Libraries Diversity Plan

Concept and Vision of Diversity

Diversity, simply stated, is variety--variety in both who we are and how we conduct our lives. Each of us is shaped by a combination of characteristics that create diversity, including, among many others, gender, race, ethnicity, socioeconomic status, age, sexual orientation, religious beliefs and physical and mental abilities. No single characteristic is adequate to describe or capture the complexity of the individual; each of us creates and conveys an identity made up of a unique set of distinguishing traits.

Diversity in the workplace is achieved daily through the valuing of personal uniqueness as we work together to achieve common goals in carrying out a shared institutional mission. A work and education environment supportive of diversity is one which benefits all who come in contact with it. It attracts and supports diverse people, challenges stereotypes, enhances interaction among individuals and promotes sensitivity toward others.

As a diverse workplace, the Libraries will feature a population that approximates demographic characteristics campus-wide for student employees, statewide for classified staff and nationally in the fields for faculty. Many opportunities will be available for individuals to learn about interpersonal relations and about each other's cultures, values and customs. Stratification, control and power will be based on position- and job-related qualifications and experience, not upon any other category of diversity. Libraries policies, procedures, values and customs will support a diverse workplace and educational environment. There will be positive, respectful interdependence among individuals and groups based upon shared policies and goals. As a major part of a diverse educational environment, the Libraries will be an intellectual and cultural center supportive of plurality in its services, materials and programs.

Introduction

The profession of librarianship has a long tradition of concern and support for diverse populations. A Library Bill of Rights was originally adopted by the American Library Association in 1948 and amended in 1961 and in 1980. It has always been a part of the University Libraries mission. Several statements from this document are pertinent to the diversity efforts of the University of Colorado Libraries, and have guided the Libraries in all subsequent mission and goal statements. Thus the Libraries have long been aware of the need for diversity and inclusion and have worked toward those ends. The Library Bill of Rights states that:

1) Books and other library resources should be provided for the interest, information and enlightenment of all people of the community the library serves. Materials should not be excluded because of the origin, background or views of those contributing to their creation.

 

2) Libraries should provide materials and information presenting all points of view on current and historical issues. Materials should not be proscribed or removed because of partisan or doctrinal disapproval.

 

3) A person's right to use a library should not be denied or abridged because of origin, age, background or views.

The mission of the University of Colorado at Boulder is to lead in the discovery, communication and use of knowledge through instruction, research and service to the public. Our mission also is to be " a national (indeed international) university with strong emphasis on research and teaching in highly diverse disciplines . . . also a regional institution serving the interest and needs of our constituents in the immediate area" (The University of Colorado: Toward the Twenty-First Century, pp. 9-10). The primary goal of the Libraries is to be central to the University community's discovery, communication and use of knowledge by providing material, information and other services to support instruction, research and scholarship and public services. A secondary part of the mission is to serve as a resource for Colorado residents in supplementing individual, business, cultural, educational, governmental or professional information requirements. The third part of the library mission is to share resources with the national and international higher education community.

Within these mission statements is imbedded an implied goal of meeting the educational needs of a diverse clientele. This is a revised and updated edition of the University of Colorado at Boulder Libraries Diversity Plan rewritten using the proscribed University format. This plan overviews the current environment and outlines goals, actions, timelines, responsibility and assessment measures to address this goal. Also included is a review of last years activities.

Goal I: Increase the diversity of administrators, faculty, staff, and students, as well as improve retention.

Objective 1.1: Recruit and hire candidates who will contribute the most to the work environment.

Action Plan 1.1.A: Expand candidate pools.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Associate Director for Administrative Services
Benchmark Info	Faculty, staff, student employee demographics (i.e. campus-wide for students, statewide for classified staff, nationally in the fields for faculty)
Milestones	Continued placement of position advertisements to attract minorities; ongoing routine requests for minority lists for each open classified position; review of job requirements to see that they do not unnecessarily eliminate anyone; recruitment of high school and CU students for work experience (through, e.g., classroom visits, talks, open houses, advertising, etc.)
Resources	Existing
Assessment & Monitoring	Review by Cabinet
Comments

 

