On Oct. 31, the University of Maryland, Baltimore (UMB) held the second in a series of State of Equity, Diversity, and Inclusion (EDI) convenings. Featuring presentations from deans at four of its schools — nursing, dentistry, social work, and pharmacy — the event focused on strategic plans, success, challenges, and ongoing initiatives aimed at cultivating a culture that prioritizes EDI across all faculty, staff, and student communities.
Diane Forbes Berthoud, PhD, MA, chief equity, diversity, and inclusion officer and vice president, opened the gathering by emphasizing that each school’s approach to EDI informs and strengthens the Universitywide effort.
“The purpose of these convenings is to ensure greater accountability and to increase communication across the schools and across the University, as well as to increase knowledge sharing,” she outlined. “What's happening in one school can enhance and or strengthen something that's happening in another unit or school.”
The first State of EDI convening, held on Sept. 9, featured presentations from the University of Maryland School of Graduate Studies and the University of Maryland Francis King Carey School of Law, and in January 2025, the University of Maryland School of Medicine will share its progress and goals for the coming year. Each event in the series is guided by UMB’s Diversity Strategic Plan, which focuses on four pillars — Recruitment and Retention, Experience and Climate, Professional Development and Career Advancement, and Scholarship, Service, and Education. These pillars form the foundation for the presentations, offering a consistent framework for sharing progress, challenges, and goals across UMB’s schools.
A Legacy of Trailblazing EDI Efforts
Yolanda Ogbolu, PhD, NNP, FNAP, FAAN, the Bill and Joanne Conway Dean of the University of Maryland School of Nursing (UMSON), kicked off October’s series of presentations by highlighting the school’s longstanding commitment to equity and inclusion, noting that, in 2014, it was the first at UMB to hire a diversity, equity, and inclusion officer.
In outlining UMSON’s progress, Ogbolu said the school has significantly diversified its staff, faculty, and student communities since 2014. She highlighted the change from 35 percent minority staff in 2014 to 46 percent today and said that 63 percent of its current student body consists of minority students with male students representing 12 percent of that population, aligning with national figures for gender diversity in nursing. Still, she noted that challenges remain in faculty diversity, especially in tenure-track roles, where underrepresented minority representation reflects a need for continued efforts in recruitment, retention, and promotion despite some growth.
Among the ways UMSON supports diversity, Ogbolu explained, are holistic admissions, pathway programs, and a Student Success Center designed to enhance recruitment and retention. Looking to the future, she said the school plans to expand student affinity groups and collaborate with the Big Ten Academic Alliance on EDI initiatives.
“This is just a snapshot of some of what we're doing, and this is an important part of really understanding why EDI is important,” Ogbolu stressed. “We are committed and will remain committed to EDI.”
Historic Responsibility to Lead
Dean Mark A. Reynolds, DDS, PhD, MA, who gave the presentation for the University of Maryland School of Dentistry (UMSOD), said that the school recognizes its unique positions and responsibility in promoting EDI due to its history as the world’s first dental college.
Reynolds shared that while the dental profession has historically lacked diversity, UMSOD’s ongoing efforts have made it one of the most diverse in the nation, with underrepresented minority faculty at 18.3 percent, compared to the U.S. dental school average of 11.9 percent. Faculty demographics include 58.5 percent white, 23.3 percent Asian, 9.6 percent Hispanic/Latinx, 6.4 percent Black/African American, and smaller percentages of Pacific Islander and American Indian faculty. Additionally, Reynolds said the school has nearly equal gender representation at 53 percent male and 47 percent female, and staff demographics reflect a diverse mix with no single group as the majority.
Regarding other efforts, Reynolds stressed UMSOD’s continued focus on mentorship and professional development. Moving forward, he said the school must continue to build strong connections with students and staff.
He closed by saying, “We recognize the importance of enhancing internal and external communication regarding the school's EDI-related initiatives and programs. By improving our communication efforts, we can better engage our community, share successes, and highlight the resources available to support equity, diversity and inclusion.”
Advancing Social Justice
Dean Judy L. Postmus, PhD, ACSW, gave the University of Maryland School of Social Work (UMSSW) presentation, and highlighted the importance of EDI values to the school’s mission to advance social justice.
The presentation’s goal, she explained, “is to go beyond the data itself and demonstrate our commitment to the core of social work — values of equity, justice, diversity and equity, justice, diversity, and inclusion.”
She said UMSSW’s priorities include recruitment and retention and said that its practices in these areas have been bolstered by incorporating DEI-focused job descriptions and interview questions, resulting in increased representation of underrepresented minority faculty, students, and senior leadership. Postmus also said that to support diverse student experiences, the school has established programs specifically for first-generation and LGBTQ+ students, including a first-generation success program and distinct graduation ceremonies.
Further, Postmus explained that DEI principles have been deeply integrated into UMSSW’s curriculum, alongside expanded scholarships and fellowships to support underrepresented students. In addition, she noted that faculty and senior leadership participate in mandatory DEI training, with anti-racist coaching offered to senior leaders.
Regarding future goals, Postmus said UMSSW will enhance culturally responsive mental health resources, create a professional development policy for staff, and strengthen support for student test preparation.
Building New Pathways
During the convening’s final presentation, Sarah L.J. Michel, PhD, dean of the University of Maryland School of Pharmacy (UMSOP), said the journey toward EDI has evolved over the years. She noted that in 2020, UMSOP’s former dean established a task force in response to student concerns, which led to the appointment of Chanel Whittaker, PharmD, BCGP, FASCP, as the school’s inaugural assistant dean for EDI.
Michel noted that more work needs to be done, and she highlighted the school’s challenges in diversifying faculty and staff, with underrepresentation persisting despite ongoing recruitment efforts. To address the issue, she said that UMSOP has launched programs such as restorative practices workshops while also creating more opportunities for staff leadership and advancement.
Regarding more successful initiatives, Michel pointed to the school’s reimagining of the PharmD program and its course of study. “One of the key components of our new curriculum is it's a competency-based curriculum, and we're going to have anti-racism and anti-oppression competencies as part of the curriculum,” Michel remarked, and said that the effort will make UMSOP one of the first pharmacy schools in the country to offer such a focus.
Michel stressed that UMSOP will continue its strategic efforts to build a pipeline of faculty from diverse backgrounds, and she said continued collaboration with UMB’s central EDI office is vital to future success.
Engaging the Campus Community and Looking Forward
During the event, participants raised questions focusing on faculty recruitment, climate surveys, and programs for bilingual students.
A particularly engaging conversation unfolded between Reynolds and an attendee on the topic of student incubation programs, with the UMSOD dean acknowledging the need for targeted efforts to nurture talent from diverse backgrounds.
Another attendee raised a question about addressing anti-Semitism, asking how the University ensures a safe environment and promotes understanding of this issue. Postmus responded by outlining UMSSW’s inclusion of anti-Semitism content in multiple modules of its core curriculum and noted recent workshops and affinity spaces that foster awareness and support for Jewish students, faculty, and staff.
After the convening, UMB President Bruce E. Jarrell, MD, FACS, emphasized the importance of such discussions, and said, “I want UMB to be a place where everyone feels welcome, that they belong, and that they are supported to succeed. Our work in EDI has moved UMB forward in that goal.”