57 SPEC Kit 356: Diversity and Inclusion
experience survey was conducted in January 2017 as part of a university-wide diversity focus, but
results from that survey have not yet been shared with the Libraries.
Our library’s Diversity and Inclusion Committee is composed of faculty, staff, and administrators. We
also have a Diversity Officer who liaises with other officers on campus and the university’s Office of
Diversity and Inclusion. Our library supports the National Conference on Diversity, Race, and Learning
and sends several faculty/staff/administrators to attend every year.
Our newly formed Diversity and Inclusion Team is currently working on potential plans for the future.
This working group was inspired by the recent university-level diversity and inclusion working group,
as well as an overall need to address diversity and inclusion issues. Proposals were put forward by
both a librarian with a strong interest in this issue and an administrator who felt that this team would
meet a need in the library. While we do not currently have a library diversity plan, a climate survey
and resulting report issued by our parent institution has resulted in more campus-wide discussions
and initiatives related to diversity/inclusion, which our newly formed Diversity and Inclusion Team
is taking into consideration as it moves into its pilot year. As our group was just recently formed,
we are using this year to identify priorities, goals, and possible revisions to the initial charge for the
year(s) ahead.
Our plans don’t really fit your questions. We have initiatives and programs but they don’t necessarily fit
in your categories.
Recently (4/17) the Libraries received a Campus Diversity Award by the university’s most dedicated
advocates for diversity as recognized by students and sponsored by various student groups (UMC,
UMOJA, Latinx Coalition, Lambda Alliance, APSC, PAGE and PRISM)
Relative to our operating budget and organizational influence, the University Libraries has dedicated
a small amount of time, personnel, and financial resources to diversity and inclusion. We have seen
significant success with programming, particularly in terms of temporary exhibits, guest speakers,
and our diversity residency pilot. We have also made great progress in connecting library employees
with opportunities to increase their cultural competence. However, staff demographics are relatively
homogeneous (on par with or less equitable than the professional at large). We have a long way to go
before we meet the ACRL Diversity Standards.
Reorganization created diversity and inclusion orphans, since adopted by new leadership.
Several librarians have initiated the Human Library Program to support our diversity efforts. We
piloted this in October 2016 with moderate success. However, we have another one scheduled for
September 5, 2017, that is focused on engaging with our African American community, both on campus
and externally.
Some of our efforts towards greater diversity and inclusion in our collections and outreach are ongoing
so have not been captured in this survey (since there has been no change in the past five years).
A number of our units, including the Archives, the Oral History Research Program, Government
Documents, Maps and Spatial Data, and Community Outreach Programming have worked
collaboratively with tribal libraries and museums over the years on cultural heritage grants, projects,
and workshops, and we continue to do so.
Strategic planning is an opportunity to include diversity and inclusion initiatives throughout our
strategic priorities.
The institution’s Office of Inclusion website is referenced often by our HR personnel to ensure that we
are in line with university standards.
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