Making Your Library Marketing More Inclusive (April 2020)
1. 1
Making Your Library Marketing &
Communications More Inclusive
ALA 2020
April 8, 2020
Presented by Kim
Crowder
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• Founded the Communications Department as Director,
Communications for The Indianapolis Public Library and led the
department for almost four years
• Launched social media for a Fortune 500 company in the
Houston, TX market and was featured in Mashable
• Oversaw social media for a major national nonprofit’s
Indianapolis, IN division and won a national award for this work
• Has worked with Oprah Winfrey and her team on several
occasions
• Led webinars and presentations for the American Library
Association, Indiana State Library, The Ohio State University
Libraries, and InfoPeople
• Featured on the Super Library Marketing blog multiple times
• Highlighted twice on the Library Figures podcast
• Upcoming webinars for ALA 4/8 and 7/15/2020
Kim Crowder
Founder & CEO, Kim Crowder Consulting
3. 3
Find me!
• Website: kimcrowderspeaks.com
• LinkedIn: Kim Crowder
• Instagram: iamkimcrowder
• Twitter: iamkimcrowder
• Email: Kim@kimcrowderspeaks.com
• Get more tips and webinars by joining my
email list. Send an email or message me
on LinkedIn with the subject Sign me up!
4. 4
The DownloadWhat You’ll Walk Away With Today
Outcome Two
Look at marketing/communications tools such as
social media, website, PR, etc., to provide tips for
being inclusive for each
Outcome One
Evaluate your current library's marketing/communications
strategy to analyze whether it is or isn't inclusive
Outcome Three
Identify three areas of growth within your
marketing/communication strategy and apply the
principles learned
Mistakes Happen, How To Avoid
Them
Real Life Examples To Tie It Altogether
Creating Content for Your Audiences
How Metrics and Social Media Ad Tools Can Help With
Inclusion
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Our Commitment To Inclusiveness
All Library services are available to residents of the Library district
without regard to race, color, religion, national origin, sex, age, physical
or mental disability, pregnancy, sexual orientation or gender identity.
“We are all
different,
which is
great
because we
are all
unique.
Without
diversity life
would be
very boring.”
Catherine Pulsifer
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Reach out to external sources like
local nonprofits and advocacy
groups.
A Few Tips
Ask For Help 04
Send staff to racial equity training,
LGBTQIA+ ally training, etc.
Find Training 03
Base strategy on your Commitment to
Inclusiveness statement and make your statement
available to anyone.
Commit To Being Inclusive 02
Be willing to be uncomfortable in
exchange for the comfort of those you
serve.
Talk Openly Internally 01
03
Be Teachable
02
Be Intentional
04
Be Humble
01
Be Open
How To Address Bias and Practice Empathy
The Goal Should Always Be To Put Patrons First
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The Indianapolis Public Library Employees
What Did Internal Diversity Look Like in 2017?
24.3% of IndyPL
employees were of
color. This is very
common within the
Library industry.
How Do The Numbers Add Up?
There were 143 employees of color within The Indianapolis Public Library system, and 474 Caucasian
employees in 2017. This was a total of 617 employees in December 31, 2017.
15. 15Does Diversity Yield Profitable Benefits?
The Value and Realities of the Importance of Diversity in the Workplace
If diverse leadership does not exist, women are
20% less likely than straight men to win
endorsement for their ideas; LGBTQIA+ are
21% less likely; and people of color are most
affected at 24%.
Diverse Leadership Is Necessary
The highest-performing companies on both
profitability and diversity had more women in
roles that generated revenue than in staff roles
on their executive teams, based on a study by
McKinsey&Company.
Put Women In Charge
According to the Harvard Business Review,
employees of firms with 2-D diversity are 45%
likelier to report a growth in market share over
the previous year and 70% likelier to report that
the firm captured a new market.
Companies With More Diversity Increase Profit
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How Did Those Percentages Break Down at IndyPL in 2017?
Hispanic
2%
Asian
1%
Native Hawaiian/Pacific Islander
0%
Two or More Races
2%
African American
18%
Caucasian
77%
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If you are:
•Male
•White
•Cis-gendered
•Physically abled in ways that are considered “the
norm”
•Above the poverty line
•Have watched any media at all
•Live in the world
Then you have bias, privilege, and/or blind spots. This
doesn’t make you a bad person, bigot, or racist.
Acknowledging it and working to change is what
most!
