Broadening Topics and Perspectives: CUWFA could aim to expand the range of topics it covers, ensuring they reflect the diverse needs and experiences of its members. This could include more discussions around non-traditional family structures, different cultural approaches to work-life balance, and the specific challenges faced by various minority groups.

Signature Programming Focused on DEIB: Developing signature programs that specifically address DEIB issues in the context of work-life balance in higher education could be a major focus. These programs could include workshops, webinars, and resources that provide practical tools and strategies for institutions to create more inclusive environments.

Collaborative Efforts with Other Organizations: CUWFA could strengthen its impact by collaborating with other organizations that focus on DEIB in higher education. These partnerships could facilitate knowledge sharing, joint programming, and unified advocacy efforts. HERC?

Establishing a DEIB Committee: The creation of a dedicated DEIB committee could be a strategic move. This committee would be responsible for integrating DEIB principles into all aspects of CUWFA's operations, including conference planning, program development, and policy advocacy. They would also be instrumental in identifying and addressing any existing gaps in the organization's approach to diversity and inclusion.