UW Libraries Diversity Plan 2005
The Libraries Diversity and Organizational Culture Task Force was
charged in March of 2004 to develop a diversity plan. The Task Force
reviewed relevant UW documents and also looked at plans and practices
in other universities. In 2004 the Task Force surveyed library staff in
order to identify issues of diversity important to the staff and
identify areas that need attention or improvement. Survey results
showed diversity is important to our staff, and that the most important
issue is being able to support our diverse user community effectively
(Appendix 1). However, the staff also perceives that the Libraries can
do a better job in addressing diversity issues, especially in
recruiting a diverse work force and in supporting the needs of our
diverse user community.
At the same time the Libraries’ Diversity Task Force was working on
the survey and plan, the University of Washington was conducting a
Diversity Appraisal. The Appraisal Steering Committee asked all units
across all three campuses to document their diversity initiatives and
practices. The Diversity Appraisal is just one of many ways the UW
administration is seeking to incorporate greater awareness of diversity
issues into University operations. It is within this culture of
diversity awareness that the Libraries’ Task Force has written this
plan.
The University of Washington defines diversity broadly to include
“race, gender, disability, class, sexual identity/orientation,
religion, age, ethnicity, culture, region/geography, and indigenous
status.”
Respect for all human diversity is a fundamental value of the Libraries
and is identified among the core values of our strategic plan. Staff
members who appreciate different backgrounds and perspectives provide
us with a competitive advantage as we approach problem solving and
planning for services. This appreciation also allows us to serve our
increasingly diverse communities more effectively and with more
sensitivity.
Beyond respect for diversity, it is important to recognize that
inequity can often accompany diversity. This plan is meant to foster
and support an organizational culture where those inequities do not
occur or are remedied when identified.
Libraries personnel at all levels of the organization are
responsible for developing and maintaining a culture supportive of and
committed to diversity. However, in order to expedite implementation of
the plan and provide support and guidance, the Diversity Task Force
recommends that the establishment of a Diversity Officer position and a
standing Diversity Committee be the first actions taken (see Goal #5).
The Diversity Officer and Committee should begin action on the “within
6 months” items immediately as they are of the highest priority. The
remaining action items where implementation is recommended within
twelve months should be prioritized by the Committee. Where funds and
workload implications of others are incurred in the execution of the
Plan, the responsible party(ies) will develop a plan.
- Recruitment of staff from diverse backgrounds
Goal: To increase the diversity of the Libraries’ workforce at all levels of the organization
Action Items:
Implementation:
Diversity Officer; Diversity Committee; Administrative Officer
Responsible for Personnel (AORP); Staff Development
Within 6 Months
- Review our recruitment policies and procedures so that they support the UW Libraries commitment to diversity
- Initiate a conversation between the iSchool Diversity Committee and the Libraries Diversity Committee to explore collaboration
- Investigate
the costs and effectiveness of residency programs for minority
librarians and develop a proposal if appropriate (2005-2006)
Within 12 Months
- Establish mentoring program for staff who may want to pursue a library degree, collaborating with the i-School
- Work with the University to take advantage of hiring opportunities that promote a diverse Libraries staff
- Proactively promote UW Libraries as a place in which to work
- Establish opportunities for students interested in working in libraries as a career to participate in mentored work programs
- Retention of staff from diverse backgrounds
Goal: Promote an inclusive and supportive workplace culture as an important element in retaining a diverse staff
Action Items:
Within 12 Months
- Support opportunities for professional development and/or growth, and mentoring/networking for all staff
Implementation: Diversity Officer; Diversity Committee; Libraries Council; Staff Development; Librarian Advisory Program (LAP) - Facilitate connections between new hires and groups/resources at the university and in the community
Implementation: Diversity Committee; Diversity Officer; Staff Development Officer, UL Staff - Work with the University to enhance salary and compensation flexibility to retain a diverse library staff
Implementation: Dean of the Libraries; AORP
- Organizational Culture
Goal:
To incorporate awareness of the value and importance of diversity at
all levels of the Libraries so that staff recognize their
responsibility in maintaining a culture supportive of and committed to
diversity; provide a supportive and safe working and learning
environment
Action Items:
Implementation: Diversity Officer; Diversity Committee; Staff Development
Within 6 months
- Provide
ongoing staff training to foster individual responsibility for
maintenance of a supportive and safe working and learning environment,
with particular attention to the role of supervisors and managers to
eliminate or remedy inequities when they are identified
- Highlight
and promote the diversity of the libraries staff through programs and
publications throughout the organization, i.e. Inforum, Library
Directions, and LSA
- Enhance the Staff Development
collection with diversity related materials including academic
librarianship, higher education and organizational development
- Services to Constituents
Goal:
To enrich the quality of life and advance intellectual discovery by
connecting people of diverse backgrounds and ethnicities with knowledge
Action Items:
Within 6 Months
- Develop
and implement ongoing staff training in order to improve staff members'
abilities to provide excellent service to all our diverse users,
especially with regards to primary language barriers and
physical/mental disabilities.