The Most Important PartWe ALL Have It, But Do Not All Recognize It
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What is a Marketing Strategy?
A plan of action designed to promote
and sell a product or service.
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What To Consider:
Distribution of marketing efforts and product
engagement
Unique product offering and statement
Online marketing and conversion strategy
Retention efforts
***Messaging and audiences***
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Barriers To Inclusion In Marketing
STAFFING: Lack of diversity and varying POVs, interest, or understanding
RESOURCES: Training is unavailable, images are lacking, no
partnerships, access to research, library materials haven’t been invested in
AUDIENCE: Conversations with community are rare and limited and no
real data to support marketing plans
SUPPORT: Not having advocates in higher positions who truly get it
FEAR: Concerns about how the new content and focus might resonate
with customers
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Opportunities for Inclusion In Marketing
STAFFING: Specifically hire diverse staff, and listen to them!!!
RESOURCES: Find local partners who can help, and look for online
trainings
AUDIENCE: Use email to reach out to your community about perceptions
of the library within their specific communities
SUPPORT: Educate, educate, educate, and show the benefits over and
over (ROI)
FEAR: Do it afraid, and be prepared to stand by your decisions
23. 23Creating Messaging
For Target Audiences
Defining Your Audiences Matters
Consumer Behavior and Interests1
Education and Socioeconomic
Dynamics
Website Activity and Usage Patterns
Message for Programs and Services
Social Media Engagements
2
3
4
5
6 Goals For Specific Programs and Services
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Some Truths About Marketing and Inclusion:
Millennials are the most diverse generation to date
Three-quarters of [survey participants] would like to see
brands better represent diversity in ads, Google’s 2017
“Black Consumer Survey”
70% of participants say they are more likely to buy from a
brand that takes a stand on race-related issues
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What If We Fumble?
Using Authenticity To Get Back In The Game
Admit your mistake and take clear
responsibility…no buts allowed.1
Video with a recognizable, friendly staff
member’s face is always best.
Apologize quickly and sincerely and offer an
email address for more questions.
Phone an expert colleague or community
partner and figure out how to message best.
Where you message is as important as how.
2
3
4
5
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January June October
Began Widely
Promoting
The CBLC
Began Planning
CBLC Opened Its Doors
To More Than 2,000 PatronsCreated Overall Vision, Messaging,
and Goals
CBLC Timeline
Marketing and Public Relations Strategy
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The Indianapolis Public Library's Center for Black
Literature & Culture (CBLC) is dedicated to celebrating
the vibrant and resilient heritage and triumphs of those
born of African roots. This space is for ALL who are
interested in exploring the rich heritage that has
influenced nations across the globe.
We Started With Messaging
38. 38
Choose Not To Be SilentSupport All Patrons Rights By Speaking Up
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We Serve ALL!
At the end of the day, this is our overarching statement,
core beliefs and values.
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Find me!
• Website: kimcrowderspeaks.com
• LinkedIn: Kim Crowder
• Instagram: iamkimcrowder
• Twitter: iamkimcrowder
• Email: kim@kimcrowderspeaks.com
• Get more tips and webinars by joining my email
list. Send an email or message me on LinkedIn
with the subject Sign me up!
Editor's Notes
The condition of having or being composed of differing elements : variety; especially : the inclusion of different types of people (such as people of different races or cultures) in a group or organization
Implicit bias/attitudes are positive and negative evaluations that are much less
assessible to our conscious awareness and/or control. Often attributed to
feelings of safety around a certain group of people.
Explicit bias/attitudes are attitudes deliberately though about and report.
For example, telling someone that you like math or not.
"Cultural sensitivity" means being aware and accepting of the differences that exist among people with different cultural backgrounds. Being culturally sensitive enables a person to approach interactions with people from different cultures in a respectful manner, both in workplace and interpersonal interactions.
Talk overall, and then share my personal WHY
Diversity is more than race or gender, for example, assistive technology and services around differently abled customers, socioeconomic status differences, languages, education levels, access, and more.
2-D diversity is the intersection between inherent diversity such as gender, ethnicity and sexual orientation; and acquired diversity, which are traits gained from experiences such as living and working internationally or having had a marginalized group as a main consumer base.
Give example of person mentioning lack of audience
2-D diversity is the intersection between inherent diversity such as gender, ethnicity and sexual orientation; and acquired diversity, which are traits gained from experiences such as living and working internationally or having had a marginalized group as a main consumer base.