Let’s Talk more about Equity

UVic’s equity action plan action #9 under the goal of Access and Support is:

Continue to review, evaluate and offer remote and flexible work options. Lead: VP Finance & Operations

Here are some ways the Flexibility Framework supports UVic’s equity related goals:

Managing health:  Flexible work options create opportunities for   employees with mental health conditions the ability to manage their physical workspace at home to suit their needs. Some chronic health conditions require close access to facilities or opportunities to rest privately during breaks. A Work Life Consultant (WLC) can help identify if formal accommodation is required. 

Neurodiversity: Flexible options to minimize ambient noise, distractions, lighting and to manage interactions and meetings online support employees with neurodiversity

Mobility needs: For employees with mobility challenges, just getting to work can take up a lot of the day’s energy.  The ability to work from home even just a few days a week may be all that employees needs to sustain full time employment. Working an alternate schedule such as a later start time can provide more time in the morning to get to work and allow for travel during less busy times when using a mobility aid or accessing seating is less of a challenge.

Anti – racism: The option to work from home reduces exposure to micro aggressions and pressures to conform to dominant cultural norms. Flexible work options aren't a substitute for robust anti-racist workplace policies and practices, but can reduce exposure and the emotional energy dedicated to code-switching to fit in by those who are black, Indigenous or people of colour.  Read: Flexible Work is Essential to your DEI strategy

Religious/Cultural/Spiritual needs: Flexible work options supports employees who perform religious and cultural practices such as ritual ablution and prayer, smudging, or meditation. Working from home or creating flexible work schedules allow employees to build these activities into their workday.

Cost of living:  Many employees from equity-deserving groups are in positions at the lower end of the salary scales.  While UVic works to address systemic barriers to employment and advancement, employees in lower paybands often live farther away from campus to access housing.  Remote work reduces the travel time for these employees and flexible scheduling allows employees to travel outside of peak periods, minimizing commute time. 

Childcare and eldercare: Working remotely cannot replace appropriate childcare or eldercare arrangements, but being close to home, schools, or family reduces the stress of being available in emergencies and for taking care of family obligations before and after work.  Alternate schedules that accommodate pick up and drop off times can result in reduced childcare costs. Women, Indigenous peoples, Black and people of colour traditionally provide more childcare and eldercare.