Action Steps for Statement on Race and Social Equity

In light of recent events, the Libraries renews its diversity equity and inclusion as well as eradication of racism by taking the following actions:

FY21:

  1. Host library-wide conversations about race and racism.
  2. Explore the inclusion of DEI goals in annual employee evaluations to ensure that all employees understand the role that diversity, equity and inclusion plays in their positions.
  3. Develop and implement diversity and inclusion training and development opportunities for library leadership team members and unit leaders, employee supervisors, and student supervisors.
  4. Conduct a collection analysis to determine gaps in the collection related to critical studies in diversity, including race, religion and sexuality.
  5. Seek diverse representation on library advisory groups.
  6. Visibly demonstrate our commitment to DEI through our web presence, social media and marketing and communication efforts.

FY22 and Beyond:

  1. Hire a permanent Diversity Coordinator to lead our DEI efforts. This individual would serve as a member of the Libraries’ Leadership Team and lead the Libraries’ diversity committee.
  2. Develop recruitment and retention programs to expand the number of staff and faculty from underrepresented groups in our organization and support their ongoing growth and success.
  3. Rejuvenate our Diversity Fellows program, hiring at least one diversity fellow annually to help the progression of individuals from different backgrounds in our profession.
  4. Enter into agreements with Library and Information Science programs such as the one at the University of South Carolina to develop internships and assistantships for students of color.
  5. Explore the inclusion of DEI goals in annual employee evaluations to ensure that all employees understand the role that diversity, equity and inclusion plays in their positions.
  6. Develop and implement diversity and inclusion training and development opportunities for library leadership team members and unit leaders, employee supervisors, and student supervisors.
  7. Establish an organizational climate where discrimination and oppression are not tolerated, and incidents are actively addressed.
  8. Actively invest in the development of collections related to diversity.
  9. Coordinate displays, social media campaigns, blogs/website postings, campus or public events, etc. to highlight historical or modern views related to diversity and inclusion in LIS and/or South Carolina history.
  10. Encourage and support Clemson Libraries’ employees to present and publish research pertaining to diversity and inclusion through communication of opportunities and financial support.
  11. Collaborate with the Multicultural Center, campus Commissions, and other entities across campus who are taking concrete actions to demonstrate commitment to DEI. Engage in conversations about DEI among Oconee, Pickens and Anderson Libraries (OPAL) members and actively participate in initiatives as part of library organizations and societies.
  12. Establish ourselves as a leader in this area both at Clemson and within the profession.

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