Library DEIA Assessment Guide

Revised Library DEIA Assessment Guide

Introduction: Why DEIA Assessment Matters
Key Definitions and Concepts
Establishing an Assessment Plan
Internal vs. External Assessment
Methods and Tools for DEIA Assessment
Inclusive Approaches & Multiple Perspectives
Addressing Challenges & Managing Change
Applying Findings: Closing the Loop
Case Examples & Success Highlights
Action Steps & Recommendations
Additional Resources

1. Introduction: Why DEIA Assessment Matters

Diversity, Equity, Inclusion, and Accessibility (DEIA) remain critical for community and junior college libraries, which often serve highly diverse populations. Systematic DEIA assessments help libraries:

Identify and address gaps in collections, services, policies, and staffing.
Foster student success and retention by creating welcoming, inclusive environments.
Promote equity in resource access and representation.
Demonstrate accountability to college administrators, accreditors, and community stakeholders.

Example: A community college library with a predominantly first-generation student population can use DEIA assessment to discover whether library signage, programming, and collections adequately reflect these learners’ cultures and experiences, thus enhancing their sense of belonging.

2. Key Definitions and Concepts

Diversity: Representation of various backgrounds (race, ethnicity, nationality, gender, sexual orientation, ability, age, religion, socioeconomic status, etc.).
Equity: Fair treatment and resource distribution to ensure everyone has the support they need to succeed.
Inclusion: Efforts that actively involve and empower individuals and groups so that all voices are genuinely heard and can influence decisions.
Accessibility: Ensuring services, spaces, and digital tools are designed for full participation by individuals of all abilities.
Belonging: The feeling of comfort, acceptance, and “fit” within a community or institution—often a key predictor of both retention and success.

Example: When updating a library building, ensuring ramps, braille signage, and text-to-speech tools (Accessibility) is just as important as inclusive social events, displays, or policies that welcome everyone (Inclusion), combined with a budgeting strategy that addresses historic inequalities (Equity).

3. Establishing an Assessment Plan

3.1 Basic Steps

Determine Scope & Purpose
Decide if you are primarily assessing collections, staff culture, programming, or overall climate.
Example: You might focus on whether your workshop series equally engages ESL students, older adult learners, and students with disabilities.
Form a Core Team
Include librarians, faculty, students, staff, and institutional researchers.
Example: A DEIA Working Group with a cataloger, a reference librarian, a student representative, and your IR staff can provide balanced perspectives.
Create Definitions & Goals
Develop local definitions for “diversity,” “equity,” “inclusion,” “accessibility,” and “belonging.”
Example: The library’s goal might be “to have the demographics of student workers in the library match campus demographics within two years.”
Decide on Data Collection Methods
Surveys, focus groups, interviews, observation, analysis of institutional records, or mixed methods.
Example: A combination of a library climate survey plus HR data on staff retention can yield rich insights.
Develop a Timeline and Budget
Create a realistic schedule for data gathering, analysis, reflection, and action.
Example: A Gantt chart showing data collection in Fall, analysis in Winter, and action planning in Spring.
Plan for IRB or Privacy Concerns
If collecting sensitive data (e.g., demographics, personal info), consult your institution’s IRB or privacy office.
Example: If you track attendance for specific demographic groups at library events, ensure data confidentiality.

4. Internal vs. External Assessment

4.1 Internal

Focus: Staff demographics, recruitment, retention, professional development, internal policies.
Why: A supportive internal culture yields improved external services.

Practical Example: Interview staff who left within two years; if they cite feeling “isolated” or “unsupported,” implement mentorship or cluster-hiring strategies to improve retention.

4.2 External

Focus: Student demographics, community needs, usage data, programming attendance, perceived inclusivity.
Why: The library’s relevance depends on how well it meets the community’s and students’ actual needs.

Practical Example: Survey students about how well library resources reflect their identities. If you discover low representation, adjust collection development and event planning accordingly.

5. Methods and Tools for DEIA Assessment

5.1 Surveys

CCSSE (Community College Survey of Student Engagement) or similar.
HERI Diverse Learning Environments Survey for campus climate insights.
In-House Surveys tailored to your local context.

Example Question:
“Which of the following best describes how you feel in our library? (Select all that apply):
- My culture is reflected in signage/collections.
- Library staff treat me with respect.
- I find resources in my primary/preferred language.
- I feel safe asking for help with my unique needs.”

5.2 Focus Groups & Interviews

Gather qualitative insights to explore why certain gaps exist.
Train facilitators in cultural competence.

Example Protocol:
Opening: “Describe a recent positive experience you had in the library.”
Probing: “What specific changes could make you feel even more included here?”

5.3 Observation & Environmental Scans

Walk through library spaces and check for visual representation, signage clarity, ADA compliance, assistive technologies.

Example: Use a simple checklist for braille signage, height-adjustable desks, or gender-neutral restrooms.

5.4 Catalog Diversity Audits

Purpose: Determine whose voices are being amplified in the collection.
Process: Develop relevant categories (e.g., race, ethnicity, gender, disability) and systematically review acquisitions.

Student-Involved Example: Hire student interns to examine a subset of the catalog for author demographics—similar to Elizabeth Godwin’s project. Use these findings to align future acquisitions with campus diversity.

