Universities and researchers do not exist in a vacuum. Building and maintaining an inclusive working environment in your lab or research program is something you have a large degree of control over. However, uncontrollable social, economic, and political events nearby or half way around the world can deeply affect your morale and that of your team members.
For example, globally, the past two years have included two painful and divisive wars, multiple climate-related disasters, a significant rise in the cost of living, and a high stakes election in the United States.
From an IEDI perspective it’s important to recognize that these tumultuous events could affect the morale of your team, and that some team members could be hit particularly hard. The impact on some team members could be so overwhelming that it affects their ability to show up and continue with their responsibilities.
As leaders and managers what is required is some awareness of events and issues, sensitivity to their potential impacts, and creating a safe space and opportunity for members to air what they are experiencing. Frequently, just the act of listening to the difficulties someone is experiencing as a result of events beyond their control is a considerable support. The value of listening and allowing others to share their experiences is often underestimated. In some cases, additional support, up to and including formal accommodations may be necessary.
How to Show Support for Team Members
Here are some steps you can take to show support for your team members who may be experiencing impacts due to broader social issues and events.
- When particularly poignant or traumatic events are taking place in the world, acknowledge the potential emotional and psychological impact and reiterate your commitment to supporting team members. You don’t need to be an expert on what’s happening to acknowledge the potential impact.
- Keep in mind that some issues affecting your team members are chronic and ongoing rather than sudden, such as the additional family and community care responsibilities often borne by women, and particularly by Black, Indigenous, and racialized women.
- During one-to-one and team meetings, state your openness to discussing the personal impacts of larger social issues as needed. Offer a safe, non-judgmental space where members can air their experiences and challenges. If you can help relieve pressure by adapting work schedules or requirements, make a suggestion and see how it’s received.
- Show your interest and concern for social issues directly. Be courageous in championing the need for change to address systems and structures beyond your lab that exclude people unfairly.
- When your team members trust that they can express how the broader social context and events affect them and look to you or your team for support, you will know you have achieved a truly safe and inclusive climate.
To go deeper into practices of inclusion for your research team new training resources are available: – New IEDI in Research Self-Directed Learning Course Now Available | Office of Research
For more information, or to provide feedback, please contact Joanne Garcia-Moores at jmoores@uoguelph.ca.
