Jane Morgan-Daniel, AHIP1, Xan Y. Goodman, AHIP2, Sandra G. Franklin, AHIP, FMLA3, Kelsa Bartley4, Matthew Nicholas Noe5, JJ Pionke6
Volume 109, Number 1: 141-153
Received 08 2020: Accepted 08 2020
The Medical Library Association (MLA) appointed a Diversity and Inclusion Task Force (DITF) in 2017. Sandra G. Franklin, AHIP, FMLA, chaired the task force and guided initiatives. From 2017 to 2020, the task force completed a review of MLA defining documents—including the mission, vision, values, and code of ethics—resulting in language updates to these documents. As MLA transitioned through the communities process, the DITF contributed to the transition. Other recommended essential changes to MLA profiles to promote awareness included updating pronouns to promote gender inclusivity and suggestions for the Annual Meeting Innovation Task Force. DITF members actively brought diversity and inclusion programming and engagement to MLA members at annual meetings. The task force held a fish bowl conversation, an open forum, and a Diversity Dialogues roundtable discussion; provided interactive discussion boards; and designed an MLA diversity button. Beyond MLA annual meetings, the task force hosted two critical librarianship meetings and a Twitter chat to engage MLA members with diversity and inclusion topics. Task force members promoted diversity and inclusion beyond their task force appointments with presentations at chapter meetings and other non-DITF MLA annual meeting programming. A notable task force accomplishment included completing a survey of MLA members to gather baseline demographic characteristics, including never before collected data about disability, socioeconomics, and caregiver status. This report provides an overview of DITF activities from 2017 to 2020.
Teresa L. Knott, AHIP, 2016/17 Medical Library Association (MLA) president, announced the Board of Director’s decision to make diversity and inclusion a strategic goal of the association in December 2016 . The board identified three essential actions: “draft and consider an MLA strategic goal on diversity and inclusion for roll-out after the MLA ’17 ‘Dream Dare Do’ meeting in Seattle; organize an open forum on diversity and inclusion during MLA ’17; engage our members already active in diversity and inclusion at MLA, and others who are interested in supporting MLA’s efforts.” As a result, by May 2017, the board had identified diversity and inclusion as a strategic goal for the organization (supplemental Appendix A: MLA strategic plan with diversity and inclusion goal).
In summer 2017, 2017/18 President Barbara A. Epstein, AHIP, FMLA, issued a call for a Diversity and Inclusion Task Force (DITF). The call for applicants was shared with existing MLA entities such as committees, sections, and special interest groups (SIGs). The open invitation to join the newly created DITF required applicants to describe in 100 words or less 3 of the most important reasons they wanted to participate in the task force. If selected to serve, members were expected to attend the 2018 and 2019 MLA annual meetings . Supplemental Appendixes B and C provide the email call for applications and blog post announcing the task force members from President Epstein.
There were nearly forty applicants, and thirteen were selected to serve on the DITF. By August 2017, the task force was fully appointed with Sandra G. Franklin, AHIP, FMLA, as chair. Tomi Gunn was assigned as the MLA staff liaison, and 2018/19 President Beverly Murphy, AHIP, FMLA, was the MLA Board liaison. Once Murphy began her MLA presidential year, Gupreet Kaur Rana was appointed as MLA Board liaison to the DITF . Over three years (September 2017 to May 2020), the DITF coordinated with MLA membership and leadership to accomplish a number of actions and initiatives. This report summarizes the DITF’s activities during this time period. On June 1, 2020, the DITF transitioned into the new MLA Diversity, Equity, and Inclusion (DEI) Committee, chaired by Xan Y. Goodman, AHIP.
