We also have a responsibility to keep the momentum going. For example, the Black Lives Matter movement has made great strides in bringing injustices to light and inspiring change. When horrific events like the George Floyd killing make news broadcasts, there is often a passionate response within organizations and society to confront these issues. As time passes, too often these efforts fade until something once again sparks our attention. Let us work to maintain the momentum for fundamental change in relation to systemic racism and use it as a lever to employ sustained action in the associated areas of diversity and inclusion. Libraries can be the lever within our organizations.

At the Pflugerville Public Library (PPL), our director initiated equity, diversity, and inclusion discussions as a portion of our weekly staff meetings. These discussions give all staff members an opportunity to share their experiences and thoughts and listen to their colleagues. We talk about biases, assumptions, micro-aggressions, privilege, how to interact with difficult library guests, how to support one another, and related topics. Between the weekly meetings staff members have time to reflect and often bring new ideas spurred from the previous week’s discussion. Having a safe place to explore, share, learn, and listen strengthens our organization and offers staff a chance to develop personally and professionally.  

Library staff also reviewed our policies with an eye toward inclusion, focusing on the wordage used and how that language may be perceived by others. We removed our professional blinders to think about how our library users might see the document. We thought about whether our language could alienate individuals. By involving the entire staff in this process and narrowing our focus to inclusiveness, we were able to address things that had previously slipped beyond our perception. This process is something that can, and should, be extended to the city as a whole.

In addition, the PPL library director was tapped by city administration to facilitate and serve as staff liaison for the city council-appointed Equity Commission. The commission was created to make recommendations specific to Pflugerville, related to equity and empowerment issues. Our director is helping to guide the initial efforts of the commission. The experience highlights the professional ideals within librarianship that situate us well to perform such crucial roles.

Within our own city government structure, we often find that work related to these subjects is divided up between various departments. In Pflugerville, we have one contact for ADA compliance, and our human resource department has their own related initiatives; city administration introduced relevant staff trainings and our city council launched the Equity Commission. Many organizations follow a similar, somewhat disjointed structure. While this might create frustration, it also provides an opportunity for leadership. Begin by asking, given the nature of our profession, what role can we play within our parent organizations in creating a long-lasting, committed effort to ensure equity, diversity, and inclusion are foundational elements defining our service to our communities?

These examples demonstrate possible actions and initiatives any librarian could bring to their own organizations. The specific situation in each of our libraries is unique. Some are part of large city governments that have staff and departments dedicated to equity and inclusion. Others of us work for libraries within smaller city governments that may only offer  training occasionally, or various departments initiating efforts at different times. Still others are organized in other ways and may not have much guidance at all. With this wide array of arrangements, not all ideas are realistic or effective for the given situation. However, since these subjects are professional pillars of librarianship, we all have a role to play within our parent organizations. We have the ability to encourage these conversations within our own staff. Start there and see where it leads. As the Pflugerville director implored in one of our recent staff meetings, “Don’t shy away from difficult topics.” Let us take that message beyond the library.

The post Ensuring Equity, Diversity, & Inclusion first appeared on Public Libraries Online.

One example is the Toledo Lucas County Public Library (TLCPL) BLM Book Group in Ohio, facilitated by King Branch Assistant Manager, Franco Vitella and Teen Librarian, David Bush. The first meeting was on July 30. They agreed to answer some of my questions about the initiative.

PL: What are the goals of your BLM book club?  

FV & DB: The goal is to promote Black voices, perspectives, authors, and books that focus on the Black experience in an effort to lift an otherwise marginalized portion of society. The group will aim to construct a meaningful and compassionate conversation about anti-racism and embrace the diversity of the library’s collection, patrons, and surrounding community. The group will be guided by TLCPL’s value of being welcoming – respecting and valuing diversity, equity, and fairness – while recognizing that racism is not in line with these values.

PL: What kind of engagement and feedback did you get from participants in the first meeting of the BLM book club?

