Office of the Dean The Pennsylvania State University 814-865-0401 University Libraries and 510 Paterno Library Fax: 814-865-3665 Scholarly Communications University Park, PA 16802-1812
A Framework for Fostering Diversity at Penn State:
2004-09
The University Libraries:
Assessment of Progress
Prepared by:
Diversity Committee, University Libraries
Dean of University Libraries and Scholarly Communications
December 15, 2006
Table of Contents
Introduction …...... 1
Description of the University Libraries as an Academic Unit ………………………………. 2
Challenge 1: Developing a Shared and Inclusive Understanding of Diversity ……………… 3
Challenge 2: Creating a Welcoming Campus Climate ……………………………………… 7
Challenge 3: Recruiting and Retaining a Diverse Student Body ……………………………. 11
Challenge 4: Recruiting and Retaining a Diverse Workforce ………………………………. 14
Challenge 5: Developing a Curriculum that Fosters Intercultural and International Competence ………………………………………………………………………………….. 18
Challenge 6: Diversifying University Leadership and Management ……………………….. 20
Challenge 7: Coordinating Organizational Change to Support Our Diversity Goals ……….. 23
LIST OF APPENDICES
Appendix 1: University Libraries’ Demographic Profile ………………………..………….. 26
Appendix 2: University Libraries’ Organizational Chart …………………………………… 38
Appendix 3: List of Diversity-Related Programs and Exhibitions Presented, Sponsored, and Co-Sponsored by the University Libraries ……………………………………………… 39
Appendix 4: Libraries’ Outreach at Commonwealth Campus Locations …………………… 51
Appendix 5: Course-Related Library Instruction Supporting General Education Requirement for Intercultural and International Competence ……………………………….. 53
Appendix 6: Collections Codes Identifying Diversity Collections …………………………. 54
Appendix 7: Bibliography of Diversity-Related Research and Publications by University Libraries and Scholarly Communications Personnel …………………………….. 55
i Introduction
The University Libraries have had a strong diversity focus for over fifteen years. The Libraries have used two Diversity Consultants from the Association of Research Libraries, Kriza Jennings (1992-1996) and DeEtta Jones (1996-1999), to advise on the earlier stages of a diversity program for the Libraries. The first internal climate survey was conducted in 1995 by researchers from Penn State’s Department of Psychology and the Center for Applied Behavioral Sciences. Subsequently, we have worked with the Office of Educational Equity and have conducted new climate surveys every five to six years. Thus, the University Libraries’ diversity efforts reflect a mature program and consequently show modest progress in any given year, given the historical efforts over the last fifteen years that current efforts build upon.
The University Libraries have focused in particular on the following three goals:
• Respecting individual contributions to the academic environment • Providing equitable access for all to information resources • Fostering diversity in the workplace and the campus environment
The University Libraries aspire to address these challenges, which are consistent with the University’s Framework for Diversity. Many activities reported in this update are continuations of previous work where we have already made significant efforts and which have been reported in earlier Framework updates. This midpoint update for 2004-2009 outlines the progress of the University Libraries in achieving our goals and commitment for enhancing diversity at Penn State in these three focus areas.
Appendix One summarizes statistically our hiring demographics for 1999-2006.
Page 1 University Libraries’ Diversity Framework Update – December 2006 Description of the University Libraries as an Academic Unit
Prior to June 30, 2005, the University Libraries had a complex organizational structure in which all but the Dickinson School of Law and Hershey Medical Center/College of Medicine libraries reported to the Dean of University Libraries, but portions of the budget remained with the campus deans. The Law Library and the Medical Library were autonomous and reported to those deans. Penn College was not a part of the University Libraries due to its legal status. Earlier critiques of Libraries’ updates on progress relating to the Framework to Foster Diversity at Penn State criticized the Libraries for lack of clarity on reporting structures and campus library diversity activities.
With the latest University reorganization, effective July 1, 2005, the University Libraries have been reconfigured so that all Libraries’ staff, budgets, and programming now report directly to the Dean of University Libraries. (See Appendix Two) The previously autonomous law and medical libraries are also now part of the University Libraries. And, in December 2005, the Penn State Press began to report to the Dean, whose title was changed to “Dean of University Libraries and Scholarly Communications” to reflect this change and the growing focus on online scholarly publishing and networked distribution of research.
The University Libraries are an academic support unit to Penn State faculty, staff, and students and to academic programs of the colleges. It is comprised of 37 libraries at 24 locations. The Libraries support instructional and research goals of University faculty, staff, and students as well as the citizens of Pennsylvania through its collections (paper and virtual). In addition to collections the Libraries provide outreach and service to all of its patrons, including those affiliated with the World Campus, through on-site and on-line (virtual) reference assistance, instruction, and access services activities such as course reserves and interlibrary loan. This current update thus reflects diversity activities and progress at all 37 libraries at Penn State’s 24 campus locations.
Page 2 University Libraries’ Diversity Framework Update – December 2006 Challenge 1: Developing a Shared and Inclusive Understanding of Diversity
Unit Definition of Diversity
The University Libraries continue to employ two complementary definitions of diversity; one developed internally by the Libraries in 1995 and one adopted from the University in 1998. These are in the 98/03 Framework as follows:
University Libraries’ definition of diversity for all locations:
The University Libraries provide The Pennsylvania State University communities with equitable access to all of its information resources and services. This access is guaranteed without regard to race, ethnicity, language, age, religion or spiritual beliefs, health, gender, sexual orientation, physical capabilities, or geographic origin. The University Libraries are committed to providing equal access to employment and opportunity for advancement without regard to personal characteristics not related to ability, performance or qualifications as determined by University policy or by state and federal authorities.
From the 1998 Framework:
“One of the most succinct statements about the University’s diversity objectives is contained in a presentation by Provost John Brighton to the University Board of Trustees in 1993. Under the topic “What Do We Mean By Diversity,” Provost Brighton provided several descriptors:
• Reasonable representation from different minority groups • Representation from different countries and cultures • Reasonable balance of gender • Diversity in curriculum content • Climate supportive of different minority groups and cultures
This conception of diversity provides a viable foundation for official efforts to describe the University’s diversity objectives . . . .”
Distribution of Information to Students about the University’s Diversity Initiatives
The University Libraries employ approximately 400 student employees. To the fullest possible extent, student employees are encouraged to become members of the Diversity Committee. Student employees are also invited to participate in the new employee orientation. This program provides an introduction to the University Libraries’ shared vision of diversity from members of the Diversity Committee and department heads. Additionally, diversity programming is offered to all employees, including student employees. The newly revised Guide to the Libraries,
Page 3 University Libraries’ Diversity Framework Update – December 2006 available at service points in all Libraries’ locations, provides a representative portrayal of the diversity present among student constituencies at all Penn State locations.
Distribution of Information to Faculty and Staff about the University’s Diversity Initiatives
Communication of events, initiatives, and Diversity Committee information is made through:
• The University Libraries’ Diversity Web page on the Libraries’ Web site. • The Libraries’ diversity brochure published nearly two years ago, that is being revised to include the most contemporary information on diversity. • Employee orientations scheduled for each new employee within the first three months of employment with Penn State. • Specialized programming addressing diversity issues offered on a regular basis and to all employees. • The Dean of the University Libraries and Scholarly Communications’ biannual Diversity Forums. Two sessions of the Dean’s Diversity Forum are held for all employees. The purpose of the forums is to provide updates on the progress of the University Libraries and Penn State Press pursuant to our commitment of accomplishing the goals outlined in the Framework to Foster Diversity. The forum is also broadcast over MediaSite Live and is accessible online during the forum and for 30 days afterward.
Reorganization of the Libraries to include all Commonwealth Campus libraries under one administrative structure now allows for standardization of policies, procedures, and reporting. This has opened lines of communication that were difficult under the former organizational structure.
Role and Composition of the Diversity Committee
The primary responsibility of the Diversity Committee is to advise Libraries’ administration on issues of diversity. Inherent in this role for the Diversity Committee is to explore new initiatives, make recommendations for process improvement, and recommend policy establishment or changes as they relate to diversity.
The Committee is inclusive in terms of geographic diversity with employees representing both University Park and Commonwealth Campus locations and human diversity with employees from various racial/ethnic, religious, gender, LGBT groups and including faculty, staff, part-time, and student representation. Standing appointments of a Sexual Harassment Resource Person, a member of the Universal Design Team for Web design, Human Resources (ex-officio), and Libraries’ collection development representative complete the composition of the Committee.
Page 4 University Libraries’ Diversity Framework Update – December 2006 Strategies Most Successful in Addressing a Shared and Inclusive Understanding of Diversity
• The formation of a Leadership Team, consisting of the current, past, and incoming chairs of the Diversity Committee has been effective in ensuring continuity, distribution of responsibility, and provides an avenue for new people to be mentored into leadership roles. • The new staff orientation provides an opportunity for representatives from the Diversity Committee along with senior administrators to acquaint new employees with the Libraries’ definition of and philosophy on diversity. • The Dean’s Diversity Forum is a well attended event and proves to be a successful method of raising awareness and conveying information to the large employee population of the University Libraries. Copies of the forums are available online via MediaSite Live or on compact disk (CD).
Strategies Least Successful in Addressing a Shared and Inclusive Understanding of Diversity
• The Diversity Web site suffered a period of inactivity during which regular updates should have been made. This situation has been remedied and the site is vital once again. • The Committee strives to maintain representative membership; however, retention through a one-year term of service for student and part-time employees has been difficult due to promotions, job changes, graduations, etc. The Committee is currently investigating shorter-term membership options for these employee categories. • Data collection and development of comparative reports on diversity activities, instruction, etc., occurs ad hoc rather than programmatically. The Libraries continue to search for the most appropriate way to monitor this information over time. • Inclusion of diversity in the Libraries’ discourse and inclusion of diversity in daily activities, though this is difficult to measure. The Libraries’ administration and Diversity Committee have a sense that diversity is an increasingly accepted value of the Libraries and that it is more openly a part of discussion, planning, and conversation than in the past. The Libraries will continue to work on ways to discern methods to assess success in this area.
Best Practice Strategies in Addressing a Shared and Inclusive Understanding of Diversity
• The new staff orientation program and the Dean’s Diversity Forum have proven to be best practices in distributing information to faculty and staff about the Libraries’ commitment to diversity and diversity initiatives. Both involve senior Libraries’ administrators as well as Diversity Committee members. This synergy strengthens the message regarding the value of diversity in the University Libraries.
• Standing appointments of representatives to the Diversity Committee, which include a Sexual Harassment Resource Person, a member of the Universal Design Team (UDESIGN), Human Resources (ex-officio), and Libraries’ collections representatives, are effective in informing the Committee of activities in these areas. The reverse is also true.
Page 5 University Libraries’ Diversity Framework Update – December 2006 Measures of Success in Gauging Progress Toward a Shared and Inclusive Understanding of Diversity
• Approximately forty people attended the staff orientation program during this period of assessment. • Reorganization of the Libraries to include all Commonwealth Campus libraries under one administrative structure allows for standardization of policies, procedures, and reporting. • Ongoing and regular educational opportunities on diversity and diversity contributions for all levels of faculty and staff are reported in annual evaluations.
Page 6 University Libraries’ Diversity Framework Update – December 2006 Challenge 2: Creating a Welcoming Campus Climate
Demonstrated Support for Diversity by Leadership
The University Libraries’ leadership provides ongoing resources and support to Libraries’ employees for diversity education, programming, events, initiatives, etc.
• Encourages participation in diversity education, programming, events, initiatives, etc., pursuant to professional development and annual reviews. • Administration attends and participates in diversity programming, events, etc., as their schedules permit.
