{"id":5045,"date":"2023-01-16T00:00:12","date_gmt":"2023-01-16T00:00:12","guid":{"rendered":"https:\/\/blog.oclc.org\/next\/?p=5045"},"modified":"2023-01-16T14:31:38","modified_gmt":"2023-01-16T14:31:38","slug":"dei-journey","status":"publish","type":"post","link":"https:\/\/blog.oclc.org\/next\/dei-journey\/","title":{"rendered":"DEI: A journey, not a destination"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-5047\" src=\"https:\/\/blog.oclc.org\/next\/wp-content\/uploads\/2023\/01\/DEI_Journey_banner.png\" alt=\"\" width=\"1160\" height=\"370\" srcset=\"https:\/\/blog.oclc.org\/next\/wp-content\/uploads\/2023\/01\/DEI_Journey_banner.png 1160w, https:\/\/blog.oclc.org\/next\/wp-content\/uploads\/2023\/01\/DEI_Journey_banner-300x96.png 300w, https:\/\/blog.oclc.org\/next\/wp-content\/uploads\/2023\/01\/DEI_Journey_banner-1024x327.png 1024w, https:\/\/blog.oclc.org\/next\/wp-content\/uploads\/2023\/01\/DEI_Journey_banner-768x245.png 768w\" sizes=\"auto, (max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p>Last month, we received a <a href=\"https:\/\/www.oclc.org\/en\/news\/releases\/2022\/20221113-oclc-named-best-place-to-work-it.html?utm_campaign=Oktopost-Corporate+-+News+and+Updates&amp;utm_content=Oktopost-twitter&amp;utm_medium=social&amp;utm_source=twitter\">very special honor<\/a>. In a worldwide survey of technology organizations, Computerworld ranked OCLC first among midsized IT enterprises worldwide for demonstrating excellence in advancing workforce diversity, equity, and inclusion (DEI).<\/p>\n<p>It\u2019s gratifying to see our years of work in DEI acknowledged. Recognition like this is a milestone, a marker\u2014and an opportunity to consider the questions that need to be answered as we continue our journey toward a diverse, equitable, and inclusive workplace.<\/p>\n<p>It\u2019s a journey because we cannot claim we have arrived. Persistent reflection and action are required to keep moving forward. We can share what has been achieved so far. What more needs to be done? What can we learn from each other?<\/p>\n<p>In 2020, I shared <a href=\"https:\/\/blog.oclc.org\/next\/we-must-remember-george-floyd-and-we-must-do-more\/\">a blog post<\/a> calling all of us to action. On this day when we honor the legacy of Dr. Martin Luther King, Jr., I\u2019d like to provide an update on where we\u2019ve been and what we\u2019ve learned.<\/p>\n<p><!--more--><\/p>\n<h2>Center on people<\/h2>\n<p>At OCLC, centering DEI values in our organization means putting people first. Putting people at the center of our work requires us to have the wisdom to understand and accept that we all have different experiences. It requires both curiosity and humility to respectfully explore those differences. Some of those conversations can be challenging, but they\u2019re necessary so that we start with a shared understanding of where we are and where we need to be.<\/p>\n<p>Here are some of the people-first strategies in our DEI work:<\/p>\n<ul>\n<li><strong>Focus groups.<\/strong> In 2022, dozens of people participated in our DEI focus groups to help us, as an organization, understand what creates a sense of belonging at OCLC. What did people feel we were doing well and where did we have opportunities to grow? This effort followed an organization-wide employee opinion survey through which we regularly measure DEI progress. What did we learn? We heard that the combination of our technology services and a mission to serve libraries gave people a personal connection to the organization. Inclusive benefits and flexible work policies helped people feel they were seen as individuals. A culture of kindness nurtured collaboration and a strong sense of belonging. We also learned that the \u201cniceness\u201d characterizing our culture could make it hard to dig deep in tough conversations. And, we heard that the pandemic and remote work made it harder for new associates to connect and belong.<\/li>\n<li><strong>Working groups<\/strong>. In 2020, we established a staff-led Advancing Racial Equity Working Group to provide OCLC leadership with an assessment and series of recommendations in six key areas: culture, membership, leadership, products and services, staffing, and research. That group has evolved to our current DEI Working Group with an expanded focus on people, policy, and programs that support diversity both seen and unseen, as well as equity and inclusion initiatives to ensure all are welcomed, supported, and valued.<\/li>\n<li><strong>Employee resource groups (ERGs).<\/strong> There\u2019s a powerful bond when we connect with others who are living our same experience. Groups like JumpStart (earlier-in-career) and OWN (OCLC Women\u2019s Network) are two of our ERGs. An important learning here is that groups need to be led by passionate and dedicated people rather than organized as a corporate program. The degree of activity and impact is directly linked to champions who want to engage and lead.<\/li>\n<li><strong>DEI understanding and competence<\/strong>. All our associates engaged in learning on unconscious bias and how to identify inappropriate or harassing behaviors. We also have a full catalog of DEI courses available for self-paced learning for team members along with a special focus on Black history, native American culture, LGBTQ pride, and several others throughout the year.<\/li>\n<\/ul>\n<blockquote><p>\u201cHuman progress is neither automatic nor inevitable\u2026 . Every step toward the goal of justice requires sacrifice, suffering, and struggle; the tireless exertions and passionate concern of dedicated individuals.