BACKGROUND:

Evidence of low diversity in library staff was first brought to the spotlight in 2015 by the Workforce Mapping survey commissioned by CILIP and the Archives Records Association (UK & Ireland) (ARA). The theme was then continued through SCONUL’s 2019 report BAME staff experiences of academic and research libraries and demographic figures are to be included in the SCONUL return data from 2022/23 onwards.

Analysis:

Comparing different population figures can support various elements of EDI work either from a student facing or staff recruitment and retention focus. Illustrating where your staffing profile aligns or deviates from the demographics of your user base can be a powerful supporting argument to drive change and focus project areas.

What might you look at?

Benchmarking against other library services can be helpful, but often this is only helpful if comparing like-for-like services. It may be more valuable to consider how your staffing demographics relate to local and national populations, or even other teams within your institution.

Things to consider:

• GDPR – some data may not be freely or readily available due to GDPR restrictions. You can request data via Freedom of Information legislation, though if you are asking for internal institutional information, your HR or student records office may be able to provide this for confidential internal work. It is always worth being aware that analysing demographics information may result in individuals being identifiable, especially when they are part of a minority group. Care should be taken, and data not shared unless people remain fully anonymous and / or permission has been granted under GDPR.

• Incomplete data – much data of this type will be incomplete. People are often reluctant to share personal details so there will always be a proportion of unknowns. This should not deter you from carrying out analysis and can indeed be evidence itself that people do not feel confident sharing this information – could this be a sign of an environment lacking inclusivity?

• Mixed data sources – When gathering data on demographics you will be using a variety of sources. Not all areas will be reported the same in each dataset, so some rationalisation will be required. You will also find that some information, such as sexuality, may not be included alongside ethnicity or disability so again, rationalisation and cross-referencing will be required. Don’t let this put you off.

Where CAN YOU FIND DATA?

• CILIP – the 2015 Workforce Mapping study contains a wide variety of data for library and information services. For up-to-date figures representing the ILS workforce in Scotland enquiries can be made to CILIP Scotland for analysis of their membership data.

• SCONUL – Following a benchmarking study, EDI data related to staffing at a granular level is due to be included in the annual SCONUL statistics from 2022/23 onwards.

• Scottish population data – available either via National Records of Scotland, Scotland’s Census results, or Scottish Government via the Scottish Core Questions survey. Data is split over these sources, so some rationalisation will be needed.

• England and Wales – for those outside Scotland, the UK Government provides this information via the National Census data from the ONS which includes an online service where you can create custom profiles for specific areas by selecting them on a map and then choosing the data you want to see for that area. For ethnicity-only data you can check the UK Government’s Ethnicity facts and figures page.

• Northern Ireland – the Northern Ireland Statistics and Research Agency provides a tool for you to custom build tables from the 2021 census data which includes ethnicity and sexual orientation.

• Institutional data – your local HR team should hold information on the staffing demographics, and this may or may not be available publicly via their webpages. If not, you can contact the team to request this data, though they may require you to submit a Freedom of Information Request. Similarly, student data as reported via HESA should be easily accessible, however you may need to contact your local student office to obtain details if you require it in a different format.

ADDITIONAL RESOURCES:

• The Benefits of a Representative Workforce: This study, looking at NHS hospitals, examined the benefits of having a workforce which reflects the demographics of the community it serves. It compared national census data with data collected within the organisations and demonstrated that organisational diversity is most effective when it reflects the community the organisation serves.

• The Business Case for Equality and Diversity: A survey of the academic literature: This government-produced report from 2013 surveyed the published literature, outlining why there is a business justification as well as a moral justification for equality and diversity.

• Diversity wins: How inclusion matters: A report from McKinsey based on data from 15 countries and over 1,000 large companies, reinforcing the business case for EDI and showing that diversity on executive teams is linked to improved performance.

• Stepping Up Programme - Bristol City Council: Case study of a successful data-driven positive action programme to increase the diversity of senior leadership within public and private sector employers in South West England, with a particular focus on disabled, Black, Asian and Minority Ethnic communities and women.

• How diverse is the housing association workforce in England?: A report from the National Housing Federation showing how they collected and analysed demographic data to compare the housing association workforce against the demographics of the wider population and identify areas for change.

Further considerations:

It is helpful to engage staff and colleagues in learning around the causes of low diversity such as systemic racism and discrimination. Many reading lists are available online, the student experience section contains suggestions for library stock, and the SCURL EDI Network will soon be launching a discussion group which many may find useful. Improving diversity in recruitment is also key.

If you have suggestions of resources you think should be included in this toolkit, please contact the SCURL EDI group via the contact form.

Review cycle: Links and guidance to be reviewed on an annual basis. Next review date August 2024.