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GRADUATING STUDENTS LAW DENTAL NURSING MEDICINE PHARMACY SOCIAL WORK GRADUATE SCHOOL GRADUATE PROSPECTIVE STUDENTS

Implementing COREVALUES Value Statement

Accountability, civility, collaboration, diversity, and recommendations to follow represent the excellence, leadership, and knowledge are the perspective of students. As a result, while some of core values that guide all policies, practices, and our assertions may reflect the experience of faculty procedures within the University of Maryland, and staff, we cannot accurately express the needs Baltimore (UMB). UMB is unique in that it consists of these communities. of seven schools functioning as one university. When we came together, seven students We understand that each core value is representing each of the schools within UMB, demonstrated differently in each of our disciplines. our charge was to evaluate how our respective UMB has provided definitions of the core values schools, and the university at large, institutionalize and has positioned itself as an institution known all seven of the established core values. Drawing for a culture built on those values. Although the Acknowledgements on each of our unique backgrounds, we examined leadership at UMB have made great efforts to how UMB integrates the core values across each institutionalize our core values, we have identified of the seven schools to embody its motto of areas where UMB has the opportunity to better There are a number of people that we would like to send immense gratitude to, those “Seven schools, one university”. As a result of this integrate them consistently across the University. who have helped us tremendously throughout the course of this project. We would assessment, we were asked to provide actionable like to especially thank both Chancellor Jay Perman, MD, Interim President Bruce recommendations that continue to prioritize UMB’s While the University of Maryland, Baltimore Jarrell, MD, FACS, and their respective teams. Next, we would like to thank Gregory core values. Like a machine with many mechanisms remains a pioneer institution in leadership and Brightbill, MBA, MEd, Courtney Jones-Carney, MBA, and the rest of the Interprofessional working as a whole, UMB’s seven schools excellence, there still lies a profound disconnection Student Learning & Service Initiatives team in the Division of Student Affairs/Campus cooperate as one institution to champion “global between the institution as a whole and the Life Services. We would also like to express our gratitude to this year’s President’s , , enhancement and social progress¹”. Within the seven schools. Time and again² ³ ⁴, University Symposium speakers: Norman R. Augustine, MSE, Angel Nix, Sharon Glazer, PhD, Ashley machine, the core values act as gears connecting administrators have made efforts to engage Finley, PhD, Kristy Novak, MS, and Oksana Mishler, RDH, MS. Thank you for sharing your these mechanisms, allowing it to more smoothly students from different professions to encourage experience and perspective with us. From the School of Nursing, we would like to thank accomplish this goal. As the 2019-2020 President’s collaboration across fields. However, each school Dean Jane Kirshling, PhD, RN, Mary Mills, ScD, RN, and Dean of Diversity, Jeffrey Ash, Fellows, we acted as mechanics, evaluating the seems to stand on its own, espousing values, EdD, for all of your efforts, time, kindness, and guidance. From the School of Dentistry, commonalities between our individual schools and mottos and mission statements that may or may we would like to thank Dean Mark Reynolds, DDS, PhD, MA, Karen Faraone, DDS, MA, determining which practices and policies work and not align with UMB’s. As students representing and Kate Noonan, PhD, MsEd, for their tremendous help, support, and availability. From allow our machine to function. We also identified each of the schools, we aim to closely dissect the the School of Pharmacy, we would like to thank the Associate Dean for Student Affairs, potential adjustments to allow for a more focused underlying framework that has promoted disparate Cherokee Layson-Wolf, PharmD. From the School of Medicine, we would like to thank approach at achieving goals by fostering a more cultures within each school, using the core values, Dean Albert Reece, MD, PhD, MBA, Donna Parker, MD, Sandra Quezada, MD, and Diane cohesive environment at our institution. As the to guide our evaluation, and attempt to bridge the Hoffman, JD, MS, for your insight, candor, and support for this project. Dean Richard final group of President’s Fellows commissioned gap between the schools. Barth, PhD, MSW and Amanda Lehning, PhD, MSS, thank you for sharing the amazing by former University President Jay A. Perman, work and progress at the School of Social Work. From the UM Carey School of Law, we MD, recently named Chancellor of the University This fellowship’s role in creating campus culture would like to thank Dean Donald Tobin, JD, and Russell McClain, JD. We would also like to System of Maryland (USM), we were enlisted to will be an asset in uniting our institution. We thank Mary-Beth Gallico and the staff at the Health Sciences and Human Services Library ensure that the legacy of the core values persists at feel that UMB has a responsibility to provide its for your guidance through our research process. UMB. students with high quality education and train us to compete in our chosen disciplines. As a more We took an informed and interdisciplinary view united institution, UMB’s students will have unique on UMB’s performance by interviewing faculty opportunities to learn from talented faculty from and staff from each school and the University a variety of academic traditions and from each as a whole, conducting independent research, other, ultimately emerging as more competent and collaborating as a team. The observations interprofessional scholars.

LAYOUT AND DESIGN: Angela Jackson, Student Engagement Program Specialist, Division of Student Affairs/Campus Life Services ¹Living our Core Values, University of Maryland, Baltimore, Office of Communications and Public Affairs, UMB Core Values Booklet (2019). PHOTOGRAPHY CREDITS: Matthew "Dag" P. D'Agostino, Lead Photographer, Communications and Public Affairs (pg.4, 8, 16, 30); Angela Jackson (pgs. ²https://www.umaryland.edu/global/for-umb-students/interdisciplinary-course-with-trip-to-botswana/ 38-39) ³https://www.umaryland.edu/ipe/student-activities/ipe-day/ ⁴https://www.baltimoresun.com/health/bs-md-perman-clinic-20160407-story.html

1 Background

Core values represent the culture of an institution institution in a number of ways. The core values ACCOUNTABILITY and expectations for individuals leading, learning, cannot be “institutionalized” — established as an The University is committed to being responsible and and serving in their roles within that institution. organizational or culture standard — when UMB transparent. In the November 2019 President’s Symposium, does not have a consistent culture as an institution. Sharon Glazer, PhD, professor and chair of the While some schools and programs epitomize our Division of Applied Behavioral Sciences at the core values, not all of UMB’s seven schools are University of Baltimore, discussed the importance operating at the same level. CIVILITY of sustaining an organization’s core values through The University expects interactions to be professional, culture and climate. Dr. Glazer suggested that In this white paper, we will present each school’s core values should facilitate the vision and mission best practices for institutionalizing one of UMB’s ethical, respectful, and courteous. of the University, empowering the University’s core values and offer our recommendations to constituents to act on one accord. UMB’s seven expand those efforts across the University. We will highlight effective examples of how each of core values (Figure 1) help to define our campus culture and contribute to a positive and healthy the core values are being implemented across COLLABORATION experience for our community members. We also the institution, with the purpose of showing clear The University promotes teamwork that fosters insightful rely on these values as a strong guiding force to examples of a school embracing and implementing and excellent solutions and advancement. point us in the right direction when making difficult a core value in a way that could be replicated. choices. Institutionalizing core values essentially Finally, we will conclude with ways to facilitate standardizes the decision-making process and improvements in the implementation of UMB’s emphasizes our university mission in all that we do. core values across all seven schools. Many of the DIVERSITY shortfalls described later in this paper reflect our The University is committed to a culture that is enriched From the student perspective, the goal of UMB initial observation — UMB’s seven schools do not is to produce professionals that can enter their currently act as an institution. Building stronger ties by diversity and inclusion, in the broadest sense, in its chosen disciplines, compete confidently for between UMB’s seven schools will better prepare thoughts, actions, and leadership. job placements, rely on the reputation of their our students for the fields that we will enter and institution to set the tone for their competency, and better serve the communities with whom we work. make a global impact. When put into action, UMB’s core values can achieve this and more. Ultimately, EXCELLENCE UMB’s core values directly reflect the fulfillment The University is guided by a constant pursuit of of the school’s mission, “[t]o improve the human condition and serve the public good of Maryland excellence. and society at-large through education, research, clinical care, and service.”

While UMB’s leadership has defined its core values commendably, institutionalizing them has proven KNOWLEDGE difficult. Bridging the gaps between the seven The University’s industry is to create, disseminate, and schools has posed a similar challenge for us, as apply knowledge. President’s Fellows. We recognize that attempting to merge the culture, practices, and resources of seven schools is not an easy task. Issues of funding and labor often present obstacles in UMB’s LEADERSHIP interprofessional curricula and programming. In The University strives continuously to be a leader and to an institution as large as UMB, it will be difficult to enact an institutionalized set of values consistently develop leaders. throughout each school. As we investigated how each of our schools embody the core values, we Figure 1. UMB Core Values. discovered that UMB does not operate as a single

2 3 faculty and staff with UMB⁸. With this tremendous Finally, UMSOM wants to create a change in commitment to change at the core of their culture. The Culture Transformation Initiative Current Practices efforts, the committee has investigated various (CTI) has been tasked with addressing the culture aspects of UMSOMs operation. The first aspect is of UMSOM and UMMC, and ensuring that the equity in compensation. A committee has been culture aligns with the core values of the school At the institutional level, UMB has put in place supported the value of accountability: not shying formed to analyze compensation based on time in and UMB. Created in 2018, the CTI investigates several campus-wide core values initiatives with away from challenges and shortcomings, but position, time at the institution, contributions, and variables from overarching institution policies strong support from the President’s Office. These owning them and initiating change. other performance metrics to identify potential to individual personnel interactions to affect include a focus on accountability through the disparities between men and women. The findings change throughout the School of Medicine. All of these programs demonstrate the university’s Quarterly Q&A and the State of the University will be used to ensure that pay is equitable among The initiative has the overall goal of “creating a commitment to accountability by opening channels Address; the UMB CURE Scholars Program, which all faculty.⁹ diverse, inclusive, respectful, and professional of direct communication between the UMB focuses on excellence; and the President’s Student environment; ensure there is a diverse, effective community and the administration. By listening Leadership Institute, which focuses on developing Further investigation was done in the area and accountable leadership that is unambiguous to the concerns of the campus community, leadership skills. In addition to the initiatives of promotion equity. A panel was formed to about its commitment to reducing and eliminating administration can more consistently meet their established by the President’s Office, each of determine if there are gender disparities in harassment, discrimination and retaliation; and needs and address their shortcomings. the schools within UMB instituted policies and promotions. While there was no difference among improve transparency and accountability.”¹² programs that also reflect the core values. In the basic scientists and researchers, there was a Documentation provided by CTI outlines several following section we will present initiatives offered significant finding among clinician educators. This goals already accomplished, such as the formation by each of the seven schools that best exemplify is currently being investigated to ensure that the of the Women in Medicine and Science group, UMB’s core values. positions and roles that women take are equally climate surveys and analysis, and the initiation of valued for what they bring to the institution several professional development and scholarship and are reflected in their career progression. It opportunities. There is also transparency regarding

ACCOUNTABILITY has already been determined that faculty will future goals for the initiative. UMB offers numerous events and programming in be given an annual report, listing the number of line with the value of accountability. Emphasizing years before they are eligible for promotion. This UMSOM has shown accountability in action. transparency, the President gives an annual State report will allow faculty and their department Mirroring the example of the University, the School of the University address, where UMB’s successes chairs to collaborate and best execute professional of Medicine was responsible and transparent in and challenges are presented to students, faculty, development in order to prepare for their next the problems found, the need for change, and and staff. There are also monthly and quarterly promotion.¹⁰ how these changes are to occur. The value of Q&A sessions with the President, which are open accountability was selected for instances like State of the University 2019 In completing this assessment, promotion into to the University. Finally, town hall sessions are held this: so that the institution can move forward in and within the tenure track has been identified to discuss changes and strategies that community excellence while dealing with adversity. Recently, the University of Maryland School of as a barrier to equity. For scientists who are members may want to see implemented at UMB. Medicine (UMSOM) has demonstrated exceptional often collaborators, i.e. biostaticians, physicists, Figure 2. UMSOM CTI Framework for Designing commitment to the value of accountability in their In the 2019 State of the University Address, and veterinarians, they often cannot meet the Initiatives to Meet Targeted Needs practices. In response to allegations of sexual Dr. Perman addressed several issues, including criteria to enter into the tenure track. To remedy harassment, disparities in faculty promotions and ones raised by the 2015 President’s Fellows. He this, an additional path into the tenure track Targets compensation, and overall climate⁶,⁷, UMSOM Dean discussed the Fellows’ concern about the diversity has been created, which includes teaching, E. Albert Reece, MD, PhD, MBA, who is also the of faculty and staff. He took ownership of the issue furthering education, service, and total number Initiatives executive vice president for medical affairs, UMB, by saying: “In their paper, the fellows said that of quality papers. The goal is to contemporize and the John Z. and Akiko K. Bowers Distinguished Disruptive Policy Development despite UMB’s attempts to hire diverse faculty, the contributions that scientists make to the Professor, formed a committee to investigate Behaviors & Reporting students are nonetheless faced with a population institution and their disciplines. The newly formed the practices of UMSOM, collaborating with the Targeted Training of faculty and mentors who don’t represent their Appointments, Promotions & Tenure (APT) Workplace Tensions, Climate Surveys University of Maryland Medical Center (UMMC), background and culture. We know this has been Guidelines Committee will continue the effort to Microaggressions & Responses and UMB. The goals of this committee were to a problem, and we’re doing something about address promotion issues.¹¹ eliminate disruptive behaviors, ensure equity in Diversity Dashboard Gender Equity/Promotions it.”⁵ Throughout the address, Dr. Perman listed Unconscious Bias opportunities, promotions, and compensation, Mandatory Training numerous initiatives, programs, and policies that and align policies governing the behavior of

