Faculty diversity at Carey
As a core value, Johns Hopkins faculty at Carey Business School will encompass diversity and equity through inclusive excellence. As such, Carey faculty diversity initiatives link to the university’s commitment. The Johns Hopkins Roadmap for Diversity states, “For the university to fulfill its purpose of critical inquiry and discovery, diversity of people and of thought is not a luxury; it is a necessity. Our goal in this area is to locate, attract, and retain the best and most talented faculty, representing a broad array of backgrounds, thought, and experiences. In the best tradition of our university, we will continue to rely on schools and departments to develop new and innovative ways to strengthen our recruitment and retention of a diverse faculty.”
At Carey, we stand fully behind the university’s commitment to faculty diversity. And we continue advancing our mission of building for what’s next through scholarship and practice.
Taskforce and committees
Carey Faculty and Staff Task Force on Diversity, Inclusion, Equity, and Belonging
The Carey Faculty and Staff Task Force on Diversity, Inclusion, Equity and Belonging formed in March 2020 to proactively identify future initiatives that drive Carey’s Roadmap for Diversity, Inclusion, Equity, and Belonging. The task force includes faculty and staff members who seek additional input from faculty, staff, students, alumni, and stakeholders across the Johns Hopkins community.
Inclusive organizations benefit everyone. They allow for the emergence of different perspectives, unique ideas and promote a healthy environment for work. Better understanding how we can achieve this goal is key to the future of business.
Colleen Stuart, Phd, Assistant Professor
Diversity and Inclusion Committee
The Carey Diversity and Inclusion Committee formed in 2007 as a collaborative effort of faculty and staff meets monthly to engage Carey faculty, staff, and students around issues of diversity and inclusion and to build community.
Faculty Diversity Initiative Action Plan Committee
In place since early 2016, the Faculty Diversity Initiative Action Plan Committee focuses on faculty search guidelines and best practices and advises the Dean on continued progress relating to Carey’s Faculty Diversity Initiative Action Plan, as overseen by the Provost’s Office. This includes divisional goals and strategies to advance faculty diversity.
In 2014, all Johns Hopkins schools and divisions developed comprehensive faculty mentoring programs designed to foster the development of early- and mid-career faculty members. Carey’s mentoring activities have evolved, and now include a first-year faculty mentoring program–fostering a sense of belonging for new faculty–junior faculty mentoring workshops, and senior faculty mentors.
Carey is a member of the PhD Project. The PhD Project was founded on the premise that advancements in workplace diversity could be propelled forward by increasing the diversity of business school faculty. Its expansive network of supporters, sponsors, and universities helps Black/African-Americans, Latinx/Hispanic-American, and Native Americans attain their business PhD and become the business professors who will mentor the next generation of leaders.
Johns Hopkins University initiatives
Faculty Diversity Initiative
The Faculty Diversity Initiative is a cornerstone of Johns Hopkins’ diversity and inclusion efforts. It recognizes that changes in the composition of our faculty impact the student body, campus climate, research, and pipeline of graduate students.
From the Faculty Diversity Initiative launch, “The Faculty Diversity Initiative was launched in fall 2015, the product of a yearlong effort to develop a multifaceted approach to faculty recruitment and retention. With support from all deans, the university committed more than $25 million in funding to this effort over five years. The FDI has two overarching goals: to reorient faculty search and hiring practices, ensuring searches stretch beyond our customary networks to include new and diverse sources of talented candidates; and to provide resources that can support and sustain a more diverse faculty community. By looking beyond familiar horizons for new colleagues, we are confident that we can enhance both the excellence and diversity of our faculty.”
Faculty research spotlights
In addition to studying collaborative work, Stuart studies women and work, how women overcome workplace barriers, and the implications of women’s success in the workplace.
Learn more about Stuart’s research.
Macis is an applied economist studying various topics in health, development, behavioral and labor economics. He has recently published on the impact of female leadership on firm productivity and gender wage gaps, the role of incentives and networks in addressing the under-detection of infectious diseases, and more.
Learn more about Mario Macis’ research.
Continue your career at Johns Hopkins
We take pride in our diverse faculty and are always looking for innovative and enthusiastic faculty to join us at our Baltimore or Washington, D.C. campuses. Join us as we build for what’s next.
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