This presentation was provided by Lauren Magnuson of The University of California - San Marcos, during the NISO Training Series "Organizational Planning for DEIA: A 100 Level Course." Session Four, "Identifying Organizational Areas of Inequity," was held October 8, 2021.

1. Identifying
Organizational Areas
of Inequity Lauren Magnuson
Head of Collections, Delivery and Access
California State University, San Marcos
she/her
lmagnuson@csusm.edu

2. I acknowledge that I live and work on the traditional lands of
the Luiseño/Payómkawichum people. Today, the meeting
place of CSUSM and its surrounding areas is still home to the
six federally recognized bands of the La Jolla, Pala, Pauma,
Pechanga, Rincon, Soboba, and Luiseño/Payómkawichum
people. It is also important to acknowledge that this land
remains the shared space among the
Kuupangaxwichem/Cupeño and Kumeyaay and Ipai peoples.
Learn more at https://www.csusm.edu/cicsc and
see also https://native-land.ca/

3. Learning Goals
Together, we will think about:
• How White Supremacy Culture and Scarcity Mindset undermine solidarity and
equity in organizations
• Learning to identify and focus on sites of inequity in organizations
• How to turn toward solidarity and equity through small, interdependent
interactions distributed through the organization

4. Progressive Stacking
If you choose to self identify as belonging to an
underrepresented group, especially Black, Indigenous and
People of Color (BIPOC), and you'd like to ask a question or make
a comment in the chat box, you can choose to include an
asterisk* at the start of your question/comment, and your
question/comment will be prioritized.

5. About me
My positionality
White, cisgendered, she/her
neurodivergent (ADHD),
middle class/middle manager,
parent,
currently able-bodied,
settler/guest on unceded lands
1
[1]Inspired by: Jean-Noel, P. (2019) “My Positionality and How that Impacts My Seat at the Table.” ACT Institute for Recovery-Based
Practice. https://oceact.org/wp-content/uploads/2019/06/My-Positionality-and-How-that-Impacts-My-Seat-at-the-Table-ppt.pptx
I believe
• That my liberation is bound together with the liberation of
others (Lilla Watson);
• In the inherent worth/worthiness of all people;
• That resisting and dismantling the dehumanizing forces of
White Supremacy Culture and scarcity is essential daily
work;
• That I am always learning and will make mistakes, and that
having mistakes pointed out to me is a gift that I can use to
prevent future harm.

6. Shared Agreements
•
We agree to struggle against racism, sizeism, transphobia, classism, sexism, ableism, and the ways we
internalize myths and misinformation about our own identities and the identities of other people.
We know that no space can be completely “safe” and we agree to work together towards harm reduction,
centering those most affected by injustice in the community even if it means centering ourselves.
We agree to sit with the discomfort that comes with confronting the complexities of harm, repair, identity,
and accountability. We agree to try our best not to shame ourselves for the vulnerability that this kind of
work requires.
We agree to value the viewpoints of other people that do not challenge or conflict with our right to exist
nor with the right of others to exist.
We agree to do our best to embrace discomfort. We know we don’t have all the answers. We do this work
in community.
[2] Source: Mack, M. (2021). These are the agreements that define our work.
https://www.mckensiemack.com/agreements
2

7. Acknowledgements
[3]Emergent Strategy by
adrienne maree brown
[4]Organizational Theory for
Equity and Diversity by
Colleen Copper
[5]Unlearning Scarcity,
Cultivating Solidarity
by Studio ATAO

8. What do you think of / what words come to
mind when you think of
white supremacy culture?
https://slido.com enter code NISO8

9. What words come to mind when you hear the phrase 'White
Supremacy Culture'?
ⓘ Start presenting to display the poll results on this slide.

10. White Supremacy Culture
"...white supremacy culture trains us all to internalize attitudes and
behaviors that do not serve any of us."[6]
"While white supremacy culture affects us all, harms us all, and is toxic to us all, it
does not affect, harm, and violate us in the same way. White supremacy targets
and violates BIPOC people and communities with the intent to destroy
them directly; white supremacy targets and violates white people with a
persistent invitation to collude that will inevitably destroy their
humanity."[6]
[6]Source: Okun, 2021. White Supremacy Culture Characteristics.
https://www.whitesupremacyculture.info/characteristics.html

11. Examples of White Supremacy Culture
• Progress is Bigger/More and Quantity over
Quality*
• Individualism and I'm the Only One
• Urgency
• Qualified[7] [7]Source: Okun, 2021. White Supremacy Culture - Still Here.
https://drive.google.com/file/d/1XR_7M_9qa64zZ00_JyFVTAjmjVU-uSz8/view
** Sections marked with an * are based on the work of Daniel Buford, a lead trainer with the
People’s Institute for Survival and Beyond who has done extensive research on white supremacy culture.