Chaired by Franklin and comprising twelve members (Figure 1), the DITF formed in 2017 with the purpose of executing MLA’s new Diversity and Inclusion strategic goal. To initiate open dialogue before the DITF’s inaugural meeting, each member was asked to address the discussion prompt “My idea for diversity and inclusion for MLA is…” (Table 1).Figure 1
Diversity and Inclusion Task Force (DITF) members shown in a PowerPoint slide by Beverly Murphy, AHIP, FMLA
DITF members’ responses to the discussion prompt “My idea for diversity and inclusion for MLA is…”
|My idea for diversity and inclusion for MLA is...|
|“promoting interests & professional development of all underrepresented groups in a manner that is proactive & not reactive”|
|“all members will know it to be a core value because it is expressed throughout association documentation and expected in the association’s leadership”|
|“recognizing that we must make opportunities for discourse available to [effect] change”|
|“ensuring underrepresented groups have a voice in our profession”|
|“fostering awareness, understanding, cultural sensitivity, respect, & responsiveness towards the values & needs of different communities”|
|“focusing on the whole experience of librarianship, from library assistants to graduate school to professional life…it has to include financial & cultural action”|
|“where we are aware that diversity is an acknowledgement of our differences & that inclusion means that we embrace them”|
|“creating an infrastructure to enhance the participation of diverse librarians”|
The DITF’s first formal meeting took place in November 2017, during which the charge and goals were reviewed. The charge was to “evaluate and improve MLA practices as they relate to diversity and inclusion” in the following areas:
Accordingly, the DITF’s five goals were to:
The DITF chair identified areas for review and asked for a volunteer subgroup to begin work in May 2018. The subgroup—led by Goodman and composed of Diana Almader-Douglas, AHIP, Jane Morgan-Daniel, AHIP, and JJ Pionke—reviewed MLA defining documents for language inclusivity, including the vision, mission, values, and code of ethics. A review of the grants and scholarships language also took place.
First, the subgroup identified other library-related organizations with potentially relevant diversity documents including the American Library Association (ALA), Association of Academic Health Sciences Libraries (AAHSL), Chartered Institute of Library and Information Professionals (CILIP), European Association for Health Information and Libraries (EAHIL), International Federation of Library Associations and Institutions (IFLA), and Special Libraries Association (SLA).
After reviewing the language used in these organizations’ mission statements, the subgroup compiled a report for the DITF chair with recommendations to update and change language in the aforementioned MLA documents. This report resulted in two motions submitted to the MLA Board of Directors in August 2019 that included supporting documents with the sources consulted. Franklin, DITF chair; Rana, MLA Board liaison, and Kevin Baliozian, MLA executive director, all provided input and guidance for the proper structure of the motions. The first motion suggested changes to MLA’s vision, mission, code of ethics, and values. The second motion recommended changes to language throughout all MLA documents, for example, changing Hispanic to Latinx. The motions were accepted and passed by the MLA Board on September 3, 2019 (supplemental Appendix D).
The newly established MLA DEI Committee will address further issues related to revising MLA documents, because there was some sentiment that the recommended language did not go far enough to advocate for equity and inclusion.
Due to the importance of gender identity inclusivity and the use of gender-diverse pronouns, the DITF asked that pronouns be added to the annual meeting badges, as well as the option to choose a gender neutral honorific such as Mx during registration be added (supplemental Appendix E). For 2018, the first year of this change, meeting badges had ribbons to denote pronouns. Starting in 2019, pronouns were added directly to the badges themselves.
Modeling community changes. The Communities Task Force spent two years looking at models to evolve MLA community participation. Prior task forces and the Rising Stars had produced recommendations to make the professional home of members more inclusive. Following a presentation by Executive Director Baliozian about the proposed structure of caucuses and domain hubs, the DITF was asked to weigh in. Nine members made comments that were shared with Communities Task Force Chair Rikke Sarah Ogawa, AHIP, in August 2018.
Transforming MLA communities. Detailed information was published in November 2018 with a statement that the two task forces had worked together to agree on the following recommendations approved by the MLA Board:
The association implemented these and other changes starting September 1, 2019, with an immediate positive effect on MLA’s diversity and inclusion.
