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At its core, organizational change starts with people. And when it comes to fostering a restorative culture at UCLA Library, it's not only about policies or programs but also about nurturing the quality of how people connect with each other.
No one understands this more than Ariane White, UCLA Library's inaugural director of organizational culture, equity, diversity and inclusion. "In my studies and work, my focus has always been on people — the quality of our connections; how we take care of each other; and how we build coalitions that can improve the quality of all of our lives."
White's work at the Library has been deeply influenced by her experiences as a high school English teacher at a public school — the same one she graduated from. It was there, with very little formal training, that she confronted systemic racism in education.
"I quickly realized how unprepared I was to meet the needs of my students who were mostly people of color from working class backgrounds," she says.
This awareness led her to an organization called the Alliance of White Anti-Racists Everywhere — Los Angeles (AWARE-LA), where regular meetings offer an affinity space for white people to develop an antiracist consciousness and praxis. Through those monthly dialogues, and her own independent learning, she says she came to understand how oppression operates through the educational system. From this foundation, White began to develop her approach to equity work.
As she sees it, the key to building an inclusive, equitable community is not avoiding conflict, but approaching it with curiosity and a commitment to learning together.
"I began speaking very transparently with my students about power dynamics and systems of oppression, and spent a lot of time working with students to co-create spaces where authentic learning was possible," she says. "It's up to each of us to reflect on what would enable that movement towards each other: What support would we need to have hard conversations across all sorts of divides?"
Building an Inclusive Organizational Culture at UCLA Library
Since joining UCLA Library in November 2023, White has implemented lessons learned in the classroom and through her subsequent work in higher education. She points to the Library's recent adoption of Guidelines for Effective Cross-Cultural Dialogue, a shared set of communication norms that all staff members are encouraged to use. These guidelines are more than just a foundational tool — they represent a collective commitment to building trust and engaging in conversations with intention and care.
"Building an inclusive organizational culture begins with reigniting our curiosity about each other and the lived experiences that inform our perspectives," she says. "It requires that we become accountable to each other and that we work together to transform the structures that do not serve us. We won't be able to transform anything if we can't even talk to each other."
At the Library, this philosophy has manifested in skill-building workshops that teach colleagues how to engage in difficult conversations, listen actively and resolve conflicts collaboratively. By committing time and energy to this work, participants are not only learning new skills, they are modeling the change they want to see in the organization.
Karina Valdez is an outreach and first-year experience specialist and a member of the Library's Inclusive Excellence Committee. Valdez, a double Bruin and first-generation student, was an early collaborator of White's, serving on the committee that proposed the communication norms and as an early facilitator for circle practices.
"From the start of her tenure here, Ariane was tasked to create a new culture where our colleagues can communicate effectively and with empathy for one another," says Valdez. "I am certain that Ariane and her role here has already begun making a large impact in the greatly needed area of workplace climate and culture."
In just 10 months on the job, White offered nearly a dozen opportunities for staff to practice restorative culture skill-building, including intradepartmental sessions introducing the guidelines, five-part active listening, proactive community building circles, including a facilitator practice group, and responsive circles for staff who needed space to process difficult real-world events.
"In the wake of campus violence last spring, attending Ariane's processing circle gave me a safe space to express my concerns with colleagues and feel heard and supported," says Valdez. "The facilitator practice group allowed me to connect with my colleagues and understand their identities, priorities and unique challenges and perspectives that they bring with them to work." Valdez added that this has supported her in understanding, appreciating and increasing her empathy for her peers.
Comments from skill-building workshop surveys echo Valdez's observations. Among the most common words respondents used to describe their experiences include listening, connection and practice.
White says she is impressed by the colleagues who have participated in the skill-building workshops and circles. "It has been inspiring to see participants practice listening actively and having difficult conversations strategically and effectively," noting that "an added bonus of these workshops is that participants have had the opportunity to deepen their connections with people from across the Library, which contributes to a greater sense of belonging in the Library, overall."
- 441Workshop participants
- 95%Staff workshop satisfaction
- 88%Staff who learned or practiced a relevant skill
Looking Ahead: UCLA Library and Inclusive Excellence
When White looks toward the future of UCLA Library, she's energized by the recent creation of the UCLA Office for Inclusive Excellence. Under the leadership of a new vice provost, this office has the potential to catalyze even more campus-wide efforts to build a restorative culture — one that prioritizes community, healing and belonging.
"I would like to see that office help to coordinate and uplift opportunities campus-wide for faculty, staff and students to build capacity in the direction of co-creating a restorative culture as an expression of the campus' commitment to inclusive excellence," she says.
By creating spaces where colleagues can address conflicts and misunderstandings in a generative way, White believes that UCLA and UCLA Library can foster an environment that enables true collaboration and innovation. Over time, she says, this can help build stronger, more resilient relationships, which are the foundation of any lasting organizational change, where nobody is left out of the circle of care.
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