Diversity

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Understanding Diversity

(Gonzaga University, 2018).

Diversity refers to the range of human characteristics, including race, ethnicity, gender, age, socioeconomic status, disability, religious beliefs, and political beliefs, which must all be acknowledged and evaluated to create inclusive and equitable environments (Servaes et al., 2022). True diversity requires more than representation because Matkin and Fagan (2023) highlight that it means building environments where various viewpoints are recognized and integrated (Gonzaga University, 2018).

Insights from Matkin & Fagan (2023)

In Diversity & Inclusion from Developing Human Potential: A Personal Approach to Leadership, Matkin and Fagan (2023) discuss the complexities of diversity and its impact on human interactions. Several key insights stand out:

Listening ≠ Agreement, Learning ≠ Changing My Mind

Engaging in conversations about diversity does not necessitate agreement or conformity. People who understand that listening contributes to their development engage in meaningful conversations without worrying about being "wrong."

The Four Layers of Diversity

Diversity is multi-faceted, comprising different layers:

• Personality Diversity: This refers to the differences in people's personalities, the way they think, and their different behaviors.
• Internal Dimensions: These characteristics are born with them, including race, gender, age, and physical disabilities.
• External Dimensions: Socioeconomic status, education level, marital status, and personal stories.
• Organizational Dimensions: These are the factors related to the workplace, such as the position in the company, department, and level in the hierarchy. This is because privilege and challenges are not as simple as being black or white; instead, they are complex and intertwined.

Inclusion ≠ Just Fitting In

True inclusion involves designing spaces where diversity is valued above mere tolerance. Inclusion loses authenticity when individuals face pressure to conform instead of being accepted for who they are.

Personality Diversity: A Key Component

Personality diversity describes the wide range of individual cognitive styles, temperaments, and interpersonal behaviors.

People's work behaviors, interaction patterns, and problem-solving methods derive directly from their personality characteristics. Matkin and Fagan (2023) show that varied personality types lead to improved team performance and enhanced problem-solving abilities while fostering better workplace harmony. Although personality diversity remains an underrepresented topic within diversity and inclusion discussions, organizations must understand its critical importance in work environments.

Organizations must understand the necessity of supporting varied communication methods, decision-making processes, and leadership styles.

Challenges and Moving Toward Real Inclusion

Current diversity promotion efforts fall short when focusing on surface-level representation instead of creating meaningful engagement. Real inclusion demands all three components discussed in Matkin and Fagan's findings:

• Active Listening: The organization should develop spaces allowing everyone to share their views while respecting all contributions.
• Understanding that different backgrounds shape viewpoints.
• Implementing protected spaces will enable people to express themselves freely without anxiety about exclusion.

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Library Initiatives: Diversity Within the Native American Community 

Let's apply the diversity principles into concrete actions for serving Native American communities in libraries :

• Community-Driven Collections: Host regular "talking circles" to directly gather Native American community input on desired library resources.
• Expanding Collections: Prioritize acquiring materials by Native American authors and creators, including self-published works, to ensure authentic representation.
  
• Respectful Cataloging: Consult with tribal experts to ensure culturally sensitive cataloging and avoid outdated or offensive language.
• Programming: Partner with tribal cultural centers to offer workshops on traditional crafts or language learning, integrating Native perspectives. Invite Native American storytellers, artists, and speakers to share their knowledge and experiences.
• Intellectual Freedom: Develop a clear policy emphasizing diversity and be prepared to defend against challenges to Native American materials.

Why It Matters:

Along with any form of diversity, personality diversity is critical for social progress. When organizations and communities embrace diverse perspectives but authentically foster inclusion, they open up human potential and create environments in which all thrive. The inclusion of personality diversity ensures that inclusion becomes an authentic experience rather than just a superficial practice.

                                                                     References

American Library Association. (n.d.). Diverse collections: An interpretation of the Library Bill of Rights. American Library Association. https://www.ala.org/advocacy/intfreedom/librarybill/interpretations/diversecollections

Gonzaga University. (2018, November 27). Defining diversity [Video]. YouTube. https://www.youtube.com/watch?v=tc2DbKU_GhI

Matkin, G. S., & Fagan, H. A. S. (2023). Diversity & inclusion. In G.S. Matkin, J. Headrick, & H. M. Sunderman (Eds.), Developing human potential: A personal approach to leadership. University of Nebraska Pressbooks. https://doi.org/10.32873/unl.dc.oth.01

Servaes, S., Choudhury, P., & Parikh, A. K. (2022). What is diversity?. Pediatric radiology, 52(9), 1708–1710. https://doi.org/10.1007/s00247-022-05356-0