12 Survey Results: Survey Questions and Responses
Created a Chief Diversity Officer to coordinate activities.
Creation of Office of Diversity and Inclusion; increase in level of programming at the university has
provided more resources for workshops/trainings; will impact recruitment process.
Diversity and equity are fundamental to the university as set out in diversity statements, policies, and
guidelines. These include: President’s Statement on Diversity and Inclusion and Statement on Equity,
Diversity, and Excellence.
Employment equity funding, and equity census, and positive space initiatives through the university’s
Equity and Inclusion Office
Founded in 2014, a group of staff committed to researching, discussing, and advocating around
the relationship of diversity and justice, with a focus on race, ethnicity, gender identity, sexual
orientation, dis/ability, socioeconomic class, and national identity, to our workplace environment,
including: diversity in hiring, retention, and promotion; diversity in service with our campus and city
communities; and diversity in the library professions.
Gender-neutral washrooms, inclusion in recruiting, general awareness panels, and presentations
Implicit bias training for all searches; diversity hiring initiatives
In 2014, the university created an Office of Equity and Inclusion (OEI) and hired a new director to focus
in this area. The OEI has several programs that serve under-represented/protected groups. In addition,
a formal advisory group related to diversity & inclusion exists as part of the university’s senate. The
library’s plan involves collaboration and engagement with these entities.
In fall of 2015, the university embarked on a comprehensive effort to craft a strategic plan for diversity,
equity, and inclusive excellence. All campus administrative units and departments participated in
defining inclusive excellence for their unit/department and developed an inclusive excellence plan.
Increased emphasis on recruiting for diversity has impacted our recruitment efforts.
Last year, two of our Black student groups submitted a list of actions they recommended the Institute
take; one of them was a request for every department to articulate a statement that describes its
commitment to diversity. The Libraries was the first unit on campus to write and publish such a
statement. More generally, the Institute Community and Equity Office was created, with a mission to
“advance a respectful and caring community that embraces diversity and empowers everyone to learn
and do their best at MIT.” The newly created position of Libraries’ Director of Community Support and
Staff Development is in part intended to lead our efforts to contribute to ICEO and related initiatives
on campus.
Library Diversity and Inclusion Plan touched on increasing diversity and inclusion of collections,
services, staffing. Library Inclusion Committee has been formed to address action items
and deliverables.
Library diversity initiatives and programs are designed to align with at least one of the 6 guiding
principles in the document, Inclusive Excellence: An Action Plan for Diversity.
New university strategic plan. Equity Advisors for each college and Departmental Enhancement
Program (ADVANCE). Creation of D&I office.
Objectives of the Flagship 2020 include “Increase diversity among faculty, staff, and students”;
“Increase the number of students who work with or live in diverse communities”; and “Expand
supportive communities for minority, international, and first generation students”. Each academic and
support unit at LSU has been asked to use the framework of the Flagship 2020 Agenda to inform their
own strategic plans. The main components of the Libraries Diversity Committee charge that align with
the Flagship 2020 objectives include: (1) foster a positive attitude toward diversity and inclusion within
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