Johns Hopkins DEI Officer emails staff, identifies certain groups as ‘privileged
OAN’s Brooke Mallory
6:27 PM – Friday, January 12, 2024
DEI chief officer for Johns Hopkins, Dr. Sherita Hill Golden, recently sent a “monthly diversity digest” email this week to staff with a letter informing the team just who is and who is not “privileged.”
At one point, Golden boldly asserted that “all males” are privileged, and she includes “White people,” those who are “Middle class,” and even “Middle-aged people” as members of the “privileged” category.
Golden goes on to label “cisgender people” as privileged too. Cisgender refers to those who identify with the sex and gender that they were born with. However, she did not stop there. “Christians,” “able-bodied people,” and “English-speaking people” were also on the list.
So, if you speak English, Dr. Golden considers you a privileged class and member of society, and you are not aware of your “unearned” benefits.
Essentially, Dr. Golden has placed those in the privileged categories if they were not born into a family of impoverished, non-English-speaking women of color who now identify as men, or vice versa.
“Privilege is characteristically invisible to people who have it,” Golden explained in the email.
“People in dominant groups often believe they have earned the privileges they enjoy or that everyone could have access to these privileges if only they worked to earn them.”
Many were shocked to find out that a renowned, respectable hospital such as Johns Hopkins would hire a DEI officer who exudes such bigotry.
However, the hospital did create the position of Chief Diversity Officer, and they still chose to install Golden to carry out the task of making those who were born with certain characteristics and traits feel guilty for the hand that they have been dealt.
Golden was even praised in a LinkedIn post by The Center Club. The Center Club labels itself as “Baltimore’s premier venue for dining, business, social and family activities.”
The company praised Golden in the post and gave a description of her duties, while highlighting her in the “Women in Business 2023 Trailblazer Spotlight.”
Extensive medical research and essential operations are carried out by Johns Hopkins. The hospital’s capacity to do such tasks to the best of its abilities is compromised if someone is hired to do them based on their sexual orientation or skin tone.
A Johns Hopkins Medicine representative clarified in an email to The National Desk (TND) on Thursday that the statement did not align with the organization’s beliefs.
“The January edition of the monthly newsletter from the Johns Hopkins Medicine Office of Diversity, Inclusion and Health Equity used language that contradicts the values of Johns Hopkins as an institution,” they said. “Dr. Sherita Golden, Johns Hopkins Medicine’s Chief Diversity Officer, has sincerely acknowledged this mistake and retracted the language used in the message,” they said in an apology.
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What implications does this incident have for hiring practices and diversity efforts within organizations like Johns Hopkins
Title: Johns Hopkins DEI Chief Officer Stirs Controversy with “Privilege” Email
Introduction
In a recent incident that has garnered significant attention, Dr. Sherita Hill Golden, the Diversity, Equity, and Inclusion (DEI) Chief Officer for Johns Hopkins, sent an email to staff discussing the concept of privilege. However, the content of the email sparked controversy due to its divisive language and characterization of certain groups as inherently privileged or underprivileged.
The Email and Its Controversial Statements
Dr. Golden’s email contained strong assertions regarding privilege. It included categorizations of various groups, labeling “all males,” “white people,” “middle-class individuals,” “middle-aged people,” and even “English-speaking people” as privileged. Furthermore, individuals identifying as cisgender, Christians, and able-bodied people were also included in this classification.
The email suggested that speaking English automatically classified individuals as privileged, implying that they were unaware of their “unearned” benefits. Dr. Golden’s message seemed to consider only those who were born into impoverished, non-English-speaking women of color, or individuals who now identify differently.
Reactions and Criticism
The email stirred shock and disbelief among many, who expressed their surprise that a prestigious institution like Johns Hopkins would employ a DEI officer who displayed such divisive attitudes. Critics argue that the hospital’s reputation could be harmed by the employment of someone who holds such biased views.
The hospital, in response, clarified that the statement presented in the email did not align with the institution’s beliefs. They acknowledged the mistake and emphasized that Dr. Golden had retracted the language used in the email.
Implications for Hiring and Diversity Efforts
This incident raises concerns about the hiring practices within institutions like Johns Hopkins. Employing individuals based on characteristics such as sexual orientation or skin tone compromises the ability of the organization to carry out its essential tasks effectively. Objective selection criteria that focus on qualifications, skills, and experience should be prioritized to ensure the best possible outcomes.
Conclusion
The controversy surrounding Dr. Golden’s email highlights the importance of taking a thoughtful and inclusive approach to diversity and inclusion efforts. While recognizing and addressing societal inequities is essential, it is crucial to avoid generalizations and divisive language that may further marginalize certain groups. By embracing a more balanced and respectful approach, organizations can foster an environment that truly promotes diversity, equity, and inclusion.
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