Abstract

Diversity has been an articulated priority in library and information services for some time, with underrepresentation and recruitment having been central to diversity goals in the profession. However, among librarians, the level of representation of members of minority groups continues to be well below that of the population overall. The extent to which diversity efforts have been undertaken in libraries is not well-documented, as a part of the overall limited amount of original research in this area, thus providing little basis for indicating success in achieving diversity-related goals in recruitment, diversifying collections, or enhancing organizational climates. Of the limited empirical research on diversity in the profession, little has addressed the bases for the limited progress. The explanations for the limited progress have included the pervasiveness of racism and discrimination, lack of commitment in the profession, as well as the suggestion of a lack of a pipeline of individuals from minority groups to be recruited into the profession .Building on prior discussions that have attempted to further explain the limited progress, the article focuses on the fact that many aspects of the competing rationales in favor of and against diversity and preceding concepts, from slavery, the women's suffrage movement, and the mid-20th century case of Brown v. Board of Education, through later 20th and 21st century civil rights cases, have framed the issues in ethical terms. The potential implications of the emphases on the ethical dimensions of the diversity rationales include the limited progress on diversity goals and the inability to identify common ground among those on competing sides of the debates