• 2024-2025 Charge 
• 2024-2025 Mid-Year Report
• ALA/ACRL/ARL/PLA Cultural Proficiencies for Racial Equity: A Framework (2022)

Climate

• Implement Safe Spaces recommendations

• Survey students and faculty about the climate they encounter at campus libraries

• Identify staff who speak non-English languages and make that information available to users in some way

Culture

• Increase opportunity and diversity in the library worker pipeline

• Mentor library staff

• Mentor new librarians

Outreach and Collaboration

• Create and maintain a diversity blog to share information on campus and community events related to diversity and on diversity-related topics

• Develop relationships with campus entities engaged in diversity and inclusion work to better understand student needs and campus services

Professional Development

• Encourage BIPOC students accepted into an ALA-accredited master’s program who are interested in a career in research libraries and archives to apply for the ARL Kaleidoscope Program

• Encourage BIPOC librarians with at least 5 years of full time experience who are interested in pursuing leadership roles within an institution of within the profession to apply for the ARL Leadership and Career Development Program

• Sponsor staff to attend diversity-related conferences such as ARL’s triennial Inclusion, Diversity, Equity, and Accessibility in Libraries & Archives (IDEAL) Conference

• Offer brown bag lunches where librarians present recent DEI-related work

Programs and Events

• Sponsor DEI-related panels, lectures, and presentations

• Offer DEI-related programming, exhibits, and film screenings

• Screen DEI-related webinars

Recruitment and Retention

• Create and document recommendations to support diversity and inclusion in recruitment for library HR and library hiring committees

• Work with the campus Career Center to encourage under-represented students to consider a career in librarianship or archives

• Work with Library Human Resources to examine librarian recruitment infrastructure for any explicit or implicit bias, including language of position announcements, where job postings are shared, interview questions, and search committee composition

• Conduct exit interviews when librarians leave employment