Diversity Strategic Plan

The Office of Equity, Diversity, and Inclusion has launched the first-ever diversity strategic planning process for the University of Maryland, Baltimore (UMB).

The process of collectively defining and pursuing a coordinated, Universitywide plan to advance diversity, equity, and inclusion has begun. The Diversity Strategic Plan Committee was formed in the fall of 2022 to contribute to the creation and development of UMB’s first Diversity Strategic Plan. The committee is comprised of students, faculty, staff, and administration. Their insights and expertise will be invaluable in the committee’s work to lead and engage our UMB community around Theme 3 of the UMB Strategic Plan, University Culture, Engagement, and Belonging, to “create a sustainable, equitable, and inclusive culture of care that collaboratively engages and embraces all members of the University community, and the broader community, with respect and in a manner that fosters belonging, understanding, trust, and equity.”

“We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value.”

― Maya Angelou, Wouldn’t Take Nothing for My Journey Now (1993): 124.

“Injustice anywhere is a threat to justice everywhere. We are caught in an inescapable network of mutuality, tied in a single garment of destiny.”

―  Rev. Martin Luther King, Jr. “A Letter from Birmingham Jail,” Ebony (August 1963): 23–32.

The purpose of UMB’s inaugural diversity strategic plan, Weaving University REPS: Diversity Action and Accountability Plan is to create a structure to advance equity, diversity and inclusion, and to guide the University of Maryland, Baltimore, as we take collective action to grow together in greater alignment with UMB’s mission, “To improve the human condition and serve the public good of Maryland and society at-large through education, research, clinical care, and service” and in advancement of our Core Values.

Context ▾

Baltimore is a city well aware of the inequities of its various institutions, particularly in terms of human services, health care, and education. The demographics of the City of Baltimore, and more widely of Baltimore County and of Maryland, are diverse. The histories of this region include colonialism, slavery, and commerce related to both.


The University of Maryland, Baltimore, has long been a local leader in addressing these histories and has recently begun reviewing its own role as an institution in profiting from and perpetuating inequities. President Jarrell has included within his presidential priorities a “Commitment to Working for Equity and Justice,” which is available online and was distributed during his inauguration in 2021.

Process ▾

In order to develop the plan, we formed the Diversity Strategic Planning committee of diverse faculty, staff, students, and postdocs, and we engaged several hundred UMB constituents online and in person to learn about their perspectives related to EDI.

The committee adopted a data-driven, evidence-based approach to identify university equity, diversity, and inclusion (EDI) priorities and needs. It extensively reviewed surveys, climate studies, our UMB Strategic Plan, University-wide strategic goals and outcomes, and best practices at UMB and throughout higher education and industry to inform the plan's development. During spring 2023, the committee hosted about 40 listening sessions to learn more from our UMB community about future directions in EDI.

Key Themes ▾

The key themes that have been developed through an intensive process of transparent consultation and reflection are to increase Recruitment and Retention, improve Experience and Climate, support Professional Development and Career Advancement, and increase alignment of Scholarship, Service, and Education towards the fulfillment of UMB’s mission. These four key themes, REPS, will be enacted with and will support UMB’s Core Values of Respect and Integrity, Equity and Justice, and Well-being and Sustainability, and Innovation and Discovery.

Timeline ▾

The timeline for the development and implementation of this plan was created with a thoughtful and strategic approach, and we recognize that what has taken years cannot be adjusted with short-term actions alone. While there are some immediate actions that can be taken, structural change and institutional transformation take time and dedicated resources. The timeframe for action items for this plan reflects short term, midterm, long term, and continuous goals.

Commitment ▾

The commitment of UMB is completely in support of the Key Objectives presented in this diversity strategic plan, as they represent achievable goals in alignment with our university’s Core Values and Strategic Objectives, particularly Theme 3: University Culture, Engagement, and Belonging, as presented in the UMB Strategic Plan, 2022-2026. 

Committee Charge

The Diversity Strategic Plan Committee is charged with informing the development of UMB’s first Diversity Strategic Plan, which will serve as a road map and framework to activate and advance diversity, equity, and inclusion at UMB.

The committee has adopted a data-driven, evidence-based approach to identify university equity, diversity, and inclusion (EDI) priorities and needs. It has extensively reviewed surveys, climate studies, our UMB Strategic Plan, Universitywide strategic goals and outcomes, and best practices at UMB and throughout higher education and industry to inform the plan's development. During spring 2023, it will host listening sessions to learn more from our UMB community about future directions in EDI.

Chairs

Diane Forbes Berthoud, PhD
VP and Chief Equity, Diversity, and Inclusion Officer
Office of Equity, Diversity, and Inclusion
Professor
Graduate School

 

Committee Members

C. Daniel Mullins, PhD
Professor of Practice, Sciences, and Health Outcomes Research and 
Executive Director of The PATIENTS Program
School of Pharmacy