The publication of a “privilege” list in the most recent company newsletter by the Office of Diversity, Inclusion, and Health Equity (DEI) at Johns Hopkins Medicine incited censure. Dr. Sherita H. Golden, chief diversity officer, authored the January 2024 edition, which elucidated on the various social groups considered ‘privileged’ and featured the diversity word of the month, ‘privilege’.
Privilege, as defined in the newsletter, is an unearned advantage conferred on specific social groups; its ramifications transcend individual, institutional, cultural, and interpersonal domains. In the United States, specific social identity groups enjoy preferential treatment. These groups include, but are not limited to, the following: individuals who identify as white, able-bodied, heterosexual, cisgender, male, Christian, middle-class, or owning class, middle-aged, or English-speaking.
The newsletter underscored the tendency for those in positions of authority to overlook their privilege, a circumstance that can lead them astray and convince them that their privileges are automatic or that exerting effort is all that is required to acquire them. However, the newsletter clarified that these benefits are conferred automatically on individuals belonging to dominant groups, regardless of their intentions, and cannot be acquired through effort.
Dr. Golden issued a retraction and apology for the newsletter subsequent to its viral success, acknowledging that the offensive and exclusive material stemmed from overly simplistic and inadequately constructed language. Golden conveyed regret regarding the consensus definition and made a commitment to guarantee that forthcoming communications more precisely mirror the institutional values of Johns Hopkins Medicine.
In response to inquiries, Johns Hopkins Medicine confirmed the accuracy of both the initial newsletter and the subsequent retraction. A spokesperson for the newsletter stated that the language featured in the January issue was diametrically opposed to the institutional values upheld by Johns Hopkins. Additionally, the spokesperson asserted that Dr. Golden had acknowledged the error with sincerity.
This incident stems from a previous disciplinary action taken against Johns Hopkins Medicine for distributing a pronoun usage manual that included “aerself” and “faerself,” among others, to aid users in navigating a recently enforced inclusive ID policy. The manual contained dozens of pronouns. This particular case highlights the ongoing debates and challenges that encircle initiatives aimed at fostering diversity and inclusion in academic and medical institutions.