 Diversity & Inclusion Plan March 2016 Update We continue to make much positive progress towards the goals set out in SON s Diversity and Inclusion Plan. A reminder to everyone that SON-Diversity@jhu.edu is available to all faculty, staff and students to provide suggestions or voice any concerns. Listed below are some highlights as they relate to the plan, and to diversity and inclusion at SON more broadly. Congratulations to Dorcas Baker! As Site Director for AIDS Education and Training Center at SON, Dorcas won the Black Nurses Association of Baltimore s Harriet Tubman Legacy Award in Community Health Nursing. As part of SON s increased support of SOURCE, SOURCE s Service-Learning Faculty & Community Fellows Program was launched. The fellowship program offers members of SON faculty a $1,250 award and ongoing mentorship to prepare them to integrate practical experiences into their curriculum through a service-learning component. An electronic incident recording system and an exit interview process for students were finalized and implemented by the Office of Enrollment Management and Student Affairs. Mechanisms like these will help improve our ability to understand and respond to issues as they arise. On March 8, Johns Hopkins University s LGBTQ Life distributed a survey to learn more about student needs and improve their services. On March 16, a panel discussion on the topic of Provider Perspectives: Men in Nursing was held. On March 23, LGBTQ Life hosted a Safe Zone training session at SON, covering respectful terminology, the needs of the LGBT community, campus experiences, and inclusion in the classroom. 1

2 Diversity & Inclusion Plan Objective Budget Status Assignment Comments Phase 1: September to December, 2015 Goal 1: Building Community 1.1.a. Develop a fluid school wide diversity plan; document, advance and communicate SON s diversity and inclusion efforts. D 1.1.b. Establish a SON Diversity Task Force (faculty, students, staff); develop diverse and representative stewards for the school s diversity efforts D First meeting held on March 30, c. Launch Baltimore Scholars Program to increase student diversity; develop a pipeline by offering (4) full MEN scholarships to Baltimore public high school graduates annually; effective Fall 2016 $368,640 per year EM; LISA; D Launched: November 16, Annual commitment. 1.1.d. Increase SON support of SOURCE (Student Outreach Resource Center); provide additional opportunities for SON students to have community impact $118,000 SA; D Increase from $59,475 annual commitment. Contributions to be reviewed annually 1.1.e. Partner w/ JHU East Baltimore schools to develop a strategic and sustained plan to address health and well-being in Baltimore; provide counsel regarding the role and impact of nursing; Drs. Davidson, Campbell, Sharps D Two meetings held thus far 2

3 1.2.a. Begin national recruitment for Associate Dean for Teaching and Learning; improve diversity in teaching curriculum, instructional design, and faculty training 1.2.b. Launch a series of quarterly diversity meetings for ALT; establish a regular meeting schedule for leadership focused specifically on diversity challenges and opportunities, with proceedings reported out to SON community 1.2.c. Increase opportunities for students to connect with diverse organizations; identify and join organizations which offer student opportunities and support 1.2.d. Revive the staff committee; provide for greater staff representation, input and inclusion 1.2.e. Launch Food for Thought series for faculty/staff to promote community and inclusion 1.3.a. Establish process for student exit interviews; improve tracking of student departures for analysis and response Phase 1: September to December, 2015 Goal 2: Faculty, Staff & Student Development AA; LISA; D D First meeting held December 2, SA $2,500 D Phase 1: September to December, 2015 Goal 3: Structure & Process Improvement D EM In , SON joined the Hispanic- Serving Health Professional Schools Organization Monthly meetings began September 2015 Monthly meetings began September

4 1.3.b. Establish external partnerships with diversity/inclusion experts to strengthen SON s efforts and impact; conduct external review; Dr. James Page, JHM/JHHS Office of Diversity, Inclusion and Cultural Competency; Dr. Dorrie Fontaine, UVA; Dr. Karen Bankston, Univ. Cincinnati D Dr. Fontaine talk held November 12, More scheduled. 1.3.c. Improve organizational structure and schools governance (faculty/staff/students); contract with external consultant to provide a clearer and more transparent processes for decision making, roles of various committees, and reporting lines D Contract start date: January 1, d. Hire a full-time HR manager to better address faculty and staff needs; develop onboarding and orientation procedures that are aligned with diversity objectives; advance faculty and staff cultural sensitivity (microaggressions, negative imagery and language) training FA; D HR Manager commenced November 9, e. Increase advertising to recruit diverse students and faculty; target minority pipelines; Association of Black Nursing Faculty, National Association of Hispanic Nurses, National Student Nurses Association 1.3.f. Website Enhancement; increase visibility and provide a central repository for information and communication w/respect to diversity $20,000 AA; MarCom MarCom; DC Quadrupled advertising budget targeted at minority audiences from $5,000. Four of seven new faculty members hired in were from under represented racial or ethnic groups 4