⁵https://www.umaryland.edu/media/umb/president/sotu-2019/2019-SOTU-Speech-Transcript-v4.pdf ¹⁰https://www.medschool.umaryland.edu/CTI/Equity-in-Faculty-Promotions-and-Compensation/ ⁶https://www.umaryland.edu/president/letters-to-the-umb-community/report-of-sexual-misconduct-in-todays-baltimore-sun.php ¹¹https://www.medschool.umaryland.edu/CTI/Equity-in-Faculty-Promotions-and-Compensation/ ⁷https://www.baltimoresun.com/education/bs-md-maryland-sexual-harassment-20181114-story.html ¹²https://www.medschool.umaryland.edu/CTI/ ⁸https://www.medschool.umaryland.edu/CTI/ ⁹https://www.medschool.umaryland.edu/CTI/Equity-in-Faculty-Promotions-and-Compensation/

4 5 CIVILITY the core value of civility for UMB; the UMSON with patients, faculty, and staff with the intention ensure that they are providing patients with the and was the first school of the seven to institute of practicing their communication skills. First, most professional care. Dr. Quezada’s efforts As Chair of the Civility Campaign sponsored by civility as a core value. Since adopting civility there are standardized patients. In small and large have been so pervasive that the unconscious UMB’s Staff Senate, Mary Beth Gallico, has led the as a core value, UMSON staff and faculty are groups, students are exposed to actors trained bias training that she initiated is now required for campus wide effort to create a culture built upon actively trained on civility. In addition to dedicated specifically to portray patients. Students are taught faculty as well. With the work of Dr. Quezada and civility. This civility effort was founded in 2016 after seminars and civility training, civility is embedded to not only take a patient history and perform a other leaders like her, civility is instilled in future a series of complaints among UMB’s employee, within all other training subject areas, which occur physical exam, but also how to do it in a manner physicians as a matter of practice. student, and patient populations. As a result of quarterly. Both Dr. Mills and Dean Kirshling stated that respects patient’s autonomy, culture, and these complaints, Ms. Gallico and a number of that civility is embedded in the curriculum for all beliefs. At the end of the first and second years The students of the School of Nursing and the senior leaders suggested that it would be helpful of the courses that the School of Nursing offers. of medical school, students are evaluated on their School of Medicine require civility as a core value if UMB employees received a refresher on how to As a result, students engage in civility inside of ability to perform these tasks. because their interactions with patients can exhibit civility in the workplace. This effort was the classroom, learning cultural tolerance, racially dictate patient outcomes¹⁴. The example set by established for all employees, regardless of their unbiased care, and pronoun usage to ensure they Another means for student physicians to learn to these schools can be implemented across the status, to receive training in hopes of ensuring a can appropriately care for any patient population. engage with patients is Intro to Clinical Medicine UMB campus to improve the standard of care and positive and nurturing environment for all members Dean Kirshling and Jeffrey Ash, EdD, dean of (ICM). ICM is a course that is taken in all four years practice for patients and clients throughout the of UMB’s community. The civility campaign is Inclusion and Diversity at UMSON, are actively of medical school. In the first two years, students community supported by UMB. Including specific evidence-based, rooted in the teachings of P.M. developing a one unit required course for all are assigned to physicians in small groups and are core values in student education and training Forni as written in his book Choosing Civility. incoming entry level nursing students that covers taken to see patients with direct observation of a faculty on those same values is the foundation for Chancellor Perman and the current Interim inclusion, diversity, and civility. In an interview, physician preceptor. Starting in one group, then a culturally sustainable pedagogy that will sustain President, Bruce Jarrell, MD, FACS, have been Dean Kirshling reiterated the importance of civility pairs, then individually, students are able to gain UMB’s culture. dedicated to the mission of the civility campaign. in the context of professionalism and nursing and confidence in interacting with their patients while They fully support the program which allows an expressed support for its reinforcement throughout having the guidance and advice from an attending opportunity for faculty, staff, and students to the interactions at the School of Nursing. physician. They are also able to see appropriate, COLLABORATION pledge to the mission of civility and spreading it professional behavior modeled by their peers. In The core value of collaboration is invaluable to throughout campus and the community¹³. Interim Along with training students to embody civility in this course, students are also exposed to hospital UMB’s ability to produce innovative solutions President Jarrell continues Chancellor Perman’s patient care, Dean Kirshling has made a point that staff, highlighting the interprofessional nature of in healthcare and human services. Forging dedication to the civility campaign by spreading civility is demonstrated amongst members of the medicine and allowing for civil interaction. mutually beneficial partnerships with community the campaign efforts to the seven specific schools. UMSON community. UMSON leadership works hard organizations, businesses, elected officials, and The Civility Committee is working toward meeting to create a safe space for everyone by encouraging Finally, students receive additional training in other groups at the local, regional, national, and with leadership in each of the seven schools to honest, empathetic, and transparent relationships cultural competence, unconscious bias, and international levels allows students, staff, and promote the campaign, align our goals for campus regardless of title. UMSON strategic planning and multicultural affairs. Sandra Quezada, MD, MS is faculty to benefit from a diversity of perspectives culture, and to offer support through civility budget meeting minutes are public to the students, a leader in the School of Medicine, championing in their work toward enhancing the human training. students are invited to be active members of the values of civility and diversity. In addition condition. curriculum committees. There are committees that to serving as the Course Director for Medical According to Mary Etta C. Mills, ScD, RN, NEA-BC, Spanish, Dr. Quezada is currently Assistant work on addressing all inappropriate interactions One shining example of institutional collaboration FAAN, senior leader in the University of Maryland Dean for Admissions and the Assistant Dean for that may occur in the UMSON, using the is the University of Maryland Strategic Partnership: School of Nursing (UMSON), as the UMSON Academic and Multicultural Affairs. Dr. Quezada foundations of civility to institute restorative justice MPowering the State (MPower), a partnership revisited their strategic plan under the leadership implemented the Medical Spanish elective course practices. The School of Nursing advertises civility between UMB and the University of Maryland, of UMSON Dean Jane M. Kirschling, PhD, RN, to improve care for Spanish-speaking patients and as a strong point of its climate; its moto “everyday College Park (UMCP), aimed at leveraging FAAN, the school’s leadership focused on the established LGBTQIA+ education into the core interactions = lifelong impact” reminds students, each institutions’ assets to serve the public core values that Chancellor Perman established curriculum for all medical students. Dr. Quezada staff, and faculty that how we treat others matters. good. Since its inception in 2012, MPower has as President. Dr. Mills believes that civility, along challenges students to investigate themselves, facilitated hundreds of collaborations within with the other core values, are embedded within Paralleling the work done in UMSON, UMSOM is their backgrounds, and their values to ensure that its 25 programs, initiatives, and centers. These the UMSON curriculum and acts as the framework dedicated to producing physicians that are able their decision making is research based through partnerships have produced approximately 595 in the school’s mission and vision statement. Dean to communicate effectively but also with empathy unconscious bias training, emphasizing how joint research proposals, 163 of which have been Kirshling supports this perspective, emphasizing and compassion. Embedded in the curriculum, unconscious bias can negatively impact patient awarded totaling over $200,000,000 in research that the School of Nursing has been a leader in students have various opportunities to interact care. Students receive this training annually to funds — a massive increase from just one joint

¹³https://www.umaryland.edu/ssenate/civility/ ¹⁴Oppel, E.-M., & Mohr, D. C. (2018). “Paying it forward”: The link between providers’ civility climate, civility toward patients and patient experience outcomes. Health Care Management Review. https://doi.org/10.1097/HMR.0000000000000209 ¹⁵https://mpower.maryland.edu/wp-content/uploads/sites/2/2020/01/UM-SP-MPower_Booklet-2020_FINAL-V2-WEB6_sm_compressed.pdf

6 7 research award in fiscal year 2012¹⁵. Later, the group drew inspiration from the University Ultimately, the GRID is unique in that it empowers looking to achieve must be evaluated. According University of Maryland Strategic Partnership Act of Maryland School of Pharmacy's (UMSOP) students to be at the forefront of collaborative to UMB’s Diversity Advisory Council (DAC), “[d] of 2016 served to officially institutionalize a formal “Pharmapreneurship” program to build the efforts and innovation rather than being guided by iversity embodies inclusiveness, mutual respect, working relationship between UMB and UMCP¹⁶. framework and determine effective programming faculty to contribute to the collaborative efforts and multiple perspectives and serves as a catalyst MPower has aided in creating a center to address for the GRID. Upon the completion of their they have forged. In addition to creating space for for change resulting in equity. It includes all aspects the global problem of human trafficking, funding Fellowship responsibilities, a select group of interprofessional collaboration across campus, the of human differences such as socioeconomic to commercialize a new HIV therapeutic¹⁷, and students stayed onboard to assist in bringing their GRID embodies the core value of collaboration status, race, ethnicity, language, nationality, launching a new Master of Professional Studies vision for a collaborative entrepreneurship space to because it makes resources available on our sex, gender identity, sexual orientation, religion, in Public Safety Leadership and Administration life in the Graduate School. campus accessible to our Baltimore City neighbors. geography, disability, and age, among other to “target law enforcement, first response, social Programs run at the GRID and entrepreneurial characteristics”²¹. Diversity is seen differently in services, and other agencies that coordinate with coursework offered through the Graduate School each of the seven schools based on the differences the judicial system”¹⁸. The program launches in the are a profound example of what it looks like to inherent in each program and the makeup of each fall of 2020. These initiatives cover a wide range build collaborative efforts into the education and student body. What could be argued to be more of professional and academic fields and ultimately training process. The fact that the GRID’s creation important than having an array of demographics have the potential to impact policy, research, was a student-led effort allows it to serve as an present is what is referenced in the first part of and private enterprises far beyond Maryland. example outside of the Graduate School of what the definition of diversity, inclusion. DAC defines UMB’s involvement in MPower exemplifies how can be accomplished when student’s voices are inclusion as, “a climate that fosters belonging, collaboration as a core value improves not only the amplified in our education. respect, and value for all and encourages quality of education students are able to receive, engagement and connection throughout the but when practiced in the context of our locale, institution and community”²². serves to better the condition of our community. DIVERSITY How the University is collectively fostering a To evaluate if UMB is upholding the core value of At UMB, collaborative efforts between faculty climate of inclusion can be seen through the diversity, the definition of diversity that we are and national research institutes such as the efforts of the DAC and the programming it creates. National Institutes of Health, the National Science The Grid workspace Foundation, and the Institutes for Human Virology among others, increase the caliber of education The GRID leverages Baltimore’s position as a Figure 3. UMB Faculty by School and Race. and research conducted through UMB’s graduate growing tech hub²⁰, resources at UMB, and the 100 Not Reported programs. In addition to working with government skillsets of our community members to establish Multi-Racial and private funding agencies, efforts to develop social innovation as a strength of our University. White relationships across campus and with UMB’s Within this innovation hub students can enroll in Pacific Islander 80 off-site neighbors have produced unparalleled entrepreneurial courses, launch companies through Hispanic collaborative ventures. UM Ventures, and even receive legal advice Black regarding startup proposals. The GRID houses a Asian A new addition to campus, the Graduate Research partnership with the University of Maryland Francis 60 American Innovation District (GRID), provides the unique King Carey School of Law; here, the University Indian opportunity for students, entrepreneurs, faculty, of Maryland Business and Intellectual Property and staff to work together to launch new Law Clinic (IPEC) provides services available to companies in an effort to “bring innovative health students and the public through the Small Business 40 and social impact ideas to life through education, Development Center counseling office at the GRID. early-stage funding, and programming”¹⁹. The In the IPEC, student attorneys working under University of Maryland Graduate School's crowning clinical faculty advisors provide pro bono guidance jewel of student collaboration, the GRID came to aid clients in navigating business law. This 20 about as a result of the 2016-2017 President’s relationship allows law students to receive legal Fellows’ proposal to create an incubator and training in authentic scenarios, working with clients co-working space to support entrepreneurial who are often graduate students at UMB. 0 endeavors at UMB. The 2016-2017 Fellow’s School of Carey School of School of School of School Graduate Dentistry School of Medicine Nursing Pharmacy of Social School Law Work

