Make Some Noise –What kind of Noise are YOU making? Engaging, Embracing and Practicing Diversity

Panel MembersSophia Duran

Arglenda FridaySharon TaniPatty Wong

Elizabeth Wrenn-Estes

California Library AssociationNovember 4, 2013

Make Some Noise – What kind of Noise are YOU making?

Engaging, Embracing and Practicing Diversity

Why is Advancing Diversity Important?

Organizing: The SLIS Diversity Committee

• Foster discussion and solicit input about diversity issues.• Plan one Colloquium a year on a diversity topic.• Recommend and plan additional diversity activities for SLIS.• Welcome and mentor SLIS Spectrum scholars.• Build relationships outside of the School.

Arglenda Friday, JD, MLISInstructor

San Jose State UniversitySchool of Library and Information Science

Diversity Checklist AS An Assessment Tool

Approaches to Diversity Assessment

• Understand that diversity can manifest itself in many ways. • Gauge the degree of diversity in existing programs, activities,

collections and services, and revise them to enhance or promote inclusion

• Create a checklist or chart to evaluate diversity in library community or service area:• Identify diversity variables for your community• Assess the 'degrees' of inclusion by activity (programs, services or

collections). • Customize checklist to use characteristics that better define the

demographics of the user population

6

Creating a Diversity Checklist

• Conduct user study or review census data to determine characteristics of population of users.

• Insert findings from user study or census data into the Diversity Checklist.

• Consult with Community Gatekeepers and Representatives from target populations.

• Create or revise program, service, or diversify collection using findings from Diversity Checklist .

• Present a pilot project or program to see assess degree of diversity and inclusion.

• Evaluate success of activity.

Degrees of Inclusion

• Review existing activities for degrees of inclusion• Use a rating system or actual count in determining

the “degrees” of inclusion:• Count the actual number of titles or activities, OR calculate

as a percentage of the total number of titles in the collection or total number of programs

• Possible Rating System• Minimal• Fair• Moderate• High

Checklist - Variables•

Abilities/DisabilitiesAgeAppearanceClass/Social StatusCommunication CultureEducational StatusEmploymentEthnicityFamily Composition

Gender IdentityLanguage/DialectsMarketing/OutreachNationality/National

OriginRaceReligionSexual OrientationSpecial Populations

Example of Checklist Chart

Items/Variables

Degree of Inclusion or Diversity - PROGRAMS

Actual or %

Minimal Fair Moderate High Other/Total

LanguageAccent/Dialect

Communication StylesCultural Aspects (formal/informal)Literacy levels

Oral/Written

Vocabulary

10

Applying to Activities – ESL YOUTH

• Programs – for ESL/ELL Young Adults • Research demographics - 20% of your population • Note characteristics - languages (Chinese, Spanish)• Count number of programs per group and language - Zero

• Services• Homework Assistance - age (only for ages 5-12 years)• Assistance in other languages - English only• Computer Instruction - English only; 10th grade reading level

• Collections– Diversification by language – 2% of collection– Diversification by literacy levels - No

11

Other Criteria to Consider Cost of implementation or changes Working with Collaborators or Partners or Community

Gatekeepers in all phases Include in planning Include in implementation Include in debriefing

Using “pilot projects” or doing a trial run Importance of evaluation of the proposed changes

Feedback from all participants Using evaluation for funding/grants

Questions?

Six Most Common Diversity Opportunities Facing Public (and Other ) Libraries Today

Patty Wong, MLISCounty Librarian

Yolo County LibraryInstructor, SJSU/SLIS

1. Staff Development

• What do I do with the staff I have now?Preparation– creating a culture that embraces Inclusion– Strength based model www.strengthfinder.org– Staff engagement – Yolo County’s ONWARD!

Program– Youth development www.ydnetwork.org– Building capacity: cross mentoring, cross training,

special projects, Inclusion training

2. Human Resources: Recruitment• How do I build an organization that can recruit and reliably retain

diverse talent? (HR, management team, headhunters, library leaders, fellow directors)

• Use of language: Looking for skills and experience working with communities of color (multilingual or multicultural experience preferred)

• Who do I partner with to reach a greater depth and breadth? (ethnic affiliates, religious communities, businesses, community groups, other library recruitments)

• Inclusive recruitment plan (conferences, e-lists and social media, outreach, newspaper/radio, job hotlines)

• Internal training program for panel members• Change the criteria and the exam questions

Human Resources: Retention and Promotion

• Mentoring internally and externally• Training and opportunities• Feedback, high touch, coaching• Bilingual pay• Scholarship resources• Matching funds – tuition reimbursement• Conference support• Speaking opportunities and special projects• Committee work• Making it count - reputation