12. Scarcity Mindset
Scarcity Mindset
There is not enough
[resources, time, recognition, power etc.]
to go around, so I must be in competition with others
constantly to get these. I will never have/be enough.[8]
[8]Source: Stephen R. Covey, The 7 Habits of Highly Effective People, pp. 219-230.
copyright 2004.

13. Scarcity Mindset
"As one of our Salon participants shared,
operating within a capitalist society as an
Asian American has made them feel:
'I need to have skills to be valuable because
just as a person, I am not valuable.'"[5]
[5] Dorsey, J., Hong, S., Chen, E., Koff, S. (2020). Unlearning Scarcity, Cultivating
Solidarity. Studio ATAO.
https://www.studioatao.org/post/unlearning-scarcity-cultivating-solidarity-a-toolkit-
for-the-asian-american-community

14. Scarcity Mindset
Have you witnessed the scarcity mindset in your work or life?
If so, In what way?
https://slido.com enter code NISO8

15. Have you witnessed the scarcity mindset in your work or life? In
what way?
ⓘ Start presenting to display the poll results on this slide.

16. From Scarcity to Solidarity
[9]Source: Iyer, D. (2021). Solidarity Is. https://www.solidarityis.org
"Solidarity Is… a transformative practice and a
strategy for collective power, liberation,
inclusion, healing, and equity."[9]

17. What’s your definition of solidarity?
https://slido.com enter code NISO8

18. What's your definition of solidarity?
ⓘ Start presenting to display the poll results on this slide.

19. "When women actively struggle in a truly supportive way to
understand our differences, to change misguided, distorted
perspectives, we lay the foundation for the experience of political
solidarity.... [10]
[10]Source: hooks, b. (1986). Sisterhood: Political Solidarity between Women. Feminist
Review, 23, 125–138. https://doi.org/10.2307/1394725

20. Solidarity is not the same as support. To experience solidarity, we
must have a community of interests, shared beliefs and goals
around which to unite, to build Sisterhood. Support can be
occasional. It can be given and just as easily withdrawn.
Solidarity requires sustained, ongoing commitment."[10]
[10]Source: hooks, b. (1986). Sisterhood: Political Solidarity between Women. Feminist
Review, 23, 125–138. https://doi.org/10.2307/1394725

21. • Hiring & Retention
• Pay
• Working conditions
• Workload/urgency
• Surveillance
• Recognition/validation
• Decision-making
Where Inequity Manifests: Some Examples
Which of these are you most
interested in discussing?
https://slido.com
enter code NISO8

22. Which of these are you most interested in discussing?
ⓘ Start presenting to display the poll results on this slide.

23. A note:
● The following slides are meant to include examples of questions you
and your organization can ask in order to take focused actions
toward equity
● These suggestions are informed and limited by my own biases and
narrow experience working in academic libraries. They are not
comprehensive.
"What we practice at the small scale sets the patterns for the
whole system." - adrienne maree brown, Emergent Strategy [3]

24. Pay
Does your organization:
• Offer compensation for DEIA work? [11]
• Regularly perform salary equity studies that take into account living wage requirements
for your geographic area? [12]
• Recognize and compensate emotional labor/emotional tax paid by BIPOC employees? [13]
• Pay living wages for your geographic area, especially for entry-level positions and
outsourced positions? [14]
• Offer enough paid family and medical leave for all who work in your organization [15]
including custodial staff and/or outsourced labor?
[11] Meyers, V. Grad Employee Union Wins Full Pay for Diversity Work. AFT. https://www.aft.org/news/grad-employee-union-wins-full-pay-diversity-work
[12] Taylor LL, Lahey JN, Beck MI, Froyd JE. (2020) How to Do a Salary Equity Study: With an Illustrative Example From Higher Education. Public Personnel Management.49(1):57-82.
doi:10.1177/0091026019845119
[13] Travis, D.J., & Thorpe-Moscon, J. (2018). Day-to-Day Experiences of Emotional Tax Among Women and Men of Color in the Workplace Catalyst.
https://www.catalyst.org/research/day-to-day-experiences-of-emotional-tax-among-women-and-men-of-color-in-the-workplace/
[14] Glasmeier, A.K.. Living Wage Calculator. https://livingwage.mit.edu/
[15] Ettahr, F. (2021). For My Friend Latanya, In Memoriam. https://fobaziettarh.com/2021/04/14/for-my-friend-latanya-in-memoriam/