¹⁶https://mpower.maryland.edu/#overview ²¹University of Maryland, Baltimore’s Diversity Advisory Council’s Glossary, citing Nivet, Marc A., Castillo-Page, Laura, Schoolcraft Conrad, Sarah. A Diversity ¹⁷https://mpower.maryland.edu/ibbr-receives-grant-to-explore-next-generation-multi-specific-antibody-therapeutic-next-step-towards-a-cure-for-hiv/ and Inclusion Framework for Medical Education. Academic Medicine: Volume 91, Issue 1. July 2016. ¹⁸https://mpower.maryland.edu/#news ²²Insight into Diversity. About the HEED Award. Retrieved from https://www.insightintodiversity.com/about-the-heed-award/ ¹⁹https://graduate.umaryland.edu/grid/Get-Involved/Become-an-Innovation-Fellow/ ²²Diversity Advisory Council Bylaws, Article 2, Mission. ²⁰https://www.bizjournals.com/baltimore/news/2017/06/19/baltimore-ranks-among-20-hottest-cities-for-tech.html

8 9 The DAC is a group of administrators, faculty, programs that strengthen the school’s commitment Law Dean Donald Tobin, JD, regularly responds maintaining awareness of their positions within staff, and students from the seven schools as to diversity. to student and faculty concerns. Notably, an all power structures, their biases, and their actions.” well as the Central Administration that provide gender bathroom was created on the second The UMSSW has taken this challenge to address recommendations to the president that are focused The UM Carey School of Law's commitment to floor hallway serving as the primary bathroom to their curriculum and institutional practices. They on promoting the University’s commitment to diversity is shown through established school be used in the classroom wing on that floor. That have decided to move from an “infusion” model diversity, inclusion, and equity²². The DAC has three programming as well as a culture curated by the bathroom was created in response to student of learning, where students are expected to learn committees all focused on different aspects of school administration, faculty and staff, as well concerns. Students came to Dean Tobin requesting about cultural issues through imbedding the diversity and inclusion. The committees include: as the students. The UM Carey School of Law's that there be an all gender bathroom near issues in the curriculum, to a new approach. The communication and marketing, education and Diversity Scholars Program provides benefits to the where the classrooms were located. The school UMSSW is implementing major curricular changes awareness, and evaluation and assessment. school and to the students²³. The Diversity Scholars responded by knocking down the wall between the creating specific courses in diversity, moving from More broadly, these committees represent Program is a partnership between diverse students gendered bathrooms to create one large bathroom the “infusion” model of learning to a model of the University’s commitment to attracting a and local law firms. Law firms will recruit students that students all share. The administration took this “Explicit” curriculum. Teaching students how to diverse community, better educating the diverse out of this program and offer them a scholarship request by students seriously and responded. work with diverse populations and understanding community, and reflecting on what aspects of in return. This promotes diversity in the UM diversity will no longer just be worked into existing both of these efforts are working or need to be Carey School of Law because it can be attractive Additionally, increasing the school’s commitment curriculum, but will be a curricular core required improved. In addition to making recommendations to incoming students. Further, it promotes the to diversity is shown in recruitment efforts of both of all students. Through Diversity and Anti- to the President, the DAC also organizes success of the diverse students within the school students and faculty. Dean Tobin, emphasized the Oppression Efforts, the School of Social Work is programming for the campus. For example, because it offers an employment opportunity to schools effort to recruit diverse faculty. Having in the middle of a shift in climate based on major DAC highlights different students, faculty, and these students. Dean McClain also noted that this faculty who are diverse allows the school to have curricular and administrative changes. staff members who are exemplifying diversity program has a mentoring aspect, where students many voices at the table when decisions are made. on the UMB campus. This type of recognition is can work with attorneys at local firms creating a This also allows students to learn from those To obtain a Masters in Social Work (MSW) a way that the university promotes excellence network in their field. with many different experiences and who will degree from UMB, students must complete field in diversity and demonstrates that diversity is present information in different ways. The school’s placements where they intern in offices practicing important to University leadership. Further, the The UM Carey School of Law has also worked admissions office has also expanded its recruiting social work. These placements are primarily in DAC sponsors the Diversity Speaker Series, which recently to increase the availability of training efforts to include attending recruiting events that and around the Baltimore area since students gives a platform on campus to leaders in diversity opportunities for faculty, staff and administrators reach diverse students. Currently, 30% of the UM are simultaneously completing coursework. and gives those within the university community to further their knowledge of different aspects Carey School of Law's student body are students of Preparing students to work with many different the opportunity to learn from diverse leaders and of diversity. An implicit bias training has been color and of our 58 full-time faculty members, half populations effectively is a priority to UMSSW. In apply that knowledge in their schools and careers. conducted as well as pronouns programming. are women and 12 are people of color.²⁴ Overall, order to prepare students to work with diverse Beyond what the University is doing as a whole Education of the faculty and setting the the strength that the UM Carey School of Law has populations, UMSSW introduced The History of to promote the core value of diversity, examples expectations of faculty is a great concern of in diversity is built into the climate of the school. Oppression course as an elective in 2008. The of embracing diversity are present within the the administration at the UM Carey School of There is an expectation of inclusion and students course covered a wide range of disparate groups individual schools. Law. Dean McClain mentioned that if professors have resources available to them to further foster and oppression throughout history. In the effort of misspeak in class that the UM Carey School of Law inclusion. The opinions of students and faculty are Explicit Curriculum, this course has been approved After interviewing different administrators from works to come up with a way to rectify the damage important to the administration and changes are to be a required course for all students entering each school within the University there are a few that may have been done by what was said. implemented within the school accordingly. the UMSSW. The course will be focused on the schools that have diversity practices worth noting. experiences of African Americans in Baltimore and First, several schools have administrators who are Dean McClain has an open door policy, and In addition to the UM Carey School of Law, the will prepare the students to best interact with their tasked specifically with promoting the diversity students as well as faculty are able to take University of Maryland School of Social Work clients before they arrive in Baltimore. Students will within their school. Russell McClain, JD, is the advantage of his expertise. Since Dean McClain is (UMSSW) has exhibited their commitment to complete this course online before they enter their associate dean of Diversity and Inclusion at the the present and available at orientation, students know diversity. The School of Social Work is currently first semester field placement. UM Carey School of Law. He additionally serves from the beginning of their time at school that he is in the process of responding to calls for increased as the director of the Academic Achievement a resource specializing in diversity that is available diversity awareness from its faculty and students. Ensuring that this knowledge is synthesized and Program. Dean McClain speaks to all students at for them to speak to if they have any concerns In an 2019 Op Ed for The Maryland Social Worker, integrated into future practice, the students will orientation and where he emphasizes the school’s or need assistance once starting at the UM Carey alumni of the UMSSW wanted an institution take a full-length Structural Oppression course commitment to diversity and inclusion, sets the School of Law. that trained students to “become adept at self- during their first semester. The course allows expectation, and informs incoming students of reflection and cultural humility, examining and them to address what was learned in the online The administration led by UM Carey School of

²³https://www.law.umaryland.edu/Alumni/Impact-Report/Diversity-Scholarship/ ²⁴“30 percent of our entering class is comprised of people of color. Of our 58 full-time faculty members, half are women and 12 are people of color”. https:// www.law.umaryland.edu/About/

10 11 course, investigate intersectionality and systemic that with the implementation of deans of diversity specialties recognized in the top 10 according to KNOWLEDGE issues, and examine the concept of oppression in and inclusion that UMB would be a more holistic the U.S. News & World report. In addition, the U.S. various forms. Students will work in small sections place to learn, teach, and serve. News & World Report ranks the School of Nursing The University of Maryland, Baltimore, comprised to synthesize their understanding from what was as 6th, the School of Pharmacy as 9th, and the of seven separate entities, nurtures strong learned in the class to what they are seeing in Under Dean Kirschling and Dr. Ash’s vision, the School of Social Work as 17th overall in the nation²⁵. partnerships with the West Baltimore community practice. Structural Oppression was beta tested School of Nursing has engaged in diversity, As the former president of UMB, Chancellor in an effort to leverage resources to benefit with select faculty in the fall and spring of 2019, inclusion, and equity training at least once a Perman worked to make UMB a renowned leader campus outreach programs and university-wide covering four modules. The three credit course quarter. Dr. Ash estimates these training sessions amongst its peers. initiatives. Priding itself on being a leading entity, will be officially added to the course catalog in fall occur about 3-4 times a year. It is during these UMB is grounded in the heart of Baltimore City and 2020. programming days where faculty and staff train While UMB has many renowned schools, the is a champion of strong public health initiatives about the importance of diversity, inclusion, equity, School of Pharmacy is committed to ensuring the within the community. The School of Pharmacy The UMSSW made additional improvements to and tools, for example, developing restorative success of its students through the opportunities founded the Patients, Pharmacists, Partnerships continue to facilitate discussion and support justice skills, to ensure active participation. and programs it provides. The school pushes to (P3) Program that allows patients to be able student exploration. First, a series of courses have Staff and faculty are trained on effectively encompass new pathways into the curriculum to understand proper management of chronic been made available for faculty to prepare them communicating with students, specifically how as the field of pharmacy continues to change. In diseases and identify potential medication-related for the upcoming changes in curriculum. The language, both direct and indirect, is perceived recent months the institution made changes to the problems by fostering strong patient-pharmacist courses cover topics such as Political Economy by students, how to create an inclusive, safe, and curriculum to keep up with ongoing changes in the relationships. “Just Advice” is a program initiated and the Social Construction of Difference and empowering learning environment and how to profession. The school now offers interprofessional by the UM Carey School of Law that allows Power, Privilege & Oppression and will prepare the resolve harmful language, direct and non direct. courses in integrative medicine. This allows community members who are not financially faculty, especially those who do not have structural Dr. Ash is working on diversity and inclusion students to understand the impact of lifestyle equipped to hire lawyers to discuss their cases with oppression as their expertise, to be able to engage programming for students and envisions that modifications and medication therapeutics for professionals and students free of charge. The UMB with students and reinforce these topics in their 2020-2021 will be the launch of many programs improved health. The pathways at the School of Health Alliance is an interprofessional, student- own courses. Second, a field seminar course was for students around this matter. The School of Pharmacy offer a focused course of elective study run clinic that strives to improve the well-being of added to the curriculum. This course will have Nursing’s diversity and inclusion efforts resulted for students interested in a particular area, which the West Baltimore community while providing monthly facilitated discussion around challenges in in earning the prestigious Higher Education are Geriatrics and Palliative Care, Pharmacotherapy, excellent interprofessional clinical education in the field, diversity, equity, and inclusion, and racial Excellence in Diversity (HEED) award for both 2018 and Research²⁶. The school has recently introduced a collaborative environment. These initiatives as healing. and 201921. the Pharmapreneurship pathway to help students well as many others on campus define our culture with a creative and entrepreneurial mindset to as a university and shows how invested we are in Finally, the changes in the School of Social Work The practices observed throughout the University further cultivate their ideas. This pathway was sharing our knowledge with the community. will be reflected in leadership and administration. show strong commitment to the value of diversity. launched this academic year with the purpose to The school is currently searching for an Assistant The examples from the UM Carey School of Law, give students the skills they need to solve problems The School of Dentistry in particular is committed Dean for Diversity, Equity, and Inclusion, with the School of Social Work, and School of Nursing are and innovate new services and products. There are to the creation, dissemination and application goal of being an additional resource for students actions that are able to be replicated throughout also established honor societies, such as Rho Chi, of knowledge. It is a fundamental aspect of and faculty as they move through their programs. the institution so that all schools are more in line an academic honor society and Phi Lambda Sigma, clinical care, teaching, research and service to our A new position was also created, Assistant Dean with UMB’s core values. a leadership honor society, that highlight student community. Within the school, we use knowledge for Administration and Strategic Initiatives, in 2019. excellence at the school. intertwined with ethics to guide patients in their This position was filled by Cherita F. Adams, MBA, decision-making processes. Whilst boasting the MS, who was the 2019 UMB MLK Diversity Award EXCELLENCE Along with various pathway programs, the School motto “Advancing Oral Health. Improving Lives”, winner for staff. of Pharmacy has created a new masters program our graduates and students work tirelessly with At UMB excellence is a core value that is echoed in Medical Cannabis Science and Therapeutics, the patients and in the community to bring that into throughout the institution. Through the dedication Administrative focus on diversity is also seen in first of its kind in the country. After determining a fruition. The School of Dentistry is committed to of UMB leadership, faculty and the student body, the School of Nursing. Dean Kirschling stated in need for this with new laws being passed regarding a culture that encourages teamwork and shared our nationally ranked graduate programs continue an interview that when appointed to this position, the use of cannabis as a therapeutic agent in knowledge in pursuit of excellence with hopes of to rise. The University of Maryland School of it was her mission to leave not only the School of the United States, this new program highlights fostering some of the most intelligent leaders in Dentistry (UMSOD) is ranked 7th in total NIH Nursing but UMB with a legacy that acknowledged, the adaptability of The School of Pharmacy as dentistry. funding, the School of Medicine is ranked 8th in embraced, and supported inclusion and diversity. it continues to evolve as therapeutic options receiving total grants and research expenditures, She championed the first dean of Inclusion and expand. This Masters program will give students UMSOD focuses on educating not only the staff, and the UM Carey School of Law has three Diversity at UMB, Dr. Jeffrey Ash. It was her vision the knowledge they need to develop therapies, faculty and students, but most importantly the contribute to current research in the field, and help patients. As healthcare providers, it is imperative drive policy changes regarding medical cannabis. that patients are educated on the various ²⁵https://www.umaryland.edu/about-umb/umb-fast-facts/ ²⁶https://www.pharmacy.umaryland.edu/academics/pharmd/curriculum/ treatment plans that are available to them, the possible consequences of neglecting oral health, and steps they can take to reverse or stop oral

