Creating Diversity in Libraries: Management Perspectives

While existing library literature tends to focus on various diversity programs and discusses lack of diversity in the occupation, research is lacking on what can be done to cultivate diversity based on findings from management literature. This study explores linking those findings with some practical steps managers and individuals can take to increase racial and ethnic diversity in libraries as well as addressing some gender issues. It also provides suggestions for minorities and women to thrive in library workplaces based on the management literature. The word minority is used to describe underrepresented ethnic and racial minority groups in this study. Review of management literature found individuals with sponsors who advocate for them as well as mentors who provide guidance and psychological support are more successful. It also found voluntary initiatives such as awareness building through increased contact with minorities, eliminating biases through processes and structures, setting goals, and increasing social accountability were more effective than mandatory diversity training programs. Libraries are advised to communicate management commitment through their websites, job posts, and other venues; set specific goals; evaluate outcomes; and make managers accountable by incorporating diversity-related performance goals in their evaluation. Managers’ willingness to be bias interrupters also contributes to the success of diversity efforts. Individuals are encouraged to seek out sponsors as well as mentors, build on their resilience, and establish genuine personal long-term relationships with people of different backgrounds to achieve success in their careers. The suggestions provided in this study are applicable particularly to large libraries.