Library and Academic Institution Movements & the Law

Presented by the Society of Professional Journalists

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According to the CDC, as much as 25% of the population have a disability that may exclude them from using your website. That is one in four people who...

The updated WCAG Guidelines eBook will help you plan your content for compliance as well as setting your media up for success with a larger audience.

"Provides a collection of both personal narratives and critical analyses of mental illness in the LIS field, exploring intersections with labor, culture, stigma, race, ability, identity, and gender"--

The Americans with Disabilities Act created regulations for the accessibility of buildings and services for individuals with disabilities, but libraries still have a deficit in information highligh...

Nearly every element of our workday is designed for neurotypical employees, leaving out millions of talented people. It’s time to rethink how we work.

As buzzwords like social justice, equity, and inclusion permeate our conversations, it’s essential for advocates of progress to remember another ‘ism.’

Individual differences is a natural encounter at the work place, nevertheless, the job must still be done but when one is working with the o...

The number of people with autism entering the workforce in the next 10 years and beyond is on the rise, with the growth cutting across racial, ethnic, and geographic lines. Currently, the unemployment rate among people with autism remains high, with some estimates coming in at over 80%. The heightened profile of disability, equity, and inclusion functions in major employers is already leading companies to think about forms of diversity beyond race and gender. Since the early 2010s, a network of major employers has developed targeted employment initiatives and protocols to better integrate this workforce into their companies. But the number of companies involved in neurodiversity hiring initiatives is modest today, as is the number of participating workers. What can we learn from the companies that have integrated these programs successfully, and how can companies without the resources for dedicated programs make real progress in bringing neurodivergent employees into their organizations?

Though many library staffers receive physical first aid and CPR training, mental health first aid training happens far less often. However, it can defuse tense situations, provide needed resources, and help patrons through crises.

Accessibility.com provides resources related to digital accessibility for websites, mobile applications, kiosks, documents, and more.

If a disability is invisible, people may be reluctant to request support in the workplace. Find out how your business can be more accommodating here.

Texas courts generally look to federal courts’ interpretation of federal anti-discrimination laws to assist in interpreting the anti-discrimination provisions of the Texas Commission on Human Rights Act (TCHRA). However, the provisions of the TCHRA do not always exactly mirror the language of parallel federal anti-discrimination laws. The Texas Supreme Court recently examined such differences in interpreting the scope of the anti-retaliation provisions of the TCHRA.

In a story that went viral, an employer recently learned an expensive lesson after allegedly ignoring a worker's anxiety disorder.

An online resource for legal professionals, continuing legal education courses, law schools, students and others dedicated to protecting the rights of people with developmental disabilities.

Taapwaywin is a new series hosted by Ry Moran on truth before reconciliation and it harnesses the power of podcasting as an important and vital way of sharing knowledge beyond classrooms and campus.

Two years after banning the use of public funds for so-called “critical race theory,” a Queen Creek Republican lawmaker is now going after programs that promote diversity, equity and inclusion.SB 1694 would make the use of public funds for such programs illegal. That covers not just state and local governments but also universities and community colleges.Also forbidden under the proposal by Sen. Jake Hoffman would be requiring workers for any of these entities to participate.

By: Lourdes Pereira

Gender Transition and Transgender Inclusion in the Museum Workplace: A Toolkit for Trans Individuals, Institutions, and Coworkers is the result of three teams of trans and allied museum professionals working across the country to create resources that are approachable even to those without any prior knowledge about the trans community. The Toolkit comes at a time when the transgender community is constantly under attack. The education and knowledge it provides can create a path for those interested in becoming allies and can foster a more inclusive atmosphere within the museum field. We hope that the Toolkit will prove useful to those who are transitioning or those who wish to improve the diversity and inclusion policies around them.

Institutional Assessment Worksheet Take a Closer Look: How Inclusive Is Your Library to Transgender and Non Binary Folks? Your Library Challenges for transgender folks Possibilities for change Policies -What do nondiscrimination policies include? -What do harassment and disruptions pol...

Trans people often experience stigma and discrimination, hostility from others, and pressure to “manage” their identities in social settings, including the workplace. These experiences can set in motion a host of psychological responses that have devastating consequences for trans individuals’ job satisfaction, turnover intentions, and emotional well-being. Despite growing public awareness of the struggles that trans individuals often face, many employers remain ill-equipped to create policies and workplace cultures that support their trans employees. Fortunately, a growing body of research suggests how they can more effectively attract, retain, and promote the health and success of these workers. Interviews with and surveys of more than 1,000 trans people over the past six years reveal four key areas of intervention that can cultivate a more trans-inclusive workplace: (1) basic signs of trans inclusivity involving bathroom use, dress codes, and pronouns; (2) effective support for gender transitions; (3) trans-specific diversity trainings; and (4) interventions to build resiliency.

The Trans and Gender Diverse LIS Network is an informal community of trans and gender diverse people who work in libraries. At the moment it consists of Slack and Discord spaces where members can share experiences and get feedback. The group was started in 2017 as a way for trans and gender diverse library workers to connect, as many of us are the only people of our identity in our workplace. If you are a library worker or LIS student who identifies as trans or gender diverse (including but not limited to binary trans, nonbinary, genderqueer, agender, genderfluid, and more), fill out this form for an invitation to the group.