Scope of Work:

Libraries serve the diverse needs of their communities, and library staff should reflect the community demographics in which they serve. There is a critical need to develop this DEI service model in libraries and this area of growth will increase the value of library careers on a national scale.

• This model will be an exemplary plan for libraries to emulate and scale with the goal of increasing diversity of staff, highlighting equitable collections, and providing inclusive services.
• Your library can gain recognition as the premier library system in your area concentrating efforts to focus on developing and supporting this essential career development plan.
  
• This innovative approach will elevate employee engagement and support a healthy work environment for all.
  
• Librarians will be recognized for our leadership in creating a strategic DEI plan.
  

American Libraries Association

• Co-Chair, Working Group to Condemn White Supremacy and Fascism as Antithetical to Library Work Cindy Hohl, 2021-
• EDI Assembly, Cindy Hohl, Member 2020-2022
• Equity Diversity Inclusion in Libraries Campaign, Loida Garcia-Febo
• Equity, Diversity & Inclusion
• Intellectual Freedom & Social Justice Working Group, Cindy Hohl, 2021-
• International Relations Roundtable, Cindy Hohl
• Joint Statement on Diversity, Cindy Hohl, 2017
• LibLearnX Conference Programs Committee, Cindy Hohl 2021-
• NALCo Leadership Council: Dismantling Racism in Libraries: Cindy Hohl, 2020-
• Office for Diversity, Literacy, & Outreach Services: Diversity, Cultural Competency, & Social Justice
• ODLOS Advisory Committee, Cindy Hohl, Member 2020-2022
• Patty Wong ALA President Advisory Committee, Cindy Hohl, Member 2020-2022
• Rural, Native, and Tribal Libraries of All Kinds Committee, Cindy Hohl, Member 2017-2020
• Social Responsibilities Roundtable, Cindy Hohl
• Spectrum Scholarship Program, Cindy Hohl, Scholar 2016-2017
• Spectrum Advisory Committee, Cindy Hohl Member 2020-2022
• Sustainability Roundtable, Cindy Hohl
• Training, Orientation, & Leadership Development, Cindy Hohl, Member 2020-2022

Freedom to Read Foundation

• Board of Trustees, Cindy Hohl, 2021-2023
• Chair: Intellectual Freedom Equity, Diversity & Inclusion Committee
• Co-Chair: Social Justice Symposium

AILA: MLIS Scholarship @SJSU

Sponsored by: Institute of Museum and Library Services

Laura Bush 21st Century Librarian Grant

• Bridging Knowledge Scholarship Program Cindy Hohl, Project Director, 2021-2024
• Goal: To increase Indigenous Librarianship in the LIS field

NALCo Groups (Affiliates of ALA)

• AILA, Cindy Hohl, Immediate Past President 2021-2022
• APALA, BCALA, CALA, REFORMA,
• Joint Council of Librarians of Color, Cindy Hohl, Steering Committee, 2019-2023
• Conference Chair, Registration & Evaluation Committee

The National Information Standards Organization

• Diversity, Equity & Inclusion Committee 2021- Cindy Hohl
• Work plan: Planning a webinar series and the NISO Plus Conference

Public Library Association

• Inclusive Internship Initiative, Kansas City Public Library, Cindy Hohl 2021-

• Equity, Diversity, Inclusion, and Social Justice

• Taskforce Initiatives
  
• Task Force on Equity, Diversity, Inclusion and Social Justice, Julie Robinson, Member June 2019- June 2021
  

• PLA Leadership Lab: Embedding EDI in Library Leaders Cindy Hohl 2021-

• Strategic Plan 2021-

Urban Libraries Council

• Statement on Race and Social Equity

International Federation of Library Associations & Institutions

• Indigenous Matters Section- Cindy Hohl, North America Representative, 2021-
• Work plan: Articles, Journals, & Webinars
• Libraries and Cultural Diversity
  

Scope

Public Libraries specialize in creating welcoming spaces by providing inclusive collections, equitable programs, and offering a diverse array of services to meet the needs of their communities. Libraries provide essential services to support the busy lifestyles of individuals and families.