​FV & DB: Participants were thankful that that group was happening. We asked each participant to introduce themselves at the top of the meeting, and if they wanted, to share anything about themselves. Many of the participants shared why they were attending, primarily to become more comfortable talking about race and understand the issues. 

PL: Will you change anything for the next meeting based on how the first went?

​FV & DB: It did take a while for the conversation to get moving – I think everybody was a bit uncomfortable in terms of how to talk about the subject matter – but about a quarter through the meeting the conversation began to pick up. We opened the conversation with a general question for participants to chime in on what they thought, but it was the more specific questions that initiated the most conversation. If anything, I’d like to see us start with those specific questions.

PL: The first book for discussion was Me and White Supremacy by Layla Saad. This workbook can trigger strong reactions. Was this an issue, and/or how do you handle strong opinions or reactions within the group?

​FV & DB: Quite a few participants were either not able to read the book or finish it by the meeting. A few participants said they mostly wanted to sit back and listen because of this. But on the whole, while people expressed they did have strong reactions, it wasn’t an issue during the discussions. People were forthright and honest and nobody ventured into expressing negative opinions that would be considered a detriment to the group’s purpose.

PL: Do you anticipate a different crowd for the next title, or did most participants express a desire to continue with the group next month?

​​FV & DB: Participants did express interest in attending next month and we also solicited title ideas from participants for future meetings. Our next book, Five Days by Wes Moore, which documents the death of Freddie Grey while in Baltimore police custody, is definitely a pivot away from Me and White Supremacy in terms of it not being a workbook, but I think it will attract the same, or at least similar, audience.

PL: Do you have advice for libraries starting similar book clubs? 

Really think about what you aim to do in starting a book group like this. Be mindful and aware that it may not be easy. Discussing these topics can be difficult on a variety of levels and knowing that participants are coming from all different places is important to keep in mind.

PL: Is there anything else you’d like to add?

FV & DB: Not every library needs to have a book group similar to this, but every library must consider the impact they have on access, equity, and even the roles they play in being part of systemic racism. A book group won’t solve the greater systemic issues that exist in society and within many libraries, but it can be a vehicle for individuals to incite positive change through engagement. TLCPL’s director Jason Kucsma recently wrote in a post to Medium that “it is the job of all library leaders and staff to acknowledge that our work around access and equity is not finished and we must ensure our actions reflect a substantive, measurable, and honest approach to address systematic equity.” Libraries do need to be honest about what has happened in the past to contribute to these systemic issues and what actionable things we can do to undo that harm.

Other libraries launching BLM book clubs include the Alexandria Library in Virginia, where books to be discussed include So you Want to Talk About Race by Ijeoma Oluo, How to be an Anti-Racist by Ibriam X Kendi, White Fragility by Robin DiAngelo and Between the World and Me by Ta-Nehisi Coates. That group is facilitated by Librarian Ruth Rasby of the Charles E. Beatley, Jr. branch. Ann Arbor District Library in Michigan has started a BLM initiative to encompass an array of programs, including a book group.

Some libraries are organizing book discussions for staff. The Library of Virginia is facilitating a “group read” specifically for public library directors on White Fragility. According to Nan B. Carmack, Director of Development & Networking, in addition to discussion prompts provided by the author, they will explore the question: “What does this group do next in regards to continuing to explore equality in librarianship?” 

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Postioning to Impact Communities

Christina Fuller-Gregory/christinafuller-gregory@gmail.com. Christina is Assistant Director of Library Services, South Carolina Governor’s School for the Arts and Humanities, and a PLA EDISJ Task Force member.

One of the most significant shifts that we’ve seen in the development of public library roles is the creation of positions with a targeted focus on supporting and moving forward equity, diversity, inclusion, and social justice (EDISJ). The development of EDISJ-specific positions provides powerful signaling that centering this work is a priority—a critical and necessary step towards truly embodying the idea that everyone is welcome at the library.

