Diversity Leadership Development Program Handbook
Foreword
Committee History
Diversity Leadership Development Program
Guidelines for Chapter and Division Level Diversity Leadership Development Program Liaisons
Policy
Purpose
Practices and Procedures
Responsibility
Become a Mentor
Chapter Practices | Division Practices
This handbook is a reference tool for Diversity Leadership Development Program liaisons who are first-time appointees. It is for liaisons to use in conjunction with any materials acquired from past Diversity Leadership Development Program liaisons.
The Diversity Leadership Development Program Committee was originally named the Committee on Positive Action Programs for Minority Groups. Its function statement was created by the Committee on Committees and adopted by the Special Libraries Association Board of Directors on January 1, 1973.
The Positive Action Program was defined to commit the Association to a variety of activities that would encourage and assist members of minority groups entering and advancing in the field of special librarianship and information service. The Committee was responsible for planning a positive action program, directing the development of the program and monitoring the progress of the various phases of the program.
In January 2004, the Board of Directors approved the recommendations for the following changes.
The Committee shall:
(1) plan, develop and monitor the Association’s goals for increased diversity and diversity awareness and make recommendations to the Board;
(2) initiate, develop, and encourage Association-wide plans related to the recruitment, development, and advancement of librarians and information professionals from under-represented groups within the organization;
(3) evaluate applicants for the Diversity Leadership Development Program award and recommend to the Board those suitable for receipt of the award;
(4) initiate publicity regarding diversity concerns through Association-wide methods of communication; and
(5.) assist the SLA Scholarship Committee with requests related to Affirmative Action Scholarship(s).
Diversity Leadership Development Program
I. Policy
It is the policy of the Special Libraries Association to endorse a diversity leadership development program relating to under-represented groups that shall involve all units of the Association. The Association is committed to equal employment opportunities and supports diversity leadership development programs that will encourage and assist members of under-represented groups entering, developing, and advancing in the fields of special librarianship and information management.
This policy shall ensure that the Association is committed to providing a variety of activities that will encourage and assist members of under-represented groups in entering and advancing in the profession.
The Special Libraries Association endorses a diversity leadership development program relating to under-represented groups. This program shall involve all units of the Association and shall be directed by a committee called Diversity Leadership Development Program Committee.
A diversity leadership development program is one that commits the Association
to a variety of activities that will encourage and assist members under-represented in entering and advancing in the field of special librarianship and information service. Examples of activities include public relations, scholarship programs, publishing, recruiting and encouraging membership in the Association. The Committee will be charged with the responsibility of planning a diversity leadership development program, directing the development of the program, and monitoring the progress of the various phases of the program. The Committee will make reports to the Board of Directors annually and on other appropriate occasions.
This Committee shall: 1) plan, develop and monitor the Association’s goals for increased diversity and diversity awareness and make recommendations to the Board; 2) initiate, develop, and encourage Association-wide plans related to the recruitment, development, and advancement of librarians and information professionals from under-represented groups within the organization; 3) evaluate applicants for the Diversity Leadership
Development Program award and recommend to the Board those suitable for receipt of the award; 4) initiate publicity regarding diversity concerns through Association-wide methods of communication; and 5) assist the SLA Scholarship Committee with requests related to Affirmative Action Scholarship(s). (The Membership Coordinator is an ex-officio member of the Committee and the Committee’s Association contact.) Committee definition revised January 2004 -- Board Document A04-33.
The Committee is comprised of five members appointed for overlapping terms of three years each.
Committee members should have a particular interest in minority groups and
at least two should themselves be members of such groups.
It is the responsibility of the Board of Directors in cooperation with the Diversity Leadership Development Program Committee Chair and the Director of Membership Development to ensure that the Association-wide diversity leadership development program is providing appropriate and necessary activities.
Diversity Leadership Development Program Committee Goals
The Committee's goals are to:
1. Initiate, develop and encourage plans related to the development and advancement of under-represented librarians and information professionals.
2. Initiate recruitment efforts and provide information concerning careers in the information profession to under-represented groups.
Our objective is to attract under-represented groups to and enhance their awareness of careers in special librarianship and information management.
GUIDELINES FOR CHAPTER AND DIVISION LEVEL DIVERSITY LEADERSHIP DEVELOPMENT PROGRAM LIAISONS
I. Policy
It is the policy of Special Libraries Association to have Guidelines for Chapter and Division Level Diversity Leadership Development Program liaisons.
To assure that chapters and divisions work to support programs of the Diversity Leadership Development Program Committee and to promote recruitment of under-represented groups into special librarianship.
Guidelines for Diversity Leadership Development Program liaisons:
A. Attend meetings of the Diversity Leadership Development Program Committee at SLA Conferences.
B. Support SLA diversity leadership development programs for librarians.
Suggestions for implementation:
1. Actively support goals and objectives of the Diversity Leadership Development Program Committee.
2. Present local programs emphasizing diversity leadership development.
3. Be informed about minority recruitment programs of various library
associations, and state and local recruitment efforts.
C. Be responsible for recruitment of under-represented persons into special librarianship, in cooperation with the Division and/or Chapter Career Guidance Chair.
Suggestions for implementation:
1. Distribute diversity leadership development program brochures.
2. Disseminate scholarship information.
3. Serve as a resource person for minority recruitment efforts of nearby graduate library schools and other institutions of higher education.
Recruit under-represented special librarians and information specialists into active participation in SLA.
Suggestions for implementation:
Distribute Diversity Leadership Development Program information/applications.
The Diversity Leadership Development Program Committee, in cooperation with the Director of Membership Development, is responsible for assuring that each chapter and division follows this policy.
Suggestions for Implementation:
Actively support goals and objectives of the Diversity Leadership Development Program Committee.
Publicize the Profession
A. Attend high school and college career days. Career fairs are excellent opportunities to market the profession.
B. Speak to high school librarians and counselors about giving presentations.
C. Visit community college libraries and career centers.
D. Stock up with articles, brochures, and pamphlets to disseminate to students.
E. Consider giving presentations with other colleagues to:
1. Community centers
2. Social and/or public service organizations
3. Institutions with large ethnic populations
F. Invite a student to attend an SLA event.
G. Take advantage of opportunities such as National Library Week to feature librarians of color.
Suggested Recruitment Efforts
A. Distribute the Diversity Leadership Development Program brochure (available from Association Headquarters).
B. Disseminate information on SLA and Affirmative Action Scholarships.
C. Submit an article to your division or your local chapter bulletin about your efforts.
D. Set up an information table at a graduate school recruitment event. Solicit the assistance of fellow colleagues.
E. Promote awareness programs.
F. Work with local libraries for added suggestions on recruitment events.
G. Recruit under-represented special librarians and information specialists into active participation in SLA.
H. Think of ways to broaden your base of library contacts to include under-represented librarians. These efforts can result in finding new under-represented librarians and new ideas to attract potential talent to the field.
IV. Become a Mentor
(Mentor means "an advisor, teacher, or coach.")
A. Consider taking a student underwing. Invite them into your workplace (if possible). Let them see first hand the operations of your work environment.
B. Inform them of available scholarships and be willing to lend assistance, if needed, in helping them submit applications on time.
C. Career planning can be a long term process. Be the support factor and advisor for that potential library school candidate. Inform them of the diverse professional opportunities in library and information science and how they can be combined with specific subject interests. For example, a business major can work in a corporate or special library; a music major can work as a music librarian.
Rev./5/14/04
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