5 1.3.g. Provide gender neutral restrooms options with signage that better reflects diversity and inclusion; determine restroom sites 1.3.h. Showcase and celebrate SON s diversity accomplishments (internally and externally) to build synergy in the SON community; develop strategies (communications; events) that regularly champion SON s diversity successes 1.3.i. Establish an central diversity suggestion/comment box; develop an which would be monitored by the Dean s Task Force 1.3.j. Hire a Director of Student Affairs who will receive annual diversity training including in supporting diverse students and student grievance response; establish a full-time resource to address and advance student issues and support; provide information about affordable health insurance 1.3.k. Increase under-represented minorities in the PhD program; create a pipeline of new leaders SA MarCom; DC; SP MARCOM produced Welcome video IT; D; MarCom son-diversity@jhu.edu D Start date: November 9, 2015 D; AA Phase 1: September to December, 2015 Goal 4: Teaching & Program Enhancement 1.4.a. Purchase 2 SIM manikins; provide greater diversity in the SIM setting $150,000 D; AA 5

6 1.4.b. Conduct semester reviews of cultural pluralism in all SON teaching materials; update audiovisual and other course material used in lecture and labs to represent diverse populations and patient experiences AA; EC; LISA Commenced February, c. Begin recruitment of (10) new clinical faculty members; improve the clinical student learning experience by having faculty provide a strong evidence base and proper context for health data shared about various patient populations AA 1.4.d. Better address cultural competency of clinical instructors; review process of hiring clinical instructors and provide mandatory training AA; EC 6

7 Phase 2: January to April, 2016 Goal 1: Building Community Suggestions: Dr. John Lowe, Florida Atlantic University, Micro-aggressions 2.1.a. Launch a quarterly school wide diversity and inclusion conversation series; bring engaging speakers to broaden and enrich the discussion $4,000 DC IOM Report: Unequal Treatment: Confronting Racial and Ethnic Disparities in Healthcare Transgender experiences in healthcare Men in nursing held in March, b. The University s HopkinsLocal Initiative; develop a plan which would outline strategies to expand local minority-owned businesses, increase hiring of city residents, and increase local purchasing 2.1.c. Partner with Dunbar High School to create a pipeline of healthcare students in East Baltimore; launch a 6-week program where students learn about pathways to a career in healthcare 2.1.d. Lawler Chair Focus on Baltimore; install Dr. Phyllis Sharps and align with development efforts to increase support on diversity initiatives (scholarships, faculty recruitment, community service initiatives) Ethical nursing HR; FA; D SA; AA Commenced February 10, 2016 D d February 18,

8 2.2.a. Include more diversity metrics into faculty evaluations; strengthen faculty assessment by tracking faculty s adherence to AA s diversity processes 2.2.b. Select and launch mandatory cultural competency training module(s) for faculty, staff and students; increase understanding and sensitivity to diversity issues 2.2.c. Select and launch customized cultural competency training specifically for curriculum and admissions committees; increase understanding and sensitivity to diversity issues Phase 2: January to April, 2016 Goal 2: Faculty, Staff & Student Development AA HR; AA; D; EC To commence Spring 2016 D; EC; EM; AA 2.2.d. Hold faculty/staff retreat which will include a diversity component $2,800 D; EC Scheduled for April 28, e. As part of the JHU faculty Initiative, increase efforts to recruit faculty with diverse background, experiences, and perspectives; broaden searches and increase advertising HR; AA 2.2.f. Strengthen hiring procedures; provide training for all search committees and hiring managers to help eliminate unconscious bias HR; AC 2.2.g. Increase inclusion of SGA in school governance SA; EC Governance consultant engaged, commenced January 1,

9 2.2.h. Strengthen impact of Diversity Committee; review governance and organizational structure moving forward TF; D; EC Phase 2: January to April, 2016 Goal 3: Structure & Process Improvement 2.3.a. Strengthen student orientation to include more diversity focus; expand exposure to diversity issues that nurses face in the profession; health disparities w patients and Baltimore SA 2.3.b. Provide more needs-based scholarships; DAR to develop an action plan to increase scholarships DAR 2.3.c. Build synergy around SON diversity successes; develop a plan to highlight achievements (awareness months; events; communications) MarCom; DC; SP #LatinosInspire campaign; Hispanic Heritage Month - 5 students & 1 faculty = organic reach of 2,100 each. 1 = 8,300 reach; 1,400 post clicks; 574 likes 2.3.d. Define and identify permanent organizational structure and governance of SON's diversity and inclusion efforts moving forward; review alignment of Dean s Office, JHA and the Diversity Committee's efforts. D; EC; TF Governance consultant engaged, commenced January 1,

10 Phase 2: January to April, 2016 Goal 4: Teaching & Program Enhancement 2.4.a. Incorporate the class Community- Outreach to Underserved Communities in Baltimore into the MSN Entry into Nursing Program beginning Fall 2017; expand exposure to diversity issues that nurses face in the profession and health disparities with patients and in Baltimore AA 2.4.b. Increase content in the curriculum on diversity and inclusion; curriculum Committee to review ways to integrate NCLEX pedagogy in all courses to allow more discussion of health disparities, health and social justice, antiracism, gender equity, etc. AA To be assisted by academic departments 2.4.c. Improve the clinical learning experience; address difficult conversations, diversity challenges, and a variety of social contexts focused on how best to engage, support and empower the patient/family AA; EC 2.4.d. Introduce the Implicit Bias Scale for all students early on in training; make students aware of their own biases earlier AA Now part of Community Outreach course 10

11 3.1.a. Develop and launch in Fall 2016 a series of alumni strategies that focus on diversity; provide greater diversity in the mentoring programs and have minority alumni speak to students and faculty of challenges and opportunities Phase 3: May to August, 2016 Goal 1: Structure & Process Improvement DAR 11