The Penn State University Libraries formed a Diversity in Collections Task Force to determine how to best measure diversity in their collections and make recommendations. The Task Force reviewed tools like diversity codes and OCLC Collection Analysis, and recommended a mix of qualitative and quantitative assessments, including periodic reviews of collections against core lists, cataloging reports, and retention of a separate Diversity Fund. The Task Force also recommended selector-driven assessments like annual letters outlining diversity selections, collection statements, and subject guides highlighting diversity materials. Training for selectors was also advised, such as a diversity retreat and workshop series.

1. Measuring Diversity in Collection Development: Strategies for the New MillenniumCourtney L. YoungMatthew P. CiszekPenn State University Libraries

2. Diversity Objectives: Penn StateReasonable representation from different minority groups

3. Representation from different countries and cultures

4. Reasonable balance of gender

5. Diversity in curriculum content

6. Climate supportive of different minority groups and cultures"What Do We Mean By Diversity,“ John Brighton, former Provost, Penn State, 1993.

7. Diversity Defined: University Libraries“The University Libraries provide The Pennsylvania State University communities with equitable access to all of its information resources and services. This access is guaranteed without regard to race, ethnicity, language, age, religion or spiritual beliefs, health, gender, sexual orientation, physical capabilities, or geographic origin.”http://www.libraries.psu.edu/psul/diversity.html

8. Diversity in Collection Development“Support of the University’s diversity plan by integrating concepts of diversity within collections in all disciplines and strengthening subject expertise in diversity studies. Design services and resources to accommodate the various learning styles and skill levels of the diverse university community.”A Framework to Foster Diversity at Penn State: University Libraries Strategic Plan 2004 – 2009 http://www.equity.psu.edu/framework/updates_04_09/pdf/libraries_04_09rev.pdf

9. Diversity CodesImplemented in 1994

10. Two-letter code assigned to firm orders

11. Multiple codes could be used to reflect multiple dimensions of diversity

12. Reports generated annually to indicate how much each fund spent on diversity coded materialsDiversity Codes continued…Corresponded with minority and underrepresented groups as defined in diversity statementAA – African-AmericanAG – AgeismAR – Arab-AmericanAS – Asian-AmericanAD – Disabled/Physically ChallengedCP – General MulticulturalGL – GLBTHA – Hispanic-AmericanJS – Jewish StudiesNA – Native AmericanWS – Women’s Studies

13. Diversity Codes continued…ProsProvided systematic method to measure diversity

14. Easy to use

15. Minimal overheadConsInappropriate code assignment

16. Depended on selectors to use during ordering

17. Only used for firm orders – not used for approval plan, gifts, electronic resources, etc.

18. Easy to confuse with other coding used for program or international dimensionDiversity in Collections Task ForceCreated August 17, 2007 by Associate Deans for University Park and Campus Libraries

19. Charged to “determine how the Libraries can most effectively measure the diversity of its many collections”