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Building an Inclusive Library Sector: How a Provincial Association is Taking Action

CAPAL Conference 2026

Lily Kwok, Advocacy & Research Officer, Ontario Library Association (OLA)

June 22, 2026

2026

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Ontario Library Assocation (OLA)

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With 4,000+ members, OLA is the largest library association in Canada.

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We offer opportunities for learning, networking, recognizing, influencing and celebrating within the library world.

Inclusive Libraries: State of the Sector Survey

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    • Conducted March 2025

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    • Focus on race/racism

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    • Inform OLA’s strategy for addressing systemic barriers in the Ontario library & information science sector

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    • Assess equity, diversity & inclusion (EDI) and racism in Ontario libraries
      • Identify systemic barriers & opportunities for change

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    • Inform OLA’s long-term anti-racism and EDI strategy

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    • Align with BCLA’s work for national comparability

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    • Fulfill commitments in OLA’s Commitment Towards Inclusive Librarianship statement & Strategic Plan

Purpose & Background

Responding to member feedback & needs

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    • Administered by external third party - The Commons Consulting
      • Safety & confidentiality
      • Mirrors BCLA’s 2022-23 survey

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    • Areas assessed:
      • Demographics
      • Climate and culture
      • Experiences of racism & discrimination
      • Future priorities
      • OLA governance
      • OLA member engagement

About the Survey (1)

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Data Collection & Analysis

The Commons Consulting

Report Write-Up

OLA Staff

Report Audit

EDI Consultant

(Lisa MacVicar)

Member Feedback & Consultation

OLA Members

Signaling commitment

About the Survey (2)

Preparing members for the survey

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    • Why “Inclusive Libraries”?
      • Move away from ‘Inclusive Librarianship’
      • Why not just ‘Anti-Racism Survey’?
      • Inclusivity beyond race

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    • Use of IBPOC and non-IBPOC
      • Indigenous-only responses
      • Prioritizing IBPOC responses/experiences

Language of the Survey

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non-IBPOC

75%

IBPOC

22%

Indigenous

2%

Race

1,111 valid responses

Who Responded?

Demographics

Woman

79%

Man

13%

Prefer not to answer

3%

Non-binary

5%

Genderqueer, polygender, or agender

4%

Gender

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Who Responded?

Library/information sector

65% of respondents work in public libraries

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    • Underrepresentation of IBPOC staff in leadership positions
      • IBPOC in senior management - 9%
      • Non-IBPOC in senior management - 89%

Immigrant library professionals & the need for Canadian work experience and/or education

Representation & Power

Demographics

    • IBPOC concentrated in early-career roles
      • 60% of IBPOC respondents in the sector for <10 years
      • 54% of non-IBPOC respondents in the sector for >11 years

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    • Different perceptions on what it means to be ‘equity-deserving’
      • 54% of respondents identified as belonging to an equity-deserving group.
        • 60% did not identify as racialized or Indigenous
        • 90% identified as women

What else did we learn?

Demographics

    • 27% identified as neurodivergent
      • Above the Canadian average (15–20%)

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    • 4% of respondents reported experiencing racism within OLA spaces
      • Caveat: 38% - non-IBPOC | 11% - IBPOC
    • 6% reported witnessing racism

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    • Experiences of racism concentrated at Super Conference
      • Lack of reporting due to uncertainity re: processes & low confidence in outcomes
      • 79% of IBPOC respondents ‘did not feel reporting the incident would make a difference’

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    • Mostly perpetrated by a library community member

Varying perceptions of racism

Key Findings

Experiencing & Witnessing Racism

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    • Top priorities for advancing anti-racism (IBPOC responses):
      • IBPOC mentorship & leadership development
      • Safe spaces & processes to discuss/address racism
      • Direct outreach to diversify membership & increase representation

Key Findings

Priorities for the OLA

Recruitment and pipeline development

Representation and decision-making power

Professional development and career mobility

Diverse programming and sector-wide training

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    • Institutionalize anti-racism across governance & leadership

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    • Increase accountability & transparency — annual reporting, clear comms

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    • Expand mentorship (IBPOC-specific track)

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    • Reduce barriers to participation (scholarships, travel grants, regional events)

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    • Transform Super Conference (EDI policy, accessibility, broader representation)

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    • Create safe & inclusive spaces

Overview: Recommendations (1)

for the OLA

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    • Build pathways into librarianship for IBPOC youth (outreach, scholarships)

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    • Reform hiring & advancement practices
      • Recognize international credentials & non-traditional pathways

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    • Embed anti-racism across operations (policy development, training, shared sector standards)

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    • Address regional/rural inequities (targeted supports, decentralized opportunities)

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    • Strengthen cross-sector collaboration

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Overview: Recommendations (2)

for the sector

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    • Community of Practice (CoP) model
    • Equity seats for virtual events
    • Exploring new mentorship model with BCLA and ViMLoC
    • By-stander intervention training for staff & event volunteers
    • EDI Policy development by the Board
    • Expansion of virtual/asynchronous learning opportunities
    • Student and community outreach events (Little Native Hockey League; CDI Committee rep at student talks)
    • Expansion of Spirit of Reconciliation Award for 2027

Progress to Date

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Q&A

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Contact

lkwok@accessola.com