Several MICUA institutions have identified plans to implement new initiatives that enhance cultural diversity, if additional resources were available, including expanding courses, establishing more scholarships, and adding more trips to enhance cultural knowledge. For example, St. John’s College would like to have additional funding for need-based financial aid; increase academic support for first-generation college students; hold diversity awareness training for student services staff; and reach more students of color, first-in-family, and other underrepresented groups through admissions marketing programs.
The Office of Multicultural Affairs at Stevenson University has created short-term and long- term wish lists for enhancements to its current programs. In the short-term category, the University hopes to establish a diversity infrastructure, research and publish a calendar of all religious and spiritual holidays, develop a campus map of single occupancy restrooms, and establish a stand-alone diversity and inclusion office. In the long-term wish list, the University would like to design and administer a diversity and inclusion campus climate survey, formalize a diversity recruitment plan to attract a more diverse population for senior leadership and faculty, explore the historical legacy of the campus, and assess employee interest in establishing employee affinity groups related to diversity and inclusion.
McDaniel College would like to offer a summer bridge program to provide academic support to talented, but underprepared students. With appropriate sources, such a program could be implemented to serve economically disadvantaged students, students of color, and academically underprepared students in a way that supports academic success.
Based on the work of the President’s Task Force on Diversity, Equity, Inclusion and Globalization, Maryland Institute College of Art would like to engage the campus in a full diversity audit. The audit would include recommendations for developing and systematizing institutional change, and design an integrated, college-wide infrastructure (combination of offices, committees, and research centers) to support a long-term commitment to advance and sustain a diverse, inclusive, tolerant, and globalized campus. MICA would implement a “Question Campaign” as a way to better understand what the campus needs, questions, and already understands. A lead researcher would develop the questions, serve as a consultant, and complete an audit of programs in relation to Diversity, Equity, Inclusion, and Globalization (DEIG), informed by program learning outcomes and newly added course evaluation questions.
Mount St. Mary’s University would like to have a diversity office which collaborates with faculty, staff, and administrators. The University would like to create a comprehensive cultural competency training and certificate for the entire community.
Loyola University Maryland would like to establish a Presidential Task Force on Racial Justice Training, which would be led by faculty with relevant expertise and draw on campus resources and representatives from across divisions and areas. In addition, the department of Academic Affairs is pursuing partnerships to create and develop a diverse and inclusive faculty, including inviting faculty at MICUA institutions to its fall teaching enhancement workshop on “Race in the Classroom,” and a potential postdoctoral diversity teaching fellowship with the Association of Jesuit Colleges and Universities (AJCU).
Goucher College would like to further its vision of being a model of transformational education to prepare graduates who can analyze and solve complex problems together with people whose views are different from their own. For example, the College wishes to offer more financial assistance to be affordable to a wider population of students, and support staff in those areas that provide direct academic, co-curricular, and emotional support to students. The College would also like to develop additional programs that promote racial equity and inclusion at the Center for Race, Equity and Identity, and add resources to the new Center for the Advancement of Teaching and Scholarship.
Johns Hopkins University’s Bloomberg School of Public Health wishes to enhance its school-wide scholarship programs. One such program is the C. Sylvia and Eddie C. Brown Community Health Scholarship, which supports doctoral students committed to eliminating health disparities in Baltimore and other U.S. urban settings. Another program to be enhanced is the Diversity Summer Internship Program, which offers public health and professional development seminars, a GRE course, faculty mentorship, a 10-week graduate level research experience, and opportunities for students to formally present their work before their peers and faculty. The University’s Peabody Institute would like to offer several diversity related programs including alternative break trips to promote musical and cultural exchanges and to help under-privileged communities. Other programs include mandatory cultural sensitivity training for faculty, staff, and student leaders; collaboration with local dining establishments to promote discussions after offering a taste of local cuisine; and working with the Homewood campus in order to enhance the programs offered for Baltimore Scholars. The Offices of Residence Life and Student Affairs would like to host a cultural harmony week which would include various speakers, an Oxfam hunger banquet, and the Human Race Machine, which is an interactive computerized console that allows students to see what they would look like as different races.