12 13 health diseases from progressing. Thus, in order the workforce. LEADERSHIP engage in self-care. These examples show students to properly educate patients, students must take that they are able to verbalize concerns that are it upon themselves to excel in their studies. They To inform is to also be informed. Faculty are very UMB established itself as an institution with a logical and impactful and achieve change — a are expected to teach concepts such as “Oral involved in research. The majority of the faculty reputation for educating leaders in biomedical valuable skill for future leaders. Below are a few Health Instructions” to patients in a way that they come from heavily research-oriented backgrounds sciences, healthcare, social services, and law. examples of how leadership is represented in each can understand, converting scientific terminology with a large portion of them conducting research UMB has committed itself to “practic[ing] ethical institution. to layman terms. Typically, a patient’s treatment at their school. Also, student researchers working and sound leadership through deliberate and plan is broken down into five phases — systemic, under faculty are exposed to premier innovation systematic attention to the ethical principles that The School of Nursing prides itself in creating acute, disease control, definitive and maintenance. in the field of dentistry. The Office of Research guide all leaders in a moral and just society”²⁷. UMB leaders. Similar to civility, leadership is embedded Students must understand how to identify oral Development provides programs and services is devoted to building a culture where its leaders in the UMSON curriculum. Not only does UMSON diseases, cavities, periodontal disease, trauma, designed to meet the needs of all student have both aptitude and integrity. To establish faculty prepare their students to be innovative oral cancer and unusual oral lesions as well as researchers. Many of these projects are selected to leaders across a multitude of fields, each school leaders, they also hold themselves as a prime understand the patient’s health history and current present across the country. UMSOD also provides employs unique training strategies to prepare its example for students by holding leadership medications to be able to accurately identify summer research training for incoming D1 students. pupils for the professional realm. Here, we highlight positions throughout our local community and and prioritize the order of treatment. Dental They are afforded the opportunity to participate various strategies implemented that continue in the the world. Katherine Fornili, DNP, MPH, RN, CARN, students debunk many dental misconceptions by in an intensive nine-week research training under tradition of producing leaders. FIAAN, assistant professor at UMSON, serves as informing patients of their oral health statuses the mentorship of faculty actively engaged in President of the International Nurses Society on and preventative measures they can implement research. In 2018, UMSOD was ranked as the 23rd The School of Medicine defines its role in the Addiction and spearheaded efforts to address for improvement. It is especially important that most funded university by the National Institute of community as “The School will assume a leadership the global opioid epidemic; Barbara Resnick, PhD, patients maintain the definitive work they receive. Dental and Craniofacial Research. Many students role in issues of importance to the state of RN, CRNP, FAAN, FAANP, professor at UMSON Be it dentures, braces, crowns implants, or veneers, are involved with NIDCR and NIH because of Maryland, the region, the nation and the world.” and former president of the American Geriatrics a costly procedure could go to waste without the close proximity and abundance of research How is this reflected in undergraduate medical Society, is co-director for the Biology and Behavior patients having proper knowledge on how to keep opportunities. education? The pace of the School of Medicine Across the Lifespan Organized Research Center; their teeth clean and healthy. is unrelenting but there is time to be developed Ann B. Mech, JD, MS, RN, assistant professor A successful graduate institution should into the future leaders of medicine. Each class at UMSON is the former chair of CareFirst in UMSOD, the first dental college in the world, has be characterized by its ability to serve the has their own council responsible for representing Maryland; and Erika Friedmann, PhD, professor a long-standing reputation for being a top-tier community that it surrounds. Each school can and advocating for their classmates to the Office and associate dean of research at UMSON, served university. The curriculum is unique in that students offer a measurable benefit to the community of Medical Education. Medical students also as president of the International Society of enroll in courses and mandatory lab sessions by making volunteer hours mandatory by each serve as interviewers and committee members Anthrozoology. Learning under changemakers in throughout their first two years in preparation to school, incentivizing volunteering, and offering for admission, shaping future School of Medicine our field, students have the opportunity to learn work directly with patients in the third and fourth more interprofessional opportunities. Community classes. leadership skills in the classroom and through the years. Professors and clinical faculty have a very members can have a better understanding of how prestigious nursing honor society, Sigma Theta Tau, important role in not only educating students on to manage chronic conditions by consulting with One of the greatest lessons learned as a medical to better position them as leaders outside of UMB. the newest technologies and updated classification students in the nursing and medical schools. They student is how to be an advocate for yourself and Lastly, students have the opportunity for leadership systems of periodontal disease, but showing can better manage medications and practice good others. The School of Medicine listens to actionable through advocacy by attending the American them how to use these technologies in a clinical oral hygiene by consulting with the pharmacy and feedback given by the students. One such concern Association of Colleges of Nursing’s Student Policy setting and how to detect periodontal disease and dental students. They can ascertain whether or was wellness and self-care, which caused students Summit, a three- day conference in Washington cavities on a live patient. At the end of D2 year, not they qualify for certain transportation or food to lose focus on their training. Two changes D.C. where students have the opportunity to learn students transition from classroom settings to benefits by consulting with a social work student. have been seen as a result, at the institution about policy making and speak to legislators about clinics, meaning that multiple choice examinations Moreover, they can figure out who to consult and and school level. First, the Student Counseling policy reform. become patient competencies. Clinical faculty how to go about the legal process if need be, by Center began to offer after hours and weekend grade professionalism, technique and procedure consulting a law student. The more we share our support, which allowed students on rotations that Similarly to the other schools at UMB, the UM fluency. This ensures that all students have a strong knowledge amongst the community, the more prevented them from making appointments to Carey School of Law works to create leaders in the foundation of knowledge before they practice on we can engage the community and become an still receive care. The second was the creation of field that students from the UM Carey School of patients. Licensing exams and board exams are invaluable source of education for them. the Stress and Decompress Wellness Program at Law will be entering into. A lawyer can use their offered by the American Dental Association to UMSOM. Led by the UMSOM's Office of Student understanding of the law to be a political leader assess the education of the student before entering Affairs, the committee emphasizes mental health, or to advise a company on how to conduct their offering more programming and events each business in compliance with the letter of the law. year. John Allen, MD, assistant dean in the School The Carey School of Law gives students many of Medicine's Office of Student Affairs, directs opportunities to develop as leaders. Dean Tobin ²⁷https://www.umaryland.edu/media/umb/president/core-values/UMB-CV-Booklet-WEB-2019-v1.pdf wellness initiatives. He communicates directly and Roger J. Ward, EdD, JD, MSL, MPA, interim with students, coordinating contests, sharing provost, executive vice president, and dean of the information, and encouraging the students to Graduate School instruct a course titled “Law &

14 15 Leadership”, where students learn different types and in the community. The field of pharmacy needs of leadership theories and about themselves as strong leaders, and the school gives us numerous leaders. opportunities to practice our leadership skills under External Perception the mentorship of the faculty and fellow students. The UM Carey School of Law also allows its students to be leaders in the field while still UMB has undoubtedly proven its proficiency in Table 1.²⁸ in school. The UM Carey School of Law has a creating leaders. Leadership opportunities and National Rankings comprehensive clinical program that allows training across all seven schools prepare students students to practice under the license of professors for the problem solving and critical thinking we will Dentistry 7th NIH Funding (Publics) FY 2018 who are leaders in their fields. For example, the all face as leaders in our fields. Here, we suggest Public Health clinic tracks proposed bills pertaining that going beyond our individual training to forge Medicine 8th Total Grants and Research Expenditures (Publics) AAMC FY 2018 to public health during the legislative session more interprofessional connections between each year and offer informed legal opinions on students has the potential to ensure that UMB’s Law Three specialties in top 10 in U.S. News & World Report, with Evening Program 4th, the public health ramifications of the bills as they leaders can also serve as impactful team players. Health Law 6th, and Clinical Training 7th move through the legislative process. Additionally, Nursing 6th U.S. News & World Report. Four specialities in top 10 with Nursing Informatics at journals, trial teams, moot court teams, and student No. 1 groups allow students to develop their leadership Pharmacy 9th U.S. News & World Report skills outside of the classroom by assuming positions within organizations. Social Work 17th U.S. News & World Report

Students in the Graduate School have opportunities to gain leadership experience As a public educational institution, the University to UMB to foster the growth of its students. through various student organizations and of Maryland, Baltimore receives external indicators collaborative projects. In addition to extracurricular of its performance through performance and There are numerous examples³⁰,³¹,³² of UMB being leadership training, the graduate school offers an reputation. This can be objectively observed in recognized by external entities for its dedication interdisciplinary approach to leadership through its awards, funding, rankings, and news reporting. In to science, education, community, and the Intercultural Leadership certificate program. This November of 2019, the UMB Police Department environment. In line with awards, grant funds 13-credit course focuses on equipping students received the Governor’s Crime Prevention Award are objective indicators or external support and with the knowledge and skills to be culturally for Outstanding Proactive Crime Prevention validation. In fiscal year 2018, UMB had a record competent leaders in today’s workforce. Historical through its Community Outreach and Support breaking $667.4 million awarded in grant funding³³. and intercultural courses touch on UMB’s core Team (COAST)²⁹. COAST mentors students, It was a reported 20% increase over 2017. It was value of diversity to train well-rounded leaders engages the community in drug use education, and succeeded by $664.7 million awarded in fiscal year who are adept in cross-cultural communication. allows the community to engage with its police 2019. This certificate program is a formal approach to officers through the Community Engagement instilling students with strong leadership skills Academy. The award also highlights the work of and represents the Graduate School's overall Officer Yale Partlow and COAST’s outreach and Figure 4. UMB Grants and Contracts. commitment to remaining an institution with a crisis intervention programs. COAST is currently a reputation for producing professionals at the national model for crisis intervention and outreach. 700M 20% INCREASE $667.4M forefront of their field. 650M Vivek Thumbigere Math, BDS, PhD received the 600M The School of Pharmacy is committed to creating 2019 Sigmund Socransky Young Investigator Award 550M leaders through various extracurricular programs, Global Health Summit at the American Association for Dental Research/ 500M a rigorous curriculum, and community outreach International Association for Dental Research (IN MILLIONS) $556.1M activities. The school allows students to take Conference held in Vancouver, British Columbia. 450M $500.9M $499.6M $497.5M on leadership roles in all aspects of pharmacy. His work focuses on osteoimmunology and how $479.8M Students are able to get involved by taking genetic factors impact periodontal disease. Dr. leadership electives, advocating for the profession Thumbigere Math brings innovation and excellence FY13 FY14 FY15 FY16 FY17 FY18 on Legislative Day, or by being a leader in a professional organization. The school also makes sure to recognize student leaders through Phi ²⁸https://www.umaryland.edu/about-umb/umb-fast-facts/ Lambda Sigma, the national Pharmacy Leadership ²⁹https://www.umaryland.edu/news/archived-news/november-2019/newspressreleaseshottopics/umbpd-earns-governors-award-for-outstanding-proactive- crime-prevention.php Society. This society helps develop programs that ³⁰https://www.umaryland.edu/news/archived-news/november-2019/newspressreleaseshottopics/umb-team-receives-grant-to-address-opioid-crisis.php ³¹https://www.umaryland.edu/news/archived-news/march-2019/newspressreleaseshottopics/hsrf-iii-wins-gold-leed-award.php foster leadership development within the school ³²https://www.umaryland.edu/news/archived-news/april-2019/newspressreleaseshottopics/usm-honors-faculty-members-hears-of-global-reach.php ³³https://www.umaryland.edu/president/presidents-message/column-dec-2018/