They also encourage employees to serve on Libraries, University, and national committees. Examples include:
• Penn State diversity-related committees and the three President’s commissions: Commission for Women; Commission on Racial and Ethnic Diversity; and Commission on Lesbian, Gay, Bisexual and Transgender Equity. Support for Libraries’ employees to serve in a leadership role as advocates for Web accessibility. • National and international associations such as the Association of College and Research Libraries (ACRL), American Library Association (ALA), Association of Research Libraries (ARL), and International Federation of Library Associations (IFLA) • Ongoing support for our department of Library Services for People with Disabilities.
The University Libraries Identification of Climate Issues
The University Libraries conduct formal climate assessments every five to six years and are in the process of preparing and launching the next assessment in Spring 2007. Following the last climate assessment, the Dean and Diversity Committee worked with the Libraries’ representative in the Office of the Vice Provost for Educational Equity to drill down on certain issues via focus groups.
In addition to formal assessment, the Libraries’ administration and Libraries’ Human Resources promote an open door policy as a way to become aware of and respond to diversity issues both positive and negative. Two Sexual Harassment Officers are appointed every two years and their availability is made known throughout the Libraries.
The University Libraries Monitoring of Climate Issues
In addition to regular climate surveys and follow-up analysis, the Diversity Committee has asked for and received invitations to attend department meetings to discuss diversity issues. In addition to formal meetings and informal dialogue, the Committee, with Libraries’ administration, conducts activities between climate surveys (e.g., open forums, focus groups, etc.) and acts on information gathered in this way.
Page 7 University Libraries’ Diversity Framework Update – December 2006 University Libraries Response to Climate Issues
• In 2004-2005 the Libraries continued work on action items identified through analysis of focus groups conducted in 2003. • The Libraries regularly hold specific programming to both positively celebrate diversity and to educate employees about diversity issues. • Mid and upper-level management are completing a multi-year initiative where every supervisor is required to complete Mastering Supervision to better understand diversity in order to monitor and respond to issues as they arise. • The Dean’s Library Council is receptive to suggestions for overall climate improvement, policy changes, etc. Recent initiatives include agreement to explore use of 360 degree assessment of senior administration and department heads and approval for Diversity Committee visits to department meetings.
Unit-Wide Individualized Approaches Developed to Enhance Overall Climate and Individual’s Satisfaction with the Environment
The University Libraries have taken a variety of approaches toward enhancing the campus climate including but not limited to:
• Active participation in the Penn State poster program “WE ARE ….” • Revision of the Libraries’ guide to be more representative and inclusive of the diverse constituency that we serve. • Production and revision of the diversity in the University Libraries’ flyer. • Planning and scheduling of diversity programming based on need or by request. • Scheduling of social activities for employees, such as culinary diversity pot luck, ice cream socials, etc., and encouragement by supervisors for attendance. • Institution of programming that is inclusive and respectful of employees who work schedules other than 8 a.m. to 5 p.m. In addition to programming options, an ice cream social sponsored by the Diversity Committee was recently held in the evening and was a huge success, and key programs or forums can be seen on MediaSite Live. • Provision of diversity programming that is available to the entire Penn State community. • Integration of diversity into the staff interview process. • Proactive approach to workplace accessibility in facilities, Web-based resources, and instruction to Libraries’ faculty and staff on awareness of accessibility issues with regard to meetings, instruction, etc. One major improvement for hearing impaired staff was the addition of additional phone lines to take advantage of the new technology in the phone’s software for automatic dialing of the CapTel phone relay number for the hearing impaired. At the request of Libraries’ employees, CapTel phone relay numbers were put in front of the PSU phone books and information on CapTel has been included in their LDAP directory listings.
Page 8 University Libraries’ Diversity Framework Update – December 2006 Strategies Most Successful for Creating a Welcoming Campus Climate for Diversity
• The new staff orientation provides an opportunity to introduce new employees to the University Libraries’ definition, expectations, and value for diversity. The information is presented by senior Libraries’ administrators and members of the Diversity Committee. • This, with the increasing use of diversity-related questions in the interview process at the unit level, stresses the value of diversity to the University Libraries and informs both existing and prospective employees of such. • Staff orientation programs include lunches with the Dean (faculty) and Assistant/Associate Deans (everyone) to allow employees a pleasant and informal atmosphere in which to ask questions and to learn about the Libraries and the University. • Broad support for participation in diversity-related committees, commissions, training, research, and events strengthens the sense of individual involvement and commitment to creating a welcoming climate. • As part of the effort to integrate diversity into the staff interview process, Libraries’ Human Resources now monitors all staff job postings to ensure that a statement requiring demonstrated commitment to diversity is included. • As mentioned above as a method of identifying climate issues, the Libraries’ Human Resources Office has an open door policy to encourage employees to bring forth issues, both positive and negative. Human Resources held an open house in December 2006 for all Libraries’ employees in an effort to promote this open door policy and to provide information regarding their mission to build relationships with all employees and partner with the University Libraries’ community in support of its goals and programs to include fostering diversity and a welcoming climate that promotes civility and respect.
Strategies Least Successful for Creating a Welcoming Campus Climate for Diversity
Institutionalizing diversity in the interview process for staff has been difficult to implement. The Committee worked closely with Penn State’s Affirmative Action Office to develop a program to train supervisors to include diversity-related questions in staff interviews and pilot it. This was an innovative project and might have become a best practice but was delayed as other supervisory training programs were being developed. Units and/or supervisors who are aware of the program are using it informally.
The Committee proposed that representatives be given an opportunity to meet with faculty interviewees in an exit-like interview meeting. This was rejected by the Dean’s Library Council for a variety of reasons and representatives from the Committee are now invited instead to participate in the candidate meeting with the Dean’s Library Council.
Best Practice Strategies for Creating a Welcoming Campus Climate for Diversity
• The new staff orientation program has become a best practice for both distributing information about diversity and for creating a welcoming climate to foster diversity. • Regular climate assessment surveys and follow up activities through the past ten years has provided valuable information that the Libraries have used to guide practices, policies, etc., over time.
Page 9 University Libraries’ Diversity Framework Update – December 2006 • The Diversity Committee benchmarked climate studies of Penn State’s College of Education and three other institutions (University of Hawaii at Manoa, University of Massachusetts Boston, and University of Vermont) to formulate our 2007 study. • A strong, visible, and active Diversity Committee that works closely with senior Libraries’ administration, the Office of the Vice Provost for Educational Equity, and that reports directly to the Dean has been advantageous in increasing visibility for diversity and climate issues and an advocate for positive climate change.
Measures of Success for Creating a Welcoming Campus Climate for Diversity
The Libraries use direct and indirect measures to gauge progress. Direct measures include climate assessment survey data, program attendance records, collection development records, etc. Other observable measures include:
• Libraries increasingly becoming known as a University-wide resource in Web accessibility. • Diversity programming support and diversity collections. • Inclusion of diversity in workplace discourse, policy, etc.
Page 10 University Libraries’ Diversity Framework Update – December 2006 Challenge 3: Recruiting and Retaining a Diverse Student Body
As an academic support unit within Penn State, the Libraries are not actively involved in the recruitment of Penn State students. However, it interacts with students in a variety of ways that are supportive to student success and retention.
Recruiting/Retaining Undergraduate and Graduate Students From Underrepresented Groups
• The University Libraries support students through wage and work study employment opportunities. As of Fall Semester 2006, student employees comprise 76.5% of the Libraries’ wage payroll employees at University Park, with 54.6% female, and 42% minorities. • At Commonwealth Campus library locations, student employees comprise 84.7% of the wage payroll employees, with 61.7% female, and 32.7% minorities. • As of 2004, Libraries’ Human Resources began the final phase of an improved wage payroll hiring process to include monitoring applicant pools to ensure diversity whenever possible. Reports of progress are compiled quarterly.
Reducing Intergroup Disparities in Enrollment, Retention, and Graduation Rates
Both our Graduate Assistantships and our Undergraduate Bednar Internships have been awarded to students of color. Both programs are collaborative stipends for assistantships that have been shared with graduate departments and colleges, e.g., English Department; and the Bednar Internships are awarded in collaboration with academic units which grant academic credit. Both are very popular with students for the subject-based experience that students derive.
Paid undergraduate internships provided to students at University Park Libraries through the Bednar Internship Program. The number of participants for the reporting period are: 2004/2005 - 9 internships approved (6 female, 3 male) 2005/2006 - 6 internships approved (5 female, 1 unfilled) 2006/2007 - 7 internships approved (5 female, 1 male, 1 unfilled)
The Libraries offer up to nine graduate assistantships annually. The graduate assistants are then eligible to participate in the Summer Tuition Assistance Program (STAP). These opportunities support recruitment and retention of graduate students at University Park. The number of graduate assistants for the reporting period are: 2004/2005 - 9 graduate assistantships approved 2005/2006 - 7 graduate assistantships approved 2006/2007 - 8 graduate assistantships approved
The Interlibrary Loan unit implemented a feature in the Libraries’ catalog to facilitate delivery to World Campus and other remote borrowers thus eliminating a long-standing barrier to equitable access for non-traditional students.
There are significant ongoing efforts to educate and raise awareness on disability and accessibility issues and to provide accessible resources to people with disabilities. Departments
Page 11 University Libraries’ Diversity Framework Update – December 2006 and units within the Libraries, including Access Services, Information Technologies, Instructional Programs, Public Services, and the libraries at various Penn State campuses have implemented programs and practices to improve access both to the Libraries’ physical spaces and to its Internet-based collections and services. And, a recent gift to the Libraries will allow us to purchase special equipment for several service desks to facilitate communication between staff and students who are hearing impaired.
The Libraries regularly conduct diversity-related programming at all campus locations, with the goal of creating a welcoming environment to attract and retain a diverse student body and workforce. [See Appendix Three for initiatives from specific locations.]
Mechanisms for Collaboration Established by the University Libraries
Collaborative efforts in which the Libraries are involved include:
• Libraries’ Web designers redesigned Penn State top level Web templates to be fully accessible. These are now in the hands of University Relations and University Publications for final review and distribution to the Penn State Web community. • The UDESIGN Team recently completed work on a combined purchase with Information Technology Services to purchase Zoom Text, an accessibility software tool, that will be available at all Libraries’ locations and Penn State student computing labs. • The Libraries collaborate with the Lion Ambassadors of Penn State, who bring 400 groups of visitors and alumni through the Libraries each year. • Graduate Assistantships and Bednar Internships have enriched experiences of students.
Strategies Most Successful for Recruiting and Retaining a Diverse Student Body
Collaborative efforts with other units and colleges are often the most successful practices. This collaboration allows the Libraries, as a support unit, to connect directly to students in the context of their curriculum to personalize the Libraries and to help make their experience at Penn State positive.
The Libraries as a whole have been involved in assessing and implementing changes to make the Libraries more welcoming both physically (creation of space for study, group meetings, etc.), and in terms of diversity. Most Libraries’ locations produce diversity displays, hold events, etc., that visibly demonstrate a welcoming environment for diversity. (See Appendix Three for examples.)
Libraries’ faculty members actively participate in University organizations that help to retain diverse students. Examples include the Fast Start program, which mentors new minority and disadvantaged students, helping them to adjust to college life; “Be a Part From the Start,” which is part of the Fast Start Program; and the LGBT Support Network.
Page 12 University Libraries’ Diversity Framework Update – December 2006 Strategies Least Successful for Recruiting and Retaining a Diverse Student Body
Although the Libraries provide support and pertinent services to help retain students, the Libraries have limited control on student retention as this is determined by their college.
Measures of Success for Recruiting and Retaining a Diverse Student Body
The Libraries measure its success in terms of outreach efforts. [See Appendix Four for examples of efforts across all locations.]
