While not singled out in our strategic plan, one of SAA’s key strategic priorities is to grow and nurture greater diversity. Diversity within our membership, diversity within the archives profession, and diversity in the collections we hold. In a sense, this priority is too important to represent as a line item in a strategic plan. Rather, it is embedded throughout the plan and poured over everything we do. It is, perhaps, the area we acknowledge as needing the most work on the fastest timeline.
We have made small, measured starts in very positive directions. We have an active and dedicated Diversity Committee that helps us set a course. We have several roundtables that continue to increase our awareness and push us in good directions. We continue to develop and extend our scholarship programs and, in 2016, we have committed ourselves to placing more minority interns in SAA boards, committees, and working groups.
These are good steps, but small ones, that only scratch the surface. How do we gain traction as rapidly as possible so that we as a profession come to reflect the growing diversity we see in American society? And how do we grow our own thinking so that we do not see “diversity” narrowly, but instead see it in its great fullness?
I think that part of the answer comes in working on ourselves, as individuals, first. We need to crack the nut that encloses us and begin to develop a true appreciation for diversity and, perhaps more importantly, a real desire for inclusion. Chris Taylor, a wise colleague at the Minnesota Historical Society who is dedicated to working on these issues in our own institution, reminds me that diversity is a fact, but inclusion is a choice. And that means a personal choice. I believe that when we as individuals come to appreciate the value of diversity, and inculcate a spirit of inclusiveness, then we will start to gain real, continuing traction in meeting our shared goal to diversify SAA, our profession, and the archival record. We then become forces that can help to reshape the policies of our employing organizations, as well as the ways in which we as individuals approach hiring, mentoring, and including. These are the sorts of things that have some power to diversify our work and our profession.
In the SAA Council, we are taking initial steps down that road by developing training in cultural competency that can eventually be rolled out to all of our members in a variety of formats. We are also working some additional content into the ARCHIVES*RECORDS 2016 program, including a diversity forum. And we are planning to build a much larger effort into the 2017 Annual Meeting program that relates to diversity and inclusion.
I look forward to this work and to realizing the aspiration that drives it. I hope that you do, too.