25. Hiring and Retention
[16] Williams-Rajee, D. (2018) Equity, Diversity and Inclusion in Recruitment, Hiring and Retention. Urban
Sustainability Director's Network.
https://www.usdn.org/uploads/cms/documents/usdn-equity-in-recruitment_hiring_retention-100418update.pdf
[17]Office of Disability Employment Policy. Focus on Ability: Interviewing Applicants with Disabilities.
https://www.dol.gov/agencies/odep/publications/fact-sheets/focus-on-ability-interviewing-applicants-with-disabilities
Hiring
• Do the minimum qualifications include experiences that can be learned on the job? [16]
• Are educational requirements being used as a proxy for specific skills that could be attained
through some other means? [16]
• Does the language incorporate communication and management styles that are culturally
and gender inclusive? [16]
• Do hiring processes exclude applicants with disabilities? [17]

26. Hiring and Retention
[16] Williams-Rajee, D. (2018) Equity, Diversity and Inclusion in Recruitment, Hiring and Retention. Urban Sustainability
Director's Network.
https://www.usdn.org/uploads/cms/documents/usdn-equity-in-recruitment_hiring_retention-100418update.pdf
[18] Kendrick, K.D., & Damasco, I.T. (2019). Low Morale in Ethnic and Racial Minority Academic Librarians: An Experiential
Study. Library Trends 68(2), 174-212. doi:10.1353/lib.2019.0036.
Retention
• Are there onboarding and mentoring systems in place? [18]
• Do supervisors schedule "stay interviews" with employees to identify and dismantle workplace
barriers? [18]
• Are steps being taken to prevent racist abuse across the organization (e.g., microaggressions), such
as trainings to dismantle white supremacy culture? [19]
• Are there mechanisms for employees to safely report racist abuse (e.g., microaggressions) and
other forms of marginalization/exclusion in the organization? How are issues of racist
abuse/exclusion followed up on? [19]

27. Workload/Urgency
Does your organization:
• Use the urgency of other priorities to avoid equity work?
• Adjust workloads in recognition of DEIA work (in other words, ensure that DEIA work is not being done *in
addition to* an already full-time/overloaded position?
• Normalize and celebrate self-care and firm work-life balance (or, is overwork / workaholism expected and
rewarded)?
• Have realistic timelines and clear expected outcomes, allowing for deep work and deadline extensions when
the work takes longer than expected? Can all get extensions on deadlines, or only some people/positions?
• Avoid unnecessary bureaucracy and 'Nice White Meetings'? [19]
• Only recognize and celebrate accomplishments that go 'above and beyond'?
• If someone is struggling and/or overwhelmed with work, are they punished/excluded, or is there a recognition
that the organization is at fault, not the individual?
[19] Nataraj, L., Hampton, H., Matlin, T., Meulemans, Y.N. (2020). Nice White Meetings: Unpacking Absurd Library Bureaucracy through a Critical Race Theory Lens. Canadian
Journal of Academic Librarianship, 6. https://doi.org/10.33137/cjal-rcbu.v6.34340

28. Recognition / Validation
Does your organization:
• Get to know, recognize and celebrate each other's humanity and inherent
worth?
• Recognize and talk about how people in your organization are interconnected?
• Intentionally recognize and celebrate DEIA research, labor, service, and
accomplishments?
• Recognize and celebrate relationship-building and mentoring work?
• Recognize and celebrate working together / collaborating?

