Social and Behavioral Sciences Commons^™

A Year Of Learning: Educating The Philanthropic Community About Racialized And Stigmatized Nonprofits, Shariq Siddiqui, Rafeel Wasif, Abdul Samad

The Foundation Review

Islamophobia and a lack of legitimacy heavily impact Muslim-led nonprofits and limit their relationships with philanthropy in the United States, resulting in an anemic, continually underfunded sector. This article explores that disconnect within a discussion of the Year of Learning, a unique series of virtual workshops that brought together foundations and nonprofits serving the Muslim American community.

Among the barriers to more effective relationships that emerged from the workshops were the presence of Islamophobia within society at large and philanthropy in particular, a hesitance among U.S. foundations to fund faith-based work, and a lack of capacity among Muslim-led nonprofits. Also …

Moving From Learning To Active Accountability: Inclusive Position Description Toolkit To Advance And Cement All Colleagues' Work Towards A Just Library, Annie Bélanger, Emily Frigo, Kristin Meyer, Brian Merry, Jason Durham, Joseph Vanarendonk

Presentations

So much of Libraries’ Inclusion, Diversity, Equity, and Accessibility (IDEA) work has been dually focused on increasing diversity while changing hearts and minds through training. Eventually, learning must lead to action and active commitment if inclusion, equity, and accessibility are to be integral parts of a library’s organizational culture as a PWI. By articulating how every role within the Libraries actively contributes to its IDEA commitment, leadership is making expectations clear for individuals and part of ongoing work. By building accountability for the IDEA work for all, including leaders, the libraries are ensuring that efforts are concrete, part of ongoing …

Mentoring For The Retention And Promotion Of Diverse Talent, Holly M. Hetherington

Culminating Experience Projects

Many companies employ mentoring as a tool for investing in employee development and for retention and promotion. However, women and marginalized groups often experience barriers to accessing mentors and to experiencing the benefits of mentoring. Companies can take measures to mitigate these barriers and help women or people from marginalized groups benefit from mentoring. Mentoring can become a tool for investing in diverse talent if companies are willing to consider alternatives to traditional mentoring approaches, provide the necessary training, and develop a supportive culture. This project draws on best practices from feminist perspective and critical race theory scholarship to evaluate …

Building Inclusive Libraries One Step At A Time: Kindness, Equity, And Candidate Experiences In Hiring, Annie Bélanger, Sarah Beaubien, Preethi Gorecki

Presentations

Have you ever wondered if the interview process could be a kinder, more accessible experience anchored in equity that is ultimately meant to develop connections? Would you like to critically examine practices in the hiring process to ensure empathy for applicants going through the process? In taking a closer look at our own practices, we made significant improvements to our processes, which have led to a more positive experience for candidates and our organizational outcomes. Each component of the hiring process can be centered in equity and accessibility. It is key to ensure that each stage contends with bias, both …

Centering Our Collective Humanity Through Inclusive Leadership Practices, Annie Bélanger

Presentations

What if we brought the same compassion that we reserve for our users to our colleagues? This session will explore what inclusive leadership is and the traits and practices it encompasses. It will consider how leaders, whether formal and informal, can center empathy and compassion in their practice to increase equity-minded practices and fostering an inclusive organization. Attendees will be provided with approaches, frameworks, and tools to explore for their continued growth.

Centering Or Empowering—Shifting Power To The Library Members, Annie Bélanger

Scholarly Papers and Articles

Libraries are activated by our community members and our staff. Libraries use a variety of words to describe the people that frequent them. The words are often used habitually, rather than after a critical review of their origin and impacts. If libraries are not neutral, how might this translate into the language that we use, the way we make decisions, and how we engage with our community members? This column will explore the growth of public services, the language we use to refer to the people we serve, and how to empower our community members as well as partners in …

Equity + Catalyst Framework Guide, Naomi M. Silas

Culminating Experience Projects

There has been a shift in society, in light of Covid-19 and the global pandemic, more people have begun to recognize the structural and institutional injustices that exist in this country. Social innovation allows collaboration between people from different sectors, disciplines, industries, and backgrounds; in order to create sustainable change to complex social issues. Design thinking is an iterative process used in business to create innovation and products; it’s also used for social impact.

