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The recommendations offered are extensive and will take time and resources. As CSUN aims to implement this report, a number of factors should be considered. Some key considerations are:

Create a Timeline:

The recommendations listed will take time, yet some initial actions can be implemented immediately as the search for a new CDO begins. As CSUN searches for a new CDO, they can ensure they are hiring the right person for the role, and the new CDO would know they will be building a Division. A key recommendation is hiring a CDO well-reversed in racial justice and social justice work related to other marginalized communities. The new CDO should have theoretical knowledge of intersectional approaches to social justice work and proven practice in serving various communities; those speci铿乧ally named were BIPOC, undocumented, LGBTQ+, disabled, veterans, and carceral impacted populations.

Build Upon Resources:

As named above, the recommendation includes expanding personnel to include training and development staff, bias response staff, and communication and project management staff. In addition to staffing, time and operational budgets must be planned for.

Maintain Communication:

Many individuals shared their ideas, hopes, and pain to create this report. As the report is 铿乶alized, sharing the report is critical to building trust and transparency. A timeline and realistic expectations of what is accomplishable with institutional resources should be shared with those supporting this project.

Remain Committed:

CSUN continues to dig deep and explore new ways to advocate for JEDI work and is not fearful of hard conversations. We recommend remaining committed to challenging conversations, trust-building gatherings, and moving the needle toward justice. The recommendations listed may seem intimidating at 铿乺st review, but over the next few years, it could be accomplished, and the results will be evident. Guiding an institution toward justice, equity, and inclusion takes time, commitment, and resources.