"Exploring the Multi-dimensional Relationship Between Equality and Equity"

Yali Feng, University of Illinois Urbana-Champaign Library    
Nneka Chisholm, University of Maryland College Park    
Thomas Dickens, The Ohio State University    
Victor Jones, University Library at the University of Illinois Urbana-Champaign

Academic library employees and units are increasingly required to engage with various DEIA trainings and are expected to integrate this knowledge into their daily work, which is then reflected in annual reports. This expectation creates stress and emotional burnout when training materials fail to convey key concepts, leading to confusion in employees' understanding. The intricate relationship between equality and equity is one such area of confusion. By utilizing a popular ballgame illustration of "equality vs. equity" commonly found in DEIA trainings and workshops, we aim to discuss differing perspectives on selected equality and equity-related library practices. Furthermore, we will address how the tension between these concepts can sometimes undermine DEIA efforts. We will then offer a reframing that seeks to reconcile these issues, connecting key aspects of equality and equity in a manner that clarifies and strengthens the intent behind DEIA initiatives. This reframing will move the binary understanding of "equality vs. equity" to a nuanced perception of the multi-dimensional relationship between the two. As a result, this provides a broader space and a more composed pace for approaching DEIA projects, fostering tolerance and spaciousness, which in turn enhances both resistance and restoration efforts. We argue that a more nuanced definition and understanding of these concepts can lead to more sensitive, sustainable, and innovative DEIA initiatives by library employees.

"Launching Inclusive Searches: Establishing and Training Search Committees in Academic Libraries"

Nicole Westerdahl, SUNY Oswego
Tarida Anantachai, NC State University Libraries

While many libraries have been eager to fill vacancies since the Great Resignation, some of the hurried approaches towards doing so may inadvertently introduce a number of inequitable outcomes. Taking the time to carefully approach our hiring processes, particularly in prioritizing candidate needs, can greatly enhance both their experiences and our ability to support them throughout the search process. Yet we also need to balance these deliberate approaches without creating an overly arduous, lengthy process for candidates and committees. How can academic libraries resist the pressure to rush forward and still engage in inclusive, equitable, and accessible search processes? The establishment of the search committee provides a prime opportunity for embedding intentionality and mindfully creating and sustaining an inclusive committee culture amongst its members. An intentional launch process before recruitment has begun can better ensure that equitable and inclusive hiring practices are in place going forward. The presenters will reflect on their experiences developing inclusive search cultures at different institutions (a private research, a public research, and a public regional university). They will also share strategies in how to approach structural processes beyond simply hiring: on positioning our libraries in constant self-reflection on our espoused values, and on what intentional ways we can center them for our candidates, and for our current and future colleagues.