The DITF made multiple recommendations for MLA annual meetings, based both on conversations about DEI and on the results of the membership survey that ran in October 2019. Largely, the concerns around the annual meeting centered on cliquishness, cost, communication, and ability to connect with other people during the meeting. The DITF recommendations included creating alternative social activities that did not involve noisy and crowded venues and instead offer alternative activities, like cards, board games, and coloring events; providing more robust support for an array of needs such as gender inclusive bathrooms, a lactation room, a meditation space, a list of food establishments for those with religious observances; and providing other types of support for attendees to make them feel welcome and included.
The MLA Communities Task Force requested a guiding principle from the DITF to contribute toward affirming DEI as a core organizational value during and after the communities transition process. The statement was created by Rana:
“Diversity, equity, and inclusion are the threads that strengthen the fabric of the Medical Library Association”
MLA ’18 open forum. The MLA ’18 “Diversity and Inclusion Strategic Goal Open Forum” was designed to serve the following purposes: enabling the DITF to share their goals and activities with as many people as possible in-person, letting the membership become familiar with DITF members face-to-face, and serving as a follow-up to the interactive discussion boards set up throughout the meeting on which people were asked to share their thoughts on topics such as “what diversity and inclusion means to you” and “how does length of service at MLA relate to diversity and inclusion?” The responses on these boards, up until the time of the open forum, were used as springboards for further discussion.
The open forum was well attended (standing room only), with membership sharing a number of questions and concerns that helped to inform the next steps of the DITF, including calls for benchmarking data, language changes for the MLA Scholarship for Minority Students, and calls for continuing education (CE). Membership rightly discussed how the lack of diversity in librarianship is a larger problem, but as one task force member pointed out, the DITF’s scope was to “clean our house first” rather than to try and address diversity and inclusion in the entire field of library and information science (LIS).
In an uncomfortable moment, a member stood up and said that they did not really understand what all of this was about (specifically not understanding the concept of white privilege), and a productive discussion followed. This discussion highlighted several important issues, including that despite master’s degree credentialing (among others), the LIS field had not done a sufficient job of educating on DEI matters. The open forum demonstrated that equity and inclusion was an issue that MLA should dedicate time to addressing at an organizational level, above and beyond what was accomplished by the task force. Member comments at the open forum also highlighted an unmet need for more opportunities in MLA for such uncomfortable but essential conversations to happen. While encouraging the creation of resource lists and continual reading and self-education, it is also important to recognize that doing the reading is absolutely necessary but not sufficient on its own. Sometimes the hard conversations must happen. To move toward these hard conversations, the DITF sponsored a diversity fish bowl session at MLA ’18.
MLA ’18 fish bowl. At MLA ’18, a special session was conducted called the “Diversity and Inclusion Fish Bowl.” Thirty-four meeting attendees participated in the one-and-a-half-hour hour session, which was facilitated by Blair Anton, AHIP, Alexa Mayo, AHIP, Anne K. Seymour, and M.J. Tooey, AHIP, FMLA. The objective was to gather participants’ thoughts through participatory dialogue. Morgan-Daniel and Amy Taylor recorded responses to three questions:
Five main themes emerged:
MLA ’19 roundtable. At MLA ’19, the DITF hosted a ninety-minute Diversity Dialogues roundtable. Approximately eighty attendees joined roundtables facilitated by Kelsa Bartley, Franklin, Goodman, Mary Catherine Lockmiller, AHIP, Morgan-Daniel, Pionke, and Rana. Conversation topics included the perceived inclusivity of MLA as an organization in relation to disabilities; lesbian, gay, bisexual, pansexual, transgender, genderqueer, queer, intersexed, agender, asexual, and ally community (LGBTQIA+); and socioeconomic status (SES). Participants were encouraged to share their stories, experiences, and viewpoints in response to the questions (Table 2).Table 2
