SPEC Kit 319: Diversity Plans and Programs (October 2010)
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SPEC Kit 319: Diversity Plans and Programs · 15 organizations that have been working to define and assess progress. She found that the more levels of com- mitment within the organization, the stronger the commitment is to change the organization and to rec- ognize the benefits. According to her findings, success- ful diversity initiatives require both top management leadership and employee commitment. The responses to this survey show there is strong support for diver- sity by both library and university administration at ARL member institutions. This inspires confidence that there will be a change in the workplace dynamics. Lori Mestre argues there is a gap of services and responsibility without a full-time individual to over- see diversity outreach, collection development, ref- erence and instruction, programming, and liaison responsibilities. However, many other levels of sup- port and commitment are necessary to carry out the diversity plan and a committed leadership team at the institution level and within the library guarantees a strong, effective plan for diversity. This survey indicates there has been a significant increase in the number of groups and committees formed to address diversity or inclusive workplace goals in the past ten years. Human resource officers share the responsibility of leading these committees and implementing diversity plans with diversity of- ficers, staff development officers, multicultural librar- ians, and other library staff. Even without the pres- ence of a primary, full-time individual responsible for diversity and multicultural activities, these endeavors are achieved when the library administration makes diversity everyone’s responsibility. In 2006, Courtney Young explored the presence of diversity Web information in the Committee on Institutional Cooperation (CIC), a small subset of large academic research libraries. Her research also looked at whether diversity information was located on top- or lower-level pages. Because only two of 13 libraries had top-level links to the diversity-related pages and very few had information about the diver- sity collections, she made several recommendations for libraries, including: place a link for diversity or multicultural topics in the top level page, provide contact information for the diversity individual or group, publicize diversity programs, and highlight information for persons with disabilities. While there is evidence that libraries are moving in this direc- tion, more libraries should follow this advice since the willingness to publicly share their diversity plan and strategies via the Web site suggests a welcoming, inclusive environment in which to work, study, and be successful. Recruiting and retaining a diverse workforce con- tinues to be a challenge for libraries. It is evident that research libraries are committed to actively recruit li- brarians from underrepresented ethnic/racial groups and have employed specific strategies to increase the diversity of applicant pools. What is not known is how many of the open searches have resulted in new hires of minority librarians. At this point, it is difficult to acknowledge strides that might have been made because of the lack of recruitment assessment tools. Very few libraries are designing mentoring programs specifically for librarians from under- represented ethnic or cultural groups. Many of the libraries responding to this survey have informal or formal mentoring programs for all librarians but rely on external professional development pro- grams, such as those sponsored by the ALA ethnic caucuses, to provide mentoring opportunities for li- brarians from underrepresented groups. They also turn to skill building opportunities offered by the University of Minnesota Training Institute for Early Career Librarians and ARL’s Leadership &Career Development Program for training to advance these librarians to leadership positions. As libraries continue to move forward in diver- sity activities, more statistics need to be mined from reports such as the ARL Annual Salary Survey and ALA Diversity Counts to actually validate the efforts of the recruiting and hiring of staff and librarians from underrepresented racial, ethnic, and cultural groups. The development of more assessment tools will be crucial to provide supporting evidence of change. Academic libraries are also looking forward to the development of guidelines for cultural competencies by the Association of College and Research Libraries Racial and Ethnic Diversity Committee. These guide- lines will extend the inclusion of skills and behaviors necessary to support a working environment that acknowledges the strength in having multicultural and diverse individuals in the organization.
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SPEC Kit 319: Diversity Plans and Programs · 17 Survey Questions and Responses The SPEC survey on Diversity Plans and Programs was designed by Toni Anaya, Multicultural Studies Librarian, and Charlene Maxey-Harris, Diversity Librarian, University of Nebraska-Lincoln. These results are based on data submitted by 49 of the 124 ARL member libraries (40%) by the deadline of April 28, 2010. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. In 1990, ARL published SPEC Kit 165 Cultural Diversity Programming in ARL Libraries and SPEC Kit 167 Minority Recruitment and Retention in ARL Libraries. Both of these documents provided a wealth of information about library programs and services that addressed the needs of a diverse user group, minority staff recruitment and retention strategies, and approaches to managing an ethnically/culturally diverse workforce. While the survey results indicated that progress had been made since the 1960s, respondents indicated they thought there was much more to do to ensure that academic and research library staff are representative of all cultural, ethnic, religious, and racial groups, as well as those who have been discriminated against for their gender, sexual orientation, age, or disability. Since 1990, several libraries have obtained funding to support strategies, such as post-LIS diversity residencies, to increase the number of minority librarians in academic and research librarians and promote their advancement within the organization. ARL also started programs, such as the Initiative to Recruit a Diverse Workforce and the Leadership &Career Development Program, to address the need to recruit minority librarians to the profession and advance them into leadership positions in ARL libraries. During that time the number of diversity or multicultural groups at the local, state, and national levels also appears to have increased. The main purpose of this survey is to explore what other progress has been made in ARL member libraries to recruit and retain a diverse workforce and to identify: • the existence and content of diversity plan documents in ARL member libraries • the strategies they use to increase the number of ethnically/culturally diverse librarians in the profession and in their libraries • the elements of programs that successfully support an inclusive workplace • the people, groups, and/or committees responsible for overseeing the programs • and how libraries are assessing the effectiveness and success of such programs. The survey will also gather documentation about ARL member libraries’ diversity plans and programs, and provide another benchmark for progress towards diversity goals.