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Becoming an Inclusive Organisation

Social Inclusion statement

Several of the Library’s strategic priorities provide the framework within which we are developing services that are attractive, relevant and accessible to minority groups and building a workforce which encourages people from minority groups to choose a career in the Library.

The Library has refined and embedded its diversity strategy which is being developed and delivered in partnership with key national and regional stakeholders and with partners across the museum, library and archive communities.  The strategy covers the following areas:

Content:  developing the collection to reflect a multi-cultural Britain, and meet the needs of a wide range of researchers.

Access:  shaping our programmes and services so that they are more inclusive and attract take-up from a broader demographic profile and supporting Black and Minority Ethnic groups, people of different gender and those with disabilities in their business and entrepreneurial activities.

Sharing skills:  putting in place corporate training schemes that promote diversity awareness and work experience schemes that introduce more people from minority groups to our work environment.

Workforce development:  continuing to develop a more diverse workforce and inclusive working practices to address employee awareness requirements fro recruitment and induction to professional training competencies, work targets and involvement in corporate socialization.  The Library is looking to attract, recruit and retain the best from the widest recruitment pool and is continuing to encourage an increase in applications from groups currently under-represented in the workforce.

Adding value:  developing the ways in which we interpret and exploit the collection so that it can support the needs of a culturally diverse audience.

Communication:  marketing the Library to reach new and more diverse audiences and engaging existing ones with active promotion of ideas, concepts and events.

Half yearly reports are made to the Library’s Executive Team against these headings and are available on request.  Recent highlights include:


  • Developing the collection to reflect a multi-cultural Britain, and meet the needs of a wide range of researchers embedded in curatorial and lead content expert roles.
  • Google maps interface, videos, and a podcast added to the Library’s website for the exhibition London: A Life in Maps to introduce less text-heavy material to our features.
  • New landing-page created for Slavery, the slave trade and its abolition.


  • Library-wide Disability Scheme introduced December 2006.
  • Business and IP Centre exceeded London Development Agency targets for BME, women and people with disabilities attending workshops in 2006/07.
  • Accessible versions of all Turning the Pages books now available on the BL website.

Sharing skills:

  • 21st century curator project re-launched July 2006.
  • Volunteering and mentoring schemes to help local school children in the London area supported by the Library.

Workforce development:

  • Positive Action Traineeship under investigation in 2007/08.
  • BL Board members include women and BMEs.

Adding value:

  • Extensive and inclusive events programme developed at St Pancras and on Location for Sacred: discover what we share in 2007.
  • Publishing programme includes the Treasures in Focus series for a general audience.


  • Consultation embedded in the exhibition and learning programmes.
  • Internal and external communications offered in alternative formats.
  • Extensive TV, radio and press coverage, with over 270 stories in national, London and online media for Sacred.

October 2007

In this section

Social Inclusion Action Plan


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