CARL Releases Insights Report from its Diversity and Inclusion Study

June 3, 2022

The Canadian Association of Research Libraries (CARL) this week released the report from its Diversity and Inclusion Study, prepared by the Canadian Centre for Diversity and Inclusion (CCDI Consulting).

The Diversity and Inclusion Survey was conducted by CARL on behalf of 21 of its 31 members libraries to gather baseline data on the composition of personnel in CARL libraries, gauge employee feedback on current EDI initiatives, and establish a set of benchmarks against which to evaluate and measure the impact of CARL libraries’ strategies and practices with respect to diversity and inclusion.

• Diversity Census and Inclusion Survey: Insights Report (May 2022)
• Recensement sur la diversité et sondage sur l’inclusion : Rapport d’analyse (mai 2022)

Executive Summary: Key findings and takeaways

3742 employees from 21 of 31 CARL member libraries were invited to complete the survey. 1299 respondents completed the questionnaire, providing a completion rate of 34.71%

Representation

Based on the self-identification results, there are some notable findings related to representation within participating CARL member libraries. Notable findings are based on differences of ≥10% between the group and benchmark, as is standard in CCDI Consulting’s methodology.

• Representation of respondents identifying as women is higher than the Canadian labour force and CCDI Consulting’s Benchmark by 24.6% and 21.9% respectively.
• Representation of respondents identifying as persons with a disability is higher than the Canadian labour force and CCDI Consulting’s Benchmark by 10.1% and 12.1% respectively.
• Representation of respondents identifying as LGB2sQ+ persons is higher than the Canadian labour force and CCDI Consulting’s Benchmark by 14.5% and 12.5% respectively.
• Respondents identifying as women are less represented in Functional Specialist roles compared to all other roles.
• Respondents identifying as racialized persons and persons with a disability are less represented in Senior Leadership roles than their overall availability within participating CARL member libraries’ workforce population.
• Less than five respondents identified as Indigenous persons in Senior Leadership and Functional Specialist roles.

Inclusion Climate

Based on the responses to the inclusion survey questions, there are several notable findings, based on CCDI Consulting’s methodology.

• There is moderate overall agreement for three of thirteen inclusion indicators.
  • These assessed perceptions of fair treatment, intolerance of discriminatory comments and managers’/supervisors’ commitment to a respectful and inclusive workplace.
• Low and very low overall agreement with ten of thirteen inclusion indicators.
• Respondents identifying as racialized persons reported the lowest agreement with two of five of CCDI Consulting’s baseline inclusion indicators.
  • These assessed perceptions of fair treatment and commitment to/support of inclusion, diversity, equity and accessibility.
• Respondents identifying as persons with a disability reported the lowest agreement for three of five baseline inclusion indicators.
  • These assessed perceptions of being uniquely valued, feelings of inclusion and support in maintaining well-being.
• CARL’s agreement ratings are higher than CCDI Consulting’s Benchmark for two of five baseline inclusion indicators.
  • These assessed perceptions of fair treatment and being uniquely valued.
• CARL’s agreement ratings are lower than CCDI Consulting’s Benchmark for two of five baseline inclusion indicators.
  • These assessed organizational commitment to diversity and support in maintaining well-being.

Detailed analysis of the inclusion climate can be found starting on page 24.

IDEA issues and opportunities to address

Based on the data gathered, we have identified several key areas of opportunity that CARL and its member libraries may wish to focus on:

• Review provision of accommodation, flexibility and leave for employees.
• Address issues of racism, sexism, ableism and bullying being experienced in the workplace.
• Improve confidence in the conflict management systems at CARL member libraries, especially comfort levels when reporting harassment and discrimination.
• Reduce systemic barriers to advancement and inequitable talent management practices typically faced by underrepresented groups.
• Improve perceptions of leaders’ commitment to a respectful and inclusive workplace.
• Invest in increasing leaders’ and managers’ capacity to foster respect and inclusion in the workplace.

Important Consideration: It is important to note that CCDI Consulting’s analysis and recommendations is based on the aggregate of the results of 21 participating CARL member libraries, with completion rates ranging from 20.2% to 62.0%. The completion rate alone will impact the validity of the results. The overall analysis is accurate, however may not be representative of each participating member library, with some more or less advanced than others.

However, analysis on a member library basis was out of scope for this project. To better understand the demographic makeup and inclusion climate of each member library, we would encourage CARL to conduct its own analysis at the member library level to determine the applicability of the recommendations found in this report for each participating member library.

News Release: CARL Releases Insights Report from its Diversity and Inclusion Study

June 2, 2022 – The Canadian Association of Research Libraries (CARL) is pleased to share the final Insights Report from its Diversity and Inclusion Study, prepared by the Canadian Centre for Diversity and Inclusion (CCDI Consulting).

In 2021, CARL conducted a Diversity and Inclusion Survey on behalf of 21 of its 31 member libraries. The survey was launched for anonymous participation on October 4, 2021 and ran until October 27, 2021.

CARL conducted this study to gather baseline data on the composition of personnel in CARL libraries, gauge employee feedback on current EDI initiatives, and establish a set of benchmarks against which to evaluate and measure the impact of CARL libraries’ strategies and practices with respect to diversity and inclusion. CARL aims to measure progress through the conduct of the same or a comparable study in 3-5 years time.

By collecting this data, we can better understand efforts to promote diversity and foster inclusive, safe, accessible, equitable, and respectful workplaces. This data will also help us to develop or improve specific programs, policies, and practices that support all members of the CARL community and establish objective, evidence-informed, data-driven insights to structure national and institutional diversity and inclusion action plans.

Of 3742 employees invited to participate, 1299 respondents completed the survey, providing an overall completion rate of 34.7%. Please note that a response rate of 34.7% may not accurately reflect the demographics and views of each participating CARL member library. As such, CCDI Consulting could not confidently infer generalizations that are solely focused on demographic representations.

Furthermore, findings in this report are based on the aggregate results of all 21 participating CARL member libraries and detailed analysis of each library is not provided. Each library will be facing unique circumstances and we recognize that some of the best practices reflected in this report may have been started or be in place at certain libraries. We further recognize that libraries are subject to the existing policies and practices of their parent institution, which can impact their capacity to implement the recommendations listed in the report.

CARL would like to thank participating member libraries and all participants who took the time to complete our survey.

For more information contact Julie Morin, Senior Program Officer at CARL (julie.morin@carl-abrc.ca)

(Via Canadian Assocation of Researh Libraries)