Diversity Dialogues roundtable questions
|Disabilities||LGBTQIA+||Socioeconomic status (SES)|
|What are the biggest challenges for people with disabilities and how can MLA help?||What are the biggest challenges for LGBTQIA+ people and how can MLA help?||What are some of the socioeconomic challenges MLA members experience?|
|In relation to people with disabilities and inclusivity, which issues or actions do you feel should be prioritized by MLA and why?||In relation LGBTQIA+ people and inclusivity, which issues or actions do you feel should be prioritized by MLA and why?||What do you think are the biggest challenges related to SES or of being a first-generation librarian in MLA?|
|Can you recommend disability or accessibility inclusive resources that are useful for learning and teaching?||Can you recommend LGBTQIA+ inclusive resources that are useful for learning and teaching?||Can you recommend resources to learn more about SES and health sciences or medical librarianship?|
|What are some misconceptions about disability folx that you have encountered as a member of MLA?||What are some misconceptions about LGBTQIA+ folx that you have encountered as a member of MLA?||Can you describe intersections between education, income, and occupation that might affect MLA members?|
|What positive or negative experiences have you had as a person with disabilities and as an MLA member?||What positive or negative experiences have you had as an LGBTQIA+ MLA member?||What positive or negative experiences have you had as an MLA member related to SES or as a first-generation librarian?|
|How could MLA leadership enhance the environment for members with disabilities?||How could MLA leadership enhance the environment for LGBTQIA+ members?||Can you describe any dynamics of power in MLA that you have seen or experienced?|
|What is the question you are most tired of hearing? What would you like to say about it so you never have to answer it again?||What is the question you are most tired of hearing? What would you like to say about it so you never have to answer it again?||Can you describe the relationship between cultural and political capital in MLA? How does this affect members?|
The roundtables fostered discussions on negative experiences, misconceptions, and microaggressions. Additionally, a number of suggestions were provided by participants:
An #MLADiversity Twitter hashtag was conceived and adopted by the DITF in spring 2018. It was developed to initiate and capture conversations on Twitter around issues and topics related to DEI in medical librarianship and beyond. The hashtag was first used during MLA ’18 to broaden the discussion during the open forum. It was publicized beyond Twitter in blog posts by DITF members for MLANET and highlighted in MLAConnect (Figure 2). Two DITF members, Bartley and Matthew Nicholas Noe, were charged with coming up with suggestions for the hashtag and were official tweeters for the meeting that year, assisting with spreading the use of the hashtag among medical librarians (#medlibs) on Twitter. DITF members wore buttons at MLA ’18 with the hashtag (Figure 3). The button was designed by Murphy, Gunn, and other MLA staff.Figure 2
DITF blog post publicizing the Twitter hashtag
MLA ’18 diversity button design
The hashtag has been used more than 500 times between May 2018 and June 2020, as the promotion and use of #MLADiversity continued beyond MLA ’18. For example, the hashtag was used in a #medlibs Twitter chat “Making a Better MLA” on February 14, 2019, which discussed steps and actions to create a positive and welcoming environment for all, as well as strategies for countering negative situations in the profession. In March 2020, the DITF held its first Twitter chat, which was organized and hosted by the DITF Communications Subgroup members Goodman and Bartley, and facilitated on Twitter by Gunn and Martha Lara from MLA staff. The chat focused on institutional activities and personal development relating to DEI, so that members could engage and share their personal journeys, ideas, and information on what their libraries and organizations were doing to further DEI efforts. Four questions were discussed during the hour-long chat:
Approximately twenty to thirty people participated from across the country. Selected mentions are listed below.
As is often the case with social media, the hashtag has now grown into its own and is used to discuss DEI issues of relevance to medical librarianship well beyond just the “official” use by the DITF and MLA staff. A history of the hashtag can be viewed at https://twitter.com/hashtag/MLADiversity?src=hashtag_click.