5.5 Institutional Data Analysis

Disaggregate usage stats and success rates by demographic group when possible.
Combine library usage data with broader campus metrics for deeper insights.

Example: Compare how many first-gen students check out materials vs. their overall proportion on campus. If they are underrepresented among library users, investigate possible barriers.

6. Inclusive Approaches & Multiple Perspectives

Engage Stakeholders Early
Include staff, faculty, and students to shape your assessment plan.
Example: Form a DEIA Advisory Council meeting quarterly.
Offer Multiple Ways to Contribute
Combine surveys, open forums, suggestion boxes, and interviews.
Example: Provide Zoom or phone interviews for distance learners with scheduling constraints.
Recognize Intersectionality
One identity category does not capture all nuances.
Example: Pair surveys with one-on-one interviews to learn how being an older-adult ESL speaker shapes library engagement.
Transparency & Context
Explain how demographic info will be used, highlight privacy measures, and show how it drives improvement.
Example: Before distributing a library climate survey, share a “FAQ” about why each question matters.

7. Addressing Challenges & Managing Change

7.1 Resistance to Change

Identify potential pushback (e.g., overburdened staff, tight budgets, or misunderstanding).
Strategies: Provide information sessions, staff development in implicit bias and inclusive service.

Example: A short “Implicit Bias in Collection Development” workshop can help staff see the benefit of more inclusive acquisition processes.

7.2 Budget and Resource Constraints

Pilot and Phase: Start small if resources are tight.
Collaborate: Seek grants, partner with other departments, or integrate projects into coursework.

Example: If a full catalog reclassification is impossible, do a partial audit for social sciences materials and expand over time.

7.3 Privacy/IRB Considerations

Consult IRB or ethics boards if data will be published or widely shared.

Example: For a student-driven diversity audit, ensure permission to analyze usage data or track demographics has been granted.

7.4 Staff Turnover & Training

Maintain institutional knowledge with clear documentation of processes.

Example: Create a “DEIA Assessment Handbook” on your intranet so new hires can quickly learn established practices.

8. Applying Findings: Closing the Loop

8.1 Analyze Thoroughly

Look for patterns in disaggregated data.
Compare results year-over-year or with external benchmarks.

8.2 Communicate Results

Share in accessible formats: concise reports, infographics, or presentations.

Example: A 1-page “DEIA Highlights & Next Steps” summary can be shared in staff meetings or faculty senate gatherings.

8.3 Implement Changes & Document

Align action items with data findings.

Example: If older adult students struggle with library technology, create a dedicated tutorial or embed tech support in library orientation.

8.4 Reassess

Schedule re-evaluation every 6–12 months.

Example: After launching an “Inclusive Book Club,” measure attendance and belonging each session, then revisit data at semester’s end.

9. Case Examples & Success Highlights

Cluster Hiring for Retention
Challenge: Repeated turnover among librarians from minoritized groups.
Assessment Action: Data showed feelings of isolation; admin approved multi-person hiring.
Outcome: New librarians formed a supportive cohort, improving retention.
Student-Driven Diversity Audit
Challenge: Limited staff capacity for catalog reviews.
Assessment Action: Two student interns examined ~1,300 titles for ~12 minutes each.
Outcome: Findings exposed collection gaps and informed better acquisition strategies.
Library Workshops & Sense of Belonging
Challenge: Low attendance among older adult learners at evening workshops.
Assessment Action: Surveys revealed childcare and travel constraints.
Outcome: Offering online synchronous options and childcare stipends tripled workshop attendance.

10. Action Steps & Recommendations

Start Small: Begin with a pilot project (e.g., event feedback forms) to build momentum.
Gather Broad Input: Involve staff, students, and faculty from multiple backgrounds and roles.
Use Mixed Methods: Combine quantitative and qualitative data for a fuller understanding.
Be Transparent About Privacy: Explain why demographic info is collected, how it will be used, and how confidentiality is protected.
Publicly Address Results: Communicate findings, highlight successes, and discuss next steps openly.
Maintain Ongoing Improvement: Plan a cycle of re-assessment—DEIA is not “one and done.”

11. Additional Resources

ACRL Diversity Standards: Guidelines for cultural competency in academic libraries.
Project READY: Free professional development materials focusing on racial equity (adaptable for various library contexts).
Library Assessment Conference Proceedings: Contains case studies and proven methods for library-based DEIA assessments.
In the Library with the Lead Pipe: Open-access journal featuring critical discussions on equity in LIS.
Urban Libraries Council’s Equity Toolkit: Offers frameworks adaptable for academic and community college libraries.

Closing Thoughts

DEIA assessments guide libraries to be more equitable and welcoming, ultimately boosting student success and staff satisfaction. By systematically collecting, analyzing, and acting on data, libraries can refine policies, enrich collections, and create environments where everyone feels they belong.

Practical Next Steps:
1. Identify one pilot (e.g., a diversity audit of your top 100 circulating titles) to gain momentum.
2. Document your assessment process and store it in a shared space for staff reference.
3. Schedule a follow-up within 6–12 months to reassess, adjust, and continue improving.

Use the examples in this guide to customize your approach according to your library’s goals, resources, and context. By keeping these guiding principles in mind, libraries can move beyond checklists and truly embed DEIA in daily practice.

Library Science and Culture: Exploring the Art and Science of Libraries

Thursday, February 13, 2025

Library DEIA Assessment Guide 2025