Repopulating with Equity: Critical Considerations

We are in the unique position of repopulating our campuses after a major pandemic unlike anything we have seen in our lifetime. The situation is both unprecedented and extremely impactful on how our institutions will recover and move forward. Equity is one of the most important values that should guide this work, in tandem with diversity and inclusion, as these values are central not only to public higher education but to the mission of the California State University system and our work at Sonoma State.

Human Resources is one area where there are a number of solid online resources to guide our efforts at repopulating with equity. Still, there is much we need to think about, especially in regard to where we have been over the past, almost two years, and what lessons we can take from that experience.

Lessons Learned During the Pandemic

The Society for Human Resource Management (SHRM) recently posted an article with some sound lessons from the shifting pandemic workspace.

Flexibility isn’t just working from home; it is making sure employees manage their well-being while working from home
Communication needs to be much more consistent and frequent, so people don’t feel cut off
Wellness is conceptualized differently, re. work-life balance in a work culture that is centered around the home space
Empathy is even more important than ever
Security is not just for computers, but for employees, as well – people need to feel secure and grounded to work effectively
Adapting benefits to a remote workforce: all of the ways we focused wellness on the idea of a work culture in the shared office space had to change

DEI Maturity Index

The College & University Professional Association of Human Resources has developed a maturity index that institutions can use to assess their preparedness in moving forward with Diversity, Equity and Inclusion (DEI) values and goals at the center of their work. Institutions must take steps to ensure that they are:

Diverse, representing individuals who vary in terms of race/nationality/ethnic origin, sex, sexual orientation, gender identity, age, physical and mental ability, religious preference, veteran status, genetics, and citizenship
Equitable, in hiring, compensating, promoting, providing services and opportunities for, and otherwise treating similarly-situated people represented in the various categories above
Inclusive, providing a sustained welcoming and protected environment for all people, regardless of their representation in protected classes

Critical Considerations

(adapted from Tsedal Neeley, Shaun Harper, and the College and University Professional Association of Human Resources)

(Re)launching to Thrive in Remote Work
Preparing our Teams for Global Crisis
Disproportionately Placing Essential Workers at Risk
Racialization of Layoffs and Terminations
Accountability to DEI Goals at All Levels
Institutional Response to Unexpected Events and Feedback
Trauma and Grief Support for Persons Disproportionately Experiencing Loss
Financial Support for Chronically Underfunded Minority-Serving Institutions
Addressing Racialized Digital Access Inequity
Repeated Inattention to Students Experiencing Housing and Food Insecurity
Upskilling Faculty Members in Teaching Students of Color Online

Moving Forward

As we move forward, we want to keep in mind the following:

Ensure clarity and equity in remote/in-person work arrangements
Cultivate an inclusive, engaged, and diverse sense of community across employee classifications and groups
Maintain clear, accessible, and timely communications on policies, processes, and practices.
Keep up with changing research and policy guidance
Assess promising practices and adapting where necessary