16 17 An associate professor at UMSON, Luana Baltimore with the “Healthy Holly” scandal with Table 2. News articles generated when searching for “University of Maryland, Baltimore” in the indicated news source. Colloca, MD, PhD, MS received a $3.6M grant former mayor Catherine Pugh. While the initial to study alternative methods to acute pain allegations occurred in March 2019, as the story News Outlet Headline therapies, including video clips and virtual reality progresses, UMB will continue to be named in Google Search UMD dental students teach Baltimore youth the importance of caring for their teeth³⁵ simulations.³⁴ The aim is to reduce pharmaceutical subsequent reporting. Because of the actions of interventions to acute pain, reducing side one person, UMB’s core values will continue to be Crime victims become survivors with support from UMB center³⁶ effects and potential addiction due to opioid undermined on a large scale for the foreseeable Bill Would Expand Maryland In Vitro Insurance To Cover Unwed Women³⁷ prescriptions. “Research in non-pharmacological future. While this does not involve the University of CNN Prosecutors propose nearly 5-year sentence for ex-Baltimore mayor in children’s book pain management seeks to offer alternatives to Maryland, Baltimore, the stories were produced as deal³⁸ pain treatments that carry severe side effects. a result of searching for the name of the institution. Fox News Baltimore hospital says it 'failed' after shocking video emerges of patient being left on This endeavor is of increasing importance as opioid This may be a result of an internal branding issue street³⁹ addiction and deaths in the United States rise within the University System of Maryland. As Med system chief linked to embattled Baltimore mayor resigns after group is subpoe- and as governmental agencies recommend health prospective students and faculty search to learn naed for documents⁴⁰ care practitioners and patients move away from about UMB, they may come across information opioid-based pain management,” Colloca said. The inadvertently. We know that these stories that Baltimore mayor's $500G deal for 'Healthy Holly' children's books draws scrutiny⁴¹ support of grant funding represents an investment make national news may not involve UMB, but an MSNBC Baltimore mending: One year after Freddie Gray’s death (2016)⁴² in the success of UMBs researchers. It indicates external entity may not. Washington Post 2 officers injured, suspect dead in Baltimore shooting⁴³ that external benefactors believe in the science, the Doctor-educator to become chancellor of University System of Maryland⁴⁴ mission, and the impact of research occurring at UMB. USA Today Ex-mayor allegedly sold children’s books for political gain. Now she’s facing federal charges⁴⁵ On February 13, 2020, a search of publically WBAL New law school scholarship named in memory of Rep. Elijah Cummings⁴⁶ accessible news outlets was conducted. The term After Police-Involved Shooting, Shock Trauma Stresses Tourniquet Training⁴⁷ “University of Maryland, Baltimore” was used to search the indicated news source. The purpose of New community engagement center receives support from local leaders⁴⁸ the search was to determine if our core values are WMAR University of Maryland Baltimore begins $8M renovation to Community Engagement reflected in our reputation, as reported by external Center⁴⁹ entities. The results show a stark difference in local Baltimore Fire Department teams up with University of Maryland for mobile health and national news reporting. care⁵⁰

The local news outlets were more likely to feature Baltimore Sun University of Maryland, Baltimore looking to create graduate program in marijuana⁵¹ UMB as its own entity, highlighting the impact that University of Maryland, Baltimore to open student innovation center⁵² the institution has on Baltimore. From the Medical Five minutes with Rana Quraishi, director of new ventures at University of Maryland, Center saving the lives of two Baltimore City Baltimore⁵³ Police officers to the expansion of the Community Engagement Center to the new scholarship in the UM Carey School of Law dedicated to Rep. Elijah Cummings, we are locally viewed as a leader ³⁵https://www.baltimoresun.com/maryland/baltimore-city/bs-md-ci-umd-cure-oral-health-20200215-axwmxbuzxjen3bf2puud6mx7om-story.html ³⁵https://technical.ly/baltimore/2020/02/17/52-execs-leadership-maryland-2020-class/ in the community in numerous aspects. This ³⁶https://www.bizjournals.com/baltimore/news/2020/02/03/crime-victims-become-survivors-with-support-from.html underlines the importance of core values being ³⁷https://baltimore.cbslocal.com/2020/02/16/bill-would-expand-maryland-in-vitro-insurance-to-cover-unwed-women/ institutionalized so that all members that represent ³⁸https://www.cnn.com/2020/02/13/politics/prosecutors-propose-sentence-former-baltimore-mayor/index.html ³⁹https://www.foxnews.com/us/baltimore-hospital-says-it-failed-after-shocking-video-emerges-of-patient-being-left-on-street the University of Maryland, Baltimore will add ⁴⁰https://www.foxnews.com/us/chief-of-maryland-medical-system-resigns-after-federal-agents-search-baltimore-mayors-office-home positively to its reputation. ⁴¹https://www.foxnews.com/politics/baltimore-mayor-scrutinized-over-alleged-self-dealing-with-childrens-book-series ⁴²http://www.msnbc.com/msnbc/baltimore-mending-one-year-after-freddie-grays-death ⁴³https://www.washingtonpost.com/national/2-officers-injured-suspect-dead-in-baltimore-shooting/2020/02/12/5d5182e0-4dc8-11ea-967b- Nationally, however, there is a combination of e074d302c7d4_story.html stories that support our core values and stories ⁴⁴https://www.washingtonpost.com/local/education/doctor-educator-to-become-chancellor-of-university-system-of-maryland/2019/11/07/8dcca2ce-01bf- that are in disagreement. There were a number 11ea-8501-2a7123a38c58_story.html ⁴⁵https://www.usatoday.com/story/news/nation/2019/11/20/catherine-pugh-baltimore-mayor-healthy-holly-book-scheme-charged/4247238002/ of stories associating the University of Maryland, ⁴⁶https://www.wbaltv.com/article/elijah-cummings-university-of-maryland-law-school-scholarship/30646953# ⁴⁷https://www.wbal.com/article/436166/3/after-police-involved-shooting-shock-trauma-stresses-tourniquet-training ⁴⁸https://www.wbaltv.com/article/university-of-maryland-baltimore-s-new-community-engagement-center/29592573 ³⁴https://www.umaryland.edu/news/archived-news/december-2019/newspressreleaseshottopics/nih-awards-umson-researcher-36m-grant-for-pain-study. ⁴⁹https://www.wmar2news.com/news/region/baltimore-city/university-of-maryland-baltimore-begins-8m-renovation-to-community-engagement-center php ⁵⁰https://www.wmar2news.com/news/region/baltimore-city/baltimore-fire-department-teams-up-with-university-of-maryland-for-mobile-health-care ⁵¹https://www.baltimoresun.com/health/marijuana/bs-md-cannabis-graduate-program-20190508-story.html ⁵²https://www.baltimoresun.com/business/bs-bz-umb-biopark-incubator-20170309-story.html ⁵³https://www.baltimoresun.com/business/bs-bz-five-minutes-quraishi-20170310-story.html

18 19 UMSOP Figure 5. School values. UMSOM UMSOM Shortfalls Social UMSOP Responsibility Social & Fiscal Public Health Responsibility Respect, UMB’s commitment to its internal and external merely states, “The School will ensure diversity of Responsibility Integrity, constituents is made clear through our faculty, trainees, staff and students⁵⁴”; compared & Professionalism administration’s dedication to employing the core to UMB’s affirmation of their commitment to values. Throughout this paper we have presented diversity, the School of Medicine’s value statement UMSOM practices from each of the seven schools that align on diversity is quite insubstantial. This glaring Accountability with our core values. While it is true that there inconsistency demonstrates the central issue this Leadership Respect, are far too many initiatives across UMB’s campus year’s President’s Fellows uncovered: we cannot Ethical Behavior, to highlight each one, investigating how UMB institutionalize core values until we begin to act as & Professionalism implements each of its core values also made its an institution. Civility shortfalls more apparent. UMSSW One important factor in institutionalizing the UMB UMSOM While we were each proud to present the policies core values is the creation of a standard by Knowledge Education Core Values and programs our schools have created in line which new programs, centers, and collaborations with the core values, many of the current practices can be evaluated based on their alignment to Collaboration & presented here represent standards that are the the core values. We believe that UMB has taken Collaboration Communication exception rather than the rule at UMB. We found steps toward recognizing commendable efforts Research that there is a problematic misalignment regarding in implementing the core values into everyday Excellence the implementation of the core values across the practice. In fact, this year the inaugural Core Values schools. A review of the values, vision, and mission Awards will be presented to faculty, staff, students, UMSSW Diversity statements from each of UMB’s seven schools and student interest groups who personify the Community revealed that the School of Nursing, School of core values. Of course, rewards policy and practice Impact Dentistry, and Graduate School endorse only UMB’s have their place in institutionalizing core values, Finance core values while other schools have instituted but so does consequence. With accountability as Interdisciplinary UMSSW their own values systems (Figure 5). Amongst the the first core value, it is worth considering how The Education schools, these guiding principles are identified members of the UMB community can be held UMSSW Profession as “values”, “core commitments”, or even areas accountable for violating esoterically defined of central focus. Of course, the implementation values. During his talk at this year’s first President’s UMSSW UM Carey School of Law of the core values will differ across professions; Symposium, Norm Augustine, MSE, retired chair however, professional distinctions are no excuse and CEO of Lockheed Martin and UMB’s inaugural Ultimately, we feel as though the spirit and Apart from lack of knowledge, accessibility can for separate core values and disparate definitions President’s Distinguished Scholar, suggested application of the core values has failed to also be a deterrent for many of the educational amongst UMB’s individual schools. While certain that to properly institutionalize core values there effectively trickle down from the administrative opportunities on campus. Many of UMB’s core values from UMB are maintained even in should be a system in place to evaluate how well level into the culture of everyday student life. As interprofessional programs are supported schools with separate value systems, often, the organization adheres to them. At an institution students at UMB we ask: how does this institution’s by fellowships and/or other extracurricular definitions for values in practice are dissimilar. For like UMB where many governing bodies coalesce values translate into its culture to impact our organizations on campus. While these represent example, UMB describes its core value of diversity as one university, we are especially vulnerable experience? We found that our experiences at UMB exceptional learning opportunities, they require with the statement “We strive for common identity to dissonance. As it currently stands, there is no vary widely and that this variance lies primarily in additional time and workload. As part of our and purpose. This requires respect, patience, system in place to avoid desynchrony between our integration from our individual schools into inquiry into becoming a more cohesive institution, understanding, courtesy, and civility. We value individual school’s practices or to evaluate effective the larger community of UMB. This stems from we began to ask what it would look like for UMB to diversity and unique contributions, fostering a policies in a single school to implement them a variety of issues including, but not limited to, incorporate interprofessional training as a standard trusting, open, and inclusive environment and across UMB’s campus. If we want our institution to lack of awareness of the existing programs and of our education. What would it look like for the treating each member of our UMB community work as a well-oiled machine we must remember opportunities available to students on campus. invited seminars we all attend through our schools in a manner that incorporates all of our core that one dyssynchronous component can threaten Our research revealed that in addition to some to occasionally be hosted by professors across the values”¹. In contrast, the School of Medicine the integrity of the entire machine. of the more niche opportunities available on institution? campus, many students are completely oblivious to existing resources for personal and professional As we evaluated the seven school’s implementation ⁵⁴https://www.medschool.umaryland.edu/mission/ development — some students had never even set of the core values, we became aware of a general foot in the Campus Center. reluctance to revisit the structure of student education through the lens of interprofessionalism.

