Leveraging Compassion to Address Inequality at Work

Cultivating staff equality, diversity, and inclusion in higher education in the post-pandemic era: an organizational compassion perspective

“…In the context of promoting equality, diversity, and inclusion, this proactive assessment aims to identify and rectify any inequalities, job segregation, unfairness, or discriminatory practices that may be triggering difficulties for team members (DiTomaso and Parks-Yancy, 2014 ). Furthermore, it involves establishing a socially sustainable learning environment (D'Cruz et al, 2023 ) where individuals are treated fairly and have equal opportunities. This includes addressing issues related to gender inequality and ensuring that every team member, regardless of background, can thrive and contribute to their fullest potential.…”

“…The UK's higher education system finds itself amidst upheaval, as it navigates a global atmosphere of competitiveness, complexity, and uncertainty (Maratos et al, 2019;Denney, 2020Denney, , 2021bDenney, , 2023Waddington, 2021). Factors such as increasing market competition, managerialism, workplace inequality, and continuous workload pressure have contributed to heightened mental health risks among academic staff (Kinman, 2001;Wallmark et al, 2013;Waddington, 2016;Denney, 2020;Urbina-Garcia, 2020;Shen and Slater, 2021;D'Cruz et al, 2023). Particularly vulnerable to such pressures are those staff associated underrepresented minority groups such as women facing gender-related challenges;…”

“…The UK's higher education system finds itself amidst upheaval, as it navigates a global atmosphere of competitiveness, complexity, and uncertainty (Maratos et al, 2019 ; Denney, 2020 , 2021b , 2023 ; Waddington, 2021 ). Factors such as increasing market competition, managerialism, workplace inequality, and continuous workload pressure have contributed to heightened mental health risks among academic staff (Kinman, 2001 ; Wallmark et al, 2013 ; Waddington, 2016 ; Denney, 2020 ; Urbina-Garcia, 2020 ; Shen and Slater, 2021 ; D'Cruz et al, 2023 ). Particularly vulnerable to such pressures are those staff associated underrepresented minority groups such as women facing gender-related challenges; LGBTQ+ individuals encountering visibility and acceptance issues, individuals with disabilities facing accessibility and attitudinal barriers, international scholars navigating cultural adjustments; religious minorities contending with potential bias; and individuals from Black, Indigenous, and People of Color (BIPOC) communities.…”