I had the opportunity to speak with five library leaders who are charting new territory in roles that allow them to affect change in library staffing models, drive EDISJ-related outcomes and initiatives, and positively impact communities:

Jessica Moore (she/her/ hers), Diversity, Equity, and Inclusion Officer, Indianapolis (IN) Public Library
Raemona Little Taylor (she/her/hers), Diana Lopez (she/
her/hers), and Amy Sonnie (she/her/hers), Education Initiatives Coordinators, Marin County (CA) Free Library
Ozzy Aloziem (she/her/hers), Community Connections
Program Coordinator, Denver (CO) Public Library

What is your position at your library? Share with us what influenced the decision to create the position as well as the process that led to its creation.

Jessica Moore (JM): I currently serve as the Diversity, Equity, And Inclusion (DEI) Officer for the Indianapolis (IN) Public Library. For more than fifteen years, I have worked in the nonprofit/government sector in various roles within and outside of traditional library service—court system, school district, and social service agencies. My work has primarily focused on cultivating
partnerships, engagement, and project development for immigrant
and refugee communities. Several factors were considered before creating the position, and there were challenges. One of the factors that created some difficulty was where the position would be placed within the organization. What kind of institutional power would the position
hold? As a public service organization, we are thinking constantly
about the needs of the public, but we also have workforce needs.
How do we create a position that is involved in both arenas? In the end, this position exists to examine equity throughout the organization—from collections to public services to the workforce. It is multifaceted and complex which is why it is so critical for there to be buy-in at all levels of the organization.

Amy Sonnie (AS): Our titles are Education Initiatives Coordinators and this position is a Senior Librarian role (equivalent to a Librarian III). Our director Sara Jones, who joined Marin County Free Library (MCFL) in 2014, was instrumental in making educational equity a priority in policy and practice. This new role was created in 2017 shortly after Marin County joined the Government Alliance on Race and Equity. The creation of this position also aligned with MCFL’s strategic plan and participation in the Marin Promise Partnership, a Strive Together affiliate, focused on educational equity through collaborative action
among libraries, schools, government, and nonprofits.
Originally the position was going to manage one branch and coordinate education initiatives in low-income communities across the county. During the recruitment for the original position, Sara realized that the county
needed more than one education initiatives coordinator. Now there
are three of us!

Ozzy Aloziem (OA): I currently serve as the Community Connections Program Coordinator. Denver Public Library (DPL) is leading the Building a Pipeline of Community Connection project—in collaboration with Multnomah County (OR) Library, Seattle Public Library, Queens Library, Hennepin County (MN) Public Library, and Cleveland Public Library—thanks to a grant received from the Institute of Museum and Library Services. During this one-year planning project, DPL will conduct a comprehensive research/assessment initiative using an equity framework to better understand effective strategies to reshape its workforce, so it reflects the diversity of the community. My role is to manage this project. This work and the process of creating EDISJ initiatives largely started with Hong Ha and James Allen Davis Jr., who are both senior librarians for DPL and serve on the EDISJ committee.

As we grow the capacity of libraries to recruit and retain diverse workers, what do you feel is the most important first step?

Raemona Little Taylor (RLT): I feel like the first step is acknowledging the long history of libraries as segregated spaces. Until libraries and librarians grapple with their history as gatekeepers for white dominant culture, they will struggle to create welcoming and inclusive workplaces where diverse workers feel like they truly belong. It can be a real challenge to work within institutions as the one and only Black, Indigenous and People of Color (BIPOC) staff member. We need to move beyond being tolerated to being celebrated. Racial equity work must be prioritized in libraries if we want to create inclusive workplaces that support BIPOC.

Diana Lopez (DL): I feel that connecting a new librarian of color with a mentor of color would be a great step in retention. Also, supporting professional development that is geared toward librarians of color would be tremendously helpful (such as the Joint Council of Librarians of Color, National Conference of African American Librarians, and REFORMA: The National Association to Promote Library and Information Services to Latinos and the Spanish-Speaking). I think that it’s crucial for managers to understand that they need to support their librarian of color differently than they would a white librarian, especially if the system they work for and the committees the person will be serving on are predominantly white. Check in with the librarian. It is very isolating to be the only person of color in a room of white people—especially when you are new. I suggest that white librarians seek out materials on whiteness and really commit themselves to the fact that there are going to be challenges. They need to be prepared for difficult conversations and to recognize that there is a lot to learn. Mistakes will happen but be honest about them. Own up to them, discuss, and apologize. Don’t get caught up in your white fragility and your own feelings. White managers who have never supervised a person of color, especially in a professional role, really do need to be educated.