In addition to a proposed motion to create a new DEI Committee within the MLA structure and updates to language in MLA documents, the DITF met their objective to “build activities and programs that create and sustain diverse, inclusive, and welcoming practices” through organized activities that involve MLA membership (Table 3).Table 3
Summary of task force activities
|Activity||MLA meeting year|
|Developed diversity buttons||2017–2018|
|Investigated MLA defining documents||2017–2019|
|Held a fish bowl||2018|
|Held an open forum||2018|
|Provided interactive discussion boards||2018|
|Held critical librarianship webinar series||2019|
|Held diversity and inclusion roundtables||2019|
|Hosted Twitter chats||2020|
|Submitted a motion to change language in MLA defining documents||2019|
|Surveyed MLA membership||2019|
DITF members were ardent advocates of DEI and embodied this in their unofficial activities beyond task force membership. A few examples are notable. Bartley led and organized book clubs for MLA members that kept the conversation about diversity and inclusion at the forefront from 2018 to 2020. Pionke took the initiative and created a low stress activity during MLA ’19. He brought crayons and sheets of paper and sat in a table area outside of the exhibits hall. Folx joined Pionke to restfully color and engage in conversation. Almader-Douglas designed and presented a poster at the 2018 annual regional meeting of the Medical Library Group of Southern California and Arizona (MLGSCA). Almader-Douglas’s poster provided an overview of the formation of the DITF and how efforts of diversity and inclusion fit in the MLA strategic plan, along with the goals and objectives of the task force. Almander-Douglas also provided an overview of task force activities up to that point. Beyond these milestones, Almader-Douglas shared the #MLADiversity hashtag developed by task force members and encouraged MLGSCA members to provide feedback about diversity and inclusion. Finally, Almander-Douglas shared potential next steps that the task force might pursue. These few examples demonstrate the commitment that task force members had toward the topic of DEI.
Tables 4 and 5 provide summaries of DEI-related presentations at MLA ’18 and MLA ’19.Table 4
MLA ’18 presentations
|Adaptations in Global Health Education: Reinventing a Course Collaboration through a Global Data Lens||Gurpreet K. Rana and Laura S. Rozek||Paper||May 20, 2018|
|Building an Assistive Technology Workspace||JJ Pionke||Poster||May 22, 2018|
|Creating a Consortium Task Force to Assess E-Resource Accessibility||JJ Pionke, Elizabeth Sosnowska, and Heidi M. Schroeder||Poster||May 20, 2018|
|An International Collaboration: Team-Based Informationist and Physician Instruction in Ghana||Emily C. Ginier and Gurpreet K. Rana||Poster||May 20, 2018|
|Presidential Inaugural Address||Beverly Murphy, AHIP||Speech||May 22, 2018|
|A Transformative Ghana-US Collaboration: Developing an Innovative Health Sciences Librarian Exchange||Emily C. Ginier and Gurpreet K. Rana||Poster||May 21, 2018|
|The Transforming Landscape of Cultural Diversity in the Biomedical Literature||Karen Gutzman, Diana Almader-Douglas, Brenda M. Linares, AHIP, Annabelle Nunez, and Bredny Rodriguez, AHIP||Poster||May 20, 2018|
|Veteran Voices: Library Impact on Veterans||JJ Pionke||Poster||May 22, 2018|
MLA ’19 presentations
|Building Capacity in Nigeria to Promote Implementation Health Sciences: A Workshop Experience||Xan Y. Goodman, AHIP||Poster||May 7, 2019|
|Clueless at MLA: New Member Immersion Session||Nisha Mody, Keith Engwall, AHIP, Erin E. Reardon, Kelsa Bartley, Jahala Simuel, Alexandria Leigh Brackett, AHIP, Alice Jean Jaggers, Siobhan Champ-Blackwell, Jolene M. Miller, Nisha Mody, and Stacey Arnesen||Immersion session||May 5, 2019|
|Connecting Consumer Health Information with Clinical Care||Hannah F. Norton, AHIP, Margaret Emily Ansell, AHIP, Matthew Daley, Mary Edwards, and Jane Morgan-Daniel, AHIP||Paper||May 5, 2019|
|Disability and Accessibility: Training Needs of Librarians||JJ Pionke||Poster||May 6, 2019|
