Libraries are the most inclusive institutions in society. Especially for marginalized groups who seek free and reliable information resources.
In that scenario, it’s imperative to strengthen their commitment to Diversity, Equity, and Inclusion (DEI). As community and cultural centers, libraries are perfectly placed to promote them.
But what exactly does DEI mean, and why is it crucial for libraries today? What makes an efficient DEI program? Why is DEI critical for your library strategy? How to guarantee a long-term program?
In this blog post, you’ll get the answers.
Origins of DEI
DEI as a unified concept originated in human resources and organizational development fields.
Its roots can be traced back to the Civil Rights Movement in the United States, which aimed to eliminate racial discrimination and promote equal rights.
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Over time, DEI evolved to incorporate broader aspects of diversity and social justice.
In libraries, the focus on DEI emerged as part of a more significant push towards social responsibility and providing equitable access to resources and services.
What does DEI mean, and why is it important?
DEI is an acronym for Diversity, Equity, and Inclusion:
- Diversity in DEI signifies a variety of experiences, identities, and perspectives, encompassing race, ethnicity, gender, sexual orientation, age, socio-economic status, abilities, and more.
- Equity refers to ensuring fair treatment, access, and opportunity, striving to identify and eliminate barriers that prevent the full participation of some groups.
- Inclusion, meanwhile, involves creating environments where all individuals feel valued, respected, and have a sense of belonging.
Global society brings with it the necessity to understand and value diverse perspectives. And there are some reasons why DEI is essential nowadays:
- It encourages empathy, reduces prejudices, and promotes social harmony.
- It fosters understanding, mutual respect, and acceptance within communities, workplaces, and society.
- It ensures that everyone’s voice is heard, that opportunities are equal for all, and that institutional structures are fair and just.
The Role of DEI in Libraries
Libraries operate as information havens in societies. Therefore, they must be spaces where everyone feels welcome and represented.
There are several ways to do this, such as:
- Diversify collections
- Create inclusive programming
- Guarantee equitable service policies and access
- Staff training
What can you achieve with a DEI program? Well, by embedding its values in their daily operations, libraries can:
- Help combat social disparities
- Foster cultural understanding
- Give a platform to underrepresented voices
Want to delve deeper into DEI in libraries?
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Let's put this in practice.
5 steps to Implementing an Effective DEI Program
The effectiveness of DEI programs lies in their implementation. But the journey towards achieving DEI maturity is a marathon, not a sprint.
The five steps below can help reveal the best practices for implementing an effective DEI program.
Step 1: Establish a DEI Committee
The first step is to create a committee with representatives from all library areas. This team will be responsible for planning and implementing DEI initiatives.
Of course, it should be diverse in terms of race, gender, age, and other demographics. The idea is to gather different perspectives for planning and implementing the DEI initiatives.
In The DEI Maturity Model, as introduced by Ella F. Washington in the Harvard Business Review, the journey towards DEI maturity often begins with a triggering event that propels libraries to ask:
“Why does DEI matter to us personally?”
This stage calls for understanding your reality and setting a collective internal vision for DEI work within the library.
This vision might be improving relationships with the community or increasing accessibility to marginalized groups—people of color, seniors, immigrants, children, individuals with disabilities, and other groups.
The experience also shows that a long-term program has to come from top-down decision-making.
That was the case of one of our customers, Clemson University, South Carolina. Their success case was published in the Journal of Library Administration in 2020.
It started with the ClemsonForward institutional strategic plan and assessment system. In December 2017, Clemson University’s administration charged each college and the University Libraries with creating and implementing a diversity strategic plan aligned with their plan.
Clemson University Libraries answered this charge by creating a Libraries Diversity Plan Working Group (LDPWG). They started with twelve members representing diverse units, positions, and identities.
Step 2: Document your current situation
In this phase, you can thoroughly audit your library’s current status of diversity, equity, and inclusion.
This could include:
- Staff demographics
- Representation in programming and collections
- Accessibility to the facilities
- Feedback from community members
For this assessment, the group of Clemson University Libraries created a DEI framework to conduct an inventory of existing initiatives. This system enabled input, feedback, and support from all the Libraries’ faculty and staff.
They aimed to create a comprehensive diversity strategic plan. Then, the LDPWG worked for sixteen months and in that time they developped:
- An updated organization mission statement
- A sustainable diversity statement
- An accountability roadmap
Step 3: Set SMART Goals
One of the most widely employed methodologies is the SMART goals framework.
SMART is an acronym standing for:
Specific
Measurable
Achievable
Relevant
Time-bound
A SMART goal, then, is clearly defined (Specific), can be tracked and evaluated (Measurable), is realistically attainable (Achievable), relates directly to your larger objectives (Relevant) and has a deadline for completion (Time-bound).
