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Although there is great potential for diversity, library and information science (LIS) is a relatively homogenous profession. Increasing the presence of librarians of color may help to improve diversity within LIS. However, recruiting ethnic minorities into LIS has proven to be difficult despite various initiative including scholarships, fellowships, and locally focused programs. The central questions explored in this research can be divided into two parts: (1) Why do ethnic minorities choose librarianship as a profession? (2) What would motivate members of minority groups to join a profession in which they cannot see themselves?

The research was conducted through semi-structured, qualitative interviews of 32 ethnic minority students from one of four ethnic minority groups (African American, Asian American, Hispanic/Latino, and Native American) currently enrolled in an LIS graduate program. Eleven themes emerged from the data: libraries, librarians, library work experience, LIS graduate program, career plans and goals, education and family, support, mentors, ethnicity and community, acculturation, and views of diversity.

The findings seem to support many assumptions regarding expectations and career goals. The findings related to libraries, librarians, mentors, and support illustrate that many recruitment initiatives are starting in the right place. However, the most noteworthy findings were those that centered on identity, acculturation, and diversity because they dealt with issues that are not often considered or discussed by many in the profession outside of ethnic minority organizations.

This publication is based on a research thesis which examined self‐help ethnic minority organisations and their activities in order to construct an accurate picture of the library and information needs of their members. It identified the kinds of co‐operation that existed between self‐help ethnic minority organisations and public libraries and other relevant official agencies. A series of models for co‐operation that could take place between public libraries, other relevant agencies and self‐help organisations was constructed.

Library services to meet the needs of ethnic minority groups are described, along with the guidelines within which librarians operate in the development of multicultural library services. The needs of ethnic minority groups are identified and the ways in which these needs can be met by the public library are demonstrated.

Examines briefly provision for ethnic minority groups and the extent to which they are catered for by the public library service. This includes a look at the library′s role in creating a multicultural and multiracial society, with examples of libraries which are currently attempting to integrate ethnic minorities into the service. Legislation, policy statements and surveys that have been carried out are examined for their relevance to current provision. Also examines the contentious issue of “Section 11” funding, both in the original form and with the new criteria, why it was originally introduced and the problems that were created, followed by a look at the new criteria and some of the effects on the public library service. Problems encountered with the new criteria are examined as are the reasons why some authorities were more successful than others in bidding for funds. The conclusions drawn are to the mixed reactions that the new “Section 11” criteria have provoked, and the great challenges the library service faces to integrate ethnic minority provision into the mainstream of public library services.

FOR some time, many public librarians have become very sensitive to issues of library provision for multi‐cultural minorities. Many library authorities have recognised that they had a clear duty to meet multi‐cultural needs. Library services in foreign languages are not new for British public librarians and small collections of material in the main European languages were often seen. On a national scale, a central collection in Polish was also formed to meet the particular needs of people who had settled here during and after World War Two. Since the 1960s with people coming from the Indian sub‐continent, demands for Asian books began to appear, and some efforts were made to satisfy these demands. The year 1974 has a significant importance in the history of multi‐cultural library services. From that time the words ‘ethnic minorities’ were mainly directed towards Asian Communities, though the ethnic minorities were invariably called Indians, Pakistanis or Asians, Afro‐Caribbeans, Coloured, Blacks and sometimes even Disadvantaged. The term ‘ethnic minorities’ was rejected by Gundara, J and Warwick, R saying that the terms ethnic minorities and multi‐cultural are by no means interchangeable. The term ‘ethnic’ pertains only to ethnicity, whereas the word multi‐cultural focuses on cultures, surpassing the crude and often meaningless ethnic distinctions. (Gundara and Warwick, 1981, 67.)

The purpose of this paper is to stress the importance of including visible minority librarians in the process of succession planning in academic libraries. In Canada visible minorities is the accepted term used for librarians of color. This paper identifies the challenges faced by these librarians in putting their names forward for administrative/leadership positions and proposes ideas on how to include these librarians in the succession planning processes so the leadership/administrative pool can also reflect the multicultural student demographics.

This paper is an extensive study of the literature on succession planning and visible minority or ethnic librarians in the academic libraries. Literature shows that the senior administration of academic libraries does not reflect the population demographic it serves.

This paper shows that visible minority librarians are not proactively found, recruited, retained. They are certainly not being included in succession planning processes. It suggests that academic libraries follow certain processes and strategies to include these librarians in their succession planning.

The paper focusses widely on North American visible minorities, but this information is applicable to any community with visible minorities.

Libraries can start thinking about creating strategies for including visible minority libraries in their succession planning processes.

This paper addresses a gap in the literature. Literature review showed that there are no papers that speak to the importance of including minority librarians in the succession planning processes.

Discusses nine areas for action in relation to improving services in libraries to ethnic minorities and heightening multiculturalism in libraries. Reviews the literature relating to these areas and considers some of the issues involved in implementing changes. Looks at some of the areas in which race relations can be improved through better organization of the various stock arrangements of reading matter and the employment of local ethnic/black librarian staff in front line positions.