Reading / Resource List Subgroup

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Back to Committee for Equity and Inclusion home page.

Reading Materials and Resources for Diversity, Equity, and Inclusion (DEI) Please feel free to add resources, comments, add or change categories, etc.

DEI initiatives in our community

Survey of existing Diversity, Equity, and Inclusion (DEI) committees and initiatives across the GLAM landscape

Approaching difficult conversation

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Implicit bias

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Power dynamics & “imposter syndrome”

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Equality vs. Equity

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Decolonization

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Gender Inclusion

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Inclusion (& Diversity)

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DEI in labor practices

“Measuring What Matters: Equity, Diversity, Inclusion, and Accessibility in Academic Library Strategic Plans”, May 26, 2020 https://sr.ithaka.org/blog/measuring-what-matters/ “Who is doing the heavy lifting in terms of diversity and inclusion work?” https://www.insidehighered.com/news/2019/06/04/whos-doing-heavy-lifting-terms-diversity-and-inclusion-work “Evening Things Out” - addressing faculty workload disparities by Colleen Flaherty - talks about four interventions against workload imbalances: increasing faculty awareness of implicit bias making data on work activity transparent sharing organizational practices to encourage equity providing individual professional development to help faculty members align their time and priorities How to Foster a Culture of Belonging at Work: https://qz.com/work/1545508/how-to-foster-a-culture-of-belonging-at-work/ Assess how you feel about “belonging” exercise: https://www.lizandmollie.com/assessment/ Inclusion, Diversity, and Equity Report: Members of the Association of Research Libraries, Employee Demographics and Director Perspectives https://sr.ithaka.org/wp-content/uploads/2017/08/20170830-Mellon-SR-Report-Inclusion-Diversity-Equity-ARL.pdf Jennifer Vinopal's post on In the Library w the Lead Pipe from Jan 2016: The Quest for Diversity in Library Staffing: From Awareness to Action: http://www.inthelibrarywiththeleadpipe.org/2016/quest-for-diversity/ "Critical Race Theory and the Recruitment, Retention and Promotion of a Librarian of Color" by Shaundra Walker https://kb.gcsu.edu/lib/1/ Sample job posting language to recruit diverse candidates: https://drive.google.com/file/d/1jS1RsknftHcgI2W26lgQNHZI0OY7AK5J/view?usp=sharing Collective Responsibility: Seeking Equity for Contingent Labor in Libraries, Archives, and Museums by Sandy Rodriguez, Ruth Tillman, Amy Wickner, Stacie Williams, and Emily Drabinski (White Paper) https://osf.io/m6gn2/ Strategies for Minimizing Implicit Bias in Recruitment and Retention - From ACRL’s Keeping Up WIth Implicit Bias: http://www.ala.org/acrl/publications/keeping_up_with/bias Review your library’s diversity and inclusion statement. If your library does not have one consider drafting a statement that indicates the organization’s commitment to inclusion. Create rubrics to ensure consistency when reviewing new-hire applications. Also use scripts during the interview process to minimize bias-based favoritism. Promote training that enhances cultural competency. Ensure that library displays and instructional materials reflect a commitment to inclusion. Develop formal mentorship initiatives. Mentors often become invested in their mentee's success, regardless of demographic or cultural differences. “Reproducing the Academy: Librarians and the Question of Service in the Digital Humanities,” Roxanne Shirazi, Jul. 15, 2014 The Low Morale Experience of Academic Librarians: A Phenomenological Study: https://www.tandfonline.com/doi/full/10.1080/01930826.2017.1368325 Top of Page
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