Developing a Culture of Inclusivity through the Formation of a Library Diversity and Inclusion Team

Background: In October 2018, a diversity, equity and inclusion team formed at an academic health science library. The team’s charge is to develop and promote diversity, equity, and inclusion initiatives within the library and beyond to enhance the library’s locus as a safe and welcoming space for all patrons. This presentation focuses on the team’s launch and activities within its first two years, to provide guidance to other libraries thinking of establishing similar committees. Specifically, it discusses the rationale behind the team’s formation and structure, its goal-setting process, the development of campus-based partnerships, project-related successes and challenges, and future plans.

Description: The team is comprised of a diverse group of 13 library staff and faculty members. Goal-setting began with the conversation prompt “what does DEI mean to you” and the resulting goals align the team’s scope with broader campus DEI efforts:

1. Assessing and identifying library-based DEI opportunities
2. Applying assessment findings to develop programming (internal and external), spaces, and activities
3. Actively promoting DEI in the library and across campus through collaborations and trainings

With these goals in mind, over the past two years the team has conducted a survey exploring DEI issues faced by patrons; organized trainings about implicit bias, recognizing privilege, nonviolent communication, LGBTQIA+ allyship, and bystander interventions; created a LibGuide on DEI health-related resources; installed a Lactation Pod; advocated for all-gender restrooms; and hosted a well-attended panel discussion on the experiences of healthcare professionals identifying as LGBTQIA+.

Conclusion: Although the team has experienced a number of successes, including having recently received the University Libraries’ Team-Award for Diversity, Equity, and Inclusion, ongoing challenges include fostering partnerships with non-library departments to effectively promote DEI outside of library spaces, resistance to change due to existing organizational culture, and locating funding for events and trainings.

Future plans involve a local environmental scan that will initially examine the inclusiveness of the language on the library’s website and a digital Race Card Wall to facilitate dialogue on experiences of race and identity.