Areas of Concentration (IDEALS)

• Inclusion
• Diversity
• Equity
• Anti-Racism
• Leadership
• Social Justice

Source: AWAKE to WOKE to WORK: Building a Race Equity Culture

Impact of Culture Change

• National Civic Review: Local Governments Add Chief Diversity Officers
  
• Indigenous Canada Coursera
• Diversity Tools: Writing Diverse Job Descriptions

Implementation (Chief Diversity Officers)

• Enoch Pratt
• The Indianapolis Public Library
• San Antonio Public Library
• San Francisco Library Commission
  

301.01. DIVERSITY/EQUAL EMPLOYMENT OPPORTUNITY

The Kansas City Public Library is committed through its practices, programs, collections, and services creating and fostering an environment of equity, non-discrimination, and pluralism, grounded in respect and appreciation. All individuals are welcome regardless of race, color, age, national origin, sex, religion, disability, sexual orientation, gender status or identity, marital status, or political affiliation. By fostering an atmosphere of diversity and inclusion, we will continue to be leaders in public discourse, address current and future community needs, and inspire a community of readers.

The Kansas City Public Library provides equal employment opportunity to all applicants for employment and all employees in accordance with the law.

1. The Library strictly prohibits any unlawful discrimination against applicants or employees because of their race, color, creed, religion, sexual orientation, gender status or identity, age, national origin, ancestry, disability, or Vietnam-era or disabled veteran status.
2. Employment decisions are made on the basis of bona fide occupational qualifications such as, experience, education, demonstrated performance and competency.
3. The Library's Human Resources Director serves as the EEO Coordinator and is responsible for monitoring and revising Library diversity efforts.
4. The Library also strictly prohibits in accordance with the law any harassment on the basis of sex. Unwelcome sexual advances, requests for sexual favors, other oral and written communication or physical contact of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) submission to, or rejection of, such conduct by an employee is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
5. If an employee believes that he or she has been subject to treatment in violation of this Equal Employment Opportunity Policy, or if an employee has information relating to the treatment of a fellow employee and possible violation of this policy, the employee should immediately report it to any supervisor, manager, officer or, if the employee prefers, the Human Resources Director. A dedicated voice mail box 816.701.3533 in the Human Resources Department is available for employees to use to report harassment. There will be no retaliation against an employee for reporting unlawful discrimination or harassment. When possible and at the employee's request, the matter will remain confidential. Should a supervisor witness or suspect that a violation of the EEO policy has occurred whether in their immediate work area or not, it must be reported and investigated.
6. All employees, including the complainant and the respondent, are required to cooperate with an investigation of harassment. Persons who are asked to provide testimony are expected to cooperate fully and truthfully and to maintain the confidentiality of the investigation. Employees who fail to cooperate or who provide false testimony may be subject to disciplinary action ranging from a written warning to termination.
7. All employees are required to accept responsibility for maintaining the Library free of unlawful discrimination or harassment. The Library will not tolerate unlawful discrimination or harassment against employees or applicants for employment.

Administrative Procedure 301.01 (Adopted 4-89/Rev. 12-02/Rev. 7-16)

Listen

• Identify Stakeholders and Create a Diversity Council
• Survey and Meet with Staff to Create Buy-In Support

Analyze

• Review & Define Internal Operational Policies
• Review Job Descriptions
• Conduct a Supplier/Vendor Diversity Audit
• Review Missions of Partner Agencies for Alignment in these EDI Goals
• Review Brand Statements Between Partner Organizations
• Review Narratives in Incident Reporting & Patron Feedback Reports
• Conduct a Diversity Audit of Collections, Materials, Programs, &Services
• External Scan: What Does the Community Invest In: Identify Service Gaps

Operationalize

• Establish the Operational Baseline: Define Key Performance Indicators
• Create a Diversity in Staff & Volunteer Recruiting Plan
• Develop a Comprehensive Staff Onboarding & Training Plan
• Develop a Library Diversity Statement

University of Washington: EDIA

• Identify and dismantle Libraries policies that perpetuate white supremacist practices.
• Acknowledge that these practices are often implicit and unrecognized.
• Hold ourselves accountable for inclusive and transformational institutional change by routinely seeking feedback from campus and community partners.
• Take responsibility individually and collectively for our mistakes.
• Commit to our own ongoing learning about the ways in which social justice and anti-racist principles can be applied to our work.
• Identify and address hiring and retention practices that have disadvantaged individuals from marginalized groups.