Introduction

Byrd (2023) tells us that “libraries in the United States and globally have diversity, equity, and inclusion committees and are mindful of inequities in a multi-raced world” (p. 1). When committing to initiatives that are set in place at libraries, she wonders if they are “sincere and create organizational change” (p.1).  Individual users might have certain biases toward diversity, equity, and inclusion (DEI) due to news, family, friends, etc. without doing due diligence on the subject. 

Let’s break it down into individual concepts and highlight what is being done about DEI. Bright, as noted in Information Services Today, conveys that diversity in information organizations, “is defined by the various ways that people may be seen as similar or different based on categories including race, ethnicity, age, gender, identity, sexual identity, religion, language, socioeconomic status, veteran status, and family structures” (Hirsch, 2022). When discussing diversity, judgment might occur if the concept of intersectionality comes into play too. This is a thought-provoking topic when examined closely. It asserts that individuals often possess multiple identities, and these intersecting identities can influence how they are perceived (p.68).

Equity is defined as “freedom from disparities in the way people of different races, genders, etc. are treated” (Merriam-Webster, 2025). Furthermore, Bright explains that in the context of information, the term typically refers to education, pay, digital health, racial equity, and equity of access (Hirsch, 2022, p. 67). It specifically emphasizes equity of access, as this is a key area of focus for library institutions. This leads into the concept of intellectual freedom for every human being, the right to seek out all information, regardless of the format.

Finally we discuss inclusion. The American Library Association (ALA) describes inclusion as “an environment in which all individuals are treated fairly and respectfully; are valued for their distinctive skills, experiences, and perspectives; have equal access to resources and opportunities; and can contribute fully to the organization’s success.” (ALA, 2017). With these three areas combined, DEI, we see that libraries, such as the Leatherby Library, are trying to improve their “efforts to create an environment conducive to teaching, learning, and research where users from diverse backgrounds and experiences feel welcome, safe, and valued” (Nawar & Laughtin-Dunker, 2024).

Discussions during recent times have been on how to retain individuals of different color, race, and ethnicity. According to Bright, informational institutions have been unstable when exploring the issue of diversity (Hirsch, 2022, p.69). In turn it could impact members of diverse communities. Navar & Laughlin-Dunker (2024) relay that universities such as Chapman University,  reach out to these communities through “ the creation of an online resource hub on the main website, academic programs and degrees (such as majors and minors in various ethnic studies, gender and sexuality studies, disability studies, and so on)” (p.122).

Byrd (2023) shares from her personal experiences that white librarians often receive preferential treatment, even when their performance is subpar (p. 3). In contrast, librarians of color are evaluated more critically and are seen as lacking when they make mistakes or miss deadlines (p. 3). Bright outlines the necessary steps for improvement: developing a DEI plan, implementing training focused on bias, creating employee affinity groups to connect individuals with shared interests, and establishing a mentorship program (Hirsch, 2022, p. 69). With that, all individuals can gain intellectual freedom and hand that freedom to others.

Evidence

My first artifact, which proves my efficiency in competency C, is when in my INFO 200, I reported on family caregivers of dementia patients. It touches on the theme of having equity of access to all information to obtain the necessary means to combat this disability. In this paper, I explore the issue not only from a legal perspective but also as an opportunity for organizations to remain adaptable and provide support for those seeking to understand the disease. The paper demonstrates how intellectual freedom is fully embraced within the dementia community, with a wealth of materials, activities, and online communities available to individuals. I emphasize the importance of information professionals going above and beyond in their research strategies to provide this specific community with the most effective reading material, seminars, techniques, and strategies. Users from all backgrounds need to feel assured that professionals are genuinely invested in their success.

My next artifact from INFO 200 is Blog # 6 , in which I tap into considerations of dementia caregivers’ health literacy, digital skills, and electronic health (eHealth) literacy level. I hint at the importance of considering global perspectives on a particular issue rather than just one sect of the population. This highlights the importance of not having biases towards one race, gender, ethnicity, etc. If we put aside our differences and learn to collaborate and gain insight from one another, new techniques and strategies can emerge for information-seeking behaviors. Multiple countries or nationalities have provided unique methods of achieving resources for caregivers and dementia patients. Patrons in Australia are using chat sites and emails, indicating carers’ need to communicate. Furthermore, the blog hints at the fact that individuals, both carers and patients alike need social interaction with different people. It helps with the quality of life for all. Belgium, Norway, Portugal, and Romania were involved in creating virtual spaces that dealt with sensory skills related to personal memories of the patient. France proved to be involved with something known as a Snoozlean Room, a multisensory tool, which is designed to bring calmness to a patient.

My final artifact involves a Media Artifact. It highlights when informational organizations respect the usage of intellectual freedom, whole new worlds open up for users. Information can be detected from several different angles. It is not just about seeking quality information from a book or research article. In this example. patrons gain insight into several features of how dementia patients can be monitored from home. Information technologies such as GPS devices give the location of loved ones and allow the caregiver to receive email and text alerts. Robotic technologies can reduce negative emotions and behavioral systems. These technologies might pave the way for how we view each other if one can think of it in those terms. It gives individuals the ability to connect with others in online communities from around the globe who are experiencing heartache with this disease and it allows for camaraderie. Finally, health-tracking apps allow for instant advice, and tips for dealing with bathing, meals, wandering, difficult behaviors, and communication challenges.

Conclusion

First and foremost, I need to respect all people and make sure their right to information is respected regardless of skin color, etc.  Just today, I made sure a student, a minority, had all the information he needed to carry out a presentation for a class today. I believe the material that best suits me for my position is the American Libraries Association guidelines and my school’s Employee Handbook policy.

References

Byrd, T. S. (2023). Changing Academic Libraries’ Cultures and Empowering Minority Employees in a DEI World., 1–9.

Equity, diversity, inclusion: An interpretation of the library bill of rights. ALA. (2017, June 27). https://www.ala.org/advocacy/intfreedom/librarybill/interpretations/EDI

Hirsh, S. (2022). Information Services Today: An introduction. Rowman & Littlefield.

Merriam-Webster. (n.d.). Equity definition & meaning. Merriam-Webster. https://www.merriam-webster.com/dictionary/equity

Nawar, E., & Laughtin-Dunker, K. (2024). Creating the E-buzz around collaborative and collective Dei efforts. The International Journal of Information, Diversity, & Inclusion (IJIDI), 8(2), 120–144. https://doi.org/10.33137/ijidi.v8i2.43534