Around the world, libraries exist to facilitate equitable access to reading materials and valuable information. They function as a portal that lowers the barrier of entry to reading and learning, making it easier for everyone — regardless of their economic status, ability or cultural experiences — to access books, journals, research materials and other resources in a welcoming and inclusive environment.
However, while libraries are driven by this equitable mandate, there are still gaps when it comes to driving diversity, equity and inclusion efforts internally. Teams across North America suffer from a lack of diversity, showing a pressing need to revisit hiring and recruitment practices.
Plus, library leaders have acknowledged ongoing threats to inclusion within their work environment, including tokenism, microaggressions and a resistance to change.
In this article, we explore what needs to change in libraries in order to encourage more diversity, equity and inclusion (DEI or EDI, depending on what order you choose to list them in) within their teams — and how teams around the world are doing just that. Plus, we’re sharing some practical advice for leaders to take with them as they continue to pursue these efforts.
See also:
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Fostering diversity: Public libraries as inclusive spaces for community celebration
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Equity and access to information: Libraries have a role to play
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Library outreach: Teaching media literacy to underserved communities
The ongoing need for change
In the past decade and a half, there has been a growing push for companies and organizations to do more to ensure that employees are treated fairly and equitably regardless of race, ability, sexual orientation or gender identity. Leaders have had to take a close look at representation in their teams, pay equity and a number of other areas to:
a) acknowledge where they’ve been lacking and
b) set a clear plan for doing better.
In the last five years, these conversations became even more prevalent with the rise of Black Lives Matter and other social-justice movements, imbalanced layoffs in response to the COVID-19 pandemic and various other shifts. As businesses in the private sector navigate these changes, libraries need to be doing the same critical thinking.
Let’s take a look at team diversity in North American libraries, for instance. According to the most recent stats available, in the U.S., almost 88% of librarians are white — and in Canada that number is 89%. These workforces are far away from representing the diversity of the communities they serve.
According to research on the topic, four of the primary barriers limiting progress in this area include: the token hiring of Black, Indigenous or people of color (BIPOC) to showcase a modicum of diversity; racial microaggressions that librarians of color face on an ongoing basis; exclusionary attitudes to hiring people who look or act differently; and a robust resistance to change.
In academic libraries, meanwhile, leaders have indicated that while there is strong support for implementing anti-racism policies, they don’t feel they have the right systems in place to make that happen. From the perspective of BIPOC library staff in higher education, when change does happen in academic librarianship, it doesn’t happen fast enough.
To move forward and better serve people of diverse backgrounds, experiences and abilities, university libraries need to do more to recruit (and retain) employees that break the mold. Not doing so risks making library and information science an inaccessible career path for most individuals — and could make the space irrelevant and unapproachable to evolving and diverse communities.
Raising the bar for diversity in libraries
Here’s a look at institutions and organizations that are already doing the work of making the libraries space a more welcoming environment.
X̱wi7x̱wa Library at the University of British Columbia (UBC)
The X̱wi7x̱wa Library at UBC is the only Indigenous-focused academic library in Canada. Acting Head Librarian Kayla Lar-Son is doing important work to decolonize libraries. This includes listening to the Indigenous peoples in the community and giving them a voice in deciding what the library offers and how — as well as who provides those offerings. It also accounts for Indigenous data sovereignty, which requires careful consideration around who has the privilege to hold and access information about certain communities.
The library's website notes several key aspects that set it apart:
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a unique Indigenous classification system and subject headings (known as Indigenous Knowledge Organization)
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librarians and staff who are knowledgeable about Indigenous content
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one-of-a-kind collections that privilege Indigenous perspectives
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a unique architecture that represents an Interior Salish pit-house
OhioLINK
The Ohio Library and Information Network (OhioLINK) is Ohio’s statewide academic library consortium, serving 116 libraries at 87 institutions plus the State Library of Ohio. As part of its DEI efforts, the organization launched the OhioLINK Luminaries Program, a mentorship program that serves undergraduate college students from underrepresented communities. As part of the program, students get the opportunity to gain paid, rotational work experience in certain libraries in the network, with support from a dedicated faculty mentor.
Other libraries
Some other efforts being made to foster diversity in libraries include:
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The Lafayette College library works with other academic libraries in the region to host a week-long event that introduces students from underrepresented communities to the library sciences.
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Duke University Libraries set up a Task Force for Diversity in Recruitment that was mandated to make recommendations on how to improve hiring practices.
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Syracuse University Libraries adopted diversity and inclusion as components of its strategic plan, with Dean of Libraries David Seaman writing: "We aim to be an equitable and inclusive organization, where all staff are supported, heard and encouraged to share ideas, and where all library users feel welcome, safe and respected as they follow their own academic and creative pursuits."
Is your library implementing a strategy that we didn't feature here? Send us an email and let us know what you're doing to create a more inclusive environment. We’d love to spotlight it in our blog. Plus, learn more about how we support libraries in their various initiatives.
