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What Should Diversity and Inclusion in NASIG Look Like?

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This will be an interactive Town Hall where we will discuss as a group what diversity and inclusion means for NASIG. How we can become a more inclusive organization and encourage members of underrepresented groups to get involved with NASIG? How can the Equity and Diversity Committee help in this mission going forward.

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What Should Diversity and Inclusion in NASIG Look Like?

  1. 1. What Should Diversity and Inclusion at NASIG Look Like? Presented by the NASIG Equity and Inclusion Committee NASIG Town Hall
  2. 2. NASIG is dedicated to providing a harassment-free conference experience for everyone, regardless of gender, gender identity and expression, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, national origin, religion, or economic status. Code of Conduct The full Code of Conduct can be found on NASIG’s website.
  3. 3. NASIG would like to recognize and acknowledge that we are meeting on the traditional land of the Lenni Lenape, Shawnee, and Hodinöhŝönih or the Six Nations – the Mohawk, Oneida, Onondaga, Seneca, Cayuga and Tuscarora. While a land acknowledgement is not enough, it is an important social justice and decolonial practice that promotes indigenous visibility and a reminder that we are settled on indigenous land. Today, the meeting place of Jö:deogë’ – an Onödowa’ga or Seneca word for Pittsburgh or “between two rivers” – is still home to many Indigenous people and we are grateful to have the opportunity to work in the community, on this territory. Land Acknowledgement Adapted, in part, from CCCC 2019's land acknowledgement.
  4. 4. “Professionals from diverse backgrounds and life experiences bring different perspectives, creativity, and individual enterprise to address the issues facing our industry. There are many benefits that flow from a diverse scholarly publishing ecosystem, including: fostering innovation and problem solving; contributing to robust learning environments, worker satisfaction...Diverse teams will enable us to better serve the increasingly diverse research and academic communities that are both the creators and consumers of scholarly publications.” From the Coalition of Diversity & Inclusion in Scholarly Communication’s Joint Statement of Principles
  5. 5. ● Formed August 2018 ● 14 Committee Members ○ Chair: Del Williams, California State University, Northridge ○ Co-Chair: Dana Tomlin, SUNY, Old Westbury ○ Board Liaison: Eugenia Beh, MIT ● Volunteer positions ● Serving 2 and 3 year terms Equity and Inclusion Committee
  6. 6. ● Recommend a permanent committee name, develop a final committee charge, and establish a guiding document for the work of the committee. ● Develop strategies to increase diversity in NASIG membership, leadership, and award winners. ● Collaborate with the Continuing Education Committee on educational opportunities related to diversity and social justice Committee Charge
  7. 7. ● To hear from the members of the NASIG community ● To learn about what people would like to see from NASIG and from this committee regarding equity, inclusion, and diversity Today’s Goal
  8. 8. ● Prompt ● Small group (2-4 people) discussion (5 min.) ● Open mic large group discussion on same topic (5 min.) ● Please use the mic when speaking to the large group ● If you can’t come to the mic, let us know, and we’ll bring it to you Town Hall Discussion Format
  9. 9. If you want to make a comment but not to the whole group, you can: ● Write on the provided comment sheets ● Email the diversity committee after the conference Town Hall Discussion Format
  10. 10. ● Approach others’ comments with curiosity ● Try to speak from a personal place with “I,” rather than “we” or “you” ● Focus discussion on changing workplace culture rather than putting the burden on marginalized groups to bring the diversity to an organization Discussion Guidelines Guidelines adapted from SSP Diversity, Equity, and Inclusion Committee
  11. 11. ● Practice “active listening” and reflect before you speak ● Participants from underrepresented groups do not represent those full and diverse groups. Don’t ask individuals to respond to a question because of their group affiliation. Discussion Guidelines Guidelines adapted from SSP Diversity, Equity, and Inclusion Committee
  12. 12. ● Think about the space that you are taking up in the conversation and give space to others ● Approach topics with respect and with good faith. ● Remember that we’re all learning Discussion Guidelines Guidelines adapted from SSP Diversity, Equity, and Inclusion Committee
  13. 13. 1. What equity and diversity activities are you doing at your own libraries? What projects have inspired the most change? Discussion Questions
  14. 14. Yesterday DeEtta Jones discussed the need for courageous leadership in making change and said that we shouldn’t let the fact that it will be a lot of effort keep us from doing the important work of seeking equity. 2. What changes would you like to see at your home institution to increase equity? How can NASIG help support these goals? Discussion Questions
  15. 15. DeEtta Jones also mentioned that when thinking of equity, organizations often try to redestribute boxes, or resources, in order to give people access to opportunities. The problem is that “[w]e have a finite amount of boxes. We don’t have enough. It’s not sustainable. The problem is the fence” keeping people out. Discussion Questions
  16. 16. 3. What fences exist within the library profession and within NASIG? What can NASIG do to help eliminate these? Are there specific programs/initiatives you would like to see NASIG support? Discussion Questions
  17. 17. In an article in Inside Higher Ed, Dafina-Lazarus Stewart writes, “Diversity celebrates increases in numbers that still reflect minoritized status on campus and incremental growth. Equity celebrates reductions in harm, revisions to abusive systems and increases in supports for people’s life chances… Inclusion celebrates awards for initiatives and credits itself for having a diverse candidate pool. Justice celebrates getting rid of practices and policies that [had] disparate impacts on minoritized groups.” Discussion Questions
  18. 18. 4. What do equity and inclusion mean to you? What practices and policies can NASIG implement to help support all of its community members? Discussion Questions
  19. 19. The Racial Equity Institute has a bibliography designed to help leaders address racism, Duke University’s Center for Sexual and Gender Diversity has a Gender Pronouns Resource Guide, and Emerson College has Guidelines for Inclusive Language. 5. What equity and inclusion resources or toolkits do you use? What resources would you like to see developed? Discussion Questions
  20. 20. ● Remember, you can share anonymous feedback by writing on the handout. ● You can also send comments to: Feedback diversity@internal.nasig.org
  21. 21. And you are welcome to contact any of us. ● Maria Collins, mdcollin@ncsu.edu ● Angela Dresselhaus, dresselhausa15@ecu.edu ● Treasa Bane, treasa.bane@wisc.edu ● Heidy Berthoud, berthoudh@si.edu ● Mandy Hurt, mandy.hurt@duke.edu ● Kristen Twardowski, kristen.twardowski@dukeupress.edu Committee Contacts
  22. 22. The Equity and Inclusion Committee will ● Collect and analyze feedback from this session ● Write a short summary report for the newsletter ● Create a form for anonymous feedback that will be shared with the listserv Moving Forward

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