Action Plan 1.1.B: Encourage diversity in the interviewing and hiring process.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Associate Director for Administrative Services
Benchmark Info	Data on applicant diversity
Milestones	Establishment of a policy to include a statement outlining the Libraries diversity policy in the hiring process; faculty consideration of including a staff member on each search committee; establishment of a policy to give consideration to the contributions a candidate could make in all aspects of employment (e.g., additional languages, cultural background in an area serving users of that background, experience with a special population, etc.)
Resources	Existing
Assessment & Monitoring	Review by Cabinet
Comments

 

Action Plan 1.1.C: Consider avenues for changing the classified system to better recognize qualifications other than those currently tested.

Start Date	Fall 1995
Completion Date	Fall 1996
Responsibility	Staff Association officers
Benchmark Info	Current library technician exams
Milestones	Consensus of group whether anything is feasible
Resources	Existing; Human Resources
Assessment & Monitoring	Staff Association
Comments

Action Plan 1.1.D: Investigate and set up a pilot project to ease staff job identification and application process by providing a staff-person contact for potential applicants.

Start Date	Fall 1995
Completion Date	Fall 1996
Responsibility	Staff Association officers with Associate Director for Administrative Services
Benchmark Info	Number of job applicants who come to Library
Milestones	Meeting between Associate Director for Administrative Services and Staff Association; compilation of volunteers; referral of interested applicants
Resources	Existing
Assessment & Monitoring	Cabinet
Comments

Objective 1.2: Develop and communicate library policies that promote diversity.

Action Plan 1.2.A: Create a working climate that fosters diversity for Libraries personnel.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Library Advisory Board; Faculty Personnel Committee; all staff supervisors
Benchmark Info
Milestones	Consideration by the Cabinet of policies for use of release time for continuing education and community service; use of flexible release and holiday time; short- or long-term flexible work scheduling; discussion and vote brought to the faculty by the Faculty Personnel Committee about including diversity efforts in faculty evaluations; use by supervisors of the affirmative action section on the PACE evaluation forms
Resources	Existing
Assessment & Monitoring	Cabinet
Comments

 

Action Plan 1.2.B: Create a service climate for users that fosters diversity.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Associate Directors
Benchmark Info	Current perceptions of users as revealed by user surveys
Milestones	Equipment and space decisions are made in keeping with the needs of a diverse clientele; diversity issues are considered in decision making on all levels; development of a service policy/vision statement that addresses diversity
Resources	Existing
Assessment & Monitoring	Cabinet
Comments

 

Action Plan 1.2.C: Assess the status of the Libraries Diversity Plan objectives on an annual basis.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Cabinet
Benchmark Info	1st Annual Report on Diversity Plan (May 1994 - June 1995)
Milestones	Review, revision and follow through on this document
Resources	Existing
Assessment & Monitoring	Chancellor's Diversity Committee
Comments

Goal II: Expand educational experience for all members of the campus community to deepen our understanding and respect for diversity.

Objective 2.1: Provide in-service opportunities in support of diversity.

Action Plan 2.1.A: Incorporate sensitivity education into all levels of training so staff can work with a diverse clientele.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Department heads; supervisors; Faculty/Staff Development Committee
Benchmark Info	Survey various campus groups regarding current service.
Milestones	Inclusion of guidelines for effective service to diverse groups in departmental manuals. Designation of training requirements in IPOs PACE.
Resources	Existing
Assessment & Monitoring	Associate Directors
Comments

 

Action Plan 2.1.B: Increase continuing education opportunities for all library employees.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Department heads; supervisors; Faculty/Staff Development Committee
Benchmark Info	Internal records of continuing education
Milestones	Ongoing dissemination of information regarding opportunities and resources; attendees sharing information from continuing education activities with others, e.g. informal presentation or in the ULR; creation of workshops on Libraries organization that show how the Libraries system works as an interdependent whole.
Resources	Existing
Assessment & Monitoring	Report on attendance in workshops in department annual reports.
Comments

 

Action Plan 2.1.C: Promote supervisory development

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Supervisors
Benchmark Info	Data on who and how many have attended supervisory workshops.
Milestones	Increased number of people attending workshops.
Resources	Existing
Assessment & Monitoring	Evaluation of progress in supervisory performance
Comments

 

Action Plan 2.1.D: Encourage employees to develop and advance professionally through mentorship and cross-training programs in the library system.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Faculty/Staff Development Committee
Benchmark Info	Number of people currently mentored or cross-trained.
Milestones	More consistent use of cross-training and mentoring.
Resources	Existing
Assessment & Monitoring	Annual Reports and feedback on programs.
Comments

Goal III: Improve campus climate for diversity.

