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Download This PDF File A Library Conunittee on Diversity and Its Role in a Library Diversity Program Kristin H. Gerhard and Jeanne M. K. Boydston The library profession has been committed to affirmative action, yet it has been historically difficult to convert that philosophical commitment into activity. Aca­ demic libraries have paid uneven attention to affirmative action programs over time. This paper examines the historical role affirmative action programs have played in academic libraries, and the shift in focus in recent years from affirmative action to more broadly based diversity programs. It then describes the contribution a library staff may make to these programs by examining the evolution and function of Iowa State University Library's Committee on Diversity. ~ · ~~ rograms that deliberately seek years from affirmative action to more ~ ~ to increase diversity have a par- broadly based diversity programs. It I~ ~ ~~~ ticular importance for libraries then describes the contribution a group within colleges and universi­ of library staff may make to these pro­ ties. At a conference on the multicultural grams by examining the evolution and library, John F. Noonan, president of function of Iowa State University Li­ Bloomfield College in Bloomfield, New brarys Committee on Diversity. Jersey, describes libraries as "a mirror of Throughout this paper, the authors society as well as an image in front of the use the terms affinnative action, diversity, mirror."1 Some students have direct con­ and multiculturalism. Affirmative action tact with a minority professor, but women, programs seek to increase the number of racial minorities, and the disabled work­ qualified women, minority, and disabled ing in libraries have higher visibility for individuals, as well as disabled or Viet­ the general undergraduate population nam era veterans hired by an institution. than do their counterparts in classrooms. These programs have been the tradi­ In this position "in front of the mirror," tional means for achieving diversity, these librarians have a unique opportunity which the authors understand as the to serve as role models, and as a clear representation of, recognition of, and demonstration of their institution's com­ support for more than one kind of life mitment to diversity. Affirmative action experience within the university. Multi­ programs within libraries, then, may well culturalism refers to one specific aspect affect colleges and universities. of diversity: the representation of, recog­ Librarianship has been committed to nition of, and support for more than one affirmative action, yet it has been histori­ culture within the institution. cally difficult to convert that philosophi­ cal commitment into activity. This article FROM AFFIRMATIVE ACriON examines the role affirmative action pro­ TOD~RSITYPROG~S grams have played in academic libraries In 1978, Elizabeth Dickinson and Mar­ over time and the shift in focus in recent garet Myers investigated affirmative Kristin H. Gerhard is Assistant Professor and Monographic Cataloger, and Jeanne M. K. Boydston is Assistant Professor and Serials Cataloger, Iowa State University, Ames, Iowa 50011-2140. 335 336 College & Research Libraries July 1993 action and American librarianship. and services that support the library.6 When they asked survey respondents to Large budgets are not necessary for provide a prognosis for affirmative action these programs to succeed. In creating in librarianship, "answers ranged from such an effort within the library, Glavi­ cynical to relatively optimistic.... " 2 Their ano and Lam suggest that librarians evaluation of trend data gave a similarly draw on methods that have worked in ambivalent picture for the future of affir­ dealing with other library issues, includ­ mative action. They pointed to the ing networking and activism. growth of minority and women's pro­ This kind of change requires work. As fessional groups, "greater activity in the the authors note, academic libraries in area of women and ethnic studies and predominantly white institutions are the burgeoning of affirmative action lit­ part of the larger institutions they serve. erature" as indicators of raised con­ Attitudes held in the library probably sciousness regarding affirmative action.3 reflect attitudes held in the wider univer­ The authors believed these subjective sity. Staff may not feel that they are re­ gains would take time before they had sponsible for addressing racial diversity objective effect and registered as economic on campus. Glaviano and Lam conclude: gains. They concluded that affirmative changes in practice that move the pro­ action programs in libraries would grow fession toward real improvement in af­ modestly and would take time to do so. firmative action will probably originate Twelve years later, Cliff Glaviano and with underfunded individuals or small R. Errol Lam suggested that the cynics groups in local academic libraries? may have been right. They wrote that The Association of College and Re- affirmative action has not been a pri­ search Libraries (ACRL) Task Force on mary goal of the library profession since Recruitment of Underrepresented Minori­ the early 1980s, and that now is the time ties issued its final report, Recruiting the to reorient the profession. They state: Underrepresented to Academic Libraries, in [while] it is not the primary function November 1990. The opening lines of the of academic libraries to define the report's introduction highlight the need to multiethnic society or the methodolo­ refocus library efforts in this area: "Atten­ gies the university might employ to tion to the recruitment and advancement educate for the pluralistic society, the and retention of underrepresented groups libraries can be very influential in es­ in libraries is an idea whose time has tablishing and demonstrating a plu­ come--again!"8 The report notes the ralistic environment from which the waning of this kind of recruitment in the information needs of all campus cul­ 1980s and a lack of attention to retention tures might be serviced.4 or advancement. The report identifies A number of strategies are outlined three targets for change: institutional that libraries may use in promoting this commitment to change and accountabil­ environment. Ideas from the business ity, personal and institutional racism community include provision of cross­ barriers, and barriers to advancement cultural training for all company em­ and retention. It recommends sixteen ployees, with the intention of improving specific actions ACRL can take. communication and increasing sensitiv­ In response to the task force's report, ity to differences. The authors also note the ACRL Executive Committee adopted partipllar support giv.en to minority em­ a resolution on cultural diversity in li­ ployees, wherein they "are given in­ braries. The resolution states that ACRL struction in corporate values and is "committed to fostering equality and behavioral norms of the organization to promoting diversity within the library which they have been recruited.''5 profession as a whole and specifically Other ways to promote a multiethnic within academic libraries."9 The com­ society are creating displays, building mittee also voted to establish an ACRL collections in multicultural areas, and Standing Committee on Racial and Ethnic improving the diversity of library staff Diversity. The committee's charge is to: Library Committee on Diversity 337 initiate, advise and mobilize support all levels of the organization, and the for appropriate action related to issues ability to deal with funding limitations. of racial and ethnic diversity in aca­ Finally, "librarians working in this area demic librarianship including the re­ must recognize that support for diver­ cruitment, advancement and retention sity programs is not universal. ... con­ of underrepresented groups to aca­ flicting views must be acknowledged demic librarianship; and the promo­ and debated."13 A recent article by tion of quality academic library and Patrick A. Hall in American Libraries information services for members of addresses one such viewpoint. 14 racial and ethnic groups. 10 Roberto G. Trujillo and David C. Increased focus on diversity issues Weber encourage academic libraries to within ACRL is further evidenced by work proactively on cultural diversity College & Research Libraries News' recent issues. They suggest that librarians turn inauguration of a regular column called their attention ''beyond simple access for "Racial and Ethnic Diversity: Informa­ minorities to the more difficult issues of tion Exchange." participation and collaboration.''15 They In 1990, the Association of Research outline a number of actions libraries can Libraries (ARL) published a number of take, but emphasize the importance of documents dealing with affirmative ac­ maintaining a vision of an environment tion and diversity topics. They included where all individuals are valued and flyers on affirmative action policies, "where full participation and partner­ minority recruitment and retention, and ship are the norm."16 They believe that cultural diversity programs. The intro­ all academic librarians should work to ductions of these flyers summarize the move their libraries toward the realiza­ results of surveys of ARL member librar­ tion of that vision: ies' programs in these areas. We all share a responsibility to im­ The introduction to the affirmative ac­ prove those library conditions that tion flyer suggests a significant shift in today we deplore. As our profession
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