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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.

See the reports:


Strategic Plan

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


Resources


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:

Screen Shot 2019-02-20 at 12.24.02 Final Report of the American Library Association Task Force on Equity, Diversity, and Inclusion

If you would like to recommend a resource, please email us at eic@culturalheritage.org.


Provide Feedback for EIC

If you would like to provide feedback for the Equity and Inclusion Committee, you can send an email directly to eic@culturalheritage.org. If you would like to provide anonymous feedback we have created a form for you to use to submit feedback.