The document provides an overview of existing barriers to diversity, equity, and inclusion (DEI) work such as visible, invisible, historical, and present barriers. It discusses strategies for dismantling barriers and creating "brave spaces" where people can have difficult conversations around topics like race, gender, and identity. The document also addresses navigating potential hostile or apathetic perceptions and provides reflection prompts and resources to help individuals and organizations strengthen their DEI goals, initiatives, and programming.

1. Navigating Initial
Sensitivities and
Hesitations
Twanna Hodge, MLIS
September 24, 2021

2. Hesitations, Insecurities, and Concerns
Overview of Existing Barriers
Dismantling Existing Barriers
Creating Brave Spaces For People
Navigating Potential Hostile, Apathetic Perceptions
Session Objectives

3. Land
Acknowledgement

4. •Respect/Listening
•“I” statements
•Feeling Honored and Present
•The Right to Disagree
•The Right to Risk or to Pass
•Assume Good Intentions
•Stay Open to the Process
•Make Space, Take Space
• Color Brave Space*
© Debra Daniels, University of Utah Women’s Resource Center
Director (Retired)
Conversation Guidelines

5. • We agree to struggle against racism, sizeism, transphobia, classism, sexism, ableism,
ageism*, rankism* and the ways we internalize myths and misinformation about our own
identities and the identities of other people.
• We know that no space can be completely “safe” and we agree to work together towards
harm reduction, centering those most affected by injustice in the room even if it means
centering ourselves.
• We agree to sit with the discomfort that comes with having conversations about race,
gender, identity, the nonprofit industrial complex, etc... We agree to try our best not to shame
ourselves for the vulnerability that these kinds of conversations require.
• We agree to value the viewpoints of other people that do not challenge or conflict with our
right to exist or challenge or conflict with another’s right to exist.
• We agree that it’s okay to have feelings. It’s okay to feel uncomfortable when we’re
discussing complex topics about boundaries, accountability, personal relationships,
organizational relationships, justice, and care.
Brave Space is an original concept coined by Micky ScottBey Jones.
Brave Space Agreements
created by McKensie Mack inspired by Micky ScottBey Jones

6. If you choose to self-identify as belonging to an
underrepresented group, especially Black, Indigenous,
and People of Color (BIPOC), and you’d like to ask a
question or make a comment in the chat box. You can
choose to include an asterisk * at the start of your
question/comment. Your question/comment would be
prioritized.
Progressive Stacking

7. Hesitations, Insecurities,
and Concerns

8. What are your hesitations,
insecurities, and concerns
towards starting, continuing, or
assessing DEIA
goals/initiatives/programming?

9. ● If you are uncomfortable, think about the reasons why
● Lack of familiarity with the topic
● Fearful of seeming insensitive or racist, etc.
● Or thinking that your contributions would make things
worst
● Be vulnerable
● Acknowledge where you are in your racial identity
development
Process Your Emotions

10. ● Intervene or create space for these conversations to occur
● Allow them to emotionally and intellectual process
● Listening to hear and not to respond
● Paraphrase what you heard
● I heard you say this, is this what you meant?
● Asking for explanations
● What is the underlying belief or rationale for their thoughts
or rhetoric?
● Acknowledge the need for further growth and education in
this area
In the Moment

11. Questions

12. Overview of Existing
Barriers (visible, invisible,
historical, and present)

13. What are some barriers (visible,
invisible, historical, and present)
regarding diversity, equity, and
inclusion work?

14. Questions

15. Dismantling
Existing Barriers

16. Questions

17. Creating Brave
Spaces For People

18. ● When did you realize that you were ___________? (i.e., Black, White,
Latinx, Asian, & more) What contributed to that realization? How did
you process the incident or situation? Where are you in your racial
identity development?
● How do you define racism, anti-black racism, and institutional
racism? What are some personal or professional examples of each?
How have you been impacted by each? If not, why?
● Do you have an DEI action plan? If so, is your action plan committed to
a realistic, sustainable, and lifelong to eradicating racism? What
resources will you utilize? How will you keep failing forward? How will
you use your discomfort, unease, or pain to continue to grow?
● Who will hold you accountable? Or how will you hold yourself
accountable?
Reflection Prompts