\u201d \u2014Dr. Martin Luther King, Jr.<\/p><\/blockquote>\n<h2>Intent is not impact<\/h2>\n<p>Intent without action is meaningless in this work. From staff development to community engagement to the solutions we create for libraries, we strive to apply DEI principles to impact people and organizational outcomes.<\/p>\n<ul>\n<li><strong>Hiring.<\/strong> Just hoping for diversity in hiring isn\u2019t enough. We also have hiring goals and metrics focused on diverse representation and gender representation in our workforce. For our early-in-career opportunities, local universities provide diverse, top technical talent. We have a strong inclusion internship program with a focus on students from underrepresented groups in the local community. We retain a high number of interns by offering full-time opportunities to students upon graduation or after additional certifications.<\/li>\n<li><strong>Development.<\/strong> We reach out and sponsor various conferences and meet-ups to attract diverse technical talent. We Can CODE IT, Color Coded Labs, Codemash, Tech Elevator, and Stir Trek are examples of local partnerships. We encourage associates to be active in external diverse organizations such as Black Tech Columbus, the Black Data Processing Association, and the National Society for Hispanic Professionals. We sponsor Society for Women Engineers events, the Junior League Leadership and Lattes program, Ohio Celebration of Women in Computing (OCWiC), getWITit, and Women in Technology International events to help promote and develop our female technology leaders.<\/li>\n<li><strong>Community engagement.<\/strong> OCLC is a member of the Columbus Women\u2019s Commission initiative (The Columbus Commitment) to highlight and tackle gender pay equity in central Ohio. We are also a member of Ohio Business Competes, a nonpartisan coalition of businesses committed to achieving LGBTQ-inclusive nondiscrimination policies at the state level to attract the best talent, increase business-to-business and business-to-consumer relationships, and grow Ohio&#8217;s economy.<\/li>\n<li><strong>Software and services<\/strong>. With support from The Andrew W. Mellon Foundation, the project <a href=\"https:\/\/www.oclc.org\/research\/publications\/2022\/reimagine-descriptive-workflows.html\"><em>Reimagine Descriptive Workflows<\/em><\/a> was a series of collective, community-centered efforts that explored opportunities for reforming and charting a path toward implementation of antiracist and inclusive language in metadata descriptions at scale.\u00a0 Our newly created role of Accessibility Strategist and our Dewey editor-in-residence both are working to address DEI considerations in data and software experiences. Our WebJunction platform offers many free tools to library staff and leaders, including <a href=\"https:\/\/www.webjunction.org\/news\/webjunction\/resources-for-advancing-ideas.html\">Resources for Advancing IDEAs<\/a> (Inclusion, Diversity, Equity, Accessibility), <a href=\"https:\/\/www.webjunction.org\/news\/webjunction\/creating-pathways-to-civil-legal-justice-new-course.html\">Creating Pathways to Civil Legal Justice<\/a>, and our \u201c<a href=\"https:\/\/www.webjunction.org\/events\/webjunction\/lets-talk-race-toolkits.html\">Let&#8217;s Talk Race<\/a>\u201d Toolkit. And most recently, we were honored to publish a reading list curated by Martin Luther King III and his family on <a href=\"https:\/\/www.worldcat.org\/lists\/157db3b9-35b4-48fa-98cd-d422fe3b8a2f\">WorldCat.org<\/a>.<\/li>\n<\/ul>\n<h2>Patience is more than a virtue<\/h2>\n<p>I\u2019m not known for my patience. When I see a problem, I like to solve it\u2014and solve it quickly and decisively. When doing DEI work, though, it\u2019s important to remember the context in which we\u2019re working. We cannot undo centuries of discrimination and harm with empathy or quick fixes. Moving at the speed of trust involves taking time to reflect and learn. It\u2019s part of doing the work, part of the journey forward. But we can\u2014indeed must\u2014take concrete actions. At OCLC, we embrace a collective responsibility to advancing DEI. People at all levels take steps on the journey together.<\/p>\n<ul>\n<li><strong>Leadership.<\/strong> I often say leadership is personal, not positional. Everyone has leadership opportunities. This is particularly true in advancing workplace diversity, equity, and inclusion. Yes, top leadership support is important. But real change happens in day-to-day interactions. It happens when we come together to learn about bias, challenge our assumptions, and listen to lived experience. This kind of leadership requires courage and patience. It requires everyone to lean in.<\/li>\n<li><strong>Staff engagement.<\/strong> Because this work can\u2019t succeed from a top-down perspective alone, we established a cross-functional group of employees in what we now call the DEI Working Group. The team includes people from our membership, product, technology, library services, research, WebJunction, marketing, human resources, legal and senior leadership groups. The role of this team is to wrestle with difficult questions, develop recommendations, and ensure that our DEI work aligns with and supports the needs of all OCLC associates.