Strategies for Diversity Initiatives college attendees as well as partnering to coordi- nate and sponsor programs with the department of Residence Life and Women's Center. Other external factors have had a great impact upon the team members' professional develop- ment. The existence of the ethnic caucuses as- sociated with the American Library Associations and the ARL Diversity in Libraries conferences provide leadership and networking opportunities. The conferences, in particular, provided forums for exchanging ideas for implementing diversity and multicultural services at the local institutions. More importantly, the retention of librarians with faculty status centers on the progression towards tenure, which means having the institution's sup- port to do research, and opportunities for profes- sional development on campus and in professional organizations at the state and national level. challenges to a collaborative effort work created an overwhelming job description with three positions combined into one. This job description change presented the team member with the challenge of balancing research, teach- ing, and service, as well as having anything like a satisfying home life as stated by Musser. These issues have raised questions regarding who should be monitoring these types of workload issues and whose responsibility it is to ensure that new faculty are not overwhelmed with assignments. Libraries should begin to evaluate what support mechanisms it has in place to help junior librar- ians of color in predominately white institutions deal with, as Alire (2000) states "the constant need to dispel minority faculty stereotypes, and/ or the pressure to represent all minorities in many campus settings" (p. 28). This new diversity initiative is still evolving and the future direction of the Multicultural Ser- vices Team is unclear. Advantages to the team