For your program, define what diversity, equity, and inclusion mean for your library and what you hope to achieve with your DEI initiatives. Then, set your SMART goals.
Here are a few examples:
Specific: By the end of the year, implement a library-wide training program to enhance understanding and appreciation of diverse cultures.
Measurable: Increase the representation of authors from underrepresented groups in the library’s collection by 20% within the next two years.
Achievable: Within six months, host at least four community outreach events to engage with underrepresented groups in our local area.
Relevant: Over the next year, aim to increase the number of DEI training hours for library staff by 50% to align with our library’s commitment to fostering an inclusive environment.
Time-bound: By the end of the current fiscal year, recruit and hire two staff members from underrepresented backgrounds to support our DEI objectives.
Remember, these goals should align with your library’s overall mission and vision. They should be regularly reviewed and adjusted to ensure they continue serving your community effectively.
For Ella F. Washington, author of The Necessary Journey: Making Real Progress on Equity and Inclusion, more than merely compliance is needed to indicate maturity and a strategic alignment of DEI initiatives with the overall mission.
Step 4: Develop a Strategic Plan
Without a plan, your DEI program is merely an idea.
The strategic plan will be your roadmap that guides the library toward its DEI objectives. This involves identifying the resources needed to achieve the SMART goals and establishing a timeline.
In a library setting it ensures that all initiatives and actions are systematic, targeted, and cohesive. It lays the groundwork for real, meaningful change, moving the library closer to being a truly inclusive and equitable space for all.
Your SMART goals will guide your strategic planning. For instance, this could involve changes in hiring practices, staff training, community outreach, collection development, programming, etc.
But remember: each case is different.
In the Clemson University Libraries’ DEI program, they prioritized six strategic areas:
- Climate and Infrastructure
- Recruitment and retention
- Education and training
- Research and scholarship
- Leadership support and development
- Strategic partnerships
The journey of crafting Clemson University Libraries’ diversity strategic plan was one of significant time, effort, and broad engagement.
It wasn’t without challenges but it has set the stage for a clear path forward. Establishing consensus on the methodologies and language to articulate the Libraries’ commitment to DEI was a considerable task.
Despite the challenges, these roadblocks were instrumental in shaping a resilient, long-lasting strategic plan, affirming the belief that every stumbling block can become a stepping stone.
Step 5: Implement, Monitor, and Adjust
Put your plan into action. Regularly monitor and evaluate your progress towards your goals, and be prepared to make adjustments as necessary. It’s important to remember that DEI is an ongoing process, not a one-time project. Keep the conversation open and continue to learn and evolve.
There’s no one-size-fits-all solution.
Remember, DEI is about more than just checking boxes—it’s about creating a culture of inclusion that permeates every aspect of the library’s operations. You must ensure the DEI program resonates with the community and promotes values authentically.
The Clemson committee was fortunate to receive a strategic diversity plan framework from Clemson University’s Assistant Vice President for Strategic Diversity Initiatives. However, transforming the Libraries’ work into this structure wasn’t always straightforward.
The framework outlined six strategic priority areas, which were:
- Organizing a comprehensive plan
- Including specific recommended activities
- Diversifying course offerings and curriculum experiences
- Direct recruitment of underrepresented students
- Adapting and approving diversity strategic plan items
- Assessing alignment with our role as library and information science professionals
Inclusivity was at the heart of their approach. They aimed to involve as many employees as possible, despite the challenges this posed. This openness meant more time and effort, but it resulted in a broader range of ideas and broad-based support for the plan.
Ella F. Washington indicates that the DEI program must be deeply ingrained in the organization’s DNA to make it sustainable. The DEI initiatives in these libraries can withstand stress tests such as economic challenges and leadership changes.
The challenge is set. The DEI journey will not be simple, but it will certainly be rewarding for your library and community.
Takeaways
At Bibliotheca, we believe libraries are vital to cultivating diversity, equity, and inclusion.
In doing so, libraries can facilitate understanding, empathy, and unity in their communities – ultimately contributing to a more just and equitable society.
DEI can become integral to every library’s ethos and operations with dedicated effort and continual evaluation.
Technology can be a great enabler of this journey. Discover our solutions and book a consultation with our specialists for your ultimate library optimization.
References
Renna Tuten Redd, Alydia Sims & Tara Weekes (2020), Framework for Change: Creating a Diversity Strategic Plan within an Academic Library, Journal of Library Administration, 60:3, 263-281, DOI: 10.1080/01930826.2019.1698920
WASHINGTON, Ella F. (2020), “Diversity And Inclusion: The Five Stages of DEI Maturity”, Harvard Business Review.
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