Page 13 University Libraries’ Diversity Framework Update – December 2006 Challenge 4: Recruiting and Retaining a Diverse Workforce
Locating and Recruiting Faculty and/or Staff from Underrepresented Groups
The Libraries remain dedicated to implementing and maintaining the ideas and programs resulting from the Recruitment and Retention CQI teams that began in 1998. For faculty searches, the Libraries’ Human Resources Office periodically reviews source lists to update and modify them, as appropriate, ensuring sources that result in more diverse pools are retained and new ones added and that unsuccessful sources are removed. In addition, the use of entry-level language has been utilized in advertisements to attract a more diverse pool and ultimately provide opportunities for mentoring and retention. (More about integrating a diversity component in the interview process is discussed in the response to Challenge 6.)
The Libraries also include language in all advertisements that stresses that diversity is one of the core values in the unit and encourages those who can contribute to the community to apply. We continue to make every effort to include at least one minority applicant in all searches. We are mindful of the need and desire to attract a diverse applicant pool and seek to utilize additional external advertising sources when necessary for diversity of the pool (and for subject-specialty). To increase the likelihood of a diverse pool, we limit the use of required skills and use “preferred” for qualifications that are negotiable.
During the search process, candidates are provided with copies of literature that explains the focus on diversity, such as the Framework to Foster Diversity at Penn State, Fostering Diversity at Penn State, the Libraries’ Diversity Committee brochure, and the Libraries’ Strategic Plan. The Manager of Libraries’ Human Resources meets with the candidate to explain the definition of diversity in the Libraries, the environment, and initiatives related to diversity, as well as being available to discuss questions the candidate may have related to diversity in the unit.
Libraries’ faculty and staff frequently network with colleagues at other institutions with a shared interest. This strategy continues to provide opportunities to build shared faculty applicant pools and participation in nation-wide minority hiring programs (e.g., ALA’s Spectrum program and ARL’s Initiative to Recruit a Diverse Workforce). The number of minorities in librarianship, especially academic librarianship, remains low; so we strive to remain competitive with other libraries nation-wide to attract qualified minority candidates.
The Libraries continue to support the University’s “ONE” (Opportunity Network for Employment) program. A member of the Libraries’ Human Resources staff actively participates on the committee to help identify opportunities in which the Libraries can take advantage of the program, while providing employment opportunities to individuals with disabilities. The Office of Human Resources’ ONE Coordinator periodically attends the Dean’s Library Council meetings to discuss opportunities for supporting this program. In the past three years, we have had three successful ONE wage payroll hires in the areas of Collection Maintenance and the Music Library.
Since the last Framework report in 2003, the percentage of certain classes of minority employees has increased. The percentage of African American wage employees has increased from 10.6%
Page 14 University Libraries’ Diversity Framework Update – December 2006 to 13.2%, and the total of minority wage employees has increased overall from 24.4% to 26.1%. In staff, the numbers of Asian American and Hispanic employees have both increased from 1.5% to 1.9%. Female staff has increased from 73.2% in 2001 to 76.2% in 2006.
Although the percentage of faculty positions held by minorities has fallen from 11.3% in 2003 to the current 9.8%, the Libraries recently lost four women of color, one due to a spousal relocation. Two others were due to Libraries’ faculty accepting leadership positions in other universities, which is a sometimes inevitable result of our mentoring program, and the fourth one preferred to live in an urban area. We strive to provide leadership opportunities and with the limited number of opportunities in the library field, librarians sometimes must eventually seek these positions in other institutions. One recent campus faculty hire was filled with an African American female, making use of EOPC funds. In filling the four recent vacancies, the Libraries will strive to again fill these positions with diverse candidates and again take advantage of the EOPC funds to do so.
Improving Identification and Assessment of Credentials for Purposes of Hiring and Promotion
As discussed more thoroughly in the first question of this challenge, faculty search committee chairs are required to attend the Affirmative Action Office’s search committee training. Search committees are charged by the associate and assistant deans to include diversity considerations in the search and interview process. Faculty search committee members are provided copies of these materials during the charge meeting and encouraged to also attend or at least view the materials and video available on the Affirmative Action Web site, plus the Libraries’ focus on having a diverse applicant pool is stressed. During this meeting, a member of the Libraries’ Human Resources staff joins the Dean, Associate or Assistant Dean to offer informal training on the recruiting process and how to increase the diversity of the pool. In the past year, the use of a comprehensive search committee binder has been implemented, providing training materials and samples (such as candidate qualification comparison grids) for use by the committees to ensure fair and equitable interviewing and selection, as well as providing a guide for the evaluation and comparison of credentials of applicants.
For staff positions, managers are encouraged to attend OHR’s new Hire Power program, and we are investigating making this a mandatory requirement for employees who serve on any staff search committees.
Retaining and Promoting the Success of Faculty and Staff from Underrepresented Groups
The Libraries continue to utilize a mentoring program between senior and junior faculty and funds department heads, assistant deans, and associate deans to attend Human Resources’ management training programs. All supervisors are required to complete “Mastering Supervision” and new administrators also attend the “Leadership Academy.” All Libraries’ faculty receive faculty travel funds to support their professional development.
Succession planning/mentoring in response to anticipated future retirements in the Libraries’ administration has resulted in the Libraries funding promising middle managers to attend programs aimed at developing the next generation of national leaders in librarianship. This includes the Senior Fellows Program at UCLA, the Harvard Institute, and the Frye Institute. The
Page 15 University Libraries’ Diversity Framework Update – December 2006 University Libraries will be one of six host sites for 22 promising librarians over the next two years as part of the Association of Research Libraries’ Research Library Leadership Fellows (RLLF) Program, along with Harvard, Toronto, Minnesota, UC Berkeley, and North Carolina State University.
The Libraries take the “development” portion of the SRDP seriously and a diversity component has been and continues to be a required part of the annual Staff Review and Development Plan and faculty annual performance reviews. In addition, the Libraries strongly support offering release time and funds, as appropriate, so that faculty and staff may attend diversity program offerings and professional development opportunities.
In the last three years, the Libraries have brought in diversity-related programs into the unit so that employees may more easily attend the training sessions. Included in recent offerings are “Diversity in Health,” “Wisdom of the Ages: Applying Generational Concepts at Work,” “Meeting on Common Ground,” “Diversity and the Attitude Virus: Curing Negativity in the Workplace,” and the “Negotiating through Differences Series” of “Interest-Based Negotiations,” “Persuasion and Influence,” and “The Art of Verbal Self-Defense.” In addition to bringing the programs to the Libraries to enable more employees to attend, the administration and leaders encourage supervisors to make every attempt to offer release time for employees to attend these programs, as appropriate.
Since the last Framework was completed, the Libraries have implemented a mandatory New Hire Orientation for full-time staff. This orientation includes overviews on the organization’s structure, mission, and provides an opportunity to discuss the focus on diversity initiatives. New staff are provided materials on diversity, including upcoming diversity offerings on campus. Specifically, new employees are urged to attend HRDC’s “Understanding and Valuing Diversity” program.
Strategies Most Successful for Recruiting and Retaining a Diverse Workforce
One strategy that has been successful in the recruitment process is referring self-identified members of minority groups to appropriate campus groups and group members in order for them to gain a thorough understanding of life on a majority campus. As the libraries field is a national one, it can be difficult to attract candidates to this area. Providing these referrals provides a realistic picture of the diversity and life on this campus, helping to improve retention.
The Libraries continuously support faculty and staff who have leadership aspirations, both by encouraging individuals to take advantage of opportunities outside the Libraries, such as University committees and initiatives, and by providing leadership opportunities within the Libraries. Examples of this are more thoroughly discussed in Challenge 6, in question 4.
With the incorporation of 109 campus positions into the University Libraries, as part of the University reorganization of the Libraries, all campus positions were reviewed for salary equity. Also, with the addition of the Penn State Press reporting administratively to the University Libraries, all positions at the Press were reviewed for salary equity.
Page 16 University Libraries’ Diversity Framework Update – December 2006 Best Practice Strategies for Recruiting and Retaining a Diverse Workforce
Best practices include our faculty mentoring program and supporting faculty and staff travel requests, which provide employees an opportunity to develop and diversify their skills and knowledge. The Libraries’ Human Resources staff and supervisors also continuously review positions to identify changes and increases in responsibilities so that positions may be reviewed, as appropriate.
Measures of Success in Recruiting and Retaining a Diverse Workforce
Unfortunately, the numbers and percentages of minority employees in our unit dropped over the last year. This was due largely in part to the Commonwealth Campus reorganization of July 2005, at which point all employees in the campus libraries came under the Libraries’ administrative area. Many of our campuses are in smaller, more secluded areas and have limited diversity. On the positive side, having all of these areas officially under the Libraries will allow us to obtain more accurate statistical data on the make-up of our workforce, a task which has proven difficult in the past due to the separation of the campus libraries under the respective campus administrative areas. Institutionalizing diversity in the interview process for staff has been difficult to implement. (See Challenge 2, Least Successful Strategies)
Page 17 University Libraries’ Diversity Framework Update – December 2006 Challenge 5: Developing a Curriculum that Fosters Intercultural and International Competence
Contributing to a Curriculum that Supports the Diversity Goals of the University
The Libraries support the curriculum through the Libraries’ collections as well as through a program of extensive course-related, subject-specific, and general information literacy instruction in every college and at every campus location. A number of these sessions support courses identified by the University as fulfilling the General Education requirement for Intercultural and International Competence. [See Appendix Five for a sampling.]
The primary responsibility of the Libraries is to support the curriculum and research at Penn State. In doing so the Libraries continue to designate funds specifically for the purchase of diversity materials. [See Appendix Six] These funds are used in the selection of materials that support the University’s curriculum vis-à-vis diversity content. This selection is in addition to the acquisition of diversity-related materials already undertaken by all selectors at the University Libraries.
The Libraries have created a Diversity Collection Group to coordinate selection of materials that support the University curriculum vis-à-vis diversity content. A collections representative is appointed to the committee by the Dean.
The Department for Instructional Programs with the Diversity Committee is working on plans to offer training in instructional methodology to help Libraries’ instructors better integrate diversity into their teaching and curriculum. This training will occur in 2007.
The Instructional Programs Department tracks instruction, in general, and instruction with a diversity component, in particular. [See Appendix Five]
Strategies Most Successful and Best Practices in Developing a Curriculum that Fosters Intercultural and International Competence
• Annual budget commitment for diversity-related materials. • Development of collection development policy statements to target collection spending in areas that support the University’s and Libraries’ missions.
Strategies Least Successful in Developing a Curriculum that Fosters Intercultural and International Competence
Use of diversity codes when ordering is still inconsistent across the University Libraries. Even after efforts to present this information to selectors, the codes are not effectively used. Many items are received via vendor profiles by subject areas. These items do not receive diversity codes and are not counted directly with materials that support diversity. Better ways to track expenditures need to be developed.
Page 18 University Libraries’ Diversity Framework Update – December 2006 At present, instructors at University Park record detailed data on instruction but this is not monitored at the same level of detail as locations other than University Park. The recent reorganization of the University Libraries, which brings the campus libraries into the same administrative realm as University Park libraries, is an opportunity to standardize practices and reporting mechanisms. Data has been collected inconsistently on course-related library instruction supporting general education requirements for intercultural and international competence.
Measures of Success in Developing a Curriculum that Fosters Intercultural and International Competence
In 2004, the Collections Subcommittee reviewed and recommended revisions to the diversity codes. These included the addition of codes to promote a more inclusive perspective on diversity and to reflect the University’s expanded curricular coverage. A presentation was made to all selectors to increase awareness of the revised diversity codes and promote their accurate use. The Libraries continue to investigate new methods for tracking and assessing the acquisition of diversity-related materials.
Reports are generated at the end of each fiscal year indicating the expenditures by fund for each library location at University Park and the Commonwealth Campuses for which a diversity code or codes were specified by the selector.
