This is a revised set of recommendations, as released on May 30, 2008.

• The original letter and set of recommendations.
• The Commission's response to the open forum discussions of the recommendations.

Below is a list of recommendations proposed by committees of the Commission on Equity Civility and Respect for consideration by the full Commission. This list is presented for use in these forums and is intended for the sole purpose of soliciting feedback from faculty, staff and students at Johns Hopkins University. This list is not exhaustive nor does it represent the final recommendations of the Commission. Final recommendations will be made after further deliberation by the Commission, considering your input and that of others.

Proposed Recommendations under Consideration by 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 they report for a plan to increase and measure progress in achieving diversity and equality, as well as fostering and maintaining civility. Each institutional 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 in a timely fashion 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.