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This article presents some impressions of open learning gained by students enrolled with the Library and Information Science Open Learning Project, based at Telford College in Edinburgh. First, it is useful to give a brief description of the Project, its clientèle and the courses available.

It is now over 4 years since the Library and Information Science Open Learning Project at Telford College in Edinburgh began developing open learning courses for sub‐professional staff in library and information work. Since 1982, 315 students have enrolled on these open learning courses. The current enrolment figure is in excess of 200 (January 1987).

On its stated terms as “a descriptive conspectus” of the 550 titles registered in British Library publications 1988, together with the many newsletters and priced and unpriced ephemeral literature emanating from its multifarious services and agencies, this careful compilation will no doubt fulfil a need for students and teachers of librarianship and information science here and abroad. There is a select bibliography of two pages and a 28‐page index. Proof reading is excellent, just a few slips, e.g. the Dainton Committee was set up in 1967 not 1957, IOLR had c.400,00 books ands serials, not 4 million.

In this chapter, the author shares almost 2 decades of experience as Director of Colonial Day at the Oklahoma State Capitol in guiding students' storytelling and historical interpretation. Storytelling provides specific benefits in the classroom, including increased student interest, creativity, citizenship, and awareness of heritage and history. The author explains the pedagogical and curricular value of storytelling and historical interpretation activities; she provides a strong rationale for involving students in both processes for engagement and also as a multimodal learning method. Potter shows how to develop an effective instructional sequence that addresses not only assessment but also student motivation and creativity. Modeling storytelling and historical interpretation for students prepares them to take the next steps in research and development for their own presentations that incorporate language arts, social studies, civics, and critical thinking skills. The author provides detailed suggestions on directing student performances at the community and state levels, which in turn foster a sense of personal achievement and external recognition for their work. This chapter includes resources and strategies to support students in choosing historical figures and stories for their projects, in conducting research, in story mapping, and in identifying performance criteria. At the performance level, the author offers tips on coaching students effectively and using media. She concludes with recommendations on how to showcase student work at the school and state levels, to build parent involvement, and to manage funding and publicity.

Spirituality in the workplace is a concept that has been emphasized a lot in recent years. However, the relationship of this concept with gender and discrimination has not been adequately addressed. Individual and organizational positive outcomes of spirituality in the workplace cannot be obtained when discrimination is in question. This is because the concepts of spirituality and discrimination in the workplace are completely opposite to each other. In order to prevent discrimination based on gender, sexual orientation, race, age, religion, disability and to establish spirituality in the workplace, organizations should follow awareness and training programs to eliminate prejudices of their management and employees, give importance to differences, develop an understanding of democracy and justice within the organization and development egalitarian and anti-discrimination policies and application. In this direction, while the differences are managed correctly, spirituality will be established in the workplace.

The purpose of this paper is to describe how an academic library at one of the most diverse universities in the country responded to the 2016 election through the newly formed Inclusion and Equity Committee and through student outreach.

This paper details the context of the 2016 election and the role of social justice in librarianship. It offers ideas for how library diversity committees can address professional development, recruitment and retention efforts and cultural humility. It highlights student outreach efforts to support marginalized students, educate communities and promote student activism. Finally, it offers considerations and suggestions for librarians who want to engage in this work.

This paper shows that incorporating social justice, diversity, equity and inclusion requires individuals taking action. If institutions want to focus on any of these issues, they need to formally include them in their mission, vision and values as well as in department goals and individual job descriptions. The University of Nevada, Las Vegas University Libraries fully supports this work, but most of the labor is done by a small number of people. Unsustainable practices can cause employee burnout and turnover resulting in less internal and external efforts to support diversity.

Most of the previous literature focuses either on internal activities, such as professional development and committees, or on student-focused activities, such as outreach events, displays and instruction. This paper is one comprehensive review of both kinds of activities.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).