Diversity
In many of my professional and academic roles, I have utilized the varied backgrounds of my coworkers to quickly evaluate problems and come up with innovative solutions. Without their wide range of talents and experience – ranging from in-depth knowledge of our customer’s typical needs to programming skills to a thorough understanding of the culture we sought to assist – solutions would be narrow, nonspecific to our customer, and inefficient. These experiences working collaboratively with a range of perspectives and backgrounds has taught me that the extra effort of building and maintaining diverse teams and relationships is well worth it as the results are frequently superior and result in long-term, positive relationships with the customer.
I am a proponent of building a diversity plan within an organization, as the American Library Association advocates and outlines. By providing a definition for the organization as well as the metrics needed to evaluate current attempts at supporting diversity and future endeavors, it is easier to gain initial and continued support, train current staff, and maintain accountability. Diversity is a big, broad topic that can be intimidating; having a clear and specific definition and goals makes this important value much more approachable and achievable.
I am dedicated to promoting diversity and inclusivity within every organization I work. Diversity – whether of culture, ethnicity, background, gender, or lifestyle – encourages more unique ways of thinking within a team and has the opportunity to provide improved service to our patrons, who will be diverse and unique regardless of whether or not the staff is. Inclusivity reduces the marginalization of those who may be overlooked for reasons irrelevant to their profession – such as a physical handicap – despite their potential to contribute. Given the opportunity, I will seek individuals with the superior skills to supplement my teams with an emphasis on their ability to provide additional insight into our patrons’ needs and interests with their backgrounds. I strive to constantly improving my own cultural competence. I hope to lead by example – even when not in leadership positions – and support diversity in my organization for the benefit of both the organization and the patron.
I am a proponent of building a diversity plan within an organization, as the American Library Association advocates and outlines. By providing a definition for the organization as well as the metrics needed to evaluate current attempts at supporting diversity and future endeavors, it is easier to gain initial and continued support, train current staff, and maintain accountability. Diversity is a big, broad topic that can be intimidating; having a clear and specific definition and goals makes this important value much more approachable and achievable.
I am dedicated to promoting diversity and inclusivity within every organization I work. Diversity – whether of culture, ethnicity, background, gender, or lifestyle – encourages more unique ways of thinking within a team and has the opportunity to provide improved service to our patrons, who will be diverse and unique regardless of whether or not the staff is. Inclusivity reduces the marginalization of those who may be overlooked for reasons irrelevant to their profession – such as a physical handicap – despite their potential to contribute. Given the opportunity, I will seek individuals with the superior skills to supplement my teams with an emphasis on their ability to provide additional insight into our patrons’ needs and interests with their backgrounds. I strive to constantly improving my own cultural competence. I hope to lead by example – even when not in leadership positions – and support diversity in my organization for the benefit of both the organization and the patron.
Cultural Competence
In 2013, I took a course designed to facilitate the development of cross-cultural competence through authentic resources for children and young adults produced by and/or about ethnic minorities in the United States. Below is some of my work that demonstrates competence and my dedication to diversity.
QUILTBAG Teens
I believe that by excluding QUILTBAG resources in libraries, those libraries send a subtle yet concrete message – this identity is not okay – and shuts the door on self-discovery, conversation, and support.
Similarly, I believe that by having a staff that is not diverse is a disservice to the community.
- Reader's Advisory
- Content Creation
- Community Engagement
I believe that by excluding QUILTBAG resources in libraries, those libraries send a subtle yet concrete message – this identity is not okay – and shuts the door on self-discovery, conversation, and support.
Similarly, I believe that by having a staff that is not diverse is a disservice to the community.
Visual Interpretive Analysis
Linked above is a VIA for Vaunda Micheaux Nelson's Bad News for Outlaws that I created in collobration with three iSchool students.
- Content Creation
- Collaborative Work
Linked above is a VIA for Vaunda Micheaux Nelson's Bad News for Outlaws that I created in collobration with three iSchool students.
Relevant Coursework
- LIS 564 Multicultural Resources for Youth with Beth Patin
- LIS 580 Management of Information Organizations with Cass Mabbott
Kristine M. Berg | [email protected]
kristinemarieberg.weebly.com| libraryoutloud.blogspot.com
Last Updated July 2014
kristinemarieberg.weebly.com| libraryoutloud.blogspot.com
Last Updated July 2014