1. There have been many concerns about the persistent under- representation of ethnic minorities in the ranks of librarians. How do you perceive this problem and how would you, as ALA President, address this deficiency?

As a member of an ethnic minority group myself, I am very much aware of the problem and have been working very conscientiously throughout the years to address the deficiency in my own way, which I will elaborate in my answer to Questions #2 and #4.

I see the problem as one of "multiculturalism", of which achieving equity is the fundamental goal. But unfortunately librarians have used the term in many vague and different ways. This careless language makes impossible to shape a strong library policy on equity. Thus, as ALA President, I will press the association for a clearer and firmer definition of "multiculturalism", and then I will work hard to develop the association's diversity plans and programs, specifically related to services, collections, jobs, and educating the ethnic minorities for the profession. I will also work hard to face problems and issues related to affirmative action.

2. In the context of your background as an employer/ administrator, what steps have your previously taken to promote an ethnically diverse work environment?

In my role as employer/administrator, I have developed and implemented plans to increase sensitivity related to cultural and ethnic diversity among employers in the work place.

To me, sensitivity to and tolerance of ethnic and cultural differences among workers, and appreciation for diversity are the foundation for multiculturalism. Thus, I have offered seminars, and directed nation-wide institutes on the topic. For example, as early as 1978, I directed the Institute on Management Without Bias, sponsored by the US Department of Education, to sensitize library managers selected from different parts of the country. The results and experience of this institute were also shared with many non- participants via a book publication under the same title.

As an educator, I initiated an innovative educational program in early 1980s at the Graduate School of Library and Information Science, Simmons College by submitting proposals to the US Department of Education for Title IIB Fellowships for our Doctor of Arts Program. These fellowships were specifically aimed for educating white women and minority men and women for high- level library management careers. I was successful in obtaining such funding supports for over 5 years. As a result, over fifteen minorities graduated with our DA degree, and many have since become very visible and successful leaders of our profession. Furthermore, this program continues even now to be one for our Master-level preparation of minorities.

3. What could ALA do to involve more underrepresented groups (ethnic minorities) in the Association?

4. What can library school educators do to recruit underrepresented groups?

I have already offered information on my own action in recruiting underrepresented groups as an educator, and wish more can be done in this regards.

Library schools also need to offer courses in multiculturalism (Simmons is one of the very few, if not the only one, which offers such course in the MLS program.

Library school educators need to also involve in R&D work related to cultural diversity. The results of which can be very effective in enhancing cultural diversity in a way unachievable by other means. In this regard, I have fully utilized my expertise in cutting-edge technologies in developing and producing award- winning interactive videodisc and multimedia CD-ROM on The First Emperor of China, which has been chosen as one of the 50 best CD-ROMs in 1994 by MacUser magazine, and have introduced the Chinese history and cultural to not only librarians, but also countless general public in over 25 countries.

5. How can these schools address the issues of diversity within the curriculum so that all graduates are better prepared to address the needs?

As mentioned in Question #4, with the formal course offering on multiculturalism for MLS students and the offering of continuing education institutes/seminars on the topic to practicing librarians, we not only prepare the future librarians to be both sensitive to the problems and capable of addressing the needs, but also enhance the practicing librarians awareness of the problems and capabilities in addressing the needs. At Simmons, I have been instrumental in pushing for such type of offerings. Library schools also need to seek funding for both educational offerings and R&D activitites related to cultural diversity.

I hope that I have adequately conveyed to members of REFORMA that I am not a candidate who is giving sweet but empty talks on this topic. My records have shown that I have made very conscientious efforts in almost every aspect of my professional activities - as a library administrator, employer, educator, researcher, and author - to address the problems as raised by you. I will pledge to you that I will work even harder as ALA President to address these needs.