Challenges to Affirmative Action: Opportunities to Talk - and Listen by Kriza Jennings, Program Officer for Diversity and Minority Recruitment Discussions within government, business, and higher education confirm that the debate about affirmative action will be a major political focus for the next two years. As staff in ARL member libraries observe these dialogues, the ARL Program Officer for Diversity and Minority Recruitment receives requests for help in understanding the implications of the possible futures of affirmative action, and expressions of concern that diversity and minority recruitment efforts being implemented by the Association and in member institutions, may be in jeopardy. To respond to these inquiries, this article highlights three of the most frequently asked questions and the responses offered. The author encourages readers to share views and experiences on these matters with her. (202-296-2296; kriza@cni.org) Affirmative action is a proactive strategy affirming that an institution will actively and aggressively seek to overcome the effects of past discrimination against groups such as women and minorities by making positive and continuous efforts in their recruitment, employment, retention, and promotion.1 Q When affirmative action is discussed on our campus, in our community, and within our associations, the focus often turns to the legitimacy of minority recruitment and retention programs. How should we engage and respond to challenges? A In your exchanges with others in the community or on the campus, try to learn as much about what they do support as what they do not support. This information may provide you with the framework for developing and proposing a renewed agenda for your environment that promotes the value of diversity. For example, there is much national focus on the "personal responsibility" of an individual to improve his or her situation, compared to focusing only on the responsibility of a government or an organization to make the situation better for that individual. There may be a key here for reworking existing programs to articulate more clearly what the minority student, faculty, or staff member will bring to an organization rather than focusing solely on what the organization will do for the minority candidate. As you examine programs designed to recruit and retain minorities from underrepresented groups in your own institution, determine first what the program is doing and why. If you identify exactly what the purpose of the program is, what it has done, its objectives, why the program is necessary, and how it will help the institution, then the stage is set for a discussion on the specific program strategy being implemented, as compared to a debate on the broader agenda of affirmative action. Q We are experiencing some negative reactions and comments from library personnel in regard to our efforts to seek a diverse workforce. How can we best respond? A Welcome the opportunity to describe and discuss these programs with your colleagues. It is important that the assumption not be made that anyone who questions affirmative action is racist, sexist, or prejudiced. There is a greater than ever need for open dialogue where all perspectives may be shared and heard. There may be personal reasons for such a response. As financial resources and employment opportunities decline, some may view these programs or activities as a barrier to personal achievement. There are also those in the workplace who do not understand the genesis of these programs because they are too young to remember a time when higher education and employment were denied to many because of race or gender. The national debate on affirmative action requires each individual to search his or her own personal beliefs to determine how they really feel about this agenda. Honest discussion requires an openness to hear what might be changed within the current configurations of law, policies, and practices at your institution, as well as to hear what might be preserved. There may be more room for compromise and common agendas than previously considered. For example, during my visits to ARL campuses, I often encounter more receptivity to minority recruitment when it is presented within the larger context of providing equitable and fair employment practices for achieving a diverse workforce. Those committed to achieving a diverse workforce and to recruiting minorities must be prepared to engage in this national dialogue with their colleagues in the library and with elected officials, community leaders, university administrations, and national associations. Pursuit of this goal requires preparation and energetic presentation. It is hard to project what the end result of this national dialogue will be. What we do know is that, demographically, diversity is increasing. The makeup of kindergartens, elementary, and secondary schools includes more racial and ethnic minorities than ever before. These students are the workforce for the future, and most universities and businesses will need to recruit and train workers from this national pool. Q How does ARL's Minority Recruitment and Retention Program address affirmative action and can you help libraries explore how the national debate on affirmative action may impact library initiatives to recruit a diverse workforce? A ARL's Minority Recruitment and Retention Program works in close collaboration with the OMS Diversity Program toward a shared goal of achieving a research library workforce that is representative of the racial and ethnic diversity in the nation. Within these two initiatives, recruitment of a diverse workforce is defined as one of seven areas of diversity to explore with member libraries.2 The minority recruitment strategies that the program employs are designed to assist ARL libraries develop equitable and fair employment processes and to ensure that qualified minorities are included in the applicant pool, and considered without bias or prejudice. In addition, we focus on how to sustain a hospitable workplace climate for all library employees where each individual feels valued, welcomed, and respected. Because there is such a low representation of minorities among the professional staff of ARL member libraries, ARL also seeks to assist libraries to do a better job of recruiting minorities to the profession. The goal of the ARL Minority Recruitment and Retention Program is a diverse pool of candidates for any available position. We pursue this by encouraging more minorities to pursue an accredited graduate degree program and by ensuring that minorities who already hold degrees are aware of the career opportunities in ARL libraries. OMS promotes the development of library-wide diversity programs that enable staff to explore issues from all sides, so that the learning process is open and instructive. Rather than shy away from the controversy surrounding affirmative action, we encourage institutions to enable staff, university faculties, and students to become engaged. It is through honest, open dialogue that information is shared and future agendas are shaped. 1 Adapted from Handbook for Faculty Searches with Special References to Affirmative Action, Office of the Provost, Department of Human Relations, Michigan State University, 1989-90. 2 See "Seven Components of a Successful Library-wide Diversity Program," ARL 180, May 1995, pp. 12- 13. ------- ARL 181 A Bimonthly Newsletter of Research Library Issues and Actions Association of Research Libraries August 1995