|Disability and Accessibility: Understanding the Education Needs of Library Graduate Students||JJ Pionke||Poster||May 7, 2019|
|On the Same Page: Aligning Librarians’ and Requestors’ Relevance Perceptions to Improve the Search-and-Weed Process||Jane Morgan-Daniel, AHIP, Nancy Schaefer, AHIP, Linda Struckmeyer, Luther King, Christine T. Myers, Shabnam Medhizadah, Mary Jeghers, and Jason Beneciuk||Lightning talk||May 6, 2019|
|Raising Awareness of Diversity: One Chapter’s Experience||Brenda M. Linares, AHIP, Beverly Murphy, AHIP, FMLA, Tony Nguyen, AHIP, Ene O. Belleh, AHIP, and Carenado Davis||Paper||May 7, 2019|
CE related to diversity themes was offered at MLA annual meetings in 2018 and 2019. These efforts focused on implicit bias training and microaggressions (Table 6).Table 6
|Implicit Bias Training for Information Professionals||Shannon D. Jones, AHIP, Kelsa Bartley, and Kimberly L. Reynolds||Continuing education course||May 4, 2019|
|Microaggressions and More: Continuing the Conversation on Implicit Bias||Andy Hickner, Diana Almader-Douglas, AHIP, James Eddy Anderson, Shannon D. Jones, AHIP, Brenda M. Linares, AHIP, Hannah Rutledge, AHIP, Megan Threats, and Tara Douglas-Williams, AHIP||Immersion session||May 7, 2019|
|Transforming Libraries Using Implicit Bias Training||Kimberly L. Reynolds, Shannon D. Jones, AHIP, and Kelsa Bartley||Special content session||May 20, 2018|
MLA ’18 implicit bias immersion session. At MLA ’18, the African American Medical Librarians Alliance (AAMLA) SIG sponsored the special content session, “Transforming Libraries Using Implicit Bias Training,” presented by Kimberly L. Reynolds, assistant professor of clinical pediatrics, University of Miami Miller School of Medicine and Pediatric Hospitalist, Holtz Children’s Hospital at Jackson Memorial Medical Center. The event was organized and moderated by Jones and Bartley.
The ninety-minute interactive session provided an overview of implicit bias, the impact it has in libraries and in health care, and how it stands in the way of diversity and inclusion. An implicit bias is when individuals have attitudes toward people or associate stereotypes with them without their conscious knowledge. Accordingly, the main goals of the session were to help attendees:
Continued interest in the topic and feedback received after this initial session led to the development of future programs and sessions, including:
“Serving Patrons with Disabilities in Your Library or Clinic” webinar. A continuing education webinar was proposed by Christine Willis, AHIP, on the topic of accessibility and disability in libraries, “Serving Patrons with Disabilities in Your Library or Clinic,” and was held April 17, 2020.
“Microaggressions and More: Continuing the Conversation on Implicit Bias” immersion session. The “Microaggressions and More: Continuing the Conversation on Implicit Bias” immersion session was held at MLA ’19. It was organized by Andy Hickner and the Social Justice Section in collaboration with several MLA communities and members:
As part of an ongoing series of MLA programs exploring the topic of implicit bias, the session continued the conversation started with the MLA ’18 special content session, “Transforming Libraries Using Implicit Bias Training.” The highly interactive session focused on the concept of microaggressions, defining the term, providing concrete examples of microaggressions in day-to-day professional lives, recognizing when individuals themselves may intentionally or unintentionally exhibit these behaviors, and sharing techniques for responding to them. Microaggressions researcher Threats discussed implicit bias in relation to providing health information services to diverse populations, sharing evidence on how microaggressions and implicit biases impact patients with marginalized identities. The panelists shared their personal and professional experiences with implicit bias and microaggressions. Audience participation during the session included questions for the panelists and the opportunity for audience members to share their own perspectives.
