Diversity, Equity, Inclusion, and Accessibility (DEIA) Task Force

Description

The Diversity, Equity, Inclusion, and Accessibility (DEIA) Task Force consists of representation from a broad range of Library committees and units integral to efforts to support and advance diversity and inclusion within the Library in the context of our surrounding community. A joint task force proposed by the chairs of the Diversity Committee and Organizational Development and Training Advisory Committee with other stakeholders would also include individual employees with experience leading or contributing to DEIA efforts or related fields such as human rights, advocacy, and social justice, social work, organization change, etc. Due to the task force’s size, we consider appointing a coordinator to help with logistics such as scheduling meetings, tracking action items, and helping the task force chair(s).

Charge

The Diversity, Equity, Inclusion, and Accessibility Task Force, in concert with the Dean of Libraries and University Librarian, has the following responsibilities:

  • Develop specific goals and objectives that support an established DEIA vision,
  • Identify activities and opportunities to further diversity, equity, inclusion, and accessibility work within the Library while keeping in mind the context of the broader community,
  • Review and recommend practices or processes to help the Library remove barriers to DEIA,
  • Serve as an advisory body to the planned Associate Director of DEIA position (depending on timing, see the section below on duration of the task force for more details).

Duration of Task Force & relationship to planned Associate Director of DEIA position

As this is a task force, we envision its work is finished within a two-year timeframe.  If the Library hires an Associate Director of DEIA before the task force completes its work, we recommend that the Associate Director join the task force. As the task force concludes, the task force should advise on creating an advisory committee in consultation with the Associate Director and the Dean of Libraries and University Librarian.

Specific goals & timeline

Year 1
  • Develop and implement a communication plan for obtaining input as broadly as possible from Library employees about DEIA needs and suggestions (such as via listening sessions, survey, etc.) and updating Library employees of the DEIA tasks force’s progress (a website is recommended).
  • Identify a method(s) to measure the impact of the Task Force’s work with improving DEIA in the Library.
  • Review past efforts, especially the ClimateQUAL Implementation Team Final Report, to identify any pertinent information and recommendations that may be useful to pursue.
  • Summarize the specific needs, challenges, and opportunities for improving DEIA within the Library
  • Identify, vet, and make a recommendation to Library leadership for a consultant who specializes in DEIA work to provide training, facilitation, and consultation to the Library on its specific needs, challenges, and opportunities for improving DEIA[1].
  • Draft a DEIA vision statement, which includes our Library’s definition of ‘diversity, ‘equity,’ ‘inclusion,’ and ‘accessibility’ to support the development of a shared language and understanding across the organization.
  • Provide a one-year report of progress and next steps.
Year 2
  • Follow through on recommendations and actions resulting from the one-year report of progress and next steps.
  • Propose methods to raise awareness that every individual in the Library is responsible for creating a respectful, civil, and inclusive environment.
  • Develop a process for existing Library committees (and efforts within Library units) to better coordinate and share information and events that support DEIA.
  • Review and recommend practices and processes that help the Library improve DEIA efforts (for example, how processes relating to hiring, onboarding, performance management, and career development can be updated or changed to better support DEIA in the Library).
  • Develop a two-year final report of the task force’s activities and future recommendations, which can be used to sustain the progress of DEIA in the Library by informing the work of the planned Associate Director of DEIA.

Expectations for task force members are that each would:

  • Share information w committees and/or units they represent (see above section)
  • Provide input based on their experiences and expertise relating to DEIA work
  • Attend meetings and possibly volunteer to handle tasks for the task force between meetings
  • Contribute actively to the task force’s work in meeting its goals

In addition to the above, the Chair(s) would be responsible for

  • Organizing and facilitating meetings (or delegate to an appointed coordinator as needed)
  • Liaising with any consultants engaged via the Task Force as part of this process
  • Presenting information to the Library, if applicable
  • Briefing the planned Associate Director of DEIA on the background and progress of the DEIA Task Force to get them up to speed and ready to join the Task Force

 

Disclosure

Because topics of race, power, and privilege can become emotionally charged, it is essential to begin by creating a safe and healthy environment for dialog and learning. The specific intent for bringing a consultant who specializes in DEIA work into the Library is to leverage their professional expertise in helping us create this environment and help employees work through the discomfort that accompanies recognizing and combatting internal bias, unlearning stereotypes, and changing attitudes and behavior without defensiveness—which is critical to creating a more inclusive and welcoming organizational climate.  In addition to this primary facilitation and training role, the consultant may provide insight into other needs, challenges, or opportunities for improving DEIA at the Library.

Members

  • Victor Jones, Co-Chair(Jan 2021 - No End Of Term Date Available)
  • Joe Lenkart, Co-Chair(Jan 2021 - No End Of Term Date Available)
  • George Gottschalk(Jan 2021 - No End Of Term Date Available)
  • Heather Murphy(Jan 2021 - No End Of Term Date Available)
  • Jen-Chien Yu(Jan 2021 - No End Of Term Date Available)
  • DoMonique Arnold(Jan 2021 - No End Of Term Date Available)
  • Erik Chapman(Jan 2021 - No End Of Term Date Available)
  • Zoe Revell(Jan 2021 - No End Of Term Date Available)
  • Elisabeth Paulus(Jan 2021 - No End Of Term Date Available)
  • Norris Purdy(Jan 2021 - No End Of Term Date Available)
  • Chris Prom(Jan 2021 - No End Of Term Date Available)
  • JJ Pionke(Jan 2021 - No End Of Term Date Available)

Additional Committee Information

Current Member Bios

Previous Members

  • Sylvia Figueroa Ortiz(May 2021 - May 2022)
  • Francisco Juarez(Jan 2021 - May 2021)
  • Lauren Phegley(Jan 2021 - May 2022)
  • Jake MacGregor(ex officio - Ex Officio, Jan 2021 - Aug 2022)
  • Jessica Ballard, Co-Chair(Jan 2021 - Aug 2021)

Meeting Details

Time commitment will be determined by the task force members but will minimally include monthly meetings.