No two people experience the world in the same way, or with the same tools, capabilities and resources, therefore everyone has a different understanding and unique perspective when it comes to cultural differences and how to approach social justice for all. Libraries as pillars of intellectual freedom and standards of the Bill of Rights have a moral and social obligation to uphold and fight for all citizens to have access to services or materials, and to be included and represented in collections. As America is built on a history of colonization and violence, it is imperative that we take conscious actionable steps in order to come back to a compassionate empathetic approach of diversity, equity and inclusion for all people. Libraries are one of the best places to practice the ongoing efforts of diversity, equity and inclusion (DEI).
DEI concepts were woven through every class I took at SJSU, but the following prepared me for an understanding on how to perform and create services that demonstrate my understanding of DEI. In INFO 200 my final research paper was on women seeking health information in the digital age, showing my assessment of an information community, and the variety of diverse needs and how libraries could be a bridge to the information they needed. In INFO 282 Crisis Management I created an infographic to address a social crisis, and how addressing it could potentially affect employees and patrons of an academic library. In INFO 234 I created a summary and analysis of barriers to access, and policies to improve equity and inclusion rather than limit access. In INFO 210 I demonstrated a real world diversity scenario and how to recognize personal bias and create a plan of action with DEI principles. In INFO 200 Blog 2 I discuss the importance of empathy and understanding the information needs of the community that is served by the information organization. And in INFO 287 I created an inclusive library program using technology to increase access and equity, participation for all. These examples show how I can apply or transfer these skills to future work situations and environments.
According to the American Library Association, “Diversity can be defined as the sum of the ways that people are both alike and different,” with both visible and invisible characteristics (ALA, 2017). In many ways diversity can be seen as an umbrella term. When it comes to how diversity is addressed and manifested in policy and practice in libraries, the approach usually includes: multiculturalism, inclusion and equity as subtopics addressed within a diversity policy or procedure (Wong et al., 2018, p 53-54). The American Library Association (ALA) has a detailed governance with a policy manual with B.3 focusing on Diversity to promote access and recognize the ongoing need for action (2010). Diversity efforts focus on the needs of often historically marginalized communities with inherent or acquired characteristics in the goal of lessening or ending prejudice and discrimination (Wong et al., 2018). Diversity efforts means proactively taking action to be an anti-racist and anti-ableist individual and working towards a shared humanity. This means including all races, sexual orientations, religions and abilities in programming and employment opportunities along with narratives containing diverse storylines in collections.
According to Wong et al., “Inclusion means an environment in which all individuals are treated fairly and respectfully; are valued for their distinctive skills, experiences and perspectives; have equal access to resources and opportunities; and can contribute fully to the organization's success (2018, p.54).” The ACRL list: cultural competence, globalization, and multiculturalism as practices driving policy making and achieving truly diverse work environments (ACRL, 2012). In 2022 these standards were joined into the ALA/ARL Cultural Proficiencies for Racial Equity: A Framework, which includes addressing historical inequities, self assessments, accountability, implementation within the workforce, and building cultural proficiency (ALA/ARL, 2022). By including everyone, and creating intentional actionable goals for employees and for clientele, we can create shared experiences and develop a stronger sense of collective acceptance, empathy and discovery.
Equity, as Wong et al., defines is “increasing diversity by ameliorating conditions of disadvantaged groups” (2018, p.54). This is important because the idea of “fairness” is not the same as equity. We must realize that not everyone has the same resources and we all deserve a seat at the table. This means designing programs and policies that promote equal access for all which might actually mean more services towards certain disadvantaged groups. Equity does not mean everyone receives the same thing, but rather that everyone receives the services they need in order for everyone to have access and experiences of equal value.
The American Psychological Association defines empathy as, “understanding a person from his or her frame of reference rather than one’s own, or vicariously experiencing that person’s feelings, perceptions and thoughts.” This is the understanding we as information professionals must fully embrace and that courses through all diversity, inclusion and equity programing and employment policy creation (APA, 2023). Without empathy woven into all programming, true DEI would not be possible.
Description: In INFO 200 my final research paper was on women in first world nations with access to technology seeking health information in the digital age. The assignment was to write a research paper to meet graduate writing requirements. It has the standard format of a research paper. It starts with an abstract, introduction, and then a literature review with subtitles on needs, context and controversy of women seeking health information, their behavior, weaknesses and gaps in the literature. A methodology section follows, then a discussion evaluating context and pressures along with statistical information, problems with current systems in use, and possible solutions being discussed and finally a conclusion.
Justification: Women make up over half the world population, and this paper is an excellent example of an evaluation of a group of individuals in an information environment with specific needs and information behaviors. Many women do not have access to good health information, or equitable health services or health information; or the information system has racial, economical, or gender discriminatory factors. This paper shows how knowing the needs and behaviors of this community and how to provide for them as information institutions we as information professionals can bridge the gap between users' needs and the organizations that can assist with those needs such as health institutions. This demonstrates my knowledge of how to identify needs of a specific clientele group, and how to promote services based on their needs.
Description: For 282 Crisis Management we were instructed to pick a topic that a demographic of our users might struggle with, and create a community resource infographic. As an aspiring academic librarian, I chose too look at the student population at academic college libraries and focused on the difficult topic of suicide and depression. I focused on recognizing the signs and symptoms in yourself or a loved ones, and resources to get help and know what options existed. I used national resources, as well as the SJSU Health Center and wellness center as local resources since I currently attend SJSU.
