American Library Association. Office for Diversity. http://www.ala.org/offices/diversity (accessed November 6, 2013)
ALA’s Office for Diversity “serves as a clearinghouse for diversity resources and a focal point for administering and fostering diversity as a value and key action area of the Association.” (website) The site includes links to their scholarships (including the Spectrum Scholarship Program http://www.ala.org/offices/diversity/spectrum) and grants as well as resources for staff recruitment, strategic planning, and diversity statistics.
Association of Research Libraries. “Diversity Recruitment.” http://www.arl.org/leadership-recruitment/diversity-recruitment (accessed November 6, 2013)
ARL’s programs to recruit underrepresented groups for research library positions, which include the Leadership and Career Development Program (http://www.arl.org/leadership-recruitment/diversity-recruitment/leadership-career-development-program), the ARL/SAA Mosaic Program (http://www.arl.org/leadership-recruitment/diversity-recruitment/arl-saa-mosaic-scholarship-program), and the ARL/MLA Diversity and Inclusion Initiative (http://www.arl.org/leadership-recruitment/diversity-recruitment/arl-mla-diversity-inclusion-initiative).
Al-Qallaf, Charlene L. and Joseph J. Mika. “The Role of Multiculturalism and Diversity in Library and Information Science: LIS Education and the Job Market.” Libri: International Journal of Libraries and Information Services, 63, no. 1 (March 2013): 1-20.
Library and Information Science (LIS) education has responded positively to calls for professionals to be educated to serve the increasingly diverse and multicultural population in the USA and Canada. Analyzing LIS school websites' missions, goals, and objectives as well as program curricula, this study reports on the expressions of multiculturalism and diversity in the programs and in courses. The study also explores the positions, types of institution, and geographic locations that advertise for diversity in information professionals, plus the qualifications, skills, and languages sought by employers. The paper argues for continued emphasis on the part of LIS programs to recruit students with multicultural backgrounds and for recognizing that a second language (other than English) is indispensible for new professionals. (abstract from authors)
Dewey, Barbara I., and Loretta Parham, eds. Achieving Diversity: A How-To-Do-It Manual for Librarians. New York: Neal-Schuman Publishers, 2006.
A practical guide on how to create a diversity plan, how to recruit and retain a diverse library staff, and how to develop diversity through collaborations and services.
Hudson-Ward, Alexia. “Eyeing the New Diversity.” American Libraries 45, no. 7/8 (July/August 2014): 32-35.
While diversity efforts in librarianship have focused largely on visible characteristics and demographics, such as race and gender, there is a new trend to consider values as a factor. The author examines how age, culture, education, personality, skills, and life experiences promote a new kind of diversity in thought, approach, and ideas.
Jaeger, Paul T., Mega M. Subramaniam, Cassandra B. Jones, and John Carlo Bertot. “Diversity and LIS Education: Inclusion and the Age of Information.” Journal of Education for Library and Information Science, 52, no. 2 (July 2011): 166-183.
While LIS continues to struggle with representation of populations traditionally considered as core to diversity, socio-economic and technological changes have significantly increased the range of populations that are disadvantaged, underrepresented, and excluded in terms of information. Drawing from studies of diversity in LIS education and professions, as well as national demographic data, this article: (1) examines understandings of diversity within the field; (2) analyzes the implications of diversity in education, recruiting, and scholarship; and (3) explores models for inclusive diversity education. This paper argues that the field needs to embrace a broader, more inclusive understanding of diversity to remain culturally relevant. (authors)
Kim, Kyung-Sun, and Sei-Ching Joanna Sin. “Increasing Ethnic Diversity in LIS: Strategies Suggested by Librarians of Color.” Library Quarterly, 78, no. 2 (April 2008): 153-177.
The proportion of ethnic minorities in the LIS school student population has remained significantly lower than in the U.S. population: in 2002, ethnic minorities constituted only 11.3 percent of the LIS student population, compared to 31.3 percent of the U.S. population. Despite efforts by LIS schools and associations in recruiting and retaining more students of color, the underrepresentation of ethnic minorities continues. This study aimed at assessing what LIS schools and other library and information professional associations have done for the recruitment and retention of students of color and identifying effective strategies for the recruitment and retention from the perspective of librarians of color. A nationwide, Web-based survey was conducted to collect input from librarians of color who already have experience with LIS schools and the librarianship. Based on the findings, suggestions were made to improve the recruitment and retention of students of color, which will ultimately contribute to the ethnic/cultural diversity in librarianship. (authors)
Neely, Teresa, and Lorna Peterson. “Achieving Racial and Ethnic Diversity Among Academic and Research Librarians: The Recruitment, Retention, and Advancement of Librarians of Color—A White Paper.” College and Research Library News, 68, no. 9 (October 2007): 562-565.
Includes recommended goals for increasing diversity in libraries, including efforts for advancement beyond entry level positions.
Puente, Mark, and Susannah Cleveland. “Survey of Music-Library Personnel Characteristics, 2009.” Notes, 67, no. 4 (June 2011): 686-715.
The writers report on some revisions made to the 1997 study conducted by the Working Group Surveying Music Library Personnel Characteristics of the Music Library Association (MLA), which aimed to collect information about MLA's members, the history of the profession, and how MLA represents itself to others. They also consider the diversity of the organization—the inclusion of customarily underrepresented racial groups—as it compares to similar organizations and to the constituencies served by MLA members. (Library Literature)
__________. “Variation on a Traditional Theme: The Question of Racial and Ethnic Diversity in MLA.” Notes, 68, no. 1 (September 2011): 48-59.
Following the findings from the “MLA Survey of Personnel Characteristics, 2009,” that pointed to discrepancies between the racial and ethnic diversity of MLA members and general population, an analysis of the diversity of MLA's patron base and an assessment of other organizations' efforts at diversity are analyzed. Recommendations for efforts by MLA to address these discrepancies as well as justification for making such efforts follow. (authors)