33 Association of Research Libraries Research Library Issues 301 2020 dean put a stake in the ground: provided a laundry list of a half dozen things that the administration will commit to in the next year. We had an existing strategic plan and we plan to review the plan every year and modify the goals for year five, expressly using the lens of racial equity. We will work at modifying the goal through a race equity lens. We know it is a lofty goal, but it will make a difference. We have to go big. Hodge: It is connecting DEI efforts to the mission, vision, strategic plan/goals of the institution and embedding DEI in daily practice. In 2016 the University of Florida shared a plan called “The Decade Ahead” that includes an objective of, “A university climate that is inclusive, supportive, and respectful to all.”2 Training on racism, inclusion, and bias is needed. Is the institution ready to support this work? Do they have the necessary resources? Are we prepared to shift to take action about systemic inequities? Are we prepared for conversations about anti-Blackness and anti-Indigeneity? The library is the heart of the campus. Do we have the resources and mechanisms to support this level of discourse and action? Are people ready to help researchers finding resources on white hegemony or white fragility? Now is the time to think about making equitable cuts where cuts occur. What is the impact on DEI priorities and the ability to support those priorities, when cuts are made? If positions are cut, what percentage of those folks will be BIPOC? How do we dismantle and rebuild systems so that they are built for everyone (BIPOC, LGBTQIA+, persons with disabilities, etc.)? We must be able to connect these adjustments to our fundamental mission and values. How do we move towards a future where people don’t feel tokenized or just a representative of their culture or identity?
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