Critical librarianship webinars. At MLA ’19, DITF members discussed offering a series of free webinars to introduce critical librarianship to health sciences librarians, as Jill Barr-Walker and Claire Sharifi had recently published a JMLA article about critical librarianship that provided a good overview . Task force members brainstormed how to best introduce this topic and decided to invite Barr-Walker and Sharifi to present the first webinar, along with other librarians who would discuss their journeys with critical librarianship. The additional invited librarians were Nisha Mody and Bethany Myers, AHIP. The first webinar was held August 14, 2018. The second webinar featured Pionke, Noe, and Jones on October 21, 2019. Pionke discussed his work related to disabilities in LIS and shared personal stories from his institution. Noe discussed how graphic medicine can be a departure point for using library collections to encourage social justice conversations. Noe also shared his personal experience with social class in librarianship. Jones shared how she used critical librarianship practices as a director to cultivate and lead a library that was welcoming, safe, and inclusive. Both of these webinars were widely attended by MLA members, with over 140 people at each session. As a result of these webinars, a list of a number of DEI resources useful for teaching and learning was compiled (supplemental Appendix F).
MLA Reads Virtual Book Discussion Group. The MLA Reads Virtual Book Discussion Group evolved from the special content session, “Transforming Libraries Using Implicit Bias Training,” which had been presented at MLA ’18. Session participants expressed the need for safe spaces to learn, discuss, and process the implications of biases on their work as information professionals and in their personal lives. The virtual book discussion group provided a mechanism for thoughtful discussion on challenging issues and topics in a safe, welcoming, and inclusive environment.
Jones and Bartley, the original organizers of the 2018 special content session, planned and facilitated the first virtual book discussion group for approximately fifty librarians on the topic of implicit bias, using Mahzarin R. Banaji and Anthony G. Greenwald’s book, Blindspot: Hidden Biases of Good People, as a platform for safe and thought-provoking interactions for discussion. Funding for print books and MLA CE credits for participants was sourced from the National Network of Libraries of Medicine (NNLM) Southeastern Atlantic Region (SEA). Six sessions were held, beginning in December 2018 with a welcome session, followed by four ninety-minute virtual sessions, and culminating with an on-site session at MLA ’19. Group facilitators were identified to host eight groups, with an additional facilitator for make-up sessions. They were Jones, Bartley, Melissa De Santis, AHIP, Charlene Finley, Ryan Harris, AHIP, Kathryn Houk, AHIP, Don P. Jason III, Annabelle V. Nuñez, Virginia (Ginny) Pannabecker, AHIP, and Dede Rios, AHIP.
The second book discussion took place over four sessions from November 2019 through February 2020. Continuing the conversation on implicit bias, the book chosen for the discussion was The Person You Mean to Be: How Good People Fight Bias by Dolly Chugh. De Santis was able to secure funding from the Midcontinental Region (MCR) of NNLM and sponsorship from the MLA Midcontinental Chapter (MCMLA). De Santis led the organization of the discussion group, along with Jones. The virtual discussion group completed activities in February 2020, with 152 participants and 29 facilitators assigned to 18 scheduled groups, and 2 make-up groups were available for those who could not meet with their assigned groups.
A book chapter with the same title is currently being finalized for publishing in the book, Implementing Excellence in Diversity, Equity, and Inclusion: A Handbook for Academic Libraries, to be published by the Association of College & Research Libraries. Authors are some of the original book discussion facilitators: Jones, Bartley, De Santis, Harris, Jason, and Rios.
Membership survey. To meet the MLA goal of gathering membership details and feedback about DEI-related demographics and issues in MLA, the DITF conducted a survey. The purpose was to capture a wide range of demographic information and to understand how the membership feels about DEI in the organization. The survey ran for two weeks in October 2019, using SurveyMonkey as the instrument. The survey’s results have been distributed as a preprint in MLAConnect and as an article in the Journal of the Medical Library Association [6, 7].
A newly formed DEI Committee has been appointed as of June 1, 2020. The committee will continue to work on the unmet goals from the MLA Strategic Plan related to DEI over the next year. Accordingly, the DITF’s five goals were to:
As demonstrated by the 2019 membership survey results, gaps remain regarding member satisfaction with MLA and the DEI environment . Although the DITF’s initiatives had a positive impact, there is much ongoing work to be done, and the new DEI Committee hopes to carry the DITF’s work forward.
