The following section includes the recommendations submitted by the DEI Task Force to the library's Management Council in January 2021, progress made on those recommendations, and outcomes.
Goal 1: Establish a DEI Task Force as a standing committee.
Actions/Milestones:
- DEIA Committee approved by the library's Management Council.
- New charge created by the Associate Dean and approved by both the DEI Task Force and Management Council.
- Charge incorporates Accessibility.
- Membership expanded.
Outcomes: DEI Task Force will officially become the DEIA Committee starting August 1, 2021.
Goal 2: Create a DEIA Statement of Commitment.
Actions/Milestones:
- March 2021: First draft submitted to Management Council.
- April-May: Subsequent drafts and feedback between the DEI Task Force and Management Council.
- June 2021: DEIA Statement of Commitment finalized and approved by both the DEI Task Force and Management Council.
Outcomes: The library's official DEIA Statement of Commitment announced to all of the library staff by Dean Kristine Brancolini on June 21, 2021, LMU Library News on June 23, 2021, and LMU This Week on June 28, 2021. The statement is now visible in the library's physical space through digital and physical signage.
Goal 3: Designate a web page on the library's website that focuses on the library's DEIA work.
Actions/Milestones:
- DEI Task Force develop content and received feedback from the library's Web Committee.
- Early July 2021: The chair of the DEI Task Force submitted DEIA website request to the Web Committee.
- July 2021: DEIA website in the process of being created.
- August 2021: DEIA website made public and found under the library's "General Info" tab.
Outcomes: The library's DEIA website is now up and continually being updated reflecting the DEIA work being done. The website also displays the library's DEIA Statement of Commitment and reports produced by the committee.
Goals 4: Designate a physical space emphasizing our DEI commitment in a permanent way.
Actions/Milestones:
- DEI Task Force (DEIA Committee) is discussing what part of the DEIA Statement of Commitment should be on displayed as well as strategic spaces.
- Dedicating an exhibit space for rotating exhibits related to DEIA. This will be integrated in the library's strategic plan.
Outcomes: A poster featuring an excerpt from the DEIA Statement of Commitment was designed and is being displayed in both digital signage and physical signage which rotates throughout various locations within the library.
Goals 5: Include DEIA work in annual reports and reviews.
Actions/Milestones:
- July 2021: Management Council established including DEIA work as part of the reporting process.
- July 2021: Management Council established making DEIA initiatives, accomplishments, and goals as part of the librarians' annual reviews.
Outcomes: DEIA work aligns with the university's Strategic Plan's Spotlight Initiative Number 1: Learning for Justice, Inclusion, and Transformation. Part of this initiative is that starting AY 2023-24, DEIA work will be recognized as part of the faculty and staff reviews.
Goals 6: Incorporate DEIA into the strategic plan.
Actions/Milestones: Implementation will follow the university's timeline for units. The following will be included in the library's strategic plan:
- Conducting external comprehensive climate survey(s). The DEIA Committee will resume planning for the survey in Fall 2021. This survey will focus on underrepresented student groups.
- Conduct internal climate survey.
- Provide ongoing diversity training for staff.
- Incorporate DEIA in hiring, recruitment, and retention for librarians and staff. Review current hiring processes.
- Assess previous diversity initiatives.
- Establish a dedicated exhibit space for DEIA.
Outcomes: Discussion is underway as the library is working on our strategic plan to be in alignment with the university's new strategic plan. This includes incorporating DEIA into the library's hiring and retention structure and processes.
Goals 7: Pronouns in the library staff directory and patron database.
Actions/Milestones:
- Respecting individual preferences, all library staff were asked if they want their pronouns added to the directory. Those who said yes, provided their pronouns.
- Providing an option to add pronouns to the patron database for all students is not possible right now until the university's Banner system is upgraded to allow for pronouns.
- Manually adding pronouns to the patron database for student workers at the library.
- Adding pronouns for faculty and staff depends on Human Resources system.
Outcomes: Library staff directory updated showing pronouns
Goals 8: Establish an all-staff Anti-racism and Inclusivity Teams channel.
Actions/Milestones:
- Chair of the DEI Task Force sent out an introductory email to all library staff.
- Chair of the DEI Task Force reached out to the Head of Outreach and Communications to create the Teams channel.
Outcomes: Anti-Racism and Inclusivity channel added on Teams for all library staff. Introduction email sent out that same day.