19. Questions

20. Navigating Potential
Hostile, Apathetic
Perceptions

21. Questions

22. Will you (continue
or start) do what
is necessary?

23. ● Coalition for Diversity and Inclusion in Scholarly Communications Antiracism Toolkit for
Organizations - https://c4disc.pubpub.org/antiracism-toolkit-for-organizations
● 2018 Quiet Revolution. Inclusive Meetings Checklist - https://www.quietrev.com/wp-
content/uploads/2018/11/RC_Inclusive-Meetings-Checklist.pdf
● Awake to Woke to Work https://equityinthecenter.org/aww/
● The Black Librarian in America: Reflections, Resistance, and Reawakening Edited by
Shauntee Burns-Simpson; Nichelle M. Hayes; Ana Ndumu and Shaundra Walker - Foreword
by Carla D. Hayden -https://rowman.com/ISBN/9781538152669/The-Black-Librarian-in-
America-Reflections-Resistance-and-Reawakening
● SMARTIE Goals Worksheet
● https://www.managementcenter.org/resources/smartie-goals-worksheet/
● EDI & Social Justice Opportunities https://www.ala.org/advocacy/diversity/continuing-
education/edi-training
● ANTI-RACISM AT WORK
https://teams.antiracismdaily.com/weekly
Resources

24. ● 11th National Conference of African American Librarians (NCAAL XI) Sankofa
Experience: Inspired by Our Past, Igniting Our Future July 28th- August 1st
https://ncaal-virtual-conference.heysummit.com/checkout/select-tickets/
● The Racial Equity Institute - https://www.racialequityinstitute.com/
● Pushing the Margins: Women of Color and Intersectionality in LIS -
https://litwinbooks.com/books/pushing-the-margins/
● Topographies of Whiteness: Mapping Whiteness in Library and Information
Science - https://litwinbooks.com/books/topographies-of-whiteness/
● Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment
on Labor Market Discrimination - https://www.nber.org/papers/w9873
● Diversity and Inclusion in Libraries: A Call to Action and Strategies for Success -
https://www.amazon.com/Diversity-Inclusion-Libraries-Strategies-Association-
ebook/dp/B07TPRQB1V
Resources

25. ● SOLICITING PERFORMANCE, HIDING BIAS: WHITENESS AND LIBRARIANSHIP -
http://www.inthelibrarywiththeleadpipe.org/2015/soliciting-performance-hiding-bias-
whiteness-and-librarianship/
● WHITE LIBRARIANSHIP IN BLACKFACE: DIVERSITY INITIATIVES IN LIS -
http://www.inthelibrarywiththeleadpipe.org/2015/lis-diversity/
● ACRL Diversity Alliance: https://acrl.libguides.com/da/home
● SPEC Kit 356: Diversity and Inclusion (September 2017) -
https://publications.arl.org/Diversity-Inclusion-SPEC-Kit-356/
● Intersectionality: Considering Identity When Working Towards a More Diverse,
Equitable, and Inclusive Future
● The post is based on a recent panel discussion that was moderated by Laura, and that
featured Axelle Ahanhanzo (she/her/hers), Andolyn Medina (she/her/hers), and Derek
Victor (he/him/his). https://scholarlykitchen.sspnet.org/2021/07/15/guest-post-
intersectionality-considering-identity-when-working-towards-a-more-diverse-
equitable-and-inclusive-future/?informz=1
Resources

26. ● In the Wake of Slavery and Dispossession: Emory, Racism, and the Journey Towards
Restorative Justice; Sep-Oct. 1, 2021, https://www.eventbrite.com/e/in-the-wake-of-
slavery-and-dispossession-tickets-166831855571 This symposium will highlight the
ongoing efforts and research in the areas of slavery, dispossession, and restorative
justice, with a focus on the legacy of racism and its enduring effects at Emory
University. The sessions will include creative interpretations and dialogue, with a
primary focus on the
● 2021 Latinx Connect Conference (October 14-16) aims to move us beyond
“celebrating” Latinxs, instead calling for empowerment and justice for the Latinx
community, which faces numerous disparities in U.S. society, particularly those at the
intersections of Latinx identity (e.g., Afro-Latinxs, Indigenous Latinxs, queer and
Trans* Latinxs, undocumented Latinxs).
https://www.diversity.pitt.edu/events/2021-latinx-connect-conference
● REFORMA REFORMA National Conference & 50th Anniversary Celebration
Somos el cambio • We Are the Change November 4 - 7, 2021
Upcoming Events

27. Twanna Hodge
she/her/hers
DEI Librarian
UF Libraries
twanna.hodge@ufl.edu
@tkhodge19
Contact Information

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