1. Knott TL. Diversity and inclusion: top priorities for MLA. Full Speed Ahead [Internet]. Chicago, IL: Medical Library Association [updated 12 Dec 2016; cited 6 Aug 2020]. <https://www.mlanet.org/blog/diversity-and-inclusion-top-priorities-for-mla>.
2. Epstein BA. Newly appointed diversity task force announced. Full Speed Ahead [Internet] Medical Library Association [updated 4 Aug 2017; cited 6 Aug 2017]. <https://www.mlanet.org/blog/newly-appointed-diversity-task-force>.
3. Epstein BA. Recruiting diversity and inclusion task force members [Internet]. Email message to: J Morgan-Daniel. 21 Jun 2017.
4. Medical Library Association. Transforming MLA communities: detailed information [Internet]. The Association [cited 25 Sep 2020]. <https://www.mlanet.org/p/cm/ld/fid=1469>.
Barr-Walker J, Sharifi C. Critical librarianship in health science: an introduction. J Med Libr Assoc. 2019 Apr;107(2):258–64. DOI: http://dx.doi.org/10.5195/jmla.2019.620
6. Pionke JJ. MLA Diversity and Inclusion Task Force 2019 survey report preprint available. MLAConnect [Internet]. Medical Library Association; 13 Feb 2020 [cited 25 Sep 2020]. <https://www.mlanet.org/blog/mla-diversity-and-inclusion-task-force-2019-survey-report-preprint>.
Pionke JJ. Medical Library Association Diversity and Inclusion Task Force 2019 survey report. J Med Libr Assoc. 2020 Jul;108(3): 503–12. DOI: http://dx.doi.org/10.5195/jmla.2020.948
Appendix A: Medical Library Association (MLA) strategic plan with diversity and inclusion goal
Appendix B: Email call to apply to the Diversity and Inclusion Task Force (DITF)
Appendix C: Blog post content by 2017/18 President Barbara A. Epstein, AHIP, FMLA
Appendix D: MLA Board of Directors motion text
Appendix E: Pronouns
Appendix F: Diversity, equity, and inclusion resource list
Jane Morgan-Daniel, AHIP, firstname.lastname@example.org, https://orcid.org/0000-0003-4047-8669, Community Engagement and Health Literacy Liaison Librarian, Libraries, University of Florida Health Science Center, Gainesville, FL
Xan Y. Goodman, AHIP, email@example.com, https://orcid.org/0000-0001-7339-1274, Liaison Librarian, Lied Library, University of Nevada, Las Vegas, Las Vegas, NV
Sandra G. Franklin, AHIP, FMLA, firstname.lastname@example.org, https://orcid.org/0000-0001-8535-7671, Director, Woodruff Health Sciences Center Library, Emory University, Atlanta, GA
Kelsa Bartley, email@example.com, , https://orcid.org/0000-0002-8021-8469, Education and Outreach Librarian, Learning, Research & Clinical Information Services Department, Louis Calder Memorial Library, University of Miami Miller School of Medicine, Miami, FL
Matthew Nicholas Noe, firstname.lastname@example.org, https://orcid.org/0000-0002-1744-2601, Primary Selector, Health Sciences, and Curator, Specialized Collections, Countway Library, Harvard Medical School, Boston, MA
JJ Pionke, email@example.com, http://orcid.org/0000-0002-3261-7684, Liaison Librarian, University Library, University of Illinois–Urbana-Champaign
Copyright © 2021 Jane Morgan-Daniel, Xan Y. Goodman, Sandra G. Franklin, Kelsa Bartley, Matthew Nicholas Noe, JJ Pionke
This work is licensed under a Creative Commons Attribution 4.0 International License.
Journal of the Medical Library Association, VOLUME 109, NUMBER 1, January 2021