20 21 Our interviews revealed that the dissimilar cultures connections in curriculum for the sake of culture, across campus were, on occasion, the result of but to assist UMB’s students in learning at the the active decision to isolate one’s school from intersections where our professions naturally Recommendations other aspects of campus culture. In this paper, overlap. At UMB we have the unique opportunity we have suggested that each school has at least to learn from our peers and faculty across campus, Ashley Finley, PhD presented Balancing Culture one core value it particularly embodies, and to ask questions to in-house subject matter ACCOUNTABILITY and Strategy to UMB as a part of the Core Values that this should serve as an example to other experts, yet we are rarely given this opportunity as Speaker Series. Dr. Finley shared a quote from schools in implementing the core values to build a part of our regular course load. When watering Student/Faculty/Staff Climate Peter Drucker, “Culture eats strategy for breakfast.” a homogenous campus culture. While certain a plant, one does not simply place the plant near Assessment This quote resonated with the Fellows because it programs emphasize particular values, the decision running water, this would be a waste of effort and signifies our current situation and how we want Currently, the university assesses the climate not to champion particular core values must also resources. How then, are students able to spend to move forward. UMB has developed a strategic on an annual basis. The survey, however, is be addressed. A common vision to unify campus years on UMB’s campus without drinking from the plan which dictates the direction of the University, presented through a lens of diversity, assessing the culture through students’ education will help us to fountain of knowledge at hand? These shortfalls however in our investigation we found that the university’s environment of inclusiveness. As we are prepare for the interprofessional interactions that represent issues we believe can be addressed in culture of the University does not reflect the plan. discovering, culture is a collection of all practices, we will inevitably encounter in our careers. a concerted effort to institutionalize UMB’s core Culture can be changed if the plan is reflected in policies, and procedures which guide behaviors, values by establishing standards for student affairs policies, procedures, and practices. actions, attitudes, and experiences. While diversity Currently, there are several initiatives in place across its campus. We believe that an effort to is important, we cannot place all of our focus on to promote student collaboration. Ongoing institutionalize our core values must begin with an Our recommendations come from the perspective one value. They are all equally important and all programming must be refined to be more effort to unify students, faculty, and staff under of students, with the goal of making our serve to help us complete our mission “to improve inclusive, or in some cases dissolved in favor of each of the seven schools, as one institution. educational experience feel more collaborative the human condition and serve the public good of more beneficial forums. For example, this year’s and interprofessional. We feel that the failure of Maryland and society at-large through education, registration for UMB’s annual Interprofessional the core values to reach the individual schools is research, clinical care, and service.” Education (IPE) Day contained a multitude of due to the UMB operational structure. Each school questions that only pertained to students in operates individually under the UMB umbrella. We healthcare (Table 3). To be a valuable contributor hope that these suggestions will change the culture Assess Core Value Implementation to a professional team, one must first feel that of UMB and allow for a more solid foundation for Annually their perspective is valued. Events like IPE Day, the core values to thrive. advertised as beneficial to all, but clearly biased In order to ensure that the core values are toward a particular group create a sense of implemented consistently in each school, the As an overall recommendation, as supported by indifference toward interprofessional programs President’s Office should assess each school Dr. Finley and other guest speakers, is an increase altogether. Our call to action here is not to annually in their programming and practices. in branding and representation of the core values create endless programming, it is not to force The disconnect between the University and the across campus. This ranges from images of people individual schools would be diminished with a living the core values or quotes about how we standardized appraisal. We understand that each Table 3. Perceived barriers to implementing IPE at Japanese medical schools (n=64). embody the core values to increasing the presence school has autonomy in their practices, this may of the core values at institution level events, such Factor n (%) be a cause of the lack of institutionalizing the as Founders Week and I <3 UMB. A great example core values. Oversight of the implementation of Adjustment of academic calendar and schedule 53 (82.8) of this is the recently announced Core Values the core values at the school level will ensure Awards, which will highlight individuals who Insufficient staff numbers 47 (73.4) that each school is aligned with the core values embody UMB's core values⁵⁵. in ways that are impactful within their disciplines. Lack of classroom space 33 (51.6) Angel M. Swindell-Nix, MA, BCC, agrees. In her Funding limitations 25 (39.1) President’s Symposium discussing institutionalizing core values, she stated that in order to bring the Insufficient understanding of educational methods by staff 24 (37.5) core values to life there has to be communication, Difficulty developing teaching materials 23 (35.9) influencing and informing of communities, and measurements of success. We suggest that the Lack of institutional understanding 18 (28.1) frequency of these assessments be revisited after Difficulty finding other disciplines for collaboration 18 (28.1) increments of observed success.

⁵⁵https://www.umaryland.edu/president/core-values/award/

22 23 “Accountability” vs “Integrity” themselves to students during orientation would Convert “Campus Center” to “Student Improve UMB App be a way to introduce students to UMB in addition Center” As a part of the 2011-2016 Strategic Plan, UMB to their individual schools. Most students do not know that there is a UMB selected and announced the seven core values While we are not an undergraduate campus, application for their phone. And while it has which would act as the foundation of our This is an important piece of implementing our students miss that sense of community that they been recently updated to be more user friendly, institution. In practicing accountability, UMB core values. Students who need mental health had in their undergraduate education. One of the additional functionality can be added for suggests, “Conduct business in an ethical manner services, but are unaware of how to obtain features that encouraged this environment was increased utilization, visibility, and communication. and adhere to our values, conduct guidelines, and them through UMB, may not be able to seek the the student center. It currently does not feel like a By creating a more central way to distribute policies and procedures,” and “Take responsibility knowledge that they are attempting to obtain. space for students. Although there are events held messaging and programming related to our core for decisions, actions, and results.” In reviewing A student who is unaware of what the Grid is for students, it feels like an administrative location values, UMB would better be able to institutionalize current practices by the individual schools and will not have the opportunity to collaborate with for meetings among faculty. To institutionalize its core values. This app could be the main form thinking about the institution in the future, we others in entrepreneurial efforts. We found several our core values, students and faculty need to of communication from the university to students, suggest a value that focuses on preventative instances of programming that fell in line with feel like UMB is a community worth investing in. and allow students to do the following: behavior: integrity. the core values, but students were not aware of UMB regularly solicits feedback from students, • Reserve space and library rooms their existence. To implement our core values, it but unlike on many undergraduate campuses, An organization whose profession thrives on • Advertise campus events and be able to submit is imperative that students are better informed students are reluctant to invest in their community quickly institutionalizing new values into a large events for advertisement on all the ways that the University is already the same way. Creating a space that is welcoming number of people, the United States Army, defines • Access student account information (SURFS) implementing these values. Highlighting this to students will allow UMB to distribute their integrity as “Do what’s right, legally and morally.” • Sign up for campus courses and events (PSLI, information to students as they matriculate will messaging and programming related to our core Utilizing “integrity” over “accountability” charges ISLSI programming, URecFit classes, etc.) change the culture moving forward. values more directly to students. If more students students, faculty, and staff with thinking about • Emergency alerts were already present on campus, they will be more their behavior and actions before they are taken. • Receive notifications/alerts about upcoming likely to participate in the programming that the “Accountability” is reactionary, taking responsibility Accepted Student Welcome Video events university hosts that promotes our core values. for poor choices. While it is important to hold We also suggest sending accepted students a others accountable, we should strive to base our video highlighting UMB: the campus, student We recommend a rebranding of the SMC Campus actions and responses in a shared understanding COLLABORATION life, and reinforcing the core values. Through our Center to SMC Student Center and we propose of integrity. A change in this value will foster a research, the schools that effectively demonstrated several new features for the SMC Student Center: climate of responsibility and ethical behavior over University Level Student Interest Groups a core value had that value ingrained within the one's research, patient and client interactions, culture of the school. The expectation of that value • An expanded market with the ability to At the school level, students collaborate and collaborations, and pursuit of excellence. It will was communicated to the students and upheld by purchase fresh groceries focus on different interests within their discipline. also better prepare us to pursue excellence in our faculty and administration. If the University wants • A gaming space (pool tables, gaming systems, For example, the School of Dentistry has the chosen professions. to institutionalize our core values, the University board games, etc.) to be able to decompress Student National Dental Association (SNDA), must ingrain the core values in our culture. • Hosting movie nights or watch parties which creates pipelines and exposure programs CIVILITY • Access to health conscious food and coffee for minority students to encourage their path into Upon being admitted to the University, students during the hours of the Health Sciences and dentistry. There are similar groups in the Schools Human Services Library’s operations of Medicine (SNMA), Pharmacy (SNPA), and Standardized Orientation are excited to learn more about their possible future school. By inserting our core values into the • Meditation pods Law (BLSA). Creating organizations like these When students arrive on campus to begin their information that incoming students are looking for, • More seating (booth style) and space for at an institutional level will give students the individual programs, we have an opportunity to the opportunity is present to begin shifting our interacting and collaborative study opportunity to collaborate and achieve on a larger impress upon them the importance of acting as culture towards institutionalizing our core values by • Activities and programming, such as crafting scale. We propose using the USGA as the initial an institution. In order to do this, we recommend setting the expectation before students even reach classes, photography, dance lessons linking mechanism to bring these groups together having a portion of each orientation be led by campus. Students will arrive at their individual • A mailroom and form UMB chapters for collaboration. Once someone from the university, specifically someone schools excited and aware that we are a university established, the groups will be able to organize from the Division of Student Affairs/Campus Life first, made up of seven schools which work We have highlighted numerous examples of and continue on their own accord. We believe that Services. This gives UMB the chance to outline together to produce professionals in their chosen intentional implementation of the core values this will give students the ability to accomplish what is expected from a University of Maryland, discipline. Introducing UMB to new students this but we are hoping that this recommendation larger goals and make a greater impact on our Baltimore student (Title IX, core values), what way will translate into a culture shift as these will generate more organic conversation among community while working toward solving issues services are provided by the institution (Student students progress through their programs. students. about which they are passionate. Health, Student Counseling Center), and what opportunities are available campus-wide. Students Writing this paper has allowed us as students to from different schools have varying levels of explore if UMB is implementing our core values knowledge about the services offered to them by and provide UMB with the student perspective. UMB. Having a representative from UMB introduce By creating student groups that will uphold our

