A CRITICAL OBJECTIVE FOR MICUA members is to increase diversity among faculty and administrators, because students benefit by interacting with role models and mentors to whom they can relate.
At Goucher College, new full-time faculty participate in a twoday faculty orientation and a year-long development program to support acclimation to campus, discuss classroom and pedagogical challenges, and share information on promotion and tenure processes. A mentoring program pairs new and senior faculty, and faculty from underrepresented groups are matched with mentors from similar backgrounds. Workshops addressing microaggressions, difficult conversations, and implicit bias are also offered for faculty development.
Launched in 2016, Johns Hopkins University’s Female Finance Professionals Network supports women working in financial roles across the institution, fostering alliances and starting new conversations on gender and inclusion issues. The network of over 200 members welcomes individuals of all genders, hosts regular networking events for exchanging knowledge, fosters alliances, and starts conversations on gender and inclusion. The Finance Diversity Mentor Program, established with support from the Black Faculty and Staff Association, was expanded in 2017 from University Administration only to include all finance staff.
The Office of Human Resources at Loyola University Maryland arranges professional development opportunities for all faculty and staff, including sexual harassment prevention and workplace diversity. OUTLoyola offers Safe Zone Training to all employees. Student Development offers bystander intervention training through its Green Dot Campaign. Loyola’s Title IX Coordinator and Deputy Coordinators provide sexual violence and discrimination prevention training for all employees. The University sponsors participation in the Ignatian Colleagues Program, designed to develop faculty and administrator leadership potential at Jesuit institutions across the nation.
Notre Dame of Maryland University’s recruitment policies and guidelines require the development of applicant pools including underrepresented groups to promote the University’s goal of learning and working in an inclusive campus community. Human Resources posts recruitment ads on the University’s website, Indeed, HigherEdJobs, The Chronicle of Higher Education, LinkedIn, and websites and listservs specifically focused on academic disciplines and/or professional fields. In 2017, Human Resources added Maryland Job Network, which disseminates listings to at least 80 local community and diversity organizations that provide employment and training services to target populations.
Stevenson University’s Vice President for Human Resources and Vice President of Student Affairs co-chair the Universitywide Diversity and Inclusion Committee, established in 2017. The Committee has co-sponsored a number of diversity events on campus. Human Resources has also coordinated numerous professional workshops for faculty and staff on diversity and inclusion, including: Decoding Diversity; Inclusion/Exclusion/Illusion/Collusion; Ouch-That Stereotype Hurts; The Dangers of a Single Story; What’s in a Label; and Different Strokes.