<\/li>\n<li><strong>Community engagement<\/strong>. Librarians are among the most dedicated advocates of DEI anywhere. We are fortunate to serve a community with the desire and passion to right injustices and make real advances in DEI spaces. We\u2019ve learned to listen to the important voices of people who use our services in <a href=\"https:\/\/www.oclc.org\/research\/areas\/community-catalysts\/edi.html\">meetings, convenings, surveys, and research<\/a>. This helps us drive future research agendas and product enhancements.<\/li>\n<li><strong>Balance.<\/strong> When starting out, it\u2019s tempting to make sweeping and immediate changes. But knee-jerk responses don\u2019t right historical injustices. As you move along this journey, you realize how complex the issues are. Fearful of making matters worse, there\u2019s a strong desire to step back or pause until you have a complete understanding of the issues and impacts. It can appear that progress is too slow. At OCLC, we\u2019ve tried to strike a balance by making changes where the decision is clear, and spending time in dialogue and thought when the changes are more expansive or nuanced. Work like the <em><a href=\"https:\/\/www.oclc.org\/research\/publications\/2022\/reimagine-descriptive-workflows.html\">Reimagine Descriptive Workflows<\/a><\/em> project, removal of harmful language in products and marketing, and increased DEI awareness in our software development processes help us move forward while we continue to work on more complex DEI challenges.<\/li>\n<\/ul>\n<p>The DEI journey can feel arduous. We can feel hopeful and hopeless at the same time. Despite the challenges, we will not stop. At the core of our work is an incontrovertible value we share with our library members. We honor the dignity and value of every person. Beyond political, social, or historical contexts, this value drives us to do better and be better.<\/p>\n<p>I hope my sharing of the points along our journey is helpful. I\u2019ll close this post with the same words I used in my 2020 post:<\/p>\n<blockquote><p>May we reflect; seek first to understand; and may we all learn to love and learn from each other more tomorrow than we did yesterday. \u2014Skip Prichard<\/p><\/blockquote>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Last month, we received a very special honor. In a worldwide survey of technology organizations, Computerworld ranked OCLC first among midsized IT enterprises worldwide for demonstrating excellence in advancing workforce diversity, equity, and inclusion (DEI). It\u2019s gratifying to see our years of work in DEI acknowledged. Recognition like this is a milestone, a marker\u2014and an [&hellip;]<\/p>\n","protected":false},"author":13,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[96,79,127],"tags":[165,46,20,151,45,149],"class_list":["post-5045","post","type-post","status-publish","format-standard","hentry","category-diversity","category-organizational-culture","category-social-justice","tag-diversity","tag-leadership","tag-learning","tag-organizational-culture","tag-professional-development","tag-social-justice"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>DEI: A journey, not a destination<\/title>\n<meta name=\"description\" content=\"Last month, we received a very special honor. 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Attracted to OCLC\u2019s public purpose, he joined OCLC in 2013 after leading several multinational organizations that provide a variety of services and content to libraries around the world. He was appointed to the OCLC Board of Trustees in 2017. Before joining OCLC, Skip was President and CEO of Ingram Content Group Inc., a leading global content and services provider. During his time at Ingram, he expanded Ingram\u2019s international locations to continental Europe and Australia, strengthened its digital offerings, and repositioned the company as a services provider. Prior to his leadership at Ingram, he was President and CEO of ProQuest Information and Learning, a respected global publisher and information provider serving library, education, government, and corporate markets with offices around the world. Skip led a successful transformation at ProQuest. Earlier in his career, he held a number of executive positions with LexisNexis. Among Skip\u2019s many passions is his Leadership Insights blog where he interviews authors and thought leaders and shares his views on a number of topics. His new book, The Book of Mistakes: 9 Secrets to Creating a Successful Future, is based on insights he has learned from more than a thousand of those interviews. His views on the future of books, publishing, and libraries have been featured in various national and international media. He is a frequent keynote speaker at conferences around the world. Skip received his Bachelor of Science degree from Towson State University and his Juris Doctor degree from the University of Baltimore School of Law.","sameAs":["http:\/\/www.oclc.org"],"url":"https:\/\/blog.oclc.org\/next\/author\/skip-prichard\/"}]}},"_links":{"self":[{"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/posts\/5045","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/comments?post=5045"}],"version-history":[{"count":10,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/posts\/5045\/revisions"}],"predecessor-version":[{"id":5057,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/posts\/5045\/revisions\/5057"}],"wp:attachment":[{"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/media?parent=5045"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/categories?post=5045"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.oclc.org\/next\/wp-json\/wp\/v2\/tags?post=5045"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}