Libraries’ faculty and staff have researched, published, and presented a number of books, book chapters, journal articles, and conference presentations that have advanced the University’s diversity agenda. Research topics have included racial and ethnic minorities; minority religions; gay, lesbian and bisexual topics; ADA and gender studies. [See Appendix Seven]
Page 19 University Libraries’ Diversity Framework Update – December 2006 Challenge 6: Diversifying University Leadership and Management
Unit Leader Involvement in Diversity Efforts
Unit leaders in the Libraries are encouraged to be supportive of diversity training by urging staff to attend diversity-related training and by providing release time when possible and appropriate. In addition to encouraging their own staff, our librarians are active in diversity programs themselves, and often are the impetus behind many of the programs brought into the Libraries, such as this year’s “Women in IT” discussion. The Libraries’ Colloquium Committee sponsored Dr. Joan Korenman, professor emeritus at the University of Maryland and founder of the Center for Women and Information Technology, and opened her presentation to the University community. Endowment funds are also frequently used to enable us to bring in speakers such as author Lorene Carey. The Libraries also hold Banned Book Week events, including readings from banned books, many of which involve diversity issues such as race and sexual orientation.
Unit leaders are also very proactive in networking with colleagues at other institutions and actively seeking candidates to expand the diversity of our candidate pools. Recently a member of our faculty traveled to Bangladesh to visit the Khulna University Library, following which we then hosted two librarians from Bangladesh, from the Khulna University and Darul Ihsan University, for a week.
Since the last Framework update, most of our executives, administrators, and department heads at University Park have participated in Academic Leadership Forums.
Our unit leaders are also actively involved with the ACRL (Association of College Research Libraries)/Harvard Leadership Institute, both participating in the program and nominating others to attend. One of our librarians is also the President of the American Library Association’s RUSA (Reference and User Services Associations). These and similar positions allow librarians the chance to network with colleagues, diversify their own experiences and skills, and expand the diversity of our candidate pools.
A number of Libraries’ faculty and staff have participated in the Commission for Women Mentoring Committee as mentors, including the Associate Dean for University Park Libraries and the Head of Public Relations and Marketing. Two untenured female Libraries’ faculty members were mentees last year. The Dean was a guest speaker to this group at its annual luncheon last year.
Administrative and Executive Level Diversity Profile
Many leadership positions in the Libraries are held by women. Three of five administrative positions in the Libraries are held by women. Of the 54 leadership positions held in 2006, females hold 29 positions and males hold 25.
• Dean, Associate Dean for University Park Libraries, and Assistant Dean for Technical and Collections Services are female.
Page 20 University Libraries’ Diversity Framework Update – December 2006 • Heads of the following departments are female: Access Services, University College Libraries, Human Resources (woman of color), Information Technologies, Business Office, Digitization and Preservation, Public Services, Scholarly Communication Services, Instructional Programs, Cataloging and Metadata Services, Public Relations and Marketing, and Instructional Programs. • Nine Commonwealth Campus head librarian positions, and five subject library/unit heads are female.
Creating Diverse Applicant Pools and Search Committees for Administrative Searches
In the Libraries, all faculty searches are handled in the same manner. Please see Challenge 4 for a more complete description of the search process. One particularly important part of administrative searches, however, due to the more limited pool, is networking with colleagues in the field. Search chairs work with search committees to encourage them to actively seek candidates to expand the diversity of the pool. Similarly, we are expanding efforts to utilize minority faculty members to make use of contacts they may have, as well.
Identifying Potential Administrators from Underrepresented Groups in Staff and Faculty
Nancy Eaton, Dean of University Libraries and Scholarly Communications, has been and continues to be a member of the Association of Research Libraries’ Minority Partnership. Lisa German, Assistant Dean for Technical and Collections Services, is also involved in ARL’s Research Library Leadership Fellows Program and recently attended institutes offered by the program. The first institute in the program had an international focus along with a focus on librarians as faculty and what that means to a library and a library director. It was held at the University of Illinois. The second institute was titled “Complexity, Community and Collaboration” and was held at the University of Washington. The third institute had a strong space, IT, and challenges of an urban university component and was held at Columbia in New York.
The Libraries continue to utilize a mentoring program between senior and junior faculty and fund department heads, assistant deans, and associate deans to attend Human Resources’ management training programs. New supervisors are required to attend “Mastering Supervision” and new administrators also attend the “Leadership Academy.”
The Libraries’ administration and other leadership continue to be supportive of other opportunities for employees to be involved and gain leadership experience. Examples of these efforts include encouraging department heads and supervisors to nominate employees who demonstrate leadership qualities, as well as those who do not normally receive such opportunities, for Libraries-wide and University-wide committees, as appropriate. The Libraries are also supportive of employee participation in other University and national organizations, and provides these opportunities to employees when possible. Members of the Libraries’ faculty and staff participate in such groups as The Commission for Women; The Commission on Racial/Ethnic Diversity; The Commission on Lesbian, Gay, Bisexual and Transgender Equity; The Lesbian, Gay, Bisexual, Transgender Equity Support Network; and the American
Page 21 University Libraries’ Diversity Framework Update – December 2006 Association of University Women (AAUW), a national organization committed to equity for women in education.
Best Practice Strategies for Diversifying University Leadership and Management
Realistically, in order to create opportunities for diversifying our workforce, there must be turnover. Prior to the current Framework there was significant turnover, which has since slowed down. Thus, one of the best practices for recruiting in the Libraries is to increase the number of entry-level opportunities we offer. In the libraries field, where there are statistically few minorities and the numbers are higher at entry-level, we are able to be more inclusive in our advertising when we include entry-level language in the position descriptions. This practice then allows us to use another best practice, our faculty mentoring program, to mentor and offer opportunities to new faculty. We are also careful in our recruiting efforts to target urban areas and public libraries, both of which tend to have more minority librarians. This year we were successful in using the Provost’s Opportunity Funds to cost-share a new position and hire an African American faculty member in the Philadelphia area.
Strategies Least Successful for Diversifying University Leadership and Management
The strategy that has been least successful is targeting minority-specific publications for advertising positions. It has been our experience that all job seekers, regardless of ethnicity, tend to look to field-specific publications. Our practice of continuously monitoring the effectiveness of our advertising resources allows us to remove the sites that are unsuccessful in order to use those resources in more effective advertising sites.
Measures of Success in Diversifying University Leadership and Management
Prior to this year, our data limited us because we were unable to obtain reliable and consistent data from the campuses. Due to last year’s reorganization, all campus Libraries’ employees are officially now part of the University Libraries’ administrative area. With this change, we are looking forward to provide more accurate information and statistics in the future.
Although unfortunate for our organization, the positions taken by librarians who have left our unit is a testament to the promotion and support of leadership in the Libraries. Of the recent faculty departures, those who left for reasons other than spousal location accepted significant promotions with other universities. These positions include the Director for Library Research and Instructional Services at Virginia Tech and Head of Access Services at SUNY Plattsburgh.
In an effort to widen opportunities for membership on Libraries’ committees and task forces, the Libraries’ leadership has asked that department heads and supervisors nominate individuals who do not normally get an opportunity to participate, and we encourage these individuals to volunteer, as well.
Page 22 University Libraries’ Diversity Framework Update – December 2006 Challenge 7: Coordinating Organizational Change to Support Our Diversity Goals
Reflecting the Importance of Diversity for Meeting Strategic Plan Goals and Objectives
The University Libraries’ Strategic Plan targets diversity in all reporting units and offices. All programs and initiatives in collections, services, technology, and outreach advancements incorporate diversity elements as critical features measuring success.
“We Will Foster Diversity” is the fifth of five goals listed in the Strategic Plan; equal weight is given to diversity-related objectives grouped under Goal Five, and specifics are as follows:
• Create a welcoming climate that promotes civility and respect for everyone. • Advance a shared and inclusive understanding of diversity within all aspects of the Libraries’ operations and among all employees. • Recruit and retain a diverse workforce at all levels. • Contribute to the University’s programs for student recruitment and retention. • Develop services and collections that foster intercultural and international competencies. • Create and promote leadership opportunities for all Libraries’ employees.
Organizational Realignments, Systems of Accountability, Resource Mobilization and Allocation Strategies Implemented to Achieve Diversity Goals
• In 2005, Libraries’ Commonwealth Campus locations were reassigned under the Dean of the University Libraries at Penn State to form a direct line of report from all campus libraries in addition to those subject and branch libraries at University Park. • The Libraries continue to allocate time and funds to support employees in diversity training, research, and participation on Penn State committees and national associations. • The Diversity Committee was reorganized in 2005 to ensure consistency in leadership and accountability. • The Libraries are working toward Web accessibility implementations to improve access to all users and UNICODE implementation to provide online information in non-roman character sets. • Reorganization of the Libraries’ administration in 2005 strengthens systems of accountability and narrows the focus of each assistant and associate dean.
Budget and Development Approaches Implemented to Ensure Financial Stability of Diversity Priorities
Funding for diversity initiatives is ongoing but further stable sources are sought in order to maintain a consistent and high-level measure of financial support. Several endowments plus Dean’s discretionary funds are allocated to support diversity efforts.
Because of the importance of diversity in the Libraries’ strategic plan, work units within the Libraries are encouraged to support and budget for any diversity-related initiatives as a part of
Page 23 University Libraries’ Diversity Framework Update – December 2006 their overall annual budget planning. In many cases, this includes providing financial assistance and/or support for individual development opportunities as laid out in staff SRDP development plans, or participation in HRDC programs that focus on diversity issues.
Co-sponsorship by the Diversity Committee of major presentations, seminars, events, and other activities at University Park and at Commonwealth Campuses continues. In many cases this affords the Libraries a way to elevate awareness within the organization for new initiatives without a significant cost or expense.
Systems of Accountability Supporting University Diversity Goals
Pursuit of diversity-related initiatives and continued support of efforts on the part of staff and faculty to promote and identify diversity-related needs is a factor in Goal Five of the Libraries’ Strategic Plan.
• Staff and faculty in the University Libraries incorporate diversity as a key factor in performance reviews and development. Development plans that include diversity-related initiatives are strongly encouraged. • In addition, by tracking and measuring each work unit’s participation in diversity compliant courses, development programs, and activities, the unit’s performance overall is recognized in annual assessment. • The associate deans are accountable for ensuring equitable hiring, recruitment, and retention.
Partnerships Created to Advance University Diversity Goals
The University Libraries maintain successful and strategic relationships and programming alliances with the Office of the Vice Provost for Educational Equity, the Affirmative Action Office, the Office for Disability Services, and the College of Education. This provides focused support for the planning, implementation, and analysis of diversity initiatives, not only for the Diversity Committee but any independent or stand-alone initiatives fostered by internal units, supervisors, task forces, and work groups.
Co-sponsorship of events with the various Penn State Commissions, including the Commission on Racial/Ethnic Diversity (CORED) and the Commission on Lesbian, Gay, Bisexual, and Transgender Equity, provides an avenue for Libraries’ staff, faculty, and student patrons to experience University-wide directives supported by these Commissions.
A partnership with the Rock Ethics Institute similarly provides opportunities for critical topics to be addressed within a framework of seminars and speakers that promotes diversity and awareness of ethical issues at Penn State and worldwide.
Page 24 University Libraries’ Diversity Framework Update – December 2006 Best Practice Strategies for Coordinating Organizational Change
The reorganization of the Dean’s administration constitutes a best practice strategy not only because of the alignment of University Park with the Commonwealth Campuses, but because it represents a significant move toward a consistent, efficient, and equal process of accountability for the support of diversity goals. This reorganization leads to further avenues for addressing equity and efficiency, recognizes the value of all member campus libraries, and presents each reporting library with the same access to the Dean’s resources, including the Diversity Committee and other initiatives.
Strategies Least Successful for Coordinating Organizational Change
As indicated in Challenge 4, the Libraries have pursued a change in the processes surrounding the interviewing of staff and faculty within the Libraries. This reflects not only a measure of affirmative action and employment equity but a move towards a diverse and suitably representative organization structure. Unfortunately, while this is a best practice strategy, setbacks and problems with the implementation of this practice continue to provide a challenge for Libraries’ Human Resources and hiring supervisors.