29. Decision-Making
Does your organization:
• Provide multiple ways to participate in decision-making (e.g., through live/synchronous meetings
AND asynchronous feedback forms?) Are input mechanisms accessible to all? [20]
• Recognize that all decisions are equity decisions and consider the impact of decisions with an
equity lens? [21]
• Have you ensured there is sufficient time for informed feedback by affected stakeholders, (for
example, following the Disability Rights Movement's expression 'nothing about us without us?')
[21]
[20] Harvard University Diversity, Inclusion and Belonging. Inclusive Meeting Guide.
https://dib.harvard.edu/files/dib/files/inclusive_meeting_guide_final_1.pdf?m=1617641674
[21] Keleher, T. (2009) Racial Justice Impact Assessment. Race Forward
https://www.raceforward.org/sites/default/files/RacialJusticeImpactAssessment_v5.pdf

30. Work conditions
Does your organization:
• Support remote work/telecommuting for a variety of reasons, including: avoiding exposing vulnerable
household members to COVID-19, care responsibilities, and physical/mental health accommodations?
[23]
• Allow for schedule flexibility, as Monday-Friday 8-5 schedules do not work for everyone? [23]
• Budget and prioritize accessibility of workspaces, software, and communication tools for employees
with disabilities (note that ADA compliance is not the same as accessible, and that ADA requirements
shouldn't be a 'ceiling' for accessibility)?[24]
[23]Time’s Up (2020). The Time’s Up Guide to Equity and Inclusion During Crisis.
https://timesupfoundation.org/work/equity/guide-equity-inclusion-during-crisis/download-the-guide/
[24] Pionke, J. (2017). Beyond ADA Compliance: The Library as a Place for All. Urban Library Journal, 23 (1).
Retrieved from https://academicworks.cuny.edu/ulj/vol23/iss1/3

31. Surveillance
Does your organization:
• Require everyone in the organization to report on their work / productivity in the
same way, or are some positions/units required to provide more
data/statistics/reporting than others? [25]
• 'Hover' or micromanage marginalized employees and/or departments? [25]
• Have armed police / security patrolling the workplace? [26]
[16] Kendrick, K.D., & Damasco, I.T. (2019). Low Morale in Ethnic and Racial Minority Academic Librarians: An Experiential
Study. Library Trends 68(2), 174-212. doi:10.1353/lib.2019.0036.
[24] Anastasi, K. (2020). Abolitionist De-Escalation and the Library.
https://pnla.org/pnla-vps-2020/abolitionist-de-escalation/

32. Resist Surveillance, Cultivate Accountability
“In our vision of a racially just world, we understand accountability as an ongoing
and fluid process of building and sustaining authentic relationships across
constructed divides of race, class, gender, geography. We collaborate in the
project of decolonizing our hearts and minds, grounded in an understanding
and analysis of the intricate weave of power dynamics that shape and socialize
us. We acknowledge our essential interdependence as we collectively live into
principles that help us act effectively and with compassion to build the solidarity
required for ‘a different pie,’ for justice.” [25]
[25] Jeffries-Logan, A., Johnson, M., Okun, T. (n.d.) Accountability in a Time of Justice.
https://www.dismantlingracism.org/uploads/4/3/5/7/43579015/accountability.jjo.drworks.pdf

33. How to Practice Accountability
When You Make a Mistake
1) Take a Breath
2) Receive
3) Believe
4) Apologize
5) Reflect
[26] Ricketts, R. (2020) Do Better: Spiritual Activism for Fighting and Healing from
White Supremacy. (p.181)
26

34. ● Equity is not the same as equality (context matters)
○ A person does not ‘create an equity problem’.
● Solidarity requires unlearning individualism / "I'm the
only one"
● “Interdependence is iterative” (adrienne maree
brown)
Closing Thoughts

