We have a pretty full council session tomorrow so I would like to share some thoughts on the DEI Scorecard through this channel for consideration.
https://www.ala.org/aboutala/sites/ala.org.aboutala/files/content/ALA%20CD%2014%20Committee%20on%20Diversity_1.pdf
This is an important and timely topic for libraries and so having best-practices and tools provided by ALA is very welcome. While I support the idea in principle, the challenge for me is that the scorecard itself seems to conflate DEI with people of color. "The DEI Scorecard for Library and Information Organizations, developed by the ALA Committee on Diversity, is an evaluative tool that centers accountability and transparency in determining organizational effectiveness in diversity, equity, and inclusion in the recruitment, hiring, retention, and promotion of people of color"
ALA's own definitions of DEI are much broader than this: https://www.ala.org/advocacy/diversity/workplace/diversityplanningdefinitions
While the language used in the resolution and the scorecard itself are sometimes more general, practices and measures seem to be focused on people of color. So the implication is that the practical implementations should be focused here. https://www.ala.org/advocacy/sites/ala.org.advocacy/files/content/2021%20EQUITY%20SCORECARD%20FOR%20LIBRARY%20AND%20INFORMATION%20ORGANIZATIONS_0.pdf
My concern is that a conflating the two (DEI and People of Color) misses on the many other ways libraries need to increase diversity and inclusion overall and that a scorecard should help us measure our move in that direction. While increasing people of color is important we are also primarily female, primarily Arts and English degrees, primarily democrats politically in the US – let alone thinking about age, abilities, gender, sexual orientation. As per ALA's own definitions DEI is broad. I would hate to see people go forward with a scorecard that is focused on one area and think "we're done. We're good", because there is a singular expectation.
Perhaps language could be added to show this is a start and that the first focus is here, but I think the language needs to change to reflect this (phase 1 or specifically calling it the 'DEI scorecard for recruitment, hiring, retention and promotion of people of color"). Otherwise my worry is that we are providing a scorecard and measures that are only focused on one area of a broad topic.
Thanks
Tina Thomas
TINA THOMAS
Executive Director - Customer Experience
Edmonton Public Library
7 Sir Winston Churchill Square
Edmonton, Alberta, Canada T5J 2V4
amiskwacîwâskahikan ᐊᒥᐢᑿᒌᐚᐢᑲᐦᐃᑲᐣ
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