Measuring Success in Coordinating Organizational Change
The Libraries measure success through dollars spent on collections, staff development, student outreach, position funding, and ongoing research and publications stemming from this investment of funds. Diversity planning is integrated into organizational strategies and processes; and units are held accountable for diversity initiatives as part of their strategic plans.
Page 25 University Libraries’ Diversity Framework Update – December 2006
Appendix One: University Libraries’ Demographic Profile
All Faculty (UP & CCL*) 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 2 2 4 1 2 3 1 4 5 1 3 4 Black/African American 0 3 3 2 4 6 1 6 7 1 6 7 Hispanic/Latino 1 0 1 1 0 1 1 0 1 1 0 1 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 28 51 79 34 62 96 39 63 102 46 63 109 Unknown 0 0 0 0 0 0 0 0 0 1 0 1 Total 31 56 87 38 68 106 42 73 115 50 72 122
*CCL data from 1999-2003 does not include Hershey, Dickinson, and Penn College. Data for 2006 does not include Penn College.
All Faculty - UP 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 1 1 0 1 1 0 3 3 0 2 2 Black/African American 0 1 1 0 2 2 0 3 3 0 1 1 Hispanic/Latino 0 0 0 0 0 0 0 0 0 0 0 0 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 12 26 38 17 33 50 19 36 55 22 34 56 Unknown 0 0 0 0 0 0 0 0 0 0 0 0 Total 12 28 40 17 36 53 19 42 61 22 37 59
Page 26 University Libraries’ Diversity Framework Update – December 2006
All Faculty - CCL* 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 2 1 1 1 1 2 1 1 2 1 1 2 Black/African American 0 2 2 2 2 4 1 3 4 1 5 6 Hispanic/Latino 1 0 1 1 0 1 1 0 1 1 0 1 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 16 25 41 17 29 46 20 27 47 24 29 53 Unknown 0 0 0 0 0 0 0 0 0 1 0 1 Total 19 28 45 21 32 53 23 31 54 28 35 63
*CCL data from 1999-2003 does not include Hershey, Dickinson, and Penn College. Data for 2006 does not include Penn College.
Page 27 University Libraries’ Diversity Framework Update – December 2006
Executive, Administrative and Department Heads (UP & CCL*) 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 0 0 0 0 0 0 0 0 0 0 0 Black/African American 0 0 0 0 2 2 0 2 2 0 1 1 Hispanic/Latino 0 1 1 1 0 1 1 0 1 1 0 1 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 16 27 43 20 26 46 19 27 46 23 28 51 Unknown 0 0 0 0 0 0 0 0 0 1 0 1 Total 16 28 44 21 28 49 20 29 49 25 29 54
*CCL data from 1999-2003 does not include Hershey, Dickinson, and Penn College. Data for 2006 does not include Penn College.
Executive, Administrative and Department Heads - UP* 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 0 0 0 0 0 0 0 0 0 0 0 Black/African American 0 0 0 0 2 2 0 2 2 0 1 1 Hispanic/Latino 0 1 1 0 1 1 0 1 1 0 0 0 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 6 18 24 9 18 27 9 19 28 12 19 31 Unknown 0 0 0 0 0 0 0 0 0 0 0 0 Total 6 19 25 9 21 30 9 22 31 12 20 32
*Data for UP includes both faculty and staff.
Page 28 University Libraries’ Diversity Framework Update – December 2006
Executive, Administrative and Department Heads - CCL* 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 0 0 0 0 0 0 0 0 0 0 0 Black/African American 0 0 0 0 0 0 0 0 0 0 0 0 Hispanic/Latino 0 0 0 0 0 0 1 0 1 1 0 1 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 10 9 19 11 8 19 10 8 18 11 9 20 Unknown 0 0 0 0 0 0 0 0 0 1 0 0 Total 10 9 19 11 8 19 11 8 19 13 9 22
*CCL data from 1999-2003 does not include Hershey, Dickinson, and Penn College. Data for 2006 does not include Penn College.
Page 29 University Libraries’ Diversity Framework Update – December 2006
Staff (Includes Regular Standing and Fixed Term I Appointments) (UP & CCL) 1999* 2000* 2001* 2006** Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 1 2 3 1 3 4 1 3 4 1 5 6 Black/African American 3 4 7 3 5 8 4 4 8 2 4 6 Hispanic/Latino 1 3 4 1 3 4 1 3 4 3 3 6 Native American Indian 0 1 1 0 1 1 0 1 1 1 0 1 White 49 187 236 56 180 236 64 180 244 64 218 282 Unknown 0 0 0 0 0 0 0 0 0 1 0 1 Total 54 197 251 61 192 253 70 191 261 72 230 302
*CCL data for 1999-2001 includes all Commonwealth Campus and Colleges except Penn State Capital College for which no data was provided. CCL data does not include Hershey, Dickinson, and Penn College. **CCL data for 2006 does not include Penn College.
Staff (Includes Regular Standing and Fixed Term I Appointments) - UP 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 1 2 3 1 3 4 1 3 4 1 5 6 Black/African American 3 3 6 3 3 6 3 4 7 2 4 6 Hispanic/Latino 1 2 3 1 2 3 1 2 3 3 1 4 Native American Indian 0 1 1 0 1 1 0 1 1 1 0 1 White 47 151 198 58 144 202 60 139 199 56 148 204 Unknown 0 0 0 0 0 0 0 0 0 1 0 1 Total 52 159 211 63 153 216 65 149 214 64 158 222
*Two white females were hired in December 2003
Page 30 University Libraries’ Diversity Framework Update – December 2006
Staff (Includes Regular Standing and Fixed Term I Appointments) - CCL 1999* 2000* 2001* 2006** Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 0 0 0 0 0 0 0 0 0 0 0 Black/African American 0 1 1 0 2 2 1 1 2 0 0 0 Hispanic/Latino 0 1 1 0 1 1 0 1 1 0 2 2 Native American Indian 0 0 0 0 0 0 0 0 0 0 0 0 White 2 36 38 3 34 37 6 36 42 8 70 78 Unknown 0 0 0 0 0 0 0 0 0 0 0 0 Total 2 38 40 3 37 40 7 38 45 8 72 80
*CCL data for 1999-2001 includes all Commonwealth Campus and Colleges except Penn State Capital College for which no data was provided. CCL data does not include Hershey, Dickinson, and Penn College. **CCL data for 2006 does not include Penn College.
Page 31 University Libraries’ Diversity Framework Update – December 2006
Technical Service Personnel at UP (The Library is Not Affiliated With Technical Service Personnel at CCL Locations) 1999 2001 2003 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 0 0 0 0 0 0 0 0 0 0 0 Black/African American 0 0 0 0 0 0 1 0 1 0 0 0 Hispanic/Latino 0 0 0 0 0 0 0 0 0 0 0 0 Native American Indian 0 0 0 0 0 0 1 0 1 0 0 0 White 21 0 21 22 0 22 23 1 24 26 1 27 Unknown 0 0 0 0 0 0 0 0 0 0 0 0 Total 21 0 21 22 0 22 25 1 26 26 1 27
Page 32 University Libraries’ Diversity Framework Update – December 2006
Wage Payroll - UP & CCL (Includes Students and Non-Students) 1999* 2000* 2001* 2006** Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 17 29 46 2 13 15 17 20 37 12 31 43 Black/African American 17 21 38 4 9 13 13 28 41 22 44 66 Hispanic/Latino 8 8 16 1 3 4 4 12 16 5 12 17 Native American Indian 1 0 1 0 0 0 0 0 0 0 5 5 White 132 163 295 12 42 54 78 111 189 114 147 261 Unknown 2 3 5 3 6 9 44 57 101 41 68 109 Total 177 224 401 22 73 95 156 228 384 194 307 501
*CCL data includes all Commonwealth Campus and Colleges except Penn State Capital College for which no data was provided. CCL data does not include Hershey, Dickinson, and Penn College. **CCL date includes all Commonwealth Campuses and Colleges except Penn College, New Kensington, and Fayette.
Wage Payroll - UP (Includes Students and Non-Students) 1999* 2001* 2001** 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 17 25 42 16 15 31 13 19 10 17 27 Black/African American 12 16 28 6 16 22 5 20 8 16 24 Hispanic/Latino 8 7 15 2 9 11 3 5 1 4 5 Native American Indian 1 0 1 0 0 0 0 0 0 0 2 2 White 117 135 252 72 72 144 55 61 82 98 180 Unknown 0 0 0 42 54 96 3 1 18 19 37 Total 155 183 338 138 166 304 79 106 0 119 156 275
*The wage data provided for 1999 and 2001 are approximates.
Page 33 University Libraries’ Diversity Framework Update – December 2006
Wage Payroll - CCL* (Includes Students and Non-Students) 1999* 2000* 2001* 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0 4 4 2 13 15 1 5 6 2 14 16 Black/African American 5 5 10 4 9 13 7 12 19 14 28 42 Hispanic/Latino 0 1 1 1 3 4 2 3 5 4 8 12 Native American Indian 0 0 0 0 0 0 0 0 0 0 3 3 White 15 28 43 12 42 54 6 39 45 32 49 81 Unknown 2 3 5 3 6 9 2 3 5 23 49 72 Total 22 41 63 22 73 95 18 62 80 75 151 226
*CCL data includes all Commonwealth Campus and Colleges except Penn State Capital College for which no data was provided. CCL data does not include Hershey, Dickinson, and Penn College. **CCL data includes all Commonwealth Campuses and Colleges except Penn College, New Kensington, and Fayette.
Page 34 University Libraries’ Diversity Framework Update – December 2006
Graduate Assistants and Fixed-Term II - UP 1999 2000 2001 Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 1 1 2 0 2 2 0 1 1 Black/African American 0 1 1 0 0 0 0 1 1 Hispanic/Latino 0 0 0 0 0 0 0 0 0 Native American Indian 0 0 0 0 0 0 0 0 0 White 1 3 4 1 3 4 1 4 5 Unknown 0 0 0 0 0 0 0 0 0 Total 2 5 7 1 5 6 1 6 7
Graduate Assistants - UP* 2006 Total by Male Female Ethnicity Asian American 1 1 2 Black/African American 0 0 0 Hispanic/Latino 0 0 0 Native American Indian 1 0 1 White 2 2 4 Unknown 0 0 0 Total 4 3 7
* There are no Graduate Assistants at CCL.
Page 35 University Libraries’ Diversity Framework Update – December 2006
Fixed-Term II Staff - UP 2006 Total by Male Female Ethnicity Asian American 0 0 0 Black/African American 0 0 0 Hispanic/Latino 0 0 0 Native American Indian 0 0 0 White 1 2 3 Unknown 0 0 0 Total 1 2 3
*There are no Fixed-Term II Faculty at UP.
Fixed-Term II Faculty - CCL* 2006 Total by Male Female Ethnicity Asian American 0 0 0 Black/African American 0 0 0 Hispanic/Latino 0 0 0 Native American Indian 0 0 0 White 1 2 3 Unknown 0 0 0 Total 1 2 3
*There are no Fixed-Term II Staff at CCL.
