The American Library Association has worked for decades to increase its diversity of individuals from underrepresented groups; however, existing diversity programs in the United States yield just enough new library and information science professionals to replace those retiring or leaving the profession prematurely.,This paper involved performing a review of the literature to assess recruitment and retention strategies of individuals from underrepresented groups within the LIS profession.,This article examines the problems with existing diversity initiatives within the profession and suggests how the field can recruit both students and employees from underrepresented groups. This article offers new ways to recruit students and employees (e.g. how to create job postings and interview questions) and speaks about strategies for retaining LIS students and employees from underrepresented groups (e.g. formal and informal mentoring networks). Finally, this article offers some suggestions to create a more inclusive environment for LIS students and professionals alike.,This paper offers practical suggestions to increase representation of individuals from underrepresented groups that LIS programs and libraries alike can implement. Suggestions for how to create an inclusive work environment are also presented.

中文翻译：

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来自美国代表性不足群体的 LIS 学生和专业人士的招聘和保留策略

美国图书馆协会几十年来一直致力于增加来自代表性不足群体的个人多样性；然而，美国现有的多元化计划产生的新图书馆和信息科学专业人员刚好足以取代那些过早退休或离开该行业的人员。本文涉及对文献进行审查，以评估来自内部代表性不足群体的个人的招聘和保留策略。 LIS 专业。本文探讨了该专业现有多元化举措的问题，并建议该领域如何从代表性不足的群体中招募学生和员工。本文提供了招聘学生和员工的新方法（例如 如何创建招聘启事和面试问题），并讨论从代表性不足的群体（例如正式和非正式的指导网络）中留住 LIS 学生和员工的策略。最后，本文提供了一些建议，为 LIS 学生和专业人士等创造一个更具包容性的环境。本文提供了实用的建议，以增加来自 LIS 程序和图书馆等可以实施的代表性不足群体的个人的代表性。还提出了有关如何创建包容性工作环境的建议。本文提供了实用的建议，以增加来自 LIS 程序和图书馆等可以实施的代表性不足群体的个人的代表性。还提出了有关如何创建包容性工作环境的建议。本文提供了实用的建议，以增加来自 LIS 程序和图书馆等可以实施的代表性不足群体的个人的代表性。还提出了有关如何创建包容性工作环境的建议。