24 25 core values, the UMB administration and faculty course. The students in the interprofessional course and gain perspective. We believe that this will We also suggest inviting faculty from other schools will have groups of students with opinions on had a significantly higher increase in knowledge make us better professionals in our chosen fields, in the institution to present at individual programs’ university policies. For example, groups like BLSA of diabetes as assessed by a standardized exam. bringing something unique to our future careers. seminars and speaker series. The goal would be to are able to give the UM Carey School of Law The group also predicts that interprofessional We are not proposing changes for the sake of give students as many opportunities as possible administration feedback on policies. If UMB had a education increases the likelihood of collaboration change. We also don’t think that overlaps should to interact with and learn from students in other similar organization for students across all of the in the future. be forced where they do not make sense. But there disciplines. schools, then the administration would be able to are instances where the disciplines would interact receive student feedback on policy and initiatives We have the opportunity to expose professional naturally and we would be remiss if we let this from students more readily. students to seven disciplines. While there are opportunity pass. processes that will have to take place in order to create new curricula, it is not impossible. Diane Table 4. Current interprofessional courses offered at UMB. Interprofessional Education Hoffmann, director of the Law and Health Care Course Code Course Title The greatest opportunity that UMB has is that we Program and Jacob A. France Professor of Health Care Law in the UM Carey School of Law, created have recruited a wide array of industry leaders CIPP 621 Aging in Place: Interprofessional Care In Geriatrics to train and educate their prospective students. the course Critical Issues in Health Care in the early Utilizing the experience and knowledge of faculty, 1990s. An initiative to increase interprofessional CIPP 905 Homeland Security: Health Consequence Management students have the chance to learn their profession education efforts was issued by Dr. Edward Brandt, and gain insight from future collaborators. As who was the president of UMB at the time. Prof. CIPP 980 Entrepreneurship in Life Sciences each discipline moves to a team based approach, Hoffmann wanted to offer an interprofessional CIPP 907 Research Ethics students can begin their careers with experience course that had less of a clinical focus and taught students how to develop policy to address and feel comfortable interacting with other CIPP 909 Responsible Conduct of Research professionals. With interprofessionalism being challenges in health care. more intentional and deliberate, the value of CIPP 932 Critical Issues in Health Care collaboration can be fully realized and UMB’s Maintaining the course overall, however, has not students will be better prepared to enter the been without difficulty. In order to ensure that CIPP 960 Global Women’s Health workforce. students across the different schools are able to attend, the course is offered in the evening. The CIPP 970 Interprofessional Service In a 2019 study⁵⁶, an international survey was course is also listed under different course codes, CIPP 971 Population Health Baltimore conducted to assess interprofessional programs based on the individual school. Prof. Hoffmann that are included in medical schools. The dogma has also had to have the course approved by of medical education was changing in Japan and each school in order to be able to offer it to their Recruit and Hire Deans for Diversity, the survey was meant to determine the barriers students. DIVERSITY Equity, and Inclusion to implementing interprofessional education in But the course has continued to be offered for medical schools and how these programs looked in Assess Promotion and Pay Equity We discussed changing the core value of almost 30 years. In Critical Issues in Health Care, practice. It was found that the most common forms As modeled by the School of Medicine, we “diversity” to “inclusion” because diversity cannot students are able to work in small groups to discuss of implementation were interactive lectures, group recommend that all of the schools investigate their exist on its own as a value. The definition and and present solutions to health care concerns. discussions, simulations, and team based learning. pay and promotion equity. We have programming the execution appears to be lacking. In the 2018 They investigate current policies as they pertain to The largest perceived barrier to implementation for diversity as a core value and efforts to hire UMB Student Campus Climate Survey, 38% of the disciplines taught at UMB. Students bring the was adjusting the academic calendar and schedule. a more diverse faculty and staff but inclusion is respondents agreed or strongly agreed with the perspectives of their respective disciplines to the taking diversity a step further. Pay and promotion statement “I feel like I need to hide some aspects course and gain the ability to learn from others. Interprofessional education gives students the parity is one step in making all faculty and staff feel of my identity to fit in,” and 63% agreed or strongly opportunity to learn about other disciplines and agreed with “On campus, there are enough We propose expanding the current courses like they are on equal footing, that their work and incorporate other perspectives into their future opportunities to gain knowledge about my own offered in the UMB course catalog to include efforts are as valued as the person next to them. practices. A 2017 experiment⁵⁷ taught diabetes cultural community.⁵⁸” Here, we see that we have more interprofessional courses. Students will be Compensation and career progression should be to two groups of medical, dental, and nursing brought students onto our campus that are diverse, motivated to attend courses in which they receive objective. students: one was taught their individual curricula, however we fall short in making these students feel credit and they will also have the opportunity to and the second was taught an interprofessional included. The educational journey through any of work directly with other students to solve problems

⁵⁶Maeno, T., Haruta, J., Takayashiki, A., Yoshimoto, H., Goto, R., & Maeno, T. (2019). Interprofessional education in medical schools in Japan. PloS one, 14(1), ⁵⁸https://www.umaryland.edu/climate/ e0210912. https://doi.org/10.1371/journal.pone.0210912 ⁵⁷Račić, M., Joksimović, B. N., Cicmil, S., Kusmuk, S., Ivković, N., Hadživuković, N., Kulić, M., Mijović, B., Mirić, M., Joksimović, V. R., & Dubravac, M. (2017). The effects of interprofessional diabetes education on the knowledge of medical, dentistry and nursing students. Acta medica academica, 46(2), 145–154. https://doi.org/10.5644/ama2006-124.199

26 27 our graduate or professional programs are arduous to build community as well as demonstrate our Structural Oppression Course Executive Director for Student Affairs without the added pressure of isolation. community’s commitment to knowledge and excellence. It would give students an opportunity Another key highlight from the UMSSW, the newly In order to coordinate these ideas and develop We recommend that each school create a to be recognized within our community for our designed Structural Oppression online primer future opportunities for students, we propose that position for an Associate Dean for Diversity, work. Students selected would be able to include should be made mandatory for all incoming a position be created for an Executive Director of Equity, and Inclusion. This full time faculty that their work was selected on their resume and students. Not only will this give students additional Student Affairs. This person would be the point member will be responsible for investigating it would give us the opportunity to learn from our cultural exposure, it will prepare students for their of contact for programming, interprofessional curriculum, policies, practices, and programming peers. potential clients and patients. In order for students curriculum proposals, and organizing student to determine opportunities for cultural enrichment to process and internalize this information, there interest groups. They could also, potentially, be the and inclusiveness. Students should not have to should be a follow up session during orientation. person that delivers the standardized orientation change aspects of who they are or feel excluded UMB Student of the Month/Quarter/Year Impressing the importance of Baltimore and its to incoming students. Working directly with the people on new students is vital to the mission of schools’ Offices of Student Affairs, this Dean will because of their life circumstances. They should Students are often deeply involved in their studies UMB. be able to identify and implement opportunities be able to feel comfortable in their educational with no validation other than the grades they for students across all schools. This position environment and focus on becoming excellent earn on exams and assignments. We suggest that would also engage with the President to deliver future professionals. we honor a student of the month, quarter, and LEADERSHIP the University’s ideas and vision for the student year at the institution level. We have seen this Table 5. Results from 2018 Student Campus Climate experience. This would allow for the collaborative, Survey. within individual schools and programs, and with “institutionalized” experience that students desire faculty and staff at the institution level. There is President’s Student Advisory Council Respondents who experienced to be a permanent fixture at UMB. also a student award for work within the scope of Through this project, we learned it is critical for discrimination or harassment most diversity. But we do not recognize the work and schools to receive feedback from students to commonly reported that: effort of students that go above and beyond their make changes that institutionalize our core values. UMB (Top 3) studies. Recognizing excellence will breed a culture Creating an advisory council made of students of students striving for excellence. from each school to the President of UMB would I was deliberately ignored or excluded 53% create a constant avenue for feedback. Cementing An instructor made verbal comments that 39% KNOWLEDGE the student voice through an appointed council were hostile of offensive will allow for students to always have a seat at the table. Similar councils already exist within the I was the target of offensive humor 27% Open SSW Diversity Training to All University System of Maryland (USM). Currently, Faculty the College of Behavioral and Social Sciences (BSOS) and the Robert H. Smith School of Business To address the sentiment of students that feel as at the University of Maryland, College Park both EXCELLENCE though they have to hide parts of who they are have student advisory councils.⁶⁰,⁶¹ Both bodies in order to fit in, which is further compounded provide the Dean of their respective school with by the 35% of students who responded agree or UMB Conference the student perspective on proposed and existing strongly agree to “I think faculty pre-judge my policies. UMB embraces the core value of excellence abilities based on my identity or background,” through the work that is done on a regular basis, on the 2018 Student Campus Climate Survey, we Our charge was to determine how UMB whether that be through pro-bono representation suggest making the diversity training currently institutionalizes its core values. The charge of the at the UM Carey School of Law or UMSOM being administered to the UMSSW to all faculty. proposed President’s Student Advisory Council students addressing the plight of homelessness in This training should also be mandatory for all would be to continue the work that we have Baltimore⁵⁹. Having the opportunity to share this newly hired faculty. By integrating this training, and started. Students would be able to provide the work across campus could introduce others to adding it to the on-board process for all new hires, student perspective directly to the President, new ideas and serve as the basis for collaboration inclusion will be added to the culture of UMB. keeping our core values central to the decision and enhanced knowledge. UMB could host a making process. community conference where students and faculty conducting research and completing other initiatives could submit their work to be chosen and displayed. This would serve as a way

⁵⁹medschool.umaryland.edu/news/2020/14th-Annual-Medical-Student-Auction-Makes-Bid-to-Fight-Homelessness.html ⁶⁰https://bsosundergrad.umd.edu/feature/deans-student-advisory-council ⁶¹https://www.rhsmith.umd.edu/programs/undergraduate-programs/about-us/deans-student-advisory-council

28 29 Conclusion Appendix

While the core values are undoubtedly intertwined weaknesses when working with other schools The following table summarizes written policies that align with the core values from individual schools. in the social fabric of UMB, the institutionalization — to form dynamic teams of leaders where of these values, in an effort to create a more unified we can let a colleague take charge when they School Value Policy Name Notes and cohesive entity, has been the University’s are better-trained in a particular arena. That biggest challenge. This is a profound disconnect is not possible, however, when our values are UMB Diversity UMB Notice of The University of Maryland Baltimore does between UMB leadership’s vision of the school not aligned and interprofessional education is Nondiscrimination, American not discriminate on the basis of race, color, and the percentage of students taking advantage perceived as a burden rather than a benefit. Our Disability Act Compliance religion, national origin or ancestry, sex, sexual of opportunities to actually make UMB’s culture institution needs to unite the seven schools and orientation, gender identity or expression, defined by the core values. Each individual consistently implement the core values through physical or mental disability, marital status, school can boast about their excellence but we community building and student education. Our protected veterans status, or age in its programs do not have a one culture of core values, rather recommendations to leadership and faculty at and activities. individualized, self-identified versions. Seven“ the University of Maryland, Baltimore stem from Medicine Accountability Standard Operation These procedures provide a process for schools one institution” is the mantra so often our pride in our education and the desire to make Procedures for Resolution the prompt and equitable investigation and used, yet how can we truly be an institution our voices heard. Fortunately, we already have of Employee Complaints resolution of complaints alleging discrimination without knowing much about one another? We the resources, the leaders, and the vision. Once Alleging Discrimination or retaliation against UMB employees that are have seven different schools, each of which are we unite under one mission with value-oriented not subject to other uMB complaint resolution premier, world-renowned universities excelling education in place, UMB will act as a well-oiled procedures. in their fields. This presents itself as a unique machine, producing world leaders who are better Accountability Procedures Implementing A present or former official or employee of opportunity to prepare students in seven different equipped to navigate interprofessional landscapes. Board of Regents Policy UM may have a relationship with an entity disciplines, to a fundamental level at the minimum on Conflict of Interest in engaged in research or development, or an yet each school has isolated itself. In order to Research or Development entity having a direct interest in the outcome institutionalize the core values, we must focus of research or development, which relationship on the student perspective, as we are the future would otherwise be prohibited by the conflict of of UMB. Time and again, we are made aware of a interest provisions of the law, if the relationship is new initiative, program, or opportunity catering disclosed but the official or employee, reviewed to interprofessional education or giving back by UM, and approved by the President of UM, in to neighboring communities yet many students accordance with these procedures. have yet to engage in an interprofessional event Leadership Faculty Appointment A medical school has clear polices and or fully commit to a non-incentivized initiative. Policies procedures in place for faculty appointment, We as students have the opportunity to graduate renewal of appointment, promotion, granting with the benefit of being educated in partnership of tenure, remediation, and dismissal that with our sister schools to understand how to involve the faculty, the appropriate department operate interprofessionally in the workplace. We heads, and the dean, and provides each faculty have the resources at UMB to be able to harness member with written information about his or our strengths and collaborate to overcome our her term of appointment, responsibilities, lines of communication, privileges and benefits, performance evaluation and remediation, terms Commencement 2019 of dismissal, and, if relevant, the policy on practice earnings. Accountability School of Medicine Faculty In working together to fulfill the Mission of Grievance Policy and the School of Medicine and the University Procedure of Maryland Baltimore, legitimate problems, differences of opinion, complaints, or grievances might arise in the relationship between the School or UMB and the School’s faculty. Many such complaints are resolved informally through discussions or formally through policies governing specific matters.