Page 36 University Libraries’ Diversity Framework Update – December 2006
Percent Totals All Faculty
1999 2000 2001 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 6.45% 3.57% 4.60% 2.86% 3.28% 3.13% 2.63% 2.94% 2.83% 2.00% 4.17% 3.28% Black/African American 0.00% 5.36% 3.45% 0.00% 6.56% 4.17% 5.26% 5.88% 5.66% 2.00% 8.33% 5.74% Hispanic/Latino 3.23% 0.00% 1.15% 2.86% 0.00% 1.04% 2.63% 0.00% 0.94% 2.00% 0.00% 0.82% Native American Indian 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% White 90.32% 91.07% 90.80% 94.29% 90.16% 91.67% 89.47% 91.18% 90.57% 92.00% 87.50% 89.34% Unknown 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.00% 0.00% 0.82% Total 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% Total by Gender 35.63% 64.37% 100.00% 36.46% 63.54% 100.00% 35.85% 64.15% 100.00% 40.98% 59.02% 100.00%
Percent Totals Executive, Administrative and Department Heads
1999 2000 2001 2006 Total by Total by Total by Total by Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Male Female Ethnicity Asian American 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% Black/African American 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 6.90% 4.08% 0.00% 3.45% 1.85% Hispanic/Latino 0.00% 3.57% 2.27% 0.00% 3.33% 2.04% 0.00% 3.45% 2.04% 4.00% 0.00% 1.85% Native American Indian 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% White 100.00% 96.43% 97.73% 100.00% 96.67% 97.96% 100.00% 89.66% 93.88% 92.00% 96.55% 94.45% Unknown 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.00% 0.00% 1.85% Total 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% 100.00% Total by Gender 36.36% 63.64% 100.00% 38.78% 61.22% 100.00% 40.82% 59.18% 100.00% 46.30% 53.70% 100.00%
Page 37 University Libraries’ Diversity Framework Update – December 2006 Appendix Two: University Libraries’ Organization Chart
Page 38 University Libraries’ Diversity Framework Update – December 2006 Appendix Three: List of Diversity-Related Programs and Exhibitions Presented, Sponsored, and Co-Sponsored by the University Libraries
Abington:
• Lecture and jazz performance by James McBride, the second author selected for the One Book One Philadelphia program. Mr. McBride gave a lecture to students in several English classes that were assigned his book, The Color of Water. Faculty, administrators, and staff also attended. The lecture was followed by a book signing and performance on the campus grounds by Mr. McBride’s jazz band in conjunction with a Rock the Vote effort provided by student affairs. (September 29, 2004) • Lecture and book signing by Lorene Cary, an author whose book was selected by the mayor to be read by all Philadelphians for the city’s inaugural One Book One Philadelphia program. Lorene met with classes from the Abington and Delaware County campuses, who read her book The Price of a Child, along with a separate session for the general campus and surrounding community. (October 9, 2003) • Facilitated acquiring Ms. Cary to be the keynote speaker for the Undergraduate English Conference and the Abington College commencement speaker for Spring 2006. (2004) • Organized a group of library volunteers for the Celebration of Black Writing, an annual conference that presents workshops and panels with emerging and established writers and artists of the African diaspora. (Oct. – Feb. 2005)
Altoona:
In November 2004, Robert E. Eiche Library partnered with the Office of Institutional Equity and Diversity on a display for African American History at the library.
Beaver:
In April 2004, the Penn State Beaver Library received the Community Recognition Award from the Women’s shelter of Beaver County. Every two years, they recognize individuals and organizations in Beaver County who “have gone above and beyond to show their continued support of domestic and sexual violence victims and their children.”
Berks:
Diversity-themed displays are offered throughout the year. Included:
• University Libraries traveling EOPC exhibit • Hispanic Heritage • Native American Heritage • Martin Luther King • Black History Month • Honors Students Trip to Thailand
Page 39 University Libraries’ Diversity Framework Update – December 2006 • Women’s History Month • Asian American Heritage Month
Be A Part from the Start: Economically disadvantaged students were provided a library orientation on August 27, 2004 (Billie Walker and Nancy Dewald)
Library Week Reception: Invited Adult Learners and Be A Part from the Start students for a reception in the Cyber Cafe on April 13, 2005 (all library staff)
“Math on the Web” Workshop as part of “Careers with Math Options” Day for 7th grade girls, Berks Campus, May 10, 2005 (Nancy Dewald & Barb Lessig)
Delaware County:
During the past year had book displays of recent acquisitions in conjunction with Black History Month, Asian Americans, Hispanic Americans, Women’s History, Gays and Lesbians. As part of the Vairo 25th birthday programming, we had a program that focused on local history. It included a film clip on Blacks in Philadelphia and Delaware Valley history, a book exhibit accompanied that program as well. Another Vairo 25th birthday program devoted specifically to diversity is planned for next spring.
DuBois:
Penn State DuBois with Student Affairs has held three annual Library Open House Fiesta with 1750 attendees as a dual function programs, introducing students and faculty to the library and as a cultural diversity events focusing on the Mexican culture. Teaching faculty members also incorporates the Library Fiesta into class assignments related to cultural diversity.
Erie:
This year’s Black History Month display featured books by Black authors. The subject of the Women’s History Month exhibit “Women in War” and included large photographs of women- built, World War II era airplanes from a portfolio owned by a former “Rosie the Riveter.” We were also able to purchase a reproduction of the famous “We Can Do It” war-time poster thanks to a gift from the Commission for Women.
Display of book covers enhanced the display for National American Indian and Alaskan Native Heritage Month.
The library staff also maintain display of new book jackets that is intended to especially highlight and promote those books related to diversity topics.
Page 40 University Libraries’ Diversity Framework Update – December 2006 Fayette:
Library diversity displays:
January Martin Luther King Jr. February Black History Month March Women’s History Month September/October National Hispanic Heritage Month November Native American History Month December Holiday Customs Around the World
(When we do the displays, we always highlight books, videos, DVD’s and other information we own relating to the specific display for a particular month – We also have prepared bibliographies for some of the displays.)
Charles H. Wall/ Latin America Collection - We also have a permanent display in the library on art and artifacts by indigenous Panamanian peoples. The display also includes books and movies on Panama and other Latin American countries.
Cultural Resources Book Display - Books and dvds purchased by the campus Diversity Committee and displayed in the library. We’ve given them shadowed temp. catalog records so they can be circulated to the campus
Women’s Day on Campus - Each year the campus hosts this program which has many attendees from the local and surrounding communities. The reference librarian has served on this committee for several years. For some of the Women’s Day programs, we have prepared a bibliography of appropriate library holdings to include in the packets that are given out at the program. The day usually consists of a keynote speaker along with several workshop opportunities.
Fayette Film Festival - Head Librarian is host of a film festival each semester. For Fall 2005 the theme was Celluloid Indians: Native Americans and Film. Admission is free and all (campus and community) are invited. Some English faculty use the festival as assignments for their students to write movie reviews. This fall, attendance was over 130 for four movies, Black Robe, The Searchers, Incident at Oglala, and Smoke Signals.
Faculty Colloquium - Earlier this November we had a special colloquium, hosted in the library, by our campus History professor discussing his collection of Native American art and artifacts which are displayed in the library throughout the month.
Bibliographies:
Finding Native American History Information at the Penn State Fayette Library Finding Diversity and Multicultural Information at the Penn State Fayette Library Finding Native-American History Information at the Penn State Fayette Library
Page 41 University Libraries’ Diversity Framework Update – December 2006 Harrisburg:
Displays:
2005 – “Freedom wasn’t free” Exhibit of materials from the Alabama Civil Rights collection donated by Prof. Jack Rabin
2004-2006 - ongoing, changing displays of materials from the Penn State Harrisburg Holocaust and Genocide Studies collection
2006 - Photos from the Alabama Civil Right Collection and materials from the collection on Civil Rights, especially on the Selma marches
2004-2006 - special exhibits for Black History Month and for Women’s History Month
2006 - exhibit promoting the “Let’s Talk About It: Jewish Literature” program held over the fall 2006 semester
Events:
2006 – “Let’s Talk About It: Jewish Literature” -- book discussion series on Jewish literature funded by a grant from ALA and NextBook (5 sessions, have held 3 so far; approx. 90 participants so far)
2006 - Sculptor David Ascalon will be giving a talk on Nov. 9 on Holocaust memorials. We have a display in the library of photographs of his work.
2006 - (December) - a reception is planned to emphasize the Alice Marshall Women’s History Collection for use on campus
Other:
2006 - Documentary movie shown to campus as part of Kristallnacht remembrance (April 25, 20 in attendance).
Hazelton:
Display of new books and videos for Black History Month. Collaborated with Student Affairs in promoting the Martin Luther King essay contest. Displayed related items that students would find useful along with the application forms.
Worked with our campus liaison to the Commission for Women for a display on notable women. Last year, focused on women in politics and had a lecture by Molly Wertheimer, local communications instructor who has written on First Ladies.
As part of the Campus Community Day, we had a display and lecture on Japanese anime.
Page 42 University Libraries’ Diversity Framework Update – December 2006
Hershey:
Several displays related to diverse populations have been placed in the library display cases this year: (organized by Franceen Wilson)
February 2005 “Black History Month” display materials provided by SNMA (Student National Medical Association)
November 2005 “Minorities in Medicine” display materials provided by SNMA
A bulletin board display was done in October 2005 on “Information on Central America” - presented by the “Spanish Culture Club”
Mont Alto:
Exhibits:
February 2005 Ralph Brock: First African American Forester March 2005 Women’s History April 2005 Women and Minority Poets
Diversity Activities and Exhibits: [Submitted by Catherine Grigor, for Libraries Public Relations and Marketing Office January 2004 through December 2006]
Exhibits in The Candace and Patrick E. Malloy III Diversity Studies Room, 109 Pattee Library October 6 to December 30, 2006 “Honoring Recently Promoted and Tenured Penn State Faculty,” an exhibit of favorite books selected by recently tenured and promoted faculty at Penn State.
September 1 to October 1, 2006 Banned Books 101, Education and Behavioral Sciences Library and the Pennsylvania Center for the Book, Steven Herb, [email protected] Also book readings throughout that week.
June 1 to August 31, 2006 Penn State Women in Science and Technology, Nancy Henry, Life Sciences and Earth and Mineral Sciences Libraries.
March 25 to May 23, 2006 Omega Psi Phi, Penn State’s oldest African American fraternity, celebrating its 85th anniversary. Historical memorabilia from members and from the University Archives.
Page 43 University Libraries’ Diversity Framework Update – December 2006 January 30 to March 25, 2006 Penn State Thon: a Look at the Penn State IFC/Panhellenic Dance Marathon, plus airing of the Thon dvd.
November 7, 2005 to January 3, 2006 “Honoring Recently Promoted and Tenured Penn State Faculty,” an exhibit of favorite books selected by recently tenured and promoted faculty at Penn State.
August 29 to October 31, 2005 “Diversity and Our University. We Are All Penn State” organized by Denise Hinds-Zaami, Penn State Diversity Advocate, 865-5321 [email protected] To coincide with first campus-wide conference—Zero Tolerance. Included a presentation in Foster Auditorium by Penn State actors demonstrating actions of intolerance.
June 3 to August 21, 2005 Celebrating One Hundred-Fifty Years: Postcards of State College and Penn State University, from Penn State University Archives, Jackie Esposito, [email protected]
June 3 to August 21, 2005 ‘Herstory,’ To Be Black and Female: Visions and Re-Visions of Twentieth Century African American Women’s Literature, by Chaunda McDavis, Ph.D. candidate in English at Penn State.
March 28 to May 25, 2005 Focus on Jazz, by Pete Kiefer, historical through contemporary photos and memorabilia of jazz greats.
January 10 to March 11, 2005 Endangered Peoples: Struggling to Survive in a Global World is an exhibit that looks at the loss of the world’s cultural and biological diversity, organized by the Social Sciences Library— Helen Sheehy, [email protected] and others.
PLUS
“Changing the Joke/Slipping the Yoke: Humor in African American Fiction,” by Ph.D. Candidate Pia Deas, examines humor in African American fiction during the twentieth century. Through stories that make people laugh, writers such as Zora Neale Huston, are able to highlight and resist oppression while affirming the beauty and dignity of African American culture.
November 10, 2004 to January 7, 2005 Honoring Recently Promoted and Tenured Penn State Faculty, an exhibit of favorite books selected by recently tenured and promoted faculty at Penn State.
