Roadmap for Diversity, Equity, Inclusion, and Belonging

exterior of johns hopkins carey business school

The DEIB Roadmap

We are excited to bring forward a draft of the Carey Business School Roadmap 2.0 for your considered review and comment.

The Task Force for Diversity, Equity, Inclusion, and Belonging began developing the second roadmap in December 2023, aligning with the overall university’s roadmap. It outlines and summarizes task force and workgroup recommendations for impact in DEIB for all the Carey community members at both the Baltimore and Washington, D.C. locations.

Please read the draft linked below. The survey is closed.

The draft is 22 pages and will take some time to read thoroughly. We encourage you to allocate that time to this important work.

We appreciated your feedback during the recent open comment period (6/24-7/3). That feedback will help shape the final version of the Carey Business School DEIB Roadmap 2.0 in our shared work toward the highest standards of excellence in diversity, equity, inclusion, and belonging, which are inherent in our mission as we live our four core values.

DEIB Roadmap 2.0 Draft

DEIB Roadmap Annual Report

Our work toward a more diverse, equitable, inclusive community of belonging at Carey evolved this year. Building on our existing foundation and values, our approach was to embed DEIB across Carey. We focused on creating additional structures, processes, and accountability measures. We are grateful to the members of our community who have and continue to contribute their time, energy, ideas, and passion toward our collective goals.

2022-2023 Report2021-2022 Report

Statement of Commitment

Body Text

We are committed to building and sustaining an equitable and inclusive work environment where diversity is deeply valued and celebrated. We will bring our resources and influence to bear in recruiting and retaining a diverse faculty and staff body at all levels of rank and responsibility, including leadership roles. We will do this by strengthening our equitable hiring practices, actively developing internal talent, and ensuring a welcoming climate. When we have the opportunity to hire, we will do so in an open, intentional, and equitable manner. We will track our progress for hiring and retention, and measure culture, climate, and engagement for faculty and staff. We will seek input from and listen intently to all members of our community about ways that we can live our Carey values.