Definitions

• Belonging: creating an environment where individuals feel accepted, valued, safe, and able to be their authentic selves without fear of exclusion, harm, or judgement. It is fostering a culture where people feel they are an integral part of the community, where contributions matter, voices are heard, and identities are respected and affirmed.
• Access: ensuring that all people of all abilities can access, understand, and engage with our spaces, services, programs and information. This includes such considerations as physical, digital, sensory, communication, and financial access. Access involves proactive planning to avoid participation being dependent on a person requesting support to access.
• Diversity: referring to the presence of differences within a group. These differences can include, but are not limited to the Ontario Human Rights protected grounds (race, ethnicity, culture, language, gender identity, sexual orientation, age ability, socioeconomic status, religion, education and lived experience). For OLA, diversity means actively welcoming and reflecting a wide range of voices, perspectives, and identities, particularly those underrepresented in library spaces.
• Equity: recognizing that people have different needs, experiences, and barriers, and taking actions to address those differences so everyone can participate fully. For the Ontario Library Association, equity involves removing systemic barriers, allocating resources fairly, and making decisions that prioritize those who have been historically underserved or excluded. Equity is not about treating everyone the same, rather it is about ensuring fair outcomes for all.
• Inclusion: translated to creating environments where all people feel welcomed, respected, supported and able to fully participate. Inclusion involves actively removing barriers to participation, ensuring respectful engagement and designing programs, spaces, and interactions so that diverse individuals and perspectives are not only present, but meaningfully involved and heard.
• Reconciliation: is an ongoing process of acknowledging past and present harms experienced by Indigenous peoples, and taking meaningful actions to build respectful relationships and equitable futures. Reconciliation includes recognizing Indigenous lands and histories, supporting Indigenous voices and leadership, and ensuring our practices align with commitments to truth, respect, and accountability. It is not proforma, it requires sustained action, learning and growth. OLA recognizes that there is no Reconciliation without Truth, and as a settler organization, we (Board, staff, members, libraries) have an active role to take in both Truth and Reconciliation.

Responsibility

The Board will provide oversight and leadership for IDEA (also referred to as EDI-equity, diversity & inclusion) implementation. The Board will consider IDEA in all decision making, including policy review and approval. The Board will also be responsible for the development and amendment of the Cultural Diversity & Inclusion Committee (CDI) and the Indigenous Advisory Council (IAC) Terms of References and providing annual instruction to these and any committees focusing on IDEA strategies, and re-establishing the CDI Committee as the IDEA Committee for a broader reach.

IDEA Member At Large and the Indigenous Member At Large, both elected for a 3 year term, will follow the G3.7 OLA Board At Large Members policy and specifically each mandate described in the policy Appendix Job Description. Each of these At Large Members will:

• Monitoring progress on IDEA initiatives
• Providing recommendations to the Board
• Supporting sector-wide collaboration

The IDEA Committee and the IAC will complete their mandates, per Terms of Reference, by advising the Board and initiating and mobilizing support for action plans related to issues of cultural diversity, IBPOC matters, Indigenous Truth and Reconciliation opportunities for OLA and in the Ontario library sector, and supporting Indigenous members and libraries.

The Executive Director will incorporate IDEA in all operational activities, including hiring.

Staff will embrace IDEA in their own work and in all planning and service provision.

Members, as part of the Code of Conduct, will be expected to participate in positive IDEA behaviors at all programs and events.

Guiding Principles

OLA’s EDI framework is guided by the following principles:

• Inclusive Access to Information
  • OLA affirms that equitable access to information, resources, services, and opportunities is fundamental to the work of libraries. The Association supports policies and practices that reduce barriers and promote inclusive, accessible, and user-centred information environments for all communities.
• Representation and Voice
  • OLA is committed to fostering meaningful participation and leadership opportunities for individuals from diverse and historically underrepresented communities. The Association recognizes that an inclusive library sector is strengthened by the presence of varied perspectives, experiences, and voices in governance, professional practice, and decision-making.
  • OLA makes equity, diversity, inclusion, and access a priority in planning and decision making in all aspects of the organization, including policy development.
  • As OLA supports its membership and library community, it embraces the fact we have much to learn from those we work with.
• Barrier Removal
  • OLA recognizes that systemic, structural, and attitudinal barriers may limit equitable access and participation. The association is committed to identifying and addressing policies, practices, and conditions that contribute to inequity within the organization and across the broader library sector.
• Cultural Respect
  • OLA supports the recognition and respect of diverse cultural identities, lived experiences, and knowledge systems. This includes valuing community knowledge, encouraging culturally responsive practices, and fostering environments in which individuals and communities are treated with dignity and respect.
• Continuous Learning
  • OLA recognizes that advancing IDEA requires ongoing reflection, learning, and adaptation. The Association is committed to strengthening awareness, building capacity, and supporting continuous improvement in response to evolving community needs, expectations, and professional practice.
  • OLA recognizes that the Super Conference is the premiere event for training and gathering, and we will include training for staff and volunteers to further the experience of learning for our members.
  • The Association also recognizes that merely providing opportunities does not make these accessible, and will work to enhance access opportunities to our members through actions such as equity seats or pricing, and do so in a respectful way
• Indigenous Engagement / Truth and Reconciliation
  • OLA recognizes the importance of advancing reconciliation with First Nations, Inuit, and Métis peoples. The Association is committed to supporting Indigenous voices, knowledge, and leadership, and to fostering respectful relationships and actions that contribute to reconciliation within libraries and the broader information sector.
• Anti-Racism and Equity
  • OLA acknowledges the impact of systemic racism and other forms of discrimination on individuals and communities. The Association is committed to promoting practices that advance racial equity, challenge discrimination, and support fair and inclusive participation within the profession and the communities libraries serve.
• Bias and Unconscious Bias
  • OLA recognizes that bias, both conscious and unconscious, can influence decision-making, interactions, and organizational practices in ways that may unintentionally reinforce inequities. Unconscious biases are shaped by socialization, cultural norms, and personal experiences, and can affect how individuals perceive, evaluate, and engage with others.
  • OLA is committed to increasing awareness and understanding of bias and its impacts within the library sector. This includes supporting ongoing education, reflective practice, and the development of tools and strategies to identify and mitigate bias in policies, services, hiring practices, collections, and community engagement.
  • OLA encourages a culture of accountability and openness, where individuals and organizations actively examine assumptions, challenge stereotypes, and take meaningful steps to reduce the influence of bias. By addressing both individual and systemic bias, OLA aims to foster more equitable, inclusive, and respectful environments for staff, Board/council members and members.