Justification: This artifact demonstrates how to raise awareness of a difficult challenging issue within the information environment. This promotes an inclusive environment for both staff and students, and gives practical resources that could be drawn upon. I chose a long format that could be printed on a large vertical poster. If I was actually going to print something like this I would also add QR codes to local onsite help resources, as the more one can make the resources easily accessible the better aid becomes. This supports the inclusion of all people within the library, and assists in health equity, as many students might not know the many free resources available to them. This also supports and encourages empathy in those that might know someone suffering from depression or wrestling with suicidal ideology. This demonstrates my knowledge of how to identify DEI needs for a work environment, and how to create a program to meet student and co-workers’ needs.
Description: For Intellectual Freedom we took ten of the ALA Library Bill of Rights interpretations, and created our own summaries of them and how they applied specifically to individual librarians working in the field. Of these, many focused on diversity, equity and inclusion: services to people with disabilities, access to library resources and services regardless of sex, gender identity, gender expression or sexual orientation, religion in American libraries, and politics in American libraries.
Justification: Knowing and upholding the ALA standards of the Library Bill of Rights as a foundation for library services is essential. By evaluating these ALA interpretations and summarizing them in the tense of a singular librarian's duty, I evaluated how important it is for all information professionals to focus on creating safe spaces that encourage diversity, include access for all, and are equitably promoted to all people. This demonstrates my understanding of the importance of supporting diversity, inclusion and equity with policies and procedures.
(Scroll down through the document to see both pieces of evidence in the same document below)
Description: In INFO 210 we read real life scenarios and how that library staff managed them, then we wrote a summary and analysis of that scenario, and our own personal beliefs, as well as personalized plans of action.
Justification: The income gap in America continues to widen, and understanding the needs of your whole community, discussing training for staff, as well as solutions like onsite social workers and onsite resources helps us all understand the diverse needs and economic disparities our community faces. Only by identifying these issues, and evaluating how past management have attempted to address them, we can make further adjustments and improvements to build strong support systems for all members of our community. This demonstrates how I must understand my own bias and beliefs and be able to support DEI actions with a foundation and plan of action.
Description: For INFO 200 we examined an information community that would have information needs, how we perceived it, what their needs were, and had me diving into the similarities and differences of this vast community.
Justification: Empathy is an important feature of working and living with philosophies of diversity, equity and inclusion for all. This blog post had me look at an information community, and I chose one that was close to my heart. I know many women who seek health information. I was the primary caregiver for both my maternal and paternal grandmothers for the last years of their lives, and I know how isolating it can feel. This was a community I was already tied to, that I already identified with, and yet the more I learned for INFO 200 the more I felt empathy and connection to all people seeking health information. That connection and empathy was key for me to know how to fight for and create future programs and services for all people. This demonstrates how I can utilize DEI principles and knowledge of a specific clientele to best serve and empower others.
(Scroll down on the artifact below to view on this page)
Description: For INFO 287 I created a library program for a public library using the technology of the TikTok app to increase participation in a library program. The goal was to create a dance movement that anyone could do, in any environment, with any physical ability, and the videos would be pulled together to display on the library home screens. This allowed for a larger community participation and collaborative final presentation.
Justification: This program demonstrates my ability to identify a way I could use technology to increase participation, and equity to the program, and include more diverse groups with technology and inclusive programing guidelines. The final product would tie a community together and create shared experiences and a cultural exchange while encouraging mental and physical health. This demonstrates my ability to pull together all I understand about DEI into one single program, that could be adapted to any group as long as they had access to a smartphone. This includes both the clientele of the library, employees of the library, and anyone around the world who wants to participate. This program acts as a way to connect with people across language and physical barriers.
With intentional DEI work organizations become stronger, more innovative and more sustainable while benefiting everyone. As someone who lives in, and has benefited from past colonization of the land I live on, it is important to recognize that we all come to the table with a set of predetermined privileges. Therefore, we must make conscious deliberate actions to create equitable opportunities, promote a diverse workplace and services, while including all people in each element of our work as information professionals. We are stronger together when we all get a voice, and we all get to participate.
ACRL. (2012). Diversity standards: Cultural competency for academic libraries. ALA. https://www.ala.org/acrl/standards/diversity
ALA/ARL. (2022, August 22). Cultural Proficiencies for Racial Equity: A Framework. American Library Association. https://www.ala.org/advocacy/sites/ala.org.advocacy/files/content/diversity/ALA%20ARL%20Cultural%20Proficiencies%20for%20Racial%20Equity%20Framework.pdf
American Library Association. (2010, August 4). B.3 Diversity. https://www.ala.org/aboutala/governance/policymanual/updatedpolicymanual/section2/3diversity
American Library Association. (2017, June 27). Equity, diversity, inclusion: An interpretation of the Library Bill of Rights. http://www.ala.org/advocacy/intfreedom/librarybill/interpretations/EDI
American Psychological Association. (2023). APA dictionary of psychology: Empathy. APA Dictionary of Psychology. https://dictionary.apa.org/empathy
Wong, P., Figueroa, M., Cardenas-Dow, M. (2018). Diversity, equity of access, and social justice. In S. Hirsh (Ed.), Information services today (2nd ed., pp. 52-68). Rowman & Littlefield.