SPEC Kit 319: Diversity Plans and Programs · 39
Additional Comments
23. Please enter any additional information about your library’s efforts to recruit and retain a diversity
workforce that may assist the authors in accurately analyzing the results of this survey.
All of our job ads have the following statement: The University of Alberta hires on the basis of merit. We are committed
to the principle of equity in employment. We welcome diversity and encourage applications from all qualified women
and men, including persons with disabilities, members of visible minorities, and Aboriginal persons.
Campus diversity resource office and dean of students office provide 20–25 programs per year dealing with race and
ethnicity, sexual orientation, gender and/or age discrimination, physical disabilities, language barriers, religion, and
other aspects of diversity. Library encourages staff participation by providing information, release time, and fees (if any).
From the University Employment Equity Web site: The University conducts a self-identification survey. Aggregate results
are provided to the Employment Equity Officer, so they may identify gaps in representation. Qualitative data is gathered
from the under-represented groups to ascertain what factors are linked to under representation. Plans are then created
in partnership with unions and management to close identified gaps in representation.
Many of our librarians participate in the university-wide minority mentoring program. Though this is not specifically a
library program it is a program supported by the Dean of Libraries.
Oklahoma State University has an excellent Institutional Diversity department. We use their program, policies, etc.
within the library.
The Library Diversity Committee Web page is not available to the public so it is not possible to share program
information related to diversity.
The library is seen as a leader in diversity and inclusion efforts for systemic changes across Yale’s campus. The Library
Diversity Council partners closely with the Chief Diversity Officer, Human Resources, and Yale’s affinity groups for staff
members. While the current economic/budget climate has limited funding for some outreach activities, we do see a
growing pipeline of diversity candidates in library school and early career demographics.
The Library of Congress has recently established a redesigned Office of Inclusiveness and Compliance (OIC), which has
responsibility for oversight of this issue and related functions.
The University has recently approved the Aboriginal strategic plan to coincide with the University strategic plan. The
following may be applicable: Educator’s toolbook: Global Citizenship: an educator’s toolbook http://www.gc.tag.ubc.
The University Library recruits librarians from diverse backgrounds through a Targeted Opportunity Program (TOPS),
which is a program run by the Provost’s Office. The University Library also supports the LIS Access Midwest Program
(LAMP), an IMLS funded recruitment program by offering a paid-internship to one of the LAMP scholars each summer.
The Outreach Librarian for Multicultural Services also serves on the LAMP organizing committee.
We are currently accepting applications for an Academic Librarian Diversity Internship. This is the culmination of several
years of work to put something like this in place.
We have recently joined the LAMP program (LIS Access Midwest Program), and will be offering an Undergraduate
Minority Internship opportunity this summer. We hope to host two interns a year.
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