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    University Diversity Strategic Planning Process (UDSP)


    To support the implementation of the university-wide diversity strategic planning process at Rutgers Biomedical at Health Sciences (RBHS), a steering committee has been formed with co-chairs tied to each priority who will support the creation of goals in the coming months.  The RBHS Strategic Planning Process resumed in late 2020 and is expected to conclude in summer 2021. Use the Diversity Strategic Planning Toolkit to guide your steps and track institutional progress. Don’t sit on the sidelines.


    RBHS University-wide Diversity Strategic Planning Committee (RBHS-UDSP) Members



    • Sangeeta Lamba, MD, MS-HPEd, Vice Chancellor for Diversity and Inclusion, Rutgers Biomedical Health Sciences
    • Linda R. Flynn, PhD, RN, FAAN, Dean and Professor, Rutgers School of Nursing




    Priority 1: Recruit, Retain, and Develop a Diverse Community

    Perry N. Halkitis, PhD, MS, MPH
    Dean and Professor
    Department of Urban-Global Public Health; Department of Biostatistics and Epidemiology; Director, Center for Health, Identity, Behavior & Prevention Studies
    Rutgers School of Public Health

    Herminio Perez, DMD, MBA
    Assistant Dean, Student Affairs, Diversity and Inclusion
    RBHS Diversity Leadership Council
    Rutgers School of Dental Medicine

    Meredith E. Mullane, MA
    Vice Chancellor for Academic Affairs
    Rutgers Biomedical and Health Sciences



    Priority 2: Promote Inclusive Scholarship and Teaching


    Gwendolyn M. Mahon, MSc, PhD
    Interim Chair, Clinical Laboratory and Medical Imaging Sciences
    Rutgers School of Health Professions

    Charlotte Thomas-Hawkins, PhD, RN, FAAN
    Interim Associate Dean, Nursing Science
    RBHS Diversity Leadership Council
    Associate Professor and Director, Center for Healthcare Quality
    Rutgers School of Nursing



    Priority 3: Define Sustainable and Substantive Community Engagement


    XinQi Dong, MD, MPH
    Director, Institute for Health, Health Care Policy, and Aging Research
    Henry Rutgers Distinguished Professor of Population Health Sciences
    Professor, Department of Medicine, Division of General Internal Medicine, Robert Wood Johnson Medical School
    Rutgers Global Health Institute

    Teri E. Lassiter, PhD, MPH
    Assistant Dean for Diversity, Equity and Inclusion
    RBHS Diversity Leadership Council
    Assistant Professor, Department of Urban-Global Public Health
    Rutgers School of Public Health

    Frank A. Ghinassi, PhD, ABPP
    President and CEO, Rutgers University Behavioral Health Care
    Professor, Rutgers Graduate School of Applied and Professional Psychology
    Core Faculty at Rutgers Global Health Institute



    Priority 4: Build the Capacity of Leaders to Create Inclusive Climates 


    Cecile A. Feldman, DMD, MBA
    Rutgers School of Dental Medicine

    Patricia N. Whitley-Williams, MD
    Professor of Pediatrics
    RBHS Diversity Leadership Council
    Associate Dean for Inclusion and Diversity
    Rutgers Robert Wood Johnson Medical School

    Ravi Maharajh, EdS. LPC, ACS
    Director, Marketing and Communications
    RBHS Diversity Leadership Council
    Co-Chair, UBHC Diversity, Equity, & Inclusion
    Rutgers University Behavioral Health Care



    Priority 5: Develop an Institutional Infrastructure to Drive Change 


    Joseph A. Barone, PharmD, FCCP
    Dean and Professor II
    Rutgers Ernest Mario School of Pharmacy

    Nataki C. Douglas, MD, PhD
    Associate Professor
    RBHS Diversity Leadership Council
    Director, Translational Research, Department of Obstetrics, Gynecology and Reproductive Health
    Rutgers New Jersey Medical School

    Kyle D. Warren, PhD, MAE
    Senior Vice Dean, Administration and Student Services
    Rutgers School of Nursing


    Equity Building Blocks


    Read our tips on how to make sure the diversity committee in your organization (department, school, and/or administrative unit) gets off to a good start.

    Incorporate self-learning into your organizational routine. Every department can benefit from purposeful skill-building to support the creation of an inclusive community. Administrative units and academic departments that utilize and complete the Diversity, Inclusion, and Belonging for All Learning Path will be better situated to begin strategic planning to meet long-term equity goals.