August 30 to October 29, 2004 “Asia in the Era of Globalization, (CAEG)” Jade Atwill, [email protected]
Page 44 University Libraries’ Diversity Framework Update – December 2006 March 19 to August 20, 2004 The Poetic World of Robert Lima, by Bob Lima, [email protected] (Bob is originally from Cuba)
January 12 to March 15, 2004 Brown vs Board of Education, 50 Years, selections by Courtney L. Young, social sciences librarian ([email protected])
And
Literacy, Achievement, and African American Children’s Literature by Melvette L. Melvin, [email protected]
Display used in lobby of Pattee Library for Martin Luther King Day and Black History Month has been viewed by a large and diverse audience at University Park. The display has been requested for use by the Athletics Dept., the Hintz Alumni Center, and has been e-mailed as an attachment to various other areas requesting it during the course of its two-year existence.
November 3, 2003 to January 5, 2004 One Nation, Many Voices: Perspectives on the Constitution, Then and Now, Social Sciences Library, organized by Helen Sheehy, [email protected] Social sciences constitutional exhibit.
Main Exhibit Area Pattee Library September 5 to October 31, 2006 Multi-sensory Art Exhibit—Art beyond Sight—Unlimited Vision, a Barrier-Free Tactile Art exhibit for the sight impaired. Ann Snowman and Susan Hayya, Library Services for Persons with Disabilities. Included presentations on two occasions, plus a CNET documentary of the exhibit and participants and the lectures to air five occasions on local television station 98.
March 10 to August 11, 2006 History of Women at Penn State—Photos provided by the University Archives for the book, We Are A Strong, Articulate Voice: A History of Women at Penn State, published by the Penn State University Press.
January 16 to March 10, 2006 Celebrating Martin Luther King Jr. and Black History Month, posters by Penn State graphic design students—Lanny Sommese’s graphic design class—for this annual design contest.
November 7, 2005 to January 3, 2006 Libraries Read Poster Project, by Maria Ruth, Gateway Library
August 29 to October 31, 2005 “Robert Joyce Collection: Portraits in Activism,” from Historical Collections and Labor Archives, sponsored by the University Libraries and the Libraries Diversity Committee, under direction of Jim Quigel.
Page 45 University Libraries’ Diversity Framework Update – December 2006 June 3 to August 26, 2005 Poetry in Public Places posters, Pennsylvania Center for the Book annual poster project.
January 10 to March 11, 2005 Celebrating Martin Luther King Jr. and Black History Month, posters by Penn State graphic design students Lanny Sommese, [email protected], 865-1203
August 30 to December 30, 2004 Paying Dues: Labor and Diversity in Black and White, from Historical Collections and Labor Archives by James Quigel, [email protected]
January 12 to March 1, 2004 Call to Conscience, Celebrating Martin Luther King Jr. and Black History Month, student posters from graphic design class of Lanny Sommese, [email protected], 865-1203
November 3, 2003 to January 5, 2004 History Brought to Life: a Gallery of Ways We Embrace the Constitution Every Day by John Beale, photojournalist, Pittsburgh Post Gazette
Arts and Humanities Library: Diversity programs co-sponsored with the English Department in Foster Auditorium:
African American Read-In Chain 2/2/2004, 100 attendees
African American Voices 11/10/2004, 100 attendees
Reading by poet Robin Becker (annual Kelly lecture) 9/16/2005, 150 attendees
Reading by Jayne Cortez 11/1/2005, 100 attendees
American Women Writers Workshop: Mary Pat Brady, 2/16/2004, 50 attendees ? 2/14/2005, 50 attendees Shirley Samuels, 4/17/2006, 50 attendees
Black Literature Symposium 3/15/2004, 120 attendees
Page 46 University Libraries’ Diversity Framework Update – December 2006 Earth and Mineral Sciences Library:
Bulletin Boards/Displays:
2004 February 2 – 13 Black History Month March 1 – 12 Women in Science (for Women in History Month) May 3 – 14 Asian Americans in Science (for Asian American Month) September 1 – 17 Hispanics in Science (for Hispanic Heritage Month) October 4 – 15 Disability Awareness Month
2005 February 1 – 11 Black History Month February 28 – March 11 Women in Science (for Women in History Month) May 1 – 15 Asian Americans in Science October 3 – 14 Hispanics in Science (for Hispanic Heritage Month)
2006 February 6 – 17 Black History Month March 24 – 31 Women in Science (for Women in History Month)
Video/Film Series:
April 21, 2004 Women of Steel [Women’s issues] - 3 attendees October 12, 2005 Riches from the Earth [Native American issues] February 9, 2005 World of Difference - Cross-Cultural Communication - 5 attendees February 23, 2005 Americano as Apple Pie [Hispanic American issues] - 3 attendees April 6, 2005 A Matter of Respect [Native American issues]
May 2006 Haitian Heritage Month Children’s case: Haitian Tales
Wilkes Barre:
January – “Martin Luther King, Jr.” – includes bulletin board display plus books by and about MLK, also a reading list for patrons of additional books in the PSU system on Martin Luther King, Jr.
February – “Black History Month” - display featured materials both print and non-print which highlighted important people and events in African American history and culture. The library also previewed films which chronicled the early history of Blacks in America and up to and including memorable events in the twentieth century including the Niagara Movement and the framer of its manifesto, W. E. B. DuBois.
Page 47 University Libraries’ Diversity Framework Update – December 2006 March – “Women’s History Month” – display of materials including bulletin board plus books which recognized and honored the role American women have played and continue to play in changing our culture, history and politics as world leaders, writers, scientists, educators, artists, historians, concerned and involved citizens. The library’s film series, “Women Who Changed America” highlights the lives of 6 women who overcame personal hardships and gender bias for their beliefs. The five part film series begins with Sojourner Truth who became a powerful force for the rights of women and the abolition of slavery, and ends with Justice Sandra Day O'Connor’s thoughts on her career and the status of women in the U.S. today.
April – “National Library Week” - display of materials including bulletin board plus books which highlighted most recent additions to collection. Library also sponsored a contest challenging patrons to identify images depicting the many and varied subject areas encompassed in the library collection. Prizes were awarded to those with the most correct answers.
- “FDR: A presidency revealed” – special display in conjunction with the History Channel programming commemorating the 60th anniversary of the death of FDR. Display featured books on FDR and his presidency, original World War II memorabilia, and a photo exhibit of events during his terms of office including the Depression, the New Deal Projects and World War II to name a few. A video of FDR’s famous speeches was also shown.
May – “Asian/Pacific American Heritage Month” - display of materials including bulletin board plus books which highlight the contributions Asian/Pacific Americans have made and continue to make to American politics, art, history, culture and science. Video series highlighting these accomplishments was also shown throughout the month.
July – August - display of materials including bulletin board plus books which highlighted recent additions to the library’s collection in many diverse areas of interest.
September – “Constitution Day” - display of materials including bulletin board plus books dealing with the American Constitution. Display also featured the names of the original signers of the Constitution organized by state.
- “9/11 display” – in observance of the 4th anniversary of the terrorist attacks on the World Trade Centers and the Pentagon, the library displayed materials which examined the events leading up to the tragedy, the united responses to the emergency and the aftermath. Also previewed the film, “The twin towers: a history,” which documented the World Trade Center in New York from the time of its design and construction to its destruction in the terrorist attacks of September 11, 2001.
Sept 15th Oct 15th – “Hispanic American Heritage Month” - display of materials including bulletin board plus books which expand upon theme for 2005 “Hispanic Americans: Strong and Colorful Threads in the American Fabric.” Display also included a suggested reading list of notable Hispanic authors. Video series highlighting Hispanic culture and influence in the U.S. was shown throughout the month.
Page 48 University Libraries’ Diversity Framework Update – December 2006 Sept 24th Oct 1st – “Banned Books Week” – library display featured books from the Nesbitt Library collection that appeared on the banned or challenged book list as well as a list of the “100 Most Frequently Challenged Books.”
October – “National Diversity Employment Awareness Month” – library display features photos that illustrate the achievements and ongoing struggles of disabled Americans. A selection of print materials are also on display which deal with ADA compliance and guidelines, changing negative attitudes towards the disabled, and how the disabled are portrayed in the media.
The Libraries have continued to support accessibility to people with disabilities. Examples include:
• Media and Technology Support Services (Media Tech) classroom support personnel have provided specialized support for hearing and visually impaired students, including travel to a Commonwealth Campus location in response to a student accommodation request. • The mission of The Penn State University Library Services for Persons with Disabilities (LSPD) is to provide services to meet the needs of disabled student, staff, and faculty in support of the academic mission of the University. Basic support is provided in the assistive technology lab located at 23, West Pattee. When that unit began keeping statistics in 2002 they were serving 10 students, they now serve more than 100 students annually. • Through the support of the Berchtold Libraries Endowment for Students with and Studies of Learning Disabilities, managed by Access Services, LSPD was able to match funds in 2006 with a facilities improvement grant from the University Access Committee, to install an automatic, wheelchair accessible door. • The Libraries’ video collection is now more accessible to people who are hearing impaired through an amplified powered induction neckloop purchased with Berchtold Endowment funds. This device will enable our patrons, who wear hearing aids with T coils, to listen to the videos that they watch. The neckloop is available from the Music and Media Center’s service desk. To further enhance the use of collections by the hearing impaired LSPD made a special request to selectors to consider purchasing the captioned version of video materials that are selected for inclusion. • Berchtold endowment funds have been earmarked to support an annual subscription to The Complete Directory for People with Disabilities: Products, Resources, Books, Services; it is made available to LSPD for reference and referral. Superseded volumes are shared with our Worthington-Scranton campus library. • Outreach activities by the Libraries’ Office for Persons with Disabilities have recently included arts programming. In 2006, our program, “Unlimited Vision: A Barrier-Free, Tactile Art Exhibition,” featured a multi-sensory experience for a visually impaired audience; made available through grants from the Equal Opportunity Planning Committee for diversity initiatives at Penn State and a matching grant from the Pennsylvania Humanities Council. The program resulted in the coordinator being trained in audio description for performance, a skill that will serve to expand services. This program included a speaker’s series devoted to art appreciation for the visually impaired. The centerpiece, around which the program was built, is a publication of Art Education for the Blind entitled “Art History Through Touch And Sound” purchased with the
Page 49 University Libraries’ Diversity Framework Update – December 2006 Berchtold endowment for the Libraries’ collection; itself a tactile representation of art masterpieces for educating the visually impaired in art history. • In 2005 LSPD hosted a reading of Dancing with Cecil the poetry chapbook written by the clients of Inglis House of Philadelphia dedicated to working “with people with physical disabilities to create and provide practical solutions so they may pursue their life goals.” • In 2004, to celebrate National Disability Employment Awareness Month and White Cane Safety Day. LSPD co-sponsored, with the local chapter of the National Federation of the Blind, a showing of the film “Farther than the Eye Can See,” about the first blind man to climb Mt. Everest. The film was made available in two showings to library employees and also to University Park faculty and staff. • Adjunct to the Libraries Open House program presented each fall, LSPD hosts a special Open House for people with disabilities which exposes them to the services the Libraries has to offer.
Page 50 University Libraries’ Diversity Framework Update – December 2006 Appendix Four: Libraries’ Outreach at Commonwealth Campus Locations
Abington:
Abington Multicultural Committee, MLK Day of Service. Paula Smith, Team leader for group of students and faculty to volunteer at a women’s shelter (2004).
Organized two volunteer programs: YWCA and Spiral Q. Team leader for the YWCA volunteer group which consisted of students, faculty and staff. (2005)
Berks:
Works with the IT department each year to provide equipment for students with special needs. Set up a special study room with equipment for the sight impaired.
Erie:
At Penn State Erie, a faculty member serves as the advisor to one of the Behrend student organizations (Organization of African Students). Their mission is to introduce and promote the diverse African culture. OAS presents among other things, the Annual African Odyssey where students, faculty, staff, and members of the Erie community experience African food, culture, music, and dance.
