Building Equity Brick by Brick: Sustaining DEI in Academic Libraries Amid Uncertainty

The recent rollback of Diversity, Equity, and Inclusion (DEI) programs in higher education, as detailed by The Chronicle of Higher Education (link), has left many librarians and educators grappling with how to continue this vital work. As Ruha Benjamin reminds us in Viral Justice, progress is often found in small, intentional acts that ripple outward, shaping a more just and equitable world. Even without formal DEI programs, academic libraries can serve as catalysts for change by embracing incremental, sustainable actions that uphold diversity, equity, and inclusion.

Using the CALM framework—Communication, Adaptability, Learning, and Management—libraries can navigate this challenging moment with intention and resilience. Benjamin’s work offers a critical lens through which to view the loss of DEI programs, not just as a setback, but as an opportunity to reimagine how equity and inclusion can be woven into the daily work of libraries. Libraries can lead by asking: What incremental changes can we make to ensure DEI remains at the heart of our mission—for both our staff and users?

Communication

Communication is foundational for ensuring DEI values remain central. Open dialogue fosters trust and strengthens relationships across the library and campus community. For users, communication can involve hosting forums to gather feedback, embedding inclusive language into library messaging, and amplifying marginalized voices through events and displays. For staff, it means creating safe spaces to discuss equity issues, using anonymous surveys to surface concerns, and holding regular check-ins to assess progress and build trust.

Communication is foundational for ensuring DEI values remain central. Open dialogue fosters trust and strengthens relationships across the library and campus community. For users, this can involve:

• Hosting forums and listening sessions to gather feedback from diverse voices.
• Embedding inclusive language into library messaging, newsletters, and events.
• Amplifying marginalized voices through programming, book displays, and community outreach.

For staff, communication efforts include:

• Creating safe spaces to discuss equity-related issues, including workload and career concerns.
• Using anonymous surveys to gather insights on workplace culture and DEI practices.
• Regularly checking in during team meetings to assess progress and build trust.

Adaptability

Adaptability allows libraries to reimagine their operations and integrate DEI into core services. Libraries can prioritize diversifying collections to reflect underrepresented perspectives, redesign physical spaces for accessibility and inclusivity, and collaborate with faculty and students to co-create equitable programming. For staff, adaptability involves reviewing hiring practices to ensure inclusive recruitment, creating flexible work policies to accommodate diverse needs, and revisiting workflows to address inequities like uneven workloads or limited opportunities for advancement.

Adaptability allows libraries to reimagine their operations and integrate DEI into core services despite challenges. For users, this might involve:

• Incrementally diversifying collections to include underrepresented perspectives.
• Redesigning physical spaces for greater accessibility and inclusivity, such as creating gender-neutral restrooms or neurodivergent-friendly zones.
• Collaborating with faculty, students, and community groups to co-create equitable programming.

For staff, adaptability means:

• Revising hiring practices to ensure inclusive recruitment and equitable opportunities for advancement.
• Implementing flexible work policies to accommodate caregiving responsibilities and accessibility needs.
• Auditing workflows to address inequities, such as uneven workloads or barriers to leadership roles.

Learning

Learning is an ongoing process that builds cultural humility and deepens institutional commitments to equity. Libraries can foster learning for users by offering workshops on anti-racism, accessibility, and cultural awareness, or developing programming that educates the community about systemic inequities. For staff, this involves providing training on implicit bias and inclusive practices, encouraging peer-to-peer learning, and funding attendance at DEI-focused conferences and workshops to strengthen skills and understanding.

Learning builds cultural humility and deepens institutional commitment to equity. For users, libraries can:

• Offer workshops and resource guides on anti-racism, accessibility, and cultural awareness.
• Develop programming that educates the campus community on systemic inequities and strategies for inclusion.
• Provide training on how to use library tools equitably, ensuring all users have access and support.

For staff, learning opportunities might include:

• Facilitating mandatory DEI training on topics like implicit bias, inclusive customer service, and microaggressions.
• Encouraging peer learning through discussion groups or book clubs centered on DEI topics.
• Supporting professional development by funding attendance at DEI-focused conferences and workshops.

Management

Management ensures that DEI principles are embedded in leadership and decision-making. Library leaders can model inclusive practices by prioritizing equitable hiring, using data to identify and address disparities in services, and advocating for institutional policies that promote inclusion. For staff, management practices should include mentorship programs to support underrepresented employees, equitable opportunities for promotions and leadership roles, and integrating DEI goals into performance evaluations to ensure accountability.

Management ensures that DEI principles are embedded into leadership practices and decision-making. For users, library leaders can:

• Use data to identify and address disparities in service provision.
• Advocate for institutional policies that promote equitable access to resources and opportunities.
• Model inclusive practices by visibly supporting and participating in campus-wide DEI initiatives.

For staff, effective management practices include:

• Establishing mentorship programs to support career growth for underrepresented employees.
• Ensuring promotions and leadership opportunities are distributed equitably.
• Incorporating DEI metrics into performance evaluations to hold leaders accountable for fostering inclusivity.

Conclusion

Small, deliberate acts can create lasting change, as Ruha Benjamin’s concept of “viral justice” highlights. Libraries can lead by implementing incremental changes, such as creating a new mentorship program, diversifying collections, or redesigning spaces to be more inclusive. These actions, no matter how small, ensure that DEI remains a guiding value in the library’s mission.

The loss of formal DEI programs may feel daunting, but libraries have the tools to rise to the challenge. By embracing the CALM framework and Benjamin’s call to build justice through small, intentional acts, libraries can create environments where both staff and users feel valued, heard, and empowered. Justice and equity are not dependent on programs—they can and should be ingrained in the daily work of libraries, one thoughtful step at a time.