Take a moment to read Professor Johnson’s recent essay reflecting on the Hopkins police force debate. Here is an excerpt:

Johns Hopkins University isn’t a person. It’s a lot of moving parts. Those parts can be dismantled, reassembled, refurnished into something more human, more loving, more attuned to the people around it, people hurt by its monstrosity. This bill may pass, but it won’t be the same bill it was before students and community members began organizing it. More important, those organizing, reading, writing, testifying in Annapolis, running public meetings in Baltimore, signing open letters are not the same people they were before they began organizing against it. This is a long game and we lose it if we walk through this city as though our disempowerment is a foregone conclusion.

Congratulations–and gratitude–to faculty members N.D.B. Connolly (history and Africana Studies), Shani Mott (Africana Studies), and Jennifer P. Kingsley (Museums and Society), whose project to collect oral histories of African-Americans at Hopkins won a grant from the Berman Institute of Bioethics’ Exploration of Practical Ethics program and was featured in the Chronicle this week.

An excerpt–but if you click on the article you can listen to two of the oral testimonies:

Save for a few examples, Johns Hopkins’s catalog of its own history is “very administrative, bureaucratic, and elite,” said N.D.B. Connolly, an associate professor of history. Evidence of the black people who’ve toiled at the university is largely concealed, he said. There’s mention of Vivien Theodore Thomas, a surgical technician who helped develop a treatment for cyanotic heart disease, and of Minnie Hargrove, a longtime assistant to university presidents. But for the most part, though they breathed life into the institution with their daily labor, Connolly said, African-American employees are invisible in the record books.

Now, a cohort of scholars and students are correcting what they see as systemic archival neglect. Through a project called “Housing Our Story: Towards Archival Justice for Black Baltimore,” they’re building a new collection of oral interviews with African-American employees at Johns Hopkins. They’ve asked workers to detail minute aspects of their lives on and off campus. And in asking the small questions, the scholars have touched on a big one. Whose history gets told in higher education, and why?

As universities are increasingly asked to account for their historical faults, the project at Johns Hopkins may provide a roadmap for institutions that want to dive headfirst into their archival gaps, and help write a more accurate history. Doing so is key because the history of a place “is always written by the people on top,” said Jasmine Dong, an undergraduate student involved with the project. But “when you have history like that, it’s not really history,” she said. “It’s a story that’s been made.”

The full article: “Whose History? Scholars and Students Attempt to Correct Years of Archival Neglect at Johns Hopkins”

Last week, JHU chemistry professor Rigoberto Hernandez published “Bringing diversity and inclusion to the ACS table” in Chemical & Engineering News. Here’s an excerpt, which is followed by more specific “how-to”:

Diversity is about accepting others and their differences. Equity is when each of us has an equal opportunity to succeed regardless of initial privilege. Inclusion is about removing barriers to participation. Managing diversity, equity, and inclusion means running an organization in ways that intentionally advance these goals.

To achieve a diverse, equitable, and inclusive environment at the American Chemical Society, we must support all our members in a way that inspires their trust in us. We also need to comply with all laws and regulations while being faithful to our organization. The trust from our members is therefore direct (in how we engage with them) and indirect (in how we support our organization on our collective behalf). The challenge lies in maintaining that trust when the individual needs of our members and our society’s collective needs or policies are at odds with each other.

Keep at it, everybody!

The Provost’s office invites you to read and comment on the Personal Relationships Policy draft. Please lend your voice toward setting up institutional supports for transparent, inclusive, and equitable environment for work and study.

The comment period extends from now until March 15.

Here’s a quick overview from Provost Kumar:

The proposed policy will provide guidance on how to avoid conflicts of interest; potential negative impacts on both the integrity of student-teacher relationships and the workplace climate; and potential personal, academic, or professional harm to the individuals themselves.

While the word “policy” alone might be enough for some of us to click DELETE, please keep this in mind:

• Being proactive about healthy boundaries, professional & ethical behavior, and inclusive excellence (as the phrase goes) may well prevent an ugly, injurious situation.
• Additionally, being proactive in this way contributes to a culture of (and perception of a culture of) fairness, transparency, and ultimately equity. Let’s do what we can to help each other do our best work.

Thanks in advance for your time.