How critical is the development of your role in signaling the importance of EDISJ initiatives in public libraries? What is the role of informal or grassroots organizing in supporting this work?

AS: Critical. Defining a formal role for equity initiatives sends an important signal to your community, which helps build trust. It also ensures there is infrastructure and accountability for deep community engagement and better outcomes—for the long haul. It’s crucial to invest in this work for the long term. Systems change and equity can’t happen through short-term positions or programs. Libraries that invest—like Marin, Seattle, Multnomah, Hennepin County, and Madison—are seeing a difference.

OA: My role has been critical in calling to light the specific reasons
why EDISJ initiatives in public libraries are profoundly important. I can completely dedicate my time and energy into EDISJ and EDISJ alone. This allows me to generate rich data about EDISJ-specific concerns, which allows DPL to more holistically examine gaps and areas for improvement. This leads to initiatives that are more fully formed, which hopefully leads to greater success upon implementation of EDISJ initiatives.

How have you been able to use your position to amplify the voices of diverse staff or to advocate for staffing that is reflective of your community? Describe one success or accomplishment you’ve had in this position.

JM: When I began in this position, I knew it was important to take time to gain some back-ground understanding of the experiences and perspectives of staff members, so I began a listening tour themed Histories and
Hope. I did not want to walk into a newly formed position and start doing “stuff” that was not meaningful. To date, I’ve conducted about sixty confidential listening sessions. There is a real benefit to practicing listening. Staff members are asked a series of questions about their past experiences within the organization as it relates to EDISJ and then asked what they hope for the future. I anticipated that themes would arise out of those sessions and they have. It is my goal to elevate and advocate for the concerns and hopes that staff members have expressed during our sessions.

RLT: As a team, the three of us are an example of success in recruiting diverse staff. Together, we represent historically marginalized groups within the library field with the following identities: Latina, black, white, LGBTQ+, and people with disabilities. We prioritize the same diversity in our daily work reflecting the diversity within our local communities in everything we do from hiring to program vendors to volunteers. Since starting in 2017, we’ve made diverse hiring a priority in every decision we make, MCFL has hired former youth technology interns (called WebStars) into permanent library jobs and has hired library assistants from the local community. Our West Marin and South Novato branches are prioritizing bilingual and bicultural staff, also hiring from the local community, and the county has a diversity hiring toolkit and a policy that we must ensure diverse panels for every interview (every interview panel must include gender and racial diversity).

EQUITY IN ACTION: TIPS from MARIN COUNTY FREE LIBRARY

Looking to mobilize your library and begin organizing and supporting equity, diversity, inclusion, and social justice (EDISJ)? Try these tips from Marin County (CA) Free Library:

• Make it a formal goal to close the opportunity gaps and reduce disparities.
• Recognize your equity champions and formalize that role even without a new hire or job classification. If you are a supervisor, make it a part of the work plan for staff with the skills, passion, and background for this work.
• Start from where you are. Formalizing equity in job roles and work plans is vital to “walking the talk” when it comes to institutional change, but you don’t have to wait. If you are passionate about this work, start from where you are, build deep relationships with impacted communities, and grow your institutional approach from the ground up.
• If you are a librarian who is passionate about racial equity and social justice: do the work, form the partnerships, demonstrate the value, and “organize up” to show your administration the value of embedding equity in your work, especially with youth and families. Use the GARE Libraries Issue Brief on Advancing Equity to make your case.
• Also, it doesn’t have to take new money; you can reallocate and rearrange to invest. Once you make reducing educational disparities your goal, it becomes clear where you need to prioritize your time and your resources.

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