The goal of the Equity + Catalyst Framework is to bridge concepts that include design thinking, and embodiment, as well as lived experiences and community care …

Ul Inclusion, Diversity, Equity, And Accessibility Framework, Annie Bélanger, Stacey Burns, Samantha Minnis, Susan Ponischil, Ashley Rosener

Library Reports and Communication

This framework is meant to provide a shared understanding of the University Libraries’ commitment and approaches toward Inclusion, Diversity, Equity, and Accessibility (IDEA). The framework is intended to ground us in theory as we move toward action, to guide us as we make decisions about IDEA-related initiatives, and to prioritize our IDEA commitment in all that we do. The framework allows us to leverage systems thinking as well as to connect library efforts to the University’s goals, values, and frameworks for IDEA. While the framework does not provide action steps, it is meant to provide ways for all library colleagues …

Journey To Idea 2.0: Moving From Education To Action, Annie Bélanger, Stacey Burns, Samantha Minnis, Ashley Rosener

Presentations

Join members of one university library’s Inclusion, Diversity, Equity, and Accessibility (IDEA) Committee to learn about their journey from IDEA to IDEA 2.0 over the course of a few years. This library took steps to move beyond simply educating their colleagues to actively reviewing and addressing systems level issues. They will share their challenges and progress with a number of initiatives. These initiatives include drafting a detailed IDEA framework for the library, conducting an organization-wide policy and culture audit, facilitating library-wide action-oriented workshops, incorporating IDEA goals for all individuals and departments, and leveraging systems-thinking to empower individuals to be leaders …

Grand Valley State University Libraries Journey To Idea 2.0: Moving From Education To Action Toolkit, Lucille Near, Annie Bélanger, Stacey Burns, Samantha Minnis, Ashley Rosener

Library Reports and Communication

An annotated bibliography of resources to explore and advance inclusion, equity, diversity, accessibility work (IDEA). Includes background documents related to IDEA work at Grand Valley State University (GVSU) and Grand Valley State University Libraries, as well as toolkits and frameworks external to GVSU.

Acrl Diversity Alliance Webinar - Kindly Hire Me: The Process And Impact Of Inclusive Hiring, Annie Bélanger, Preethi Gorecki

Presentations

This presentation will explore perspectives on inclusive hiring practices from both sides of the table. Grand Valley State University Libraries developed inclusive recruitment and high-empathy hiring practices, which they implemented in 2018. The Dean and a past diversity resident team up to dissect the hiring process from both of their perspectives. Annie Bélanger discusses the work behind critically examining the existing hiring process, designing an inclusive recruitment plan, and implementing a new structure in order to ensure empathy to applicants going through the process. Preethi Gorecki then discusses the impact of inclusive hiring on perceptions of the work environment, satisfaction …

Idea Reinvisioned Charge, Jon Jeffryes, Sheila García Mazari, Annie Bélanger

Library Reports and Communication

This documents details the purpose, accountabilities, and timeline for IDEA 2.0, a group of university library staff who focus on active interrogation of existing policies and practices. The group works to ensure that the library’s policies and practices do not reinforce existing inequitable power structures with an early focus on white supremacy culture, but not to the exclusion of other inequities such as patriarchy, ableism, and others. IDEA 2.0 acts as a guiding body to establish best practices and mechanisms of accountability.

Can Civil Society Be Inclusive? Strategies For Endowed Foundations, Irene M. H. Davids, Lucas C. P. M. Meijs

The Foundation Review

Literature on inclusion and exclusion within civil society distinguishes two broad approaches: the managerial, based on the private sphere, and the democratic, based upon the public sphere. Regardless of the approach, however, the influence of cultural distance or proximity between endowed foundations and grassroots associations has remained understudied. This research aims to address this gap.

This article shares results of a quantitative comparison of the patterns of funding awarded by a regional endowed foundation in the Netherlands to immigrant grassroots associations and to other grassroots organizations. The results reveal differences in funding despite the foundation’s inclusive strategy. An exploration of …

Human-Centered Design And Foundation Staff: A Case Study In Engaging Grant Beneficiaries, Nicholas G. Randell, Megan Macdavey

The Foundation Review

As part of ongoing efforts to engage grant partner voices in their work with young people who have intellectual disabilities, program staff at the Peter & Elizabeth Tower Foundation have explored the notion of being physically proximate to these young people as a way to more authentically listen to them and their families — those for whose benefit the foundation’s grant dollars are ultimately intended.

The staff’s most recent engagement strategy looked at a way of solving problems and designing solutions for people that puts those people at the focal point of the process: human-centered design. For the Tower Foundation, …

Towards An Accessible Library, Annie Bélanger

Presentations

• Why Accessibility?
• What is Accessibility?
  • Legislation
  • Accommodation vs Accessibility
  • Shifting to a proactive approach
• Principles of Accessibility
• Print Disabilities
  • What constitutes a print disability?
• How to Increase Accessible Service
  • Barriers
  • Making a daily commitment
• Tips for Daily Interactions
• All together to Prevent New Barriers
• Open Q&A

Leveraging Effective Consulting To Advance Diversity, Equity, And Inclusion In Philanthropy, Stephanie Clohesy, Jara Dean-Coffey, Lisa Mcgill

The Foundation Review

In 2018, the National Network of Consultants to Grantmakers launched an initiative to sharpen the impact of diversity, equity, and inclusion (DEI) work in grantmaking by increasing the capacity of consultants and grantmakers engaged in these efforts. Network researchers used a systematic protocol to interview consultant members about their most effective partnerships with grantmakers. Case studies drawn from those interviews yielded valuable lessons for advancing DEI in philanthropy.

