Table 1.

Recommendations for institutions to support and protect Black women faculty and administrators.

Recommendation	Description/Explanation
Genuinely commit to diversity, equity, and inclusion	Have frank conversations about power, oppression, and privilege [14]. Actively recruit and retain racially diverse faculty who have diverse experiences with racism [73]. Ensure cultural competence and mentoring knowledge among faculty [76]. Provide and sustain racial awareness training for faculty [77].
Change policies to offer flexibility	Recognize the influence of gender and racial biases in student evaluations and incorporate holistic teaching assessments [16]. Adjust expectations for faculty and pause nonessential scholarship [15]. Waive nonessential services for faculty [15]. Offer more telework options. Pause the tenure clock [15].
Support professional development	Roll over unused travel funds. Sponsor professional development for faculty and staff, including certifications and professional organization memberships.
Recognize intensified caregiving demands	Acknowledge the immense health and financial tolls of the pandemic on students, faculty, and administrators. Provide emergency funds for caregiving support, including childcare and eldercare [16].
Adapt a trauma-informed approach to pedagogy	Recognize and adapt pedagogical practices that are trauma-sensitive and create resiliency during this time of unrest and chaos [78]. Understand that teaching about trauma is not the same as trauma-informed teaching [79,80].
Foster collaboration and communication	Acknowledge that outdoor community service-learning and group work are opportunities paramount to student engagement. Equip faculty to engage in positive discourse with students, lower barriers to communication, and create safe learning environments [78]. Promote interprofessional collaboration and communication [81,82]. Allow for open dialogue between faculty members and administrators [16].