Equity, Diversity, and Inclusion (EDI) Special Interest Group Meeting
January 16, 2025
11:30am-12:30pm via Zoom
In attendance:
Tracy Dunstan (facilitator), Carida Ridore, Minerva Parker, Anita Baumann, Erin Power, Megan Stover, Sarah Kirby, Carolyn Bennett Glauda, Moshe Siegel, Meaghan Doyle, Arianna Schlegel, Laura Streett
Discussion notes:
Attendees introduced themselves and, by way of ice-breaker, noted their current mental/emotional state on a scale of relaxed -> anxious’ cat pictures. Introductions (your name, organization, and how are you feeling on the cat scale? http://www.catscale.de/scales/Catscale3.jpg (Image source: http://www.catscale.de/)
Attendees were provided an article regarding Apple and COSTCO DEI programs and current efforts to save those programs from shareholder votes to discontinue them, for group discussion: https://www.advocate.com/news/apple-costco-support-dei
Why this article? In the wave of corporate obeying-in-advance and capitulating, it is interesting to see some who are attempting to stand their ground.
Despite Apple’s effort to maintain their DEI program, attendees expressed distaste and anger at Apple CEO Tim Cook’s personal donation to the incoming, LGBTQIA+-hostile President’s inauguration. Cook’s queer identity seemingly plays no role in his politics, a disappointment to attendees, who noted that such a high level tech player could do much good if he stood tall with his ostensible, vulnerable community.
Attendees noted that corporate DEI rollbacks are likely rooted in concerns about funding (be it federal subsidies or consumer engagement), while asserting that for libraries, the intent is to keep social justice programming in place as it’s the right thing to do, beyond the politics/the retrograde inclinations of the moment.
For many the situation calls back to the often maligned concept of “sensitivity training” – can these ideals and skills even be taught? Can people be made to be sensitive? Such efforts tend to invoke anger in the very audience that needs it the most.
The pushback on all these programs illustrates the majority-white impulse to “go back to how it was”; e.g., to sweep everything equity-based back under the rug.
Discussion expanded to include sexual harassment prevention training:
Similar to sensitivity training, sexual harassment training is often wasted on the folks doing the harassing, who don’t care about the consequences of their actions on others.
However, there are still benefits to this type of training: despite some not taking the lessons they should, training informs people of avenues to report harassment and seek recourse. As well, whatever they personally take away from training, transgressors are put on notice that they can be reported and they can no longer say “I didn’t know” — thus setting the status quo on better terms.
Attendees expressed hope for safeguards from New York State are forthcoming for nonprofits/other organizations with state funding.
In comparing current harassment prevention training, some attendees report that paid-for programs were higher quality, less corny, and more actionable.
Raises the question: is it possible to do a consortial purchase for training, that all may benefit from the higher quality courses?
On the point of going beyond passive training to effect immediate change, attendees note that it would help if people called out transgressors in the moment.
Tricky to always do, as when it’s happening you don’t always feel protected/fear coming across as seeming unreasonable.
Trust your gut and if you feel you can do so, utilize the embarrassment people experience when being called out to nip the problem in the bud.
Attendees explored whether the right move is to change the name of DEI programs and lay low while still doing the work, or to stick with the name and not back down?
Discussion: we go back and forth with it. Do the work quietly, or put a target on your program by naming it? Visible support for progressive ideals vs covert action to survive.
“Social justice” is the term in use at Nyack, which is essentially the foundational effort behind DEI
EDI Committee at Southeastern is a less visible program than similar ones at public organizations; initial zeal to get this comm off the ground remains, we’re not eager to back down. Keeping the name.
Attendees discussed the EDI Committee’s recent work:
The committee considered an “Ask the EDI Committee” service – did some work on what it would look like, modeled on other “Ask” services (the Lawyer; an Archivist), formally tabled as framework didn’t quite come together, but the committee remains open to questions or guidance helping institutions approach the subject and do things like secure and maintain board buy-in, etc.
EDI Guidebook still up, possible to solicit for additions, discuss in newsletter, etc.
Checklist available for EDI applications to programming.
The committee is working on an internship program: partially funded by Southeastern, administered by Southeastern, drawing from Valley Cottage/RCLS models. Intern to either work on an EDI project or themselves be from an underrepresented community. Interns to be drawn from advanced degree librarian program participants. Committee will be working on this program in the coming year,
Attendees discussed NYLA’s “Coalition of Library Workers of Color,” which is looking to expand their scope:
Discussed the idea of looping in other library staff – security folks, maintenance, others who are on the front lines of public libraries.
Discussed clarifying outreach to make clear that the coalition is not just for librarians of color but also for allies. Attendees expressed interest in participating but have held back to date out of respect for the space; eager to join if it would add value to the cause.
Southeastern offered partnership for Zoom hosting/space for professional development around this subject, possibly with speakers/topics of discussion aimed to draw new members.
Links shared by attendees:
Corporate DEI Thrives Despite Higher Ed Challenges - https://www.insightintodiversity.com/corporate-dei-thrives-despite-higher-ed-challenges/?utm_source=Choice+eNewsletter+signup&utm_campaign=0228a55f2c-TIE+NEWSLETTER_122024_COPY_01&utm_medium=email&utm_term=0_7ef534065e-0228a55f2c-538945185
Apple, Costco stand behind DEI programs - (copied from discussion above) https://www.advocate.com/news/apple-costco-support-dei