3. Creating Sustainability: Operations

• Common understanding of Inclusion amongst staff, volunteers, Friends, Library Advisory Board, governance structure, community (training, performance appraisals, all documents, website)

• Staff as County and Library Ambassadors (performance appraisals, expectations)

• Collections and programs and services that are community based and community driven (10% of the materials budget allocated to international languages and ELL; systemwide programming – Dia de los Ninos)

• Outreach and in-reach program

4. Mission and Strategic Vision

• Refreshed to be inclusive and timeless – and community centered

• Tactical Plan – Yolo County Board of Supervisors priorities – Collaborate to Maximize Success

• Changing the culture – examine Values (Library work is community work)

• Communication Plan

5. Resource and Funding Support

• How does my organization become a trusted and respected Inclusive organization with limited funding and few resources? (seek funds and support elsewhere: grants for staff and allies development, cross training, Infopeople, SJSU SLIS and other higher ed.)

• Engaged internal leadership• Like minded partners with opportunities• Creation of ONWARD! Staff Development Committee

(high level donation)• Internship creation

6. Turning Challenge Into Opportunity

• Complaints become opportunities for community engagement– Youth Library cards ages 0-5– Library card registration – gender neutral– Staffing composition – additional recruitment

channels

Every Voice Makes a Difference!

Anyone who thinks they are too small to be effective….has never been in bed with a

mosquito.

Questions?

Technology Tools for

Specialized Client Groups In Public and Other Libraries

Sophia DuranMLIS Student

San Jose State UniversitySchool of Library and Information Science

Groups

• Visually Impaired Patrons• Hearing Impaired Patrons• Learning Impaired Patrons• Mobility Impaired Patrons

Assistive Technology “Assistive Technology is a device or a computer-basedaccommodation that provides equitable access to programs and print or online resources for persons with disabilities.”

• Text-to- speech software• Screen Readers• Talking dictionaries • Reading Machines• Talking Public Access Terminals• Touch Screen Computers• Alternative keyboards• Kurzweil Products • Second Life

Tips for Assisting Specialized Client Groups

• Have 1-2 workstations with adjustable tables, chairs, and armrests. • Replace computer mouse with trackballs• Hire a staff person who knows sign language • Have pencil and paper available for patrons wanting to

communicate in writing • Subscribe to periodicals that cater to people with “disabilities”

such as Ability Magazine • Create a list of local resources for people with disabilities• Purchase closed-captioned DVD’s • Have a list of local libraries that offer the Assistive Technology your

organization doesn’t provide

References• Ability Magazine. (2013). Retrieved from

http://www.abilitymagazine.com/• American Foundation for the Blind. (2013). Retrieved from

http://www.afb.org/• Americans with Disabilities Act. (2013). Information and technical

assistance. Retrieved from http://www.ada.gov/• Assistive Technology Products. (2013). Microsoft Assistance. Retrieved

from http://www.microsoft.com/enable/at/types.aspx• Kurzweil Educational Systems. (n.d.). Kurzweil Reader. Retrieved from

http://www.kurzweiledu.com/default.html• University of Washington. Equal access: Universal design of libraries.

Retrieved from http://www.washington.edu/doit/Brochures/Academics/equal_access_lib.html

Final Questions?

BIBLIOGRAPHY

Bibliography is located at the following URL:

https://sites.google.com/a/sjsu.edu/presentation-site-for-kristen-rebmann/home/library-2-013

Note: The bibliography won’t be available until November 3, 2013.

Bibliography compiled by Dr. Kristen Rebmann, Chair SLIS Diversity Committee

Thank you!Feel free to contact us with any questions!

• Sophia DuranMLIS Student/San Jose State University/School of Library and Information ScienceSLIS Diversity Committee Member sophia.duran@sjsu.desire2learn.com

• Arglenda Friday, JD, MLISLecturer and SLIS Diversity Committee Liaisonarglenda.friday@gmail.com

• Patty Wong, MLIS County Library/Yolo County and Instructor SJSU/SLIS patty.wong@yolocounty.org

• Kristen Radsliff Rebmann, Ph.D., MLISAssociate Professor and Chair, SLIS Diversity Committeekristen.rebmann@sjsu.edu

• Sharon Tani, MLISRegional Director of Library ServicesLe Cordon Bleu College of Culinary Arts/Los AngelesSLIS Diversity Committee Member STani@la.chefs.edu

• Beth Wrenn-Estes, MLISLecturer and SLIS Diversity Committee Member bwestes@me.com