Equity & Inclusion Resources

Working Group Report

In December 2016, the AIC Board of Directors created the Equity and Inclusion Working Group. On May 8th, 2018, the board released and endorsed the report of the working group. As a reflection of its endorsement of this report, the Board also formally approved the appointment of an Equity and Inclusion Committee (EIC).

See the reports:

Strategic Plan

On May 21, 2020, the committee shared a Strategic Plan to guide our work over the next five years. 

Surveys

The committee conducted an accessibility survey in partnership with member Sally G. Kim to measure awareness of disability issues and accessibility of professional development opportunities in conservation. The survey findings are shared in the AIC Accessibility in Conservation Report. Key findings include demographics, awareness of disability issues, and accessibility of professional development opportunities in conservation.

Programming

The FAIC Social Justice in Conservation series Contested Monuments webinar featured Dr. Renée Ater, Brent Leggs, and Ada Pinkston.

Resources

• Diversity, Equity, Inclusion & Accessibility on the AIC Wiki
• Affinity Groups
• American Library Association
• American Alliance of Museums
• Blogs
  
  
  • AAM's Center for the Future of Museums
  • The Incluseum
  • Museum Hue
• Mary Caldera and Kathryn M. Neal (eds). Through the Archival Looking Glass: A Reader on Diversity and Inclusion. Chicago, IL: Society of American Archivists. 2014

Glossary of Terms

• Equity is not the same as formal equality. Formal equality implies sameness. Equity, on the other hand, assumes difference and takes difference into account to ensure a fair process and, ultimately, a fair (or equitable) outcome. Equity recognizes that some groups were (and are) disadvantaged in accessing educational and employment opportunities and are, therefore, underrepresented or marginalized in many organizations and institutions. The effects of that exclusion often linger systemically within organizational policies, practices and procedures. Equity, therefore, means increasing diversity by ameliorating conditions of disadvantaged groups.

• Diversity can be defined as the sum of the ways that people are both alike and different. Visible diversity is generally those attributes or characteristics that are external. However, diversity goes beyond the external to internal characteristics that we choose to define as ‘invisible’ diversity. Invisible diversity includes those characteristics and attributes that are not readily seen. When we recognize, value, and embrace diversity, we are recognizing, valuing, and embracing the uniqueness of each individual. The [ALA] Task Force has chosen to define “diversity” in all its complexity in order to recognize and honor the uniqueness of each ALA member, all members of our profession, and our very diverse communities.

• Inclusion means an environment in which all individuals are treated fairly and respectfully; are valued for their distinctive skills, experiences, and perspectives; have equal access to resources and opportunities; and can contribute fully to the organization’s success.

From:

Final Report of the American Library Association Task Force on Equity, Diversity, and Inclusion

Provide Feedback

If you would like to provide feedback or recommend a resource for the Equity and Inclusion Committee, email eic@culturalheritage.org or submit anonymously using our Equity and Inclusion Committee Feedback Form.