At the Core of Diversity Is Compassion

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

“…Organizational cultures that support compassion competence are characterized by humanistic values such as respect, teamwork, collaboration, inclusiveness, stewardship, dignity, and fairness. To promote a compassionate organizational culture, compassionate leaders should articulate and support values, beliefs, and norms that support human wellbeing, dignity, respect, and inclusion for all members of the academic community (Worline and Dutton, 2017;Gibbs, 2019;Emirza, 2022). As Schein (2010) noted, leadership and culture often go hand in hand, and compassionate leadership can have a significant impact on developing a compassionate institutional culture.…”

“…The distress faced by academic members not only highlights the need for immediate alleviation but also emphasizes the imperative to rebuild universities with a foundation rooted in compassion. Beyond addressing the sufferings of academic staff, this transformation calls for a steadfast commitment to respecting diversity, fostering inclusion, and valuing equality, as emphasized by Gibbs ( 2019 ). In the upcoming section, we consider the value of compassion and its pivotal role in promoting EDI in the context of higher education.…”

“…Scholars have recently begun to emphasize the value of organizational compassion and caring in advancing EDI (Rynes et al, 2012 ), which is also applicable to the higher education context. Compassion serves as a dynamic force that bridges individuals with the wider community and forms the core principles for EDI (Nussbaum, 1996 ; Gibbs, 2019 ). Expanding on this viewpoint, Waddington ( 2018 ) argues that universities have a moral and legal responsibility to take reasonable measures to protect all individuals associated with the institutions from personal physical and/or emotional suffering, including both academic staff and students.…”

“…In the pursuit of equality, a leader actively engages in this crucial step by authentically connecting with the challenges faced by their followers, internalizing the team's struggles as if they were their own (Dutton et al, 2014 ; West, 2021 ). This empathetic approach, closely connected with recognizing and appreciating each team member's unique perspective, fosters an environment where attentive listening and mutual understanding flourish (Gibbs, 2019 ).…”

“…Exploration of the nexus between organizational compassion and EDI is, however, still at an early stage of emergence. Gibbs ( 2019 , p. 161) argues that “compassion lies at the core of diversity.” Emirza ( 2022 , p. 31) suggests that specifically compassionate leadership can act as a mechanism for “fostering a sense of inclusion among diverse employees.” Kizilenis Ulusman et al ( 2023 , p. 22), drawing insights from their empirical study involving 25 female migrant participants, propose that “compassion in organizations can be a valuable resource for addressing diversity-related challenges.” These observations indicate the potential of approaching EDI through an organizational compassion lens. Accordingly, in this article we seek to theorize further the potential of promoting EDI through an organizational compassion theory lens.…”