Objective 3.1: Facilitate student familiarity with the Libraries.

Action Plan 3.1.A: Outreach to high school students and CU student groups to familiarize them with Libraries resources.

Start Date	August 1994
Completion Date	Ongoing
Responsibility	Undergraduate Librarian; Public Service departments
Benchmark Info	# of sessions given
Milestones	Meeting with targeted schools/groups
Resources	Existing; outreach grant for project
Assessment & Monitoring	Review by Cabinet
Comments	This plan is currently in place; high school outreach grant has been extended for current year.

Objective 3.2:Enhance workplace climate to build a diverse community.

Action Plan 3.2.A: Foster a supportive social and cultural environment.

Start Date	Immediately
Completion Date	Ongoing
Responsibility	Social Functions Committee, Public Information Librarian, all Libraries employees
Benchmark Info	# of events or articles
Milestones	Creation of more activities to bring employees together; inclusion of contract services staff in Libraries’ social activities; spotlighting of employees in University Libraries Report; solicitation of a volunteer to contribute diversity information to ULR; increased activities that promote knowledge of cultures.
Resources	Existing; request additional funds and work release time from Library Administration as needed.
Assessment & Monitoring	Keep records of events or articles, review by Cabinet
Comments

Goal IV: Develop campus and community relations within a pluralistic framework.

Objective 4.1: Expand current efforts and develop new ones to support diversity in Libraries services, collections and programs.

Action Plan 4.1.A: Enhance services in support of diversity

Start Date	Spring 1995
Completion Date	Ongoing
Responsibility	Associate Director for Administrative Services and Public Services Department Heads
Benchmark Info	Current services
Milestones	Compilation of volunteer list of faculty/staff with expertise in spoken and sign languages who can provide interpretive services; expansion of existing programs to make small group and individual help sessions available to patrons needing special assistance, e.g., the peer tutor program.
Resources	Existing
Assessment & Monitoring	Annual Reports
Comments	First milestone (language expertise list) was achieved Spring 1995

 

Action Plan 4.1.B: Enhance the diversity of the Libraries collections.

Start Date	Current
Completion Date	Ongoing
Responsibility	Collection Development Librarian; Associate Director of Public Service; Public Service Department Heads, Chinook Oversight Group
Benchmark Info	Current use and collection statistics
Milestones	In support of diversity, continuation of assessing fund disbursement; acquiring special collections and materials; using ethnic, women and small press publishers and vendors; soliciting acquisitions suggestions from faculty, staff and students internally and externally (especially electronically). Regular ongoing notification of bibliographers to consider additional purchase of lost, mutilated, or frequently recalled materials.
Resources	Existing (with Friends of Library and University Foundation for special acquisitions).
Assessment & Monitoring	Department Annual Reports; Bibliographer evaluations
Comments	New Bibliographers Manual will reflect the above.

 

Action Plan 4.1.C: Enhance the diversity of the Libraries Programs

Start Date	Fall 1995
Completion Date	Ongoing
Responsibility	Public Information Librarian
Benchmark Info	Current programs
Milestones	Development of a mechanism for promoting the diverse collections housed in the libraries; ongoing use of newly developing communications media (e.g., Libraries website), as well as traditional sources, to advertise the speakers, exhibits and other programs sponsored by the Libraries; continuation of featuring diversity in exhibits and programs.
Resources	Existing
Assessment & Monitoring	Public Information Librarian Annual Report
Comments

 

UNIVERSITY OF COLORADO AT BOULDER LIBRARIES DIVERSITY PLAN -- 28 April 1999, rev 29 September 2000.

UCB Campus Office of Diversity & Equity