In sharing some of these lessons, this article advises consultants to be prepared to help grantmakers define or refine the meaning of DEI and understand where equity fits into their values and …

Kindly Hire Me: The Process And Impact Of Inclusive Hiring, Annie Bélanger, Preethi Gorecki

Presentations

This presentation will explore perspectives on inclusive hiring practices from both sides of the table. Grand Valley State University Libraries conducted its first diversity residency search in the summer of 2018, which integrated recently developed inclusive recruitment and high-empathy hiring practices. The search committee chair, Annie Bélanger, and one of the successful residency candidates, Preethi Gorecki, team up to dissect the hiring process from both of their perspectives. Annie Bélanger discusses the work behind critically examining the existing hiring process, designing an inclusive recruitment plan, and implementing a new structure in order to ensure empathy to applicants going through the …

Towards High-Empathy Hiring: Implementing Leading Practices For More Inclusive Recruitment, Sarah Beaubien, Annie Bélanger, Scott Ayotte

Presentations

Have you ever wondered if the interview process could be a kinder, more accessible experience, meant to develop connections? Would you like to critically examine practices in the hiring process to ensure empathy to applicants going through the process? In taking a closer look at our own practices, collaborating with the Office of Inclusion and Equity, we have made changes, which have led to a more positive experience for candidates and our organizational outcomes.

Accessible Customer Service Practices, Kristin Meyer, Samantha Minnis, Kiersten Quilliams

Library Reports and Communication

Grand Valley State University and University Libraries (UL) are committed to inclusion and diversity. Additionally, University Libraries has a shared service philosophy—Steps to Giving Great Service—to guide how we deliver customer service across the Libraries. The following practices are meant to provide employees with practical tips on how to provide accessible customer service. These practices align with our larger service philosophy and support the university’s values of inclusion and equity. Accessibility is defined by the University Libraries IDEA (Inclusion, Diversity, Equity, and Accessibility) committee as: “Ensuring our tools, devices, services, and environments are available to and usable by as many …

University Libraries Equity & Inclusion Committee White Paper, Janelle Yahne, Samantha Minnis, Annie Bélanger, Jacklyn Rander, Matthew Reidsma, Gayle Schaub, Jennifer Torreano

Library Reports and Communication

By Fall 2017, ULEIC, and the task force before it, had been successful in bringing training opportunities to the attention of Libraries faculty and staff. However, the committee was struggling with defining its scope in relation to the work of Faculty Development and Support Committee (FDSC) and Department Heads. Collaborating with the Dean, it was decided to move forward with a co-creation facilitation, which would engage all members of ULEIC, to define:

• The vision/purpose for the committee
• It's relationships and partnerships with other library and campus groups
• The desired outcomes
• A new charge
• A workplan

This report summarizes the findings …

Difficult Conversations: Lessons Along The Journey Toward Inclusion, Carrie Pickett-Erway, Susan Springgate, Suprotik Stotz-Ghosh, Tom Vance

The Foundation Review

· This paper documents one foundation’s work to become a more diverse and inclusive foundation.

· The Kalamazoo Community Foundation adopted a diversity policy and established a Lesbian, Gay, Bisexual and Transgender (LGBT) Equality Fund in 2000. In 2003 the foundation established an ad hoc diversity committee; the committee was formalized in 2007.

· An inclusion statement was adopted for unrestricted grantmaking in 2004, and was strengthened in 2012 along with the words “for all” added to the foundation’s mission statement. The inclusion statement was further modified in 2013.

· The foundation proclaimed itself an antiracist organization in 2010.

· …

How Inclusion And Equity Are Transforming A Foundation And A Community, Rebecca Arno, Lauren Casteel, Maria Guajardo, Adrienne Mansanares

The Foundation Review

· Racial inequities in health care, education, incarceration rates and economic stability have persisted, in spite of federal policies to promote equity.

· The Denver Foundation launched what is now known as the Inclusiveness Project in 2002 to help nonprofits, including funders, become more inclusive of people of color.

· The Project defines diversity as one component of inclusiveness; inclusive organizations are defined as learning-centered organizations that value the perspectives and contributions of all people.

· The Project operates on three levels: individual, organizational and sector.

· An extensive evaluation has shown that there are impacts at all levels, including …