35. Contact me! lmagnuson@csusm.edu
Questions/Discussion

36. 1. Inspired by: Jean-Noel, P. (2019) “My Positionality and How that Impacts My Seat at the Table.” ACT Institute for Recovery-Based
Practice. https://oceact.org/wp-content/uploads/2019/06/My-Positionality-and-How-that-Impacts-My-Seat-at-the-Table-ppt.pptx
2. Source: Mack, M. (2021). These are the agreements that define our work. https://www.mckensiemack.com/agreements
3. Emergent Strategy by adrienne maree brown
https://bookshop.org/books/emergent-strategy-shaping-change-changing-worlds/9781849352604
4. Organizational Theory for Equity and Diversity by Colleen Copper
https://bookshop.org/books/organizational-theory-for-equity-and-diversity-leading-integrated-socially-just-education/97804
15736220
5. Dorsey, J., Hong, S., Chen, E., Koff, S. (2020). Unlearning Scarcity, Cultivating Solidarity. Studio ATAO.
https://www.studioatao.org/post/unlearning-scarcity-cultivating-solidarity-a-toolkit-for-the-asian-american-community
6. Source: Okun, 2021. White Supremacy Culture Characteristics. https://www.whitesupremacyculture.info/characteristics.html
7. Source: Okun, 2021. White Supremacy Culture - Still Here.
https://drive.google.com/file/d/1XR_7M_9qa64zZ00_JyFVTAjmjVU-uSz8/view
8. Source: Covey, S.R. (2004) The 7 Habits of Highly Effective People.
9. Source: Iyer, D. (2021). Solidarity Is. https://www.solidarityis.org
10. Source: Hooks, B. (1986). Sisterhood: Political Solidarity between Women. Feminist Review, 23, 125–138.
https://doi.org/10.2307/1394725
References

37. References
11. Meyers, V. Grad Employee Union Wins Full Pay for Diversity Work. AFT. https://www.aft.org/news/grad-employee-union-wins-full-pay-diversity-work
12. Taylor LL, Lahey JN, Beck MI, Froyd JE. (2020) How to Do a Salary Equity Study: With an Illustrative Example From Higher Education. Public Personnel
Management.49(1):57-82. doi:10.1177/0091026019845119
13. Travis, D.J., & Thorpe-Moscon, J. (2018). Day-to-Day Experiences of Emotional Tax Among Women and Men of Color in the Workplace Catalyst.
https://www.catalyst.org/research/day-to-day-experiences-of-emotional-tax-among-women-and-men-of-color-in-the-workplace/
14. Glasmeier, A.K.. Living Wage Calculator. https://livingwage.mit.edu/
15. Ettahr, F. (2021). For My Friend Latanya, In Memoriam. https://fobaziettarh.com/2021/04/14/for-my-friend-latanya-in-memoriam/
16. Williams-Rajee, D. (2018) Equity, Diversity and Inclusion in Recruitment, Hiring and Retention. Urban Sustainability Director's Network.
https://www.usdn.org/uploads/cms/documents/usdn-equity-in-recruitment_hiring_retention-100418update.pdf
17. Office of Disability Employment Policy. Focus on Ability: Interviewing Applicants with Disabilities.
https://www.dol.gov/agencies/odep/publications/fact-sheets/focus-on-ability-interviewing-applicants-with-disabilities
18. Kendrick, K.D., & Damasco, I.T. (2019). Low Morale in Ethnic and Racial Minority Academic Librarians: An Experiential Study. Library Trends
68(2), 174-212. doi:10.1353/lib.2019.0036.
19. Nataraj, L., Hampton, H., Matlin, T., Meulemans, Y.N. (2020). Nice White Meetings: Unpacking Absurd Library Bureaucracy through a Critical Race
Theory Lens. Canadian Journal of Academic Librarianship, v.6. https://doi.org/10.33137/cjal-rcbu.v6.34340

38. References
20. Harvard University Diversity, Inclusion and Belonging. Inclusive Meeting Guide.
https://dib.harvard.edu/files/dib/files/inclusive_meeting_guide_final_1.pdf?m=1617641674
21. Keleher, T. (2009) Racial Justice Impact Assessment. Race Forward
https://www.raceforward.org/sites/default/files/RacialJusticeImpactAssessment_v5.pdf
22. Time’s Up (2020). The Time’s Up Guide to Equity and Inclusion During Crisis.
https://timesupfoundation.org/work/equity/guide-equity-inclusion-during-crisis/download-the-guide/
23. Pionke, J. (2017). Beyond ADA Compliance: The Library as a Place for All. Urban Library Journal, 23 (1). Retrieved from
https://academicworks.cuny.edu/ulj/vol23/iss1/3
24. Anastasi, K. (2020). Abolitionist De-Escalation and the Library.
https://pnla.org/pnla-vps-2020/abolitionist-de-escalation/
25. Jeffries-Logan, A., Johnson, M., Okun, T. (n.d.) Accountability in a Time of Justice.
https://www.dismantlingracism.org/uploads/4/3/5/7/43579015/accountability.jjo.drworks.pdf
26. Ricketts, R. (2020) Do Better: Spiritual Activism for Fighting and Healing from White Supremacy.