| Goals |
Area of Responsibility |
Action(s) |
Progress |
| 1. Leaders* engage in EDISJ issues important to employees and prevalent in the societies in which they operate. (GDEIB 2.11) |
*We consider any employee who supervises others as well as the EDISJ committee members to be considered a leader for the purposes of these goals |
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| 2. To increase their knowledge and competence, leaders* seek coaching in EDISJ and provide coaching, sponsoring, and mentoring to others. (GDEIB 2.12) |
*We consider any employee who supervises others as well as the EDISJ committee members to be considered a leader for the purposes of these goals |
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| 3. The library will create opportunities to educate employees and their communities on the importance of equity and ways to mitigate and remove discrimination and bias. (GDEIB 10.8) |
Library EDISJ Committee |
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| 4. When the library has influence during a procurement process, we will advocate for choices that support EDISJ principles as well as accessibility and sustainability. (GDEIB 15.14) |
Library EDISJ Committee and Library Accessibility Committee |
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| 5. Accessibility for persons with disabilities is routinely considered in the development and delivery of materials and services via the Library Accessibility Advisory Committee. (GDEIB 13.13) |
Library Accessibility Committee |
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| 6. The Library’s EDISJ committee examines its organizational culture and creates strategies to eliminate inequities and reduce barriers to inclusion (GDEIB 1.10) |
Library EDISJ Committee |
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| 7. The library will provide ongoing review of training programs to ensure that they are meeting the changing needs of equity-seeking groups. |
Library EDISJ Committee |
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