DEI Action Plan
IBC is committed to diversity, equity, and inclusion in all aspects of its operation, including DEI considerations for age, gender, ability, ethnicity, race, sexual orientation, cultural preferences, and any other form of diversity. IBC is committed to doing all it can to help correct the inequalities in representation, compensation, and opportunities available to individuals in our industry. The systemic inequities that currently challenge the industry as a whole do not reflect our ideals. Over the past year IBC has been closely examining our operation to determine how we may have unwittingly contributed to systemic racism and to identify what steps we can take to be part of the solution.
IBC is aware that this will be an ongoing effort and it will involve reshaping and adjusting not only our policies and practices, but also the way we use our collective voice to influence our industry and communities to improve the systems that govern and inform us.
In the spirit of transparency and accountability, we will continually share the efforts we make toward creating a more equitable version of the Independent Booksellers Consortium.
IBC is aware that this will be an ongoing effort and it will involve reshaping and adjusting not only our policies and practices, but also the way we use our collective voice to influence our industry and communities to improve the systems that govern and inform us.
In the spirit of transparency and accountability, we will continually share the efforts we make toward creating a more equitable version of the Independent Booksellers Consortium.
1. Antiracist education & Action
IBC is committed to participating in ongoing antiracist training and education. IBC is also researching educators and DEI specialists that can help incorporate antiracist and bias recognition training into the educational offerings it provides to its membership to help establish more equitable procedures in their hiring, management, messaging, and inventory practices.
2. establish and measure benchmarks
One of IBC's first steps in identifying ways to improve our commitment to diversity, equity, and inclusion was to establish benchmarks by which we can not only measure our progress but acknowledge our current situation. IBC gathered information on the diversity of members' staff and management, and will continue to do so on an annual basis. Tracking our representation over time will allow membership and IBC leadership to measure whether the policies of this action plan are having actual impact, and will help inform us as to when we need to adjust our policies.
3. Establish a code of conduct
IBC implemented a Code of Conduct, which details our expectations of ourselves and one another in all meetings and communications, and the standards we will hold one another to. All members of IBC are expected to share a commitment to antiracist practices and an overall inclusive mindset.
4. Building safe Spaces
IBC hosts a monthly meeting for members identifying as Black, Indigenous, or a Person of Color. These meetings are fully confidential, are not attended by anyone not identifying as BIPOC, and attendees are not required to disclose any content from the meeting (though they are welcome to, if anything arises that would be of benefit to the larger group). IBC has also created a BIPOC-only listserv where members can discuss topics in real time.
In addition to this safe space, IBC is committed to ensuring that all of its spaces, be they live virtual meetings or digital resources, are safe for everyone. To ensure its content is inclusive and absent of any racially unmindful language or sentiment, it will recruit members with differing perspectives to conduct an audit of its website and materials and will expunge any instances of exclusionary content.
In addition to this safe space, IBC is committed to ensuring that all of its spaces, be they live virtual meetings or digital resources, are safe for everyone. To ensure its content is inclusive and absent of any racially unmindful language or sentiment, it will recruit members with differing perspectives to conduct an audit of its website and materials and will expunge any instances of exclusionary content.
5. increasing representation in membership
While many of our stores employ individuals from a variety of backgrounds with a variety of perspectives and experiences, IBC's principal membership does not reflect our commitment to a more just and equitable society. In order to correct this imbalance, IBC's membership has voted to expand its membership and invite bookstores owned by individuals with experiences, perspectives, and expertise that differ from those of existing members.
Diversifying IBC's membership will allow members to share more and more useful information, broaden the range of ideas available to the group, and help all members improve their ability to succeed in the marketplace.
Diversifying IBC's membership will allow members to share more and more useful information, broaden the range of ideas available to the group, and help all members improve their ability to succeed in the marketplace.
6. committing to dei in ibc's governing principles
IBC has examined its governing principles, including a mission statement, vision statement, and core values, and has made sure that our commitment to DEI is a central tenet of each. This will ensure that every action we take, policy we implement, and initiative we pursue, will have a commitment to DEI as a defining factor.