This is the original letter and set of recommendations, as released on May 5, 2008.

• The most recent version of the recommendations.
• The Commission's response to the open forum discussions of the recommendations.
  

Dear Faculty, Staff and Students:

In fall 2006, President Brody established the Commission on Equity, Civility, and Respect, a university-wide group of faculty, staff and students charged with developing an action plan to address gender, ethnic and racial diversity issues at the Johns Hopkins University and its School of Medicine. This action follows the earlier adoption by Johns Hopkins University in 2006 of the "Principles for Ensuring Equity, Civility and Respect for All."

The commission's goal is to propose programs, policies and procedures that put these principles into practice in the day-to-day operations of the university. In doing so, we seek to ensure that Johns Hopkins is a community that is open, respectful and welcoming for all its members.

We are reaching out to you today for your feedback on the draft of 10 priority recommendations that emerged from months of discussion among the commission members. Because this set of guidelines will form the foundation of future actions in our quest to achieve equity, civility, and respect for all members of the Johns Hopkins community, your input is critical at this stage of the commission's work. That is why we are asking each of you to review carefully the proposed recommendations listed below and let us know your opinions and observations. You can forward your comments to ECR@jhu.edu. Please submit your feedback for consideration by Monday, May 19, 2008. Tell us what you like, what you don't like, and why. Tell us what are critically important omissions.

Diversity, inclusiveness and respect are cornerstones of a successful university; they make it possible for all of us to perform and contribute at the level of excellence that is the hallmark of Johns Hopkins. We welcome and appreciate your help in ensuring that Johns Hopkins' culture is and remains inclusive and diverse for all.

Sincerely,

Charlene Moore Hayes
Vice President for Human Resources

Myron L. Weisfeldt
William Osler Professor;
Director of the Department of Medicine, School of Medicine

Proposed Priority Recommendations from the Commission

1. Diversity and civility will be clearly defined and incorporated into the Johns Hopkins mission/core values and/or vision statement and strategic plan.
2. An education program focused on diversity and civility will be required of
   1. All administrative leaders and directors
   2. All members of search committees, at least one time
   3. All incoming students, staff and faculty
   All other faculty, students and staff will be strongly encouraged to participate in the program.
3. Institutional leaders at each level will be responsible to the person to whom he or she reports for a plan to increase and measure progress in achieving diversity and equality, as well as fostering and attaining civility. Each leader will develop a plan incorporating achievable and significant targets for which they will be held accountable.
4. Performance evaluations will universally incorporate an assessment of the contribution to diversity, equity, civility and respect.
5. Reports of behavior unacceptable to the academic community will receive prompt and reasoned attention by all administrative faculty or staff. Further review may be requested by all Johns Hopkins University students, faculty and staff by an ombuds office to be established for that purpose; serious offenses will be addressed via already defined disciplinary processes of each school and the university.
6. Continue regular, periodic surveys of students, staff and faculty to monitor adherence to the principles of equity, civility and respect. The results will be shared timely with institutional leadership.
7. Johns Hopkins will enhance recruitment of a diverse leadership and workforce by:
   1. Establishing search procedures for the appointment of officers and other senior administrators.
   2. Developing training specifically around tools designed to improve search and hiring practices that increase diversity
   3. Establishing and measuring the impact of pipeline programs for greater diversity at each level
8. Modern society demands that to optimize institutional success we must customize flexible careers for faculty and staff to result in engagement and retention across the life span. This may include review of current policies on promotion and time related assessment of appointment.
9. Johns Hopkins University leadership will ensure policies, practices and programs to support flexibility with regard to faculty family leave, time off for volunteerism in schools and the community, and provisions for increased availability of childcare.
10. Annual faculty salary equity studies will be conducted within each of the schools with visibility and action on results and analyses.