30 31 School Value Policy Name Notes School Value Policy Name Notes Medicine Excellence UMB Policy on Intellectual When knowledge takes the form of intellectual Law All American Bar Association The School of Law’s policies are all created to Policy property, a university must establish a clear Guidelines for Law Schools be in compliance and uphold the policies of and explicit policy that will protect the interests the American Bar Association for Law Schools. of both its creators and the university while https://www .americanbar.org/groups/legal_ ensuring that society benefits from the fair and education/resources/standards/ full dissemination of that knowledge. Accountability Honor Code The Honor Code enumerates specific guidelines Excellence/ Calculating and Recognizing Recognizing the importance of medical student that govern student conduct with respect to Knowledge Academic Performance effort and excellence. any academic matter and certain non-academic matters. The Honor Code is always in effect and infractions of the Honor Code result in referrals Civility Professionalism: on As a medical student attending the University to the Honor Board. https://www.law.umaryland. Presenting a Professional of Maryland School of Medicine, you have both edu/Policy-Directory/Academic-Standards-and- Image the privilege and the responsibility of upholding Honor-Code-Policies/Honor-Code/ the image of the many fine physicians who have Knowledge Academic Achievement Faculty instructed, and student lead, program preceded you. Program that allows students to work in small groups Accountability Statement of Ethical Acceptable behavior within the academic with other students through a weekly meeting to Principles: Judicial Review community, including proper behavior on practice different study skills. System & By-Laws of the examinations, falls within the purview of the Social Accountability Procedures of Student The Student Grievance and Student Review Judicial Board judicial review system and its functional body, Work Grievances, Academic Committees are faculty-led groups with the Judicial Board. Dishonesty, and Behavior a student representative that follow clear Collaboration/ Academic Committees: These committees are responsible for developing guidelines and procedures that are openly Knowledge Curriculum Coordinating the medical school curriculum. There is communicated to the student body to provide Committee; Medical collaboration between the students and various recommendations for action towards such cases. Education Advisory faculty agencies such as the office of student Civility Faculty Teaching A series of workshops organized by the Office Committee; Academic affairs, medical education, and admissions. Development Series of Academic Affairs that focus on skillfully Advancement Committee facilitating conversations surrounding frequently Civility Student Mistreatment Policy The University of Maryland School of Medicine occurring issues of diversity and oppression in is committed to maintaining an environment social work practice. where there is mutual respect between student, Civility Academic Instruction of Faculty, staff, and students of the SSW teacher, and amongst peers. the National Association community are expected to abide and refer Accountability Policy on Faculty, Student, The academic enterprise is characterized by of Social Workers (NASW) to the NASW Code of ethics for behavioral, and Institutional Rights reasoned discussion between student and Code of Ethics ethical, and professional standards. Classroom and Responsibilities for teacher, a mutual respect for the learning and instruction is guided by this code and embedded Academic Integrity teaching process, and intellectual honesty in in assignments. the pursuit of new knowledge. By tradition, Collaboration Community Engagement In an effort to provide innovative programs, the students and teacher have certain rights and and Outreach Initiatives school of social work has developed several responsibilities which they bring to the academic programs that collaborate with local community community. partners to improve overall well-being. These Diversity Policy Concerning the It is the policy of the Board of Regents that include the Promise Heights Initiative, the Scheduling of Academic the academic programs and services of each Ruth H. Young Center, and the Social Work Assignments on Dates of institution shall be available to all qualified Community Outreach Service (SWCOS). Religious Observance students who have been admitted to its Collaboration Behavioral Health Workforce An MSW fellowship that offers students the programs, regardless of their religious beliefs. Integration Service and opportunity to receive interprofessional Education (BHWISE) instruction and practice within a team of primary Fellowship care and behavioral health clinicians. The programs are focused on lifespan development, substance use, opioid disorders, and medication- assisted treatment.

32 33 School Value Policy Name Notes School Value Policy Name Notes Social Diversity SSW Strategic Plan The school of social work has formally Nursing Civility Student Code of Conduct Respect for the high ideals and rigorous Work Objective 4 - Diversity committed itself to fostering an academic standards of academic life and professional environment that upholds ethical standards for responsibility • Honesty in all academic and students and faculty when working with diverse personal endeavors • Respect for the generally populations. This is reflected in the growing accepted standards of the nursing profession, diversity of the school population and monitored including its principles of confidentiality • through programs that address objective goals. Adherence to the rules and regulations of Diversity A Call To Character Report In April 2019, the Center for Strategic Diversity UMSON • Conduct befitting an exemplary - A Diversity, Equity, & Leadership and Social Innovation was invited member of the UMSON community Inclusion (DEI) External to conduct an assessment of the SSW’s climate Accountability Standard Operation These procedures provide a process for Review through surveys and group interviews of the Procedures for Resolution the prompt and equitable investigation and community. Findings were published on the of Employee Complaints resolution of complaints alleging discrimination school website. Alleging Discrimination or retaliation against UMB employees that are not subject to other UMB complaint resolution Knowledge Council on Social Work The CSWE is the national association recognized procedures. Education (CSWE) as the sole accrediting agency for social work Competencies Based education in the United States. The SSW Graduate Civility Graduate School Ombuds- This committee and its procedures exist to Curriculum program is guided by the CSWE competencies School Committee provide mediation between students and that delineate the practice behaviors students advisors -- to solve serious issues while should develop and use in their roles as maintaining professional relationships. professionals. Pharmacy Accountability Student Affairs Committee Both committees are made up of students and Assessment Committee faculty members. The student affairs committee holds students accountable for their grades and Collaboration Inter-institutional Studies Biochemistry, gerontology, and toxicology academic code of conduct. The Assessment degree programs at UMB are supported between committee holds the School of Pharmacy UMB’s campus and other University System of accountable by setting and auditing the Maryland campuses, giving students access to a standard of education wider range of resources and educators. Collaboration Dual degree programs The school of pharmacy offers several dual Diversity Meyerhoff Graduate The Graduate School sponsors many programs degree programs that allow students to earn Fellows, Science Training to provide community and career resources to degrees across disciplines in palliative care, for Advancing biomedical underrepresented students both in the current pharmacometrics, regulatory science, an MBA Research Post-baccalaureate graduate population and for prospective program as well as JD Research Education Program students. Excellence/ Curriculum Committee These committees are made up of both students (STAR-PREP) Knowledge Experiential Learning and faculty, ensuring that the student voice is Excellence/ Policy on Arbitrary or These policies set a standard for education in the Committee heard in both areas. The committees oversee and Knowledge Capricious Grading, Graduate School and outline the responsibilities update the curriculum and experiential learning. Student Academic of both students and professors in ensuring Misconduct, Policy on fairness & the highest quality of education. Nursing Accountability USM Policy on Faculty, Faculty, Students, and the institution have a Academic Performance Student, and Institutional number of rights to one another that must be and Satisfactory Progress Rights and Responsibilities upheld by all parties involved. This includes in University of Maryland for Academic Integrity things like transparency and quality original Baltimore PhD Programs work. Diversity Policy Concerning the It is the policy of the Board of Regents that Scheduling of Academic the academic programs and services of each Assignments on Dates of institution shall be available to all qualified Religious Observance students who have been admitted to its programs, regardless of their religious beliefs.

34 35 “What makes you not proud Appendix cont. to be a student at UMB?”

• The mental health state of professional “What is the purpose of UMB?” “What makes you proud to be a students makes me not proud. • To teach, educate, and engage students in student at UMB?” • Our siloed and decentralized approach various professional programs. Also create • I am proud to be a student at such a diverse can hinder the level of impact that can be and cultivate research in various professional and forward thinking university. made. settings. • This school has a great reputation for • I am not proud of some of the • Serving community and produce professionals producing successful professionals. environmental activity around the with high standards. • Integrative, collaborative environment across campus. • To create professionals, leaders in their area of schools. • We live in a poor neighborhood we could study. • Recognition as a strong institute. help more. • To educate and prepare students for a future • Everyone on campus is in a position to make a • Healthy Holly career in pharmacy/healthcare. difference. • Seemingly ineffective at improving • Developing your professionals seeking to serve • Proud because there are a lot of renowned the surrounding neighborhoods in W. their community in various specialties. faculty that are trailblazers in their field of Baltimore. • To provide a safe learning environment for practice. • How students are treated, how isolated students to expand their wide array of ideas. • I am proud to be here because this is my each school is, public perception. • To support students, provide services and home state and a school that prides itself on programs around diversity and inclusion, safe community service and the advancement of space. oral health. • To further knowledge in social and physical • The reputation for excellence among their sciences while educating students to pursue graduates. these goals in the future. • Reputation in career field; alumni networking support. • The academic standard of the school makes me proud to attend. • UMB has a reputation of balancing community needs and academics. • Proud to be here because prestige and well- connected university that provides for us and challenges us. • I’m most proud of being in one of the best schools in the nation. • What makes me proud is that I’m graduating from a school that’s ranked number 9 out of the nation’s pharmacy schools. • The outreach, the dedication to excellence, changing the culture of Baltimore.

36 37 ANICCA HARRIOT NINA MARKS She/her/hers She/her/hers Meet the Fellows Graduate School and Francis King Carey School School of Medicine of Law

JAMAAD ABDI MARINA GETTAS Anicca Harriot is a Nina Marks is a second- She/her/hers She/her/hers Biochemistry and year student at the UM School of Dentistry School of Nursing Molecular Biology PhD Carey School of Law. candidate at the School She completed her Jamaad Abdi is a third- Marina Gettas received her of Medicine. Her research undergraduate degree year student at the Bachelor of Arts degree focuses on the mechanisms responsible for in Government and Politics at the University of School of Dentistry. in Public Policy from the skeletal muscle atrophy and injury. Anicca plans Maryland, College Park with a minor in Secondary Jamaad completed her University of California, to use her degree to explore the effects of long Education. After her undergraduate studies, she undergraduate degree Riverside and a Master duration space missions on the human body interned with Georgetown Law's Juvenile Justice in Neuroscience and in Public Health degree and hopes to someday venture out into the final Clinic as a criminal defense investigator. After Computational Data Sciences at George Mason from the University of Southern California and frontier for herself. Anicca also serves as the chief this experience, she worked at a large law firm in University in 2015. Recently, Jamaad conducted went on to defend her doctorate in Public Health of community development for #VanguardSTEM: Washington, D.C. before entering law school. research at the School of Dentistry focusing on from Loma Linda University. Marina has dedicated Conversations for Women of Color in STEM, a glossectomy patients and how tumors on an her time to health care systems and community nonprofit dedicated to lifting the voices of women At the UM Carey School of Law, Nina has used individual’s tongue affect their speech. Through organizations around the world in hopes of and nonbinary people of color in STEM. As a 2019- her background in government and education to her research, Jamaad learned the importance of improving health outcomes. During her various 2020 President’s Fellow, Anicca hopes to provide pursue educational law and policy. She is currently utilizing core values and how they directly relate services, she found that her service would more insight on the ways in which core values impact interning with the Office of the Public Defender to her experiences and dental practices. Outside effective if she understood how diseases affected culture and community on UMB’s campus. in its juvenile division, working specifically with of UMB, Jamaad works as a private tutor and has the individual and disease management. Marina is educational policy affecting juvenile clients, which learned the value of collaboration and academic currently in her first year as a MSN-CNL student at ADRIENNE KAMBOURIS is the area of law she hopes to practice once excellence. Additionally, she serves as a founding the School of Nursing. She hopes to use her clinical She/her/hers completing her degree. Nina is a Baltimore native member of UMB’s Health Alliance and currently and public health knowledge to help bridge the Graduate School and who is passionate about improving Maryland’s serves on its board. gaps between policy, population health, and the School of Medicine public schools. As a President’s Fellow, Nina hopes delivery of care. that she can assist the University of Maryland, MEGHNA BHATT Adrienne Kambouris is a Baltimore in exploring how to best utilize its core She/her/hers Marina’s passion for institutionalizing core values native Baltimorean with a values to better serve students, faculty, and the School of Pharmacy came from her various leadership roles. She strong desire to make an surrounding believes that core values represent the institution, impact in her hometown. Meghna Bhatt is a its values, and the quality of individuals leading, She has wanted to be second-year student at learning, and serving in various roles and capacities a doctor since she was 8 years old and joined the School of Pharmacy within that institution. They should align the right the Army directly after high school to make her (SOP). She completed her people who not only believe in the values the dreams possible. While serving, Adrienne learned undergraduate degrees campus shares but also believe in its vision and the importance of shared values and the impact in environmental sciences mission. that they can have on an institution and its mission. and biological sciences at the University of After over 10 years of service, Adrienne returned to Maryland, Baltimore County in 2017. Meghna served college and earned a Bachelor of Science degree as the treasurer for the Academy of Managed Care in Cell and Molecular Biology and Chemistry. Pharmacy, director of social media and marketing She is currently a second year graduate student for Industry Pharmacists Organization, and the in the Molecular Microbiology and Immunology historian for Students Promoting Awareness in SOP. Department as a part of the Medical Scientist Meghna is interested in the 2019-2020 topic of core Training Program. Adrienne hopes to bring her values because she wants to play an integral role experience of instilling values in soldiers, her in creating and maintaining an environment where education in both the School of Medicine and institutional values are upheld throughout the UMB the Graduate School, and her perspective as a community. Baltimorean to this project.

38 39 Notes DENTAL

OL C LA

B

O

R

PROSPECTIVE STUDENTS A

T

I O N GRADUATING STUDENTS GRADUATE SCHOOL

EXC L E EA L

D L

E E

N

R

C

S E

H UMB I P LAW

KNO

W

L

E

D

G E MEDICINE

D IV

E

R

S

I T Y NURSING

CCO A U N

T

A

B

I

L

I T Y PHARMACY

C I V

I

L

I T Y SOCIAL WORK