Strategic Objectives

OLA will pursue the following objectives to operationalize IDEA:

• Inclusive Governance
  • OLA will promote equitable and inclusive governance practices by supporting diverse representation and meaningful participation in leadership, committees, and decision-making processes, including paths to access these positions for under-represented groups. The Association will work to ensure that its governance structures, policies, and practices reflect a broad range of perspectives and contribute to fair and transparent decision-making.
• Professional Development and Workforce Equity
  • OLA will support professional development opportunities that strengthen knowledge, capacity, and leadership in IDEA across the library sector. The association will also encourage equitable practices that address systemic barriers and support fair access to professional growth, leadership development, and career advancement.
• Inclusive Library Services
  • OLA will promote the development and delivery of services, programs, resources, and spaces that are responsive to the needs and experiences of diverse communities. The Association will encourage inclusive approaches to planning, community engagement, and service provision that foster belonging, respect, and equitable participation.
• Advocacy and Sector Leadership
  • OLA will provide leadership in advancing IDEA within the library profession and across the broader public sphere. The Association will advocate for policies, practices, and partnerships that strengthen equity, accessibility, inclusion, and social responsibility, and will support sector-wide dialogue, collaboration, and shared learning. The OLA will advocate for, and provide clear direction to members and member institutions on the role the library sector holds in IDEA and the ultimate impact on the Ontario social fabric.
• Accessibility and Digital Inclusion
  • OLA will promote equitable access to physical, digital, and virtual library environments. This includes supporting accessible communications, technologies, programs, and information resources, and encouraging efforts to reduce barriers related to disability, geography, income, language, and digital access.

GENERAL:

Implementation & Integration Across OLA Activities

IDEA considerations will be embedded into:

• Conferences and events
• Publications and communications
• Member services
• Partnerships and advocacy initiatives
• Board, Council and Staff ongoing training

Accountability and Evaluation

OLA will measure progress through:

• Bi-annual reporting on IDEA initiatives to the Board
• Evaluation of IDEA census data gathered through registrations and membership
• Feedback from members and stakeholders
• Evaluation of participation and representation in OLA programs
• In review of policies and practices from an IDEA lense
• Review of Code of Conduct Violations, if any, related to IDEA matters.
• Review of any complaints pertaining to IDEA by a member.
• In Risk Management Reports.

Findings will be used to inform future strategies and improvements.

Policy Review

This framework will be reviewed annually or upon a new OLA Strategic Plan to ensure alignment with:

• OLA strategic priorities
• Sector developments
• Community needs and expectations
• Legislative requirements

Alignment with Professional Standards

This framework aligns with principles articulated by:

• Ontario Library Association Strategic Plan
• Canadian library values related to intellectual freedom and equitable information access

Related Documents

• 2 Code of Conduct
• Strategic Plan
• 7 OLA Strategic Planning
• 5 French Translation
• 4 Nominations & Elections
• 7 At Large Member
• OLA Inclusive Libraries Report
• OLA Intellectual Freedom; and Inclusiveness in the Public Library Programming Statements
• Truth & Reconciliation Commission’s 94 Calls to Action
• Canadian Association of Research Libraries (CARL-ABRC) Equity, Diversity & Inclusion
• Report of the Truth and Reconciliation Committee (CFLA)
• Position Statement on Diversity & Inclusion (CFLA)
• The Canadian Multiculturalism Act, RSC 185, c24.
• Accessibility for Ontarians with Disabilities Act, S.O. 2005, CH 11
• Human Rights Code, RSO 1990, c. H. 19
• Prevention of Workplace Violence and Workplace Harassment, Occupational Health and Safety Act, Part III.01