28 Association of Research Libraries Research Library Issues 301 — 2020 very limited and completely opt in. We are getting back to the racial equity work we started previously with a focus on what is going on in the US and globally. We jump-started the effort by hosting an all-staff meeting that was focused completely on race equity. At that event, we rolled out the new report. The dean and the associate university librarians (AULs) were vulnerable, recognizing that more work needs to be done. It was exactly what the organization needed. The administration took some hits in terms of the honesty of the feedback, but they were well prepared for that. The administration is fully willing to admit that we’ve not done enough. Twanna Hodge: I think I’m in a unique situation because I just started this position five weeks before the stay-at-home order went into effect. I didn’t have the opportunity to get to know the libraries in-depth in-person before we went remote. Since then, I have been working from home. Because I am new to the position and because this is an inaugural position, there is much that I have to learn and figure out. The most challenging part of dealing with the stay-at- home order for most institutions was finding work, especially for the frontline staff, working from home, virtually, or still on campus, maintaining support for research and curricula needs, and determining who will be on campus (short-term and long-term) in terms of facilities personnel, etc. All-staff town halls were scheduled weekly to communicate timely information. In regards to COVID-19, much of it is about determining how to work from home without creating new silos. That was the biggest challenge within the first month. We can’t provide the same level of service. How do we manage to continue supporting an R1 institution during a pandemic? Regarding the racial inequities, a lot of education is needed about the catalyst for the recent murders that led to the current and recent demonstrations and protests. People are learning about structural oppression and white supremacy. It was an awakening in terms of dealing with this and, simultaneously, with the pandemic. It was eye-opening to work with the employees to create statements and other ways to support BIPOC employees and patrons. One of the