The document discusses the concept of 'operationalizing' diversity, equity, and inclusion (DEI) in the workplace, emphasizing the need for new practices, strategies, and tactics within organizational design. It outlines specific focus areas for DEI implementation at Oberlin College Libraries, including people, collections, facilities, spaces, and services, along with examples of how these can be effectively incorporated. The document highlights the importance of integrating DEI into strategic and budgetary planning, and fostering collaboration for meaningful impact in the workplace.

1. “OPERATIONALIZING”
DIVERSITY, EQUITY,
AND INCLUSION
IN THE WORKPLACE
ALEXIA HUDSON-WARD
DIRECTOR OF LIBRARIES
OBERLIN COLLEGE AND CONSERVATORY
NOVEMBER 14, 2018

2. WHAT EXACTLY IS “OPERATIONALIZING?”

3. IT’S A MADE UP WORD...
TO DESCRIBE THE PRACTICES, STRATEGIES, AND TACTICS
ASSOCIATED WITH DIVERSITY, EQUITY, AND INCLUSION
ORGANIZATIONAL DESIGN

4. IMPLEMENTING DIVERSITY IN THE WORKPLACE IS
ORGANIZATIONAL DESIGN THAT REQUIRES
RE-ENVISIONING OF:
PRACTICES
STRATEGIES
TACTICS

5. DIVERSITY,
EQUITY, AND
INCLUSION AS
PRACTICES
Be committed to staying abreast of
the current trends, literature, and
nomenclature
Participate in routine DEI focused
dialogues with colleagues and staff
Openly communicate your growth
and knowledge deficits in DEI so that
you provide space for “release and
engagement” within the workplace

6. DIVERSITY, EQUITY,
AND INCLUSION
STRATEGIES
Incorporate DEI into your strategic
planning and budgetary planning
processes
Apply a 360 degree approach to DEI
with all workplace elements
Leverage DEI as a collaborative
opportunity to involve new
partnerships outside your
respective entity

7. WITH DEI PRACTICES AND STRATEGIES IN PLACE
THE TACTICS BECOME EASIER TO IMPLEMENT

8. OPERATIONALIZING
DIVERSITY, EQUITY,
AND INCLUSION
AT THE OBERLIN
COLLEGE LIBRARIES

9. OUR FIVE
FOCI FOR
DIVERSITY,
EQUITY, AND
INCLUSION
People Collections
Facilities Spaces
Services

10. IMPLEMENTATION
EXAMPLES OF THE
FIVE FOCI FOR
DIVERSITY, EQUITY,
AND INCLUSION
People – cultural competence within recruitment;
diversity statements from us and job applicants
Collections – assessment and development that
seeks opportunity areas
Facilities – consistently striving to manage
messaging and practices within our locations
Spaces – physical and virtual spaces must be in
”agreement” with each other about DEI
Services – openness to the evolving nature of public
services and technical services intersections

11. EXAMPLES FROM
OBERLIN COLLEGE
LIBRARIES

12. OBERLIN COLLEGE LIBRARIES
AFFIRMATION OF DIVERSITY STATEMENT IN JOB POSTINGS
“It is important that the incumbent recognizes and
values how diversity, equity, and inclusion (DEI) is an
essential part of our College and Conservatory
culture and is prepared to use a DEI lens to inform
practices and behaviors both inside and outside of
the Oberlin College Libraries.”

13. NEGOTIATING COMPLICATED NARRATIVES
& ELEVATING NEW STORIES WITHIN OUR FACILITIES

14. “AGREEMENT” BETWEEN
PHYSICAL AND VIRTUAL COLLECTIONS REPRESENTATION

15. THIS SEEMS VERY PROGRAMMATIC…
WHY DOES THIS MATTER IN TERMS
OF DIVERSITY IN THE WORKPLACE?

16. DIVERSITY,
EQUITY, AND
INCLUSION
STRATEGIES
Incorporate DEI into your strategic
planning and budgetary planning
processes
Apply a 360 degree approach to
DEI with all workplace elements
Leverage DEI as a collaborative
opportunity to involve new
partnerships outside your
respective entity

17. BECAUSE EVERY ACTION WITHIN OUR WORKPLACES
COMMUNICATES OUR COMMITMENT TO DIVERSITY
(OR NOT)

18. OUR CRITICAL CHOICEPOINT WITH DIVERSITY IN THE
WORKPLACE IS ORGANIZATIONAL DESIGN THAT REQUIRES
RE-ENVISIONING OF:
PRACTICES
STRATEGIES
TACTICS

19. TOWARDS OUR FUTURE TOGETHER AND
WITH GRATITUDE FOR YOUR TIME TODAY