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Diversity, Equity, Inclusion and Accessibility Statement

  1. Summary and HML Statement
  2. Fresno State's Definition of Diversity
  3. DEIA Best Practices
  4. Targeted Strategies
  5. The Role of the Library Diversity Committee
  6. Recruitment

Summary and HML Statement

Fresno State is a Hispanic-serving (HSI) and Asian American and Native American Pacific Islander-serving (AANAPISI) institution located on the traditional homelands of the Yokuts and Mono peoples, whose diverse tribal communities share stewardship over this land.

As an institution where exploring the diversity of thought and discouraging marginalization is valued as a means of enriching knowledge and critical thinking, we are dedicated to reducing any barriers to success that come from race, ethnicity, socioeconomic status, culture, religion, sex, national origin, color, linguistic diversity, disability, gender identity, sexual orientation, age, geographical region, personality, learning styles, life experiences and other human characteristics.

It is the goal of the Henry Madden Library to provide students, faculty, staff, and community users with access to resources and services, to increase information access, and to aid in the sharing of knowledge. However, we understand that providing all users with the same level of resources and support is not necessarily an issue of equal access, but of equitable access. The goal of providing access to information and information literacy instruction is as important as removing barriers that might impede or discourage access and engagement.

We embrace diversity, equity, inclusion, and accessibility for our workforce and library users. As such, we are committed to empowering diverse populations for full participation in the learning community, so we strive to eliminate barriers to the use of our library spaces, collections, services, and activities.

We will be intentional and adapt to change with purpose by improving our collections and public and technical services. As library employees, we have a responsibility to be inclusive in our collection development and ensure that our collections, programs and services reflect the populations served.

This work is continuous and we view this statement as a living document to assess our progress and make adjustments when necessary. We strive to create a culturally competent, anti-racist workforce and space for our students, faculty, staff, and community members.

The HML DEIA Statement provides the basis to foster and support a culture of diversity and inclusion and accessibility within HML’s workforce, collections, and services to users. The HML DEIA Statement is an evolving document: as initial goals are achieved, others will be developed based on ongoing assessment of progress. The Library Diversity Committee will conduct a yearly assessment of the plan, making appropriate updates. The Dean of Library Services and Associate Dean will include the Library’s major accomplishments in reaching our diversity goals in the annual report to the Provost and Vice President for Academic Affairs.

Fresno State’s Definition of Diversity

Individual differences (e.g., personality, language, learning styles, and life experiences) and group/social differences (e.g., race/ethnicity, class, gender, sexual orientation/sexual identity, country of origin, and ability status as well as cultural, political, religious, or other affiliations) that can be engaged in the service of learning.

DEIA Best Practices

The Henry Madden Library recognizes that inclusion is at the center of a thriving and innovative workforce. We are invested in building a welcoming and equitable environment for all library employees and library users.

The following best practices provide a framework for the Henry Madden Library to engage in the complexities of providing services to diverse populations, and recruiting and maintaining a diverse library workforce at Fresno State:

  1. Library employees shall develop an understanding of cultural competence by appreciating the importance of multicultural identities in the lives of the people they work with and serve.
  2. Cultural competence is a critical component of user-focused service. It is essential that its importance within the profession is evident across all organizational levels of a library. Library employees shall develop and support organizational and professional values dedicated to culturally competent service.
  3. Library employees shall have and continue to develop specialized knowledge and understanding about the history, traditions, values, and artistic expressions of colleagues, co-workers, students, and major constituencies served.
  4. Library employees shall develop collections and provide programs and services that are inclusive of the needs of all persons in the community the library serves and ensuring equitable access to collections and library services.
  5. Library employees shall be knowledgeable about and skillful in the use and provision of information services available in the community and broader society, and shall be able to make appropriate referrals for their diverse constituencies. This includes monitoring cultural competence among library employees through such means as supervision, in-service training, performance evaluations, and feedback from constituents.
  6. Library employees shall support and advocate for recruitment, admissions, hiring, and retention efforts in libraries, and library associations to increase diversity and ensure continued diversity in the profession.
  7. Library employees will participate in and facilitate the development of organizational dynamics that enable individuals, groups, and organizations to continually develop and exercise cultural competence.
  8. Library Administration will influence, support, and encourage the creation of proactive processes that increase diversity skills; empower colleagues, co-workers, and constituents from diverse backgrounds; share information about diverse populations; and advocate for their concerns.
  9. Library employees shall advocate for and participate in educational and training programs that help advance cultural competence within the profession. Research shall be inclusive and respectful of non‐Western thought and traditional knowledge reflecting the value of cultural ways of knowing. Cultural competence requires acknowledgment of Western cultural bias, and respectful inquiry of other systems of thought, including sources of traditional knowledge.

Adapted from the Association of College and Research Libraries (ACRL's) Diversity Standards Toolkit, July 3, 2019.

Targeted Strategies

  • DEIA to be a part of the work plan
  • Stronger recruitment ads and job statements to align with our DEIA values (Boston college ex.)
  • Intentionality around recruiting a diverse workforce
  • Stronger commitment from library administration to the LDC
  • Be intentional with DEIA through collections & services
  • Working closely with campus affinity groups and organizations to actively participate in and support racial/ethnic/cultural celebrations and DEIA campus-wide initiatives and programs
  • Targeted DEIA programming within the library (Ex. Hmong Voices, Welcome Black, LGBTQ+ Allies, affinity graduations, DEIA collection highlights)
  • Doing what we can to improve DEIA through library spaces by continuously asking, are we intentionally inviting? Being an intentionally inviting safe space for all.
  • Adapting to our population
  • Signage encouraging / promoting DEIA

The Role of the Library Diversity Committee (LDC)

Fresno State is committed to diversity as a core value on campus. The Henry Madden Library’s Diversity Committee (LDC) is dedicated to supporting the University’s mission of promoting and celebrating a culture of diversity, internationalization, and inclusion in Library services, resources, and programs. LDC is also currently an officially recognized committee by the President's Council on Equity, Diversity and Inclusion (PCEDI) at Fresno State.

We strive to do the following:

  • Provide Library programs and services that support DEIA and student success;
  • Promote and enhance Library resources and collections that reflect the diversity of our campus and community;
  • Offer and support diverse programs that enrich the academic experience of the University and its surrounding communities;
  • Create opportunities and increase diversity awareness among Library employees
  • Annually assess DEIA practices and report to Library employees with recommendations and improvements.

Recruitment

At Fresno State, we are committed to creating a community that reflects our Mission and Values, and our Diversity, Equity, Inclusion and Accessibility Statement. We are looking for applicants that demonstrate cultural sensitivity, an understanding of diverse communities, and committed to intentional inclusivity. We welcome people from diverse backgrounds and underrepresented communities to apply and join an inclusive and equity focused campus community.

The struggle against racism, prejudice, stereotyping, and discrimination is central to the mission of the Henry Madden Library. We are committed to our Mission and Values, and our Diversity, Equity, Inclusion, and Accessibility Statement. We expect finalists to demonstrate a similar commitment to sustaining a culture that is respectful, accountable, and intentionally inclusive.