ACRL's Diversity Standards Toolkit

Librarians and library staff shall have and continue to develop specialized knowledge and understanding
about the history, traditions, values, and artistic expressions of colleagues, co‐workers, and major
constituencies served.

Cultural competence is not static, and requires frequent relearning and unlearning about diversity. Librarians and library staff need to take every opportunity to expand their cultural knowledge and expertise by expanding their understanding of the following areas: the impact of culture on behavior, attitudes, and values; the help-seeking behaviors of diverse colleagues, co-workers, and constituent groups; the role of language, speech patterns, and communication styles of colleagues, co-workers, and various constituent groups in the communities served; the resources (agencies, people, informal helping networks, and research) that can be used on behalf of diverse colleagues, co-workers, and constituent groups. It is important to not presume a particular group has the same set of values or beliefs as one’s own.

Culturally competent librarians and library staff shall:

• Work with a wide range of people who are culturally different and similar to themselves and establish avenues for learning about the cultures of these colleagues, co-workers, and constituents.
• Assess the meaning of culture for individual colleagues, co-workers, and constituents; encourage open discussion of differences; and respond to culturally biased cues.
• Integrate the information gained from a culturally competent assessment into appropriate and effective services.
• Select and develop appropriate methods, skills, and approaches that are attuned to colleagues’, co-workers’, and constituents’ cultural, bicultural, or marginal experiences in their environments.
• Demonstrate advocacy and empowerment skills in work with constituents, librarians, and library staff and administrators, recognizing and combating the “-isms”, stereotypes, and myths held by individuals and organizations.
• Identify service delivery systems or models that are appropriate to the targeted constituent groups.
• Consult with supervisors and colleagues for feedback and monitoring of performance and to identify features of their own professional style that impede or enhance their culturally competent practice.
• Evaluate the validity and applicability of new techniques, research, and knowledge for work with diverse colleagues, co-workers, and constituent groups.

News feeds from Mind Tools, a site dedicated to the training and developing of managers.

To the extent that it is possible, we have selected several national and state resources.  Note that the UAF libraries are not responsible for the content of external websites.  These news feeds are simply a starting point to your implementing of these standards.

Game provided by Ice Breakers ETM.

The article is from a site titled: Intercambio Uniting Communities.

Feeds provided by newgeography which is "a site devoted to analyzing and discussing the places where we live and work. We want to know not only what is happening, but also how you, your company and your community can best adapt to rapidly changing conditions. We welcome your writing, your thoughts on the site, and your insights on economic development, metropolitan demographics, and community leadership."

We would like to have your suggestions about what institutions to showcase here.  It could be your own institution or you can refer someone you know.  Your feedback is appreciated.

"Your Institution's name and diversity work here"

Feeds from the Pew Research Foundation providing insight into new demographic and social trends.