Patience Simmonds and the Organization of African Students, have also for the past couple of years been collecting books and computers to ship to Africa. The first shipment was sent to Ghana in November 2005. The Organization held a series of fund raisers involving almost everyone on campus. Student groups (Communication clubs, the Psychology Club, OAS, and others) came together to collect money to pay for the shipment of the books and computers.
In April 2005, The Penn State Behrend Multi-Cultural Council which comprises all the student organizations at Penn State Erie, chose Patience Simmonds as The Influential Advisor for exemplary service and dedication to students.
Fayette:
Each year the campus hosts a Women’s Day on Campus program which has many attendees from the local and surrounding communities. The reference librarian has served on this committee for several years. For some of the Women’s Day programs, we have prepared a bibliography of appropriate library holdings to include in the packets that are given out at the program. The day usually consists of a keynote speaker along with several workshop opportunities.
New Kensington:
Participated in Multicultural Orientation session, September 2004.
Page 51 University Libraries’ Diversity Framework Update – December 2006
McKeesport:
Most of our diversity-related activities during the 2004-05 academic year related to our support for Teaching Africa, which is the theme for the Fall 2004 through Spring 2006 campus-wide internationalization effort. Each year the campus Internationalization Committee selects a different country/continent/culture as its theme. The theme is then integrated into the syllabi of many different courses. (Courses in: African and African American Studies (1); Business (?); Communications (1); Comparative Literature (1); English (5); French (3); Music (2); Psychology (3); Sociology (1); Theater (1).
The library supported this through the following activities:
1. Head Librarian (Kay Harvey) and the Reference Librarians, Dawn Walton, serve on the campus Internationalization Committee.
2. Developed an elaborate Web page which includes: Maps and General/Statistical Information; Online Library Resources; News and Country Profiles; Population Information; Art and Music; Literature; Aids and HIV and other Health Issues; Technology and the Internet; Economics, Business and Poverty; Government and Politics; Current Social Issues; Women’s Issues; Travel; Other online resources and guides; and Teaching Resources. Dawn Walton, Reference Librarian, designed, mounted, and helped create the information for the Web page.
3. Created an exhibit of items from Africa.
4. Purchasing numerous information resources relating to Africa in support of assignments across the curriculum.
5. Displayed flags from every African country.
6. Obtained a wide variety of information brochures, etc., from various African embassies and the United Nations and made them available to library patrons.
University Park:
The University Libraries collaborated with Student Affairs to make contact with students who transferred to Penn State from schools affected by Hurricane Katrina. Letters were sent to each transfer student offering one-on-one orientations, research support, purchase of materials critical to their area of study, etc.
Page 52 University Libraries’ Diversity Framework Update – December 2006 Appendix Five: Course-Related Library Instruction Supporting General Education Requirement for Intercultural and International Competence
Total Students: 293 | Total Hours: 15.75 | Number of Sessions 13 |
# of Students Hours Class
21 1.25 Archaeology of Jerusalem: Past and Present 22 1.25 Archaeology of the Levant 12 1 Conceptualizing Race in Latin America 10 1.5 Seminar in Contemporary Religion 14 1.5 Judaism in the Second Temple Period 3 1 LIAS for New Grad Students 15 1.25 Contemporary Significance of Confucianism 65 1.25 Introduction to Islam 11 1.25 Intensive English Communication Writing Level 4 50 1 Religions of China and Japan 20 1 Jewish Studies First Year Seminar 35 1 Latin America and the United States 15 1.5 The Berlin Wall auf Deutsch
Page 53 University Libraries’ Diversity Framework Update – December 2006 Appendix Six: Collections Codes Identifying Diversity Collections
AREAS OF COVERAGE CODE
African American AA
Age Discrimination AG
Arab American AR
Asian American AS
Disabled/Challenged AD
Gay/Lesbian/Bisexual GL
Hispanic American HA
Jewish Studies JS
Native American NA
Women’s Studies WS
General, Multicultural, or Comparative Perspectives CP
Page 54 University Libraries’ Diversity Framework Update – December 2006 Appendix Seven: Bibliography of Diversity-Related Research and Publications by University Libraries and Scholarly Communications Personnel
Papers, articles, and other research by Libraries’ faculty and staff that has advanced the University’s diversity agenda:
Atwill, Jade, “Challenges and Achievements in 21st Century, The Pennsylvania State University Libraries Services to International Students and Community.” Library Society of China, Annual Meeting. Kunming, China, July 25, 2006. (Presenter and Co-author with Lesley Moyo)
Smith, Paula M. Traveled to South Africa for 5 weeks as a participant of the World Libraries Partnership. Worked in the Mbazwana Educational Resource Center (MERC), a library specifically for educators. I worked with one other volunteer, a library student from California. Trained community library volunteers to be able to sustain and maintain the library, as well as market the library to the educators at the area schools. (July – August 2004)
Smith, Paula M. The Diverse Librarian, in Primer on Planning, Managing, and Evaluating Reference Services. Edited by E. Connor. Haworth Press, Binghamton, N.Y. (2006)
Smith, Paula M. “Building Connections with Diverse Populations.” Association of College and Research Libraries (ACRL), Minnesota, MN, 2005. (Co-Author and Panelist)
Smith, Paula M. “Have MLS, Will Travel.” American Library Association (ALA), Chicago, IL, 2005. (Author and Panelist) A presentation on my trip to South Africa
Smith, Paula M. “Volunteering in South Africa.” Gathering of African Americans in Library Service (G.O.A.L.S.), Philadelphia, PA, 2004 (Presenter)
Dell, Esther. Column “Just Thinking” regularly appearing in Innominate News on behalf of the Dean’s Council on Diversity, which also appears in the Council’s Newsletter, Fusion.
Fidishun, Dolores. “Defining Library Use: Women Patrons and Public Library Resources.” Library Trends. Summer 2007. This is part of a special issue on Gender Issues in Information Needs and Services. (Accepted)
Fidishun, Dolores. “Women and the Public Library: Using Technology, Using the Library.” Habits of Mind and Practice: Preparing Reflective Professionals: 2007 ALISE Annual Conference, Seattle, WA, January 17, 2007. (Accepted)
Gilley, J. “Information Science: Not Just for Boys Anymore.” American Libraries 37 (6): 50-51 (June/July 2006).
Gilley, J. “Writings of the Third Wave: Young Feminists in Conversation.” Reference and User Services Quarterly 44 (3): 187-198 (Spring 2005).
Page 55 University Libraries’ Diversity Framework Update – December 2006
Gilley, J. (principal author) and J. Begolly. “Great Progress, Great Divide: The Need for Evolution of the Recruitment Model for Women in Engineering” in Proceedings of the American Society for Engineering Education Annual Conference & Exposition, June 12-15, 2005. American Society for Engineering Education, Washington, DC (2005).
Gilley, J. “Women’s Studies Information-Seeking: A State of the Union Address.” Annual Conference of the National Women’s Studies Association. Paper was part of a panel put together by the candidate entitled “Locating Women’s Studies Information: Contemporary Quandaries in Providing Effective Intellectual and Physical Access to Feminist Materials.” Oakland, California, June 2006. (Author and Presenter)
Gilley, J. “Great Progress, Great Divide: The Need for Evolution of the Recruitment Model for Women in Engineering.” 2005 Annual Conference of the American Society for Engineering Education. Portland, Oregon, June 2005. (Principal Author and Presenter)
Gilley, J. Invited speaker for a panel entitled “Modes and Methods of Feminist Publishing” at the Symposium “Sisterhood, Riot Grrrl, and the Next Wave: Feminist Generations/Generating Feminisms” held at Duke University’s Sallie Bingham Center for Women’s History and Culture, Durham, North Carolina, October 2005.
Gilley, J. “Writings of the third wave: young feminists in conversation.” Reference & User Services Quarterly. 44:3 (Spring 2005) 187-198.
Gilley, J. and J. Begolly. “Great progress, great divide: the need for evolution of the recruitment model for women in engineering.” ASEE Annual Conference and Exposition, Conference Proceedings, 2005, p. 7003-7013.
Goldberg, Martin. The Kindertransport: A Story of Loss and Hope. Multicultural Review, v. 14, # 1 (Winter 2005), p. 30-37.
Goldberg, Martin. “Learning History Through Feature Films: The Holocaust.” Paper presented at the Pennsylvania Communications Association 2006 Annual Conference.
Malkmus, Doris. “Archival Appraisal for Lesbian, Gay, Bisexual, and Transgender Collecting Strategies,” International Conference for Professionals from GLBT Archives, Libraries, Museums and Special Collections Departments, May 18-21, 2006, Minneapolis, Minnesota. (co- presenter)
Walker, Billie. Daniel Alexander Payne Murray (1852-1925), Forgotten Librarian, Bibliographer, and Historian. Libraries & Culture Vol.40, Iss. 1 (Winter 2005).
Page 56 University Libraries’ Diversity Framework Update – December 2006 Penn State Press Publications with Diversity Themes:
William C. Kashatus, September Swoon: Richie Allen, The ‘64 Phillies, And Racial Integration (2004)
Craig Atwood, Community Of The Cross: Moravian Piety In Colonial Bethlehem (2004)
William A. Pencak and Daniel K. Richter, Eds., Friends And Enemies In Penn’s Woods; Colonists, Indians, And The Racial Construction Of Pennsylvania (2004)
Lou Charnon-Deutsch, The Spanish Gypsy: History Of An Obsession (2004)
Anne Winston-Allen, The Convent Chronicles: Women Writing About Women In The Late Middle Ages (2004)
Hermann Wellenreuther and Carola Wessel, Eds., The Moravian Mission Diaries Of David Zeisburger (2004)
David Weaver-Zercher, Ed., Writing The Amish: The Worlds Of John A. Hostetler (2005)
Helen Harden Chenut, The Fabric Of Gender: Working-Class Culture In Third Republic France (2005)
Rebecca Rogers, From The Salon To The Schoolroom: Educating Bourgeois Girls In Nineteenth-Century France (2005)
Karen Olson, WIVES Of Steel: Voices Of Women From The Sparrow Point Steelmaking Communities (2005)
Emma Lapsansky-Werner And Margaret Hope Bacon, Eds., Back To Africa: Benjamin Coates And The Colonization Movement In America, 1848-1880 (2005)
Carol Ann Drogus And Hannah W. Stewart-Gambino, Activist Faith: Grassroots Women In Democratic Brazil And Chile
Amy Lind, Gendered Paradoxes: Women’s Movements, State Restructuring, And Global Development In Ecuador (2005)
Lawrence E. Cahoone, Cultural Revolutions: Reason Versus Culture In Philosophy, Politics, And Jihad (2005)
Don Yoder, The Pennsylvania German Broadside; A History And Guide (2005)
Elizabeth W. Kiddy, Blacks Of The Rosary: Memory And History In Minas Gerais, Brazil (2005)
Page 57 University Libraries’ Diversity Framework Update – December 2006 William C. Kashatus, Money Pitcher: Chief Bender and The Tragedy Of Indian Assimilation (2006)
Carol Sonenklar, We Are A Strong, Articulate Voice: A History Of Women At Penn State (2006)
Lisa H. Schwartzman, Challenging Liberalism: Feminism As Political Critique (2006)
G. Reginald Daniel, Race and Multiraciality In Brazil And The United States: Converging Paths? (2006)
Claire Farago and Donna Pearce, Transforming Images: New Mexican Santos In Between Worlds (2006)
Joan Mueller, The Privilege Of Poverty: Clare Of Assissi, Agnes Of Prague, And The Struggle For A Franciscan Rule For Women (2006)
Donald B. Kraybill and James P. Hurd, Horse-And-Buggy Mennonites: Hoofbeats Of Humility In A Postmodern World (2006)
Susan E. Tallichet, Daughters Of The Mountain: Women Coal Miners In Central Appalachia (2006)
David Griffith, American Guestworkers; Mexicans And Jamaicans In The U.S. Labor Market (2006)
Page 58 University Libraries’ Diversity Framework Update – December 2006