Implementation: Staff Development Officer; Diversity Committee; RISG and other public service groups - To
ensure compliance with Section 508 of the Americans with Disabilities
Act, attempt to procure accessible information technology products and
electronic resources. If an accessible product cannot be found, ask
vendors about their plans for making future versions of their products
accessible and let them know that accessibility is a consideration for
purchase.
Implementation: CMS; Diversity Officer - Review
University of Washington Libraries’ publications, website, and service
policies for their accessibility to disabled users.
Implementation: WSC; RISG, Publications Committee
Within 12 Months
- Develop and maintain collections to support diversity in the current and changing UW curriculum
Implementation: IRC; Liaisons; Cataloging Policy Committee; Metadata Implementation Group - Increase
outreach to UW and external communities through library resources,
services, collections, web resources and exhibits related to diversity;
including the use of multilingual web pages and other publications as
appropriate.
Implementation: WSC; Liaisons; IRC - Provide services and spaces that nurture and support academic success for our diverse student community
- Organizational Structure of Diversity in the Libraries
Goal: To create a standing Diversity Committee, reporting directly to the Dean of University Libraries
Membership:
- Half of the committee membership should come from the Task Force to ensure continuity
- The
Staff Development Officer and the Assessment Officer will serve as ex
officio members of the Committee to aid in communication,
implementation, and benchmarking.
- Consider the inclusion of 1 member from outside the Libraries
Elements to consider for inclusion in the charge to the Diversity Committee:
- Coordinate implementation of the diversity plan
- Promote the inclusion of diversity into our culture/organizational values
- Review
and assess the diversity plan and staff/community needs annually,
including the establishment of appropriate benchmarks to measure and
ensure progress in achieving the goals and action items
- Work with other library individuals and groups to identify and take advantage of opportunities related to diversity
- Provide a “diversity toolkit” for Libraries staff to use in outreach
- Establish and maintain a website and use other appropriate methods of communicating with staff and community about diversity
Goal: To establish the position of the Diversity Officer
Responsibilities of the Diversity Officer, based on an initial 2 year half-time appointment include:
- Chair the Diversity Committee
- Provide oversight for the Libraries’ diversity efforts
- Serve
as official liaison to UW offices and departments, i.e. Office of
Minority Affairs on behalf of the UW Libraries and the Diversity
Committee
- Work with the Diversity Committee and others in identifying areas of needed support within the Libraries, i.e. training
- Assist
in identifying opportunities for libraries staff involvement in
diversity activities on campus and outreach to the community
- Be involved in professional association diversity programs/committees
- Assist individuals, management and library units in achieving goals of the diversity plan and other diversity initiatives
- Serve ex-officio on Libraries Council
It is the recommendation of the Task Force that a review of the
Diversity Officer be conducted after 2 years. This review, involving
Libraries Cabinet and the Diversity Committee, should include
consideration of the placement of the position in the organization as
well as the time commitment of the position.
