Workforce Quality and Diversity Action Plan

ANNE ARUNDEL COUNTY PUBLIC LIBRARY
Board of Trustees
Amendment to the Library’s Strategic Plan for 2010 – 2013
Mission/Goal V June 16, 2011

Purpose:
The Anne Arundel County Public Library, by this Action Plan, affirms its commitment to hire and maintain a diverse workforce, without bias or prejudice toward any group; to recruit and retain a highly qualified staff; and to maintain an enriching work place and a standard of excellence in providing public library services.

Policy: (AACPL Personnel Policy)
Anne Arundel County Public Library is committed to diversity in the workplace and is an Equal Opportunity Employer. The Library’s policy is to treat all applicants and employees equally without regard to race, color, religion, age, sex, national or ancestral origin, marital status, sexual orientation, or disability in accordance with applicable laws. This policy extends to all areas of employment and to all other personnel actions. Anne Arundel County Public Library is a drug free/smoke free workplace.

Goal:
The Library recognizes that workplace quality and diversity is central to its planning and operations. The Library Board of Trustees and the Library Administration developed this plan to ensure the maintenance of a work environment of respect and mutual collaboration where diversity is promoted. This plan strengthens the Library’s efforts to attract and retain the most qualified employees of all racial, ethnic and cultural backgrounds, bringing their unique talents and skills into the workforce, and moves the Library closer to reflecting the diversity of the population it serves on an ongoing basis.


Definitions:
Equal Employment Opportunity is treating all employees and applicants for employment equally, without discriminating in terms of race, color, religion, age, sex, national or ancestral origin, marital status, sexual orientation, genetic information, or disability in accordance with applicable laws.

Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement.

Objectives:

  1. The Library provides equal opportunity to all its employees and applicants for employment.
  2. The Library establishes job-based qualifications and criteria for all hiring decisions to ensure the selection of the most qualified individuals for each opening.
  3. The Library employs recruitment strategies targeted to attract a diverse applicant pool for job openings.
  4. The Library communicates its commitment to a highly-qualified and diverse workforce to its staff and to the community.

Strategies:

  1. The Chief of Human Resources will complete an annual statistical analysis of workforce diversity using EEO job groups and racial/ethnic categories.
  2. The Chief of Human Resources will report to the Board of Trustees every February.
  3. Report will include:
    1. In February 2012, progress made on the strategies outlined in this plan since its adoption by the Board, and then annually thereafter.
    2. Profile of workforce broken down by positions organized by their
      EEO job group and racial/ethnic categories.
    3. Identify workforce development targets where emphasis needs to be placed in order to improve diversity in job classifications that are identified to be the least diverse.
    4. Reflections on success and failure in recruiting, hiring, and staffing a diverse workforce and recommendations with regard to future actions
  4. The Board of Trustees, every June, will consider the Library’s effectiveness in achieving the goals outlined in this plan, and consider possible alternative changes to the plan, keeping in mind that a paramount goal of the Library employment policies is to hire and maintain the most qualified employees as may be available in the relevant prospective employee pool.
  5. Library Job Descriptions – should include language that is applicable to the job and describes a workplace where employees are expected to have the ability to relate to people of different ages and from different races, religions, and cultures.
  6. The Library will:
    1. Post the Library’s Workforce Quality and Diversity Plan on the Library’s website under “About the Library” and “Employment Opportunities”.
    2. make accommodations for individuals with disabilities throughout the job application and recruitment process when a need for accommodation is identified or accommodation is requested.
    3. increase its job advertisement in a cost effective manner to attract the widest pool of qualified applicants.
      1. apply this strategy to its recruitment of part-time hourly circulation and information staff to attract the widest pool of qualified applicants for these jobs that are often the entry-point to library employment.
      2. increase the regularity of including external applicants along with internal applicants from the part-time hourly circulation and information staff in its recruitment for regular Library Associate and Circulation Assistant openings.
    4. identify AACPL as an equal opportunity employer in all recruitment materials and other employment publications.
    5. identify and develop partnerships in the community with colleges/universities, governmental and employment agencies, professional associations, and special interest groups to promote workforce diversity and equal employment opportunity.
    6. develop and maintain recruitment sources in colleges/universities (including historically Black Colleges and Universities and the Hispanic Association of Colleges and Universities) and facilities and resources of organizations serving underutilized groups, Maryland state employment services offices, government agencies, and local special interest groups.
    7. utilize the recruitment resources/sites of specialized divisions of the American Library Association: the American Indian Library Association, the Asian Pacific American Library Association, the Black Caucus of the American Library Association, the Chinese Americans Librarians Association, and REFORMA – the National Association to Promote Library Services to the Spanish Speaking.
    8. continue to offer regular diversity training sessions for staff.
    9. communicate with staff about diversity – gather their ideas, concerns and suggestions on a regular basis.
    10. create a standing Workforce Quality and Diversity Committee that will meet bi-monthly and be charged with monitoring implementation of this plan and the Library’s diversity efforts; the Committee will seek guidance/ advice/participation from the staff of the County’s Human Relations Commission.
    11. research the topic of cultural competence and diversity practices in the national library community thru American Library Association conferences and publications; contact and teleconference with libraries identified as exemplary in these areas.
    12. insure that there is an effective and responsive complaint procedure in place and that this complaint procedure is communicated to employees and others who may have cause to use this procedure.

NOTE: Related Anne Arundel County Policies from Personnel Manual:
1. Discrimination in Employment and Sexual Harassment
2. Reasonable Accommodation for Persons with Disabilities
3. Filling Staff Vacancies
4. Staff Grievance Policy

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