Beyond Recruitment: From Diversity Talk to Inclusive Practice - - PowerPoint PPT Presentation

Beyond Recruitment: From Diversity Talk to Inclusive Practice

RRLC In Inclu lusiv ive Lib ibraries Conference October 23, , 2018

About Us

Tarida Anantachai

• Outreach Librarian
• Syracuse University
• tanantac@syr.edu
• She/her/hers

Camille Chesley

• Reference Librarian
• University at Albany
• cchesley@albany.edu
• She/her/hers

Preamble

Background

Concepts

• Burden of Care
• Cultural Taxation
• Intersectionality
• Invisible Labor

Motivations

• Pushing the Margins
• The Personal is Political
• Uncovering Narratives
• Written/Unwritten: Diversity and the Hidden

Methodology

Approach

• Self-identified women of color currently or previously

• Targeted recruitment
• Supplemented by literature review

Topics Explored

• Navigation of the tenure/promotion process
• Service work as a result of race and/or gender identity
• Factors contributing to work-life balance
• Climate of work environments
• Identity negotiation

Participants

By Racia ial/Ethnic Id Identity

• 36.7% Black or African American
• 30% Asian
• 16.7% Latina/Latinx
• 10% Prefer to self-describe
• 3.33% Native Hawaiian or Other Pacific Islander

By Type of In Instit itution

• 66% from doctorate-granting institutions
• 15.1% from Masters-granting institutions

By Rank

• 46% Assistant or Senior Assistant Librarian/Professor
• 22% Associate Librarian/Professor
• 20.4% full Librarian/Professor

Jo Job Duties/Areas of Expertis ise

• Majority areas included: Reference, instruction, collection development, subject specialist
• Other significant areas included: Scholarly communications, administration, marketing, assessment

Tenure/Promotion

• A majority of respondents (68%) felt that the

• 57.6% of respondents indicated that they had had to

• ...they also worried about the perception of their

Tenure/Promotion

I ha have not not felt elt extern xternal al pr pressur essure to to chan hange wha what I do do but ut I also also ha have no not ne necessaril cessarily felt elt well ell suppo supported ted in in te terms rms of

• f ad

advising vising my my entir entire car career

• eer. It

It was as only

• nly after

after seek seeking ing out

• ut

ne new ment mentor

• rs my

myself self did did I feel eel li like my my suppor support impr improved

• ed. I still

still feel eel lik like suppo support from

• m my

my su supe pervisory visory line ne could

• uld be

be be better tter.”

“

Tenure/Promotion

I consciou consciously sly tried tried to to beef beef up up my my pr prom

• mot
• tion

ion file ile with with

• t
• the

her resear esearch agenda endae (e (e.g. instr instructio uction) n) just just in in case case my my di diver ersity sity wor

• rk didn’t end

end up up being being as as hea heavil vily valued alued when when th the time time came came to to put put forw

• rwar

ard my my pr promo

• motion

tion file le.”

“

Service

• 56.6% felt that they took on more service activities

• 52.9% indicated that they were involved in more

• 62.3% said that they had been approached by students

Service I want the library to be involved in the work of our campus’s native student serving programs and know that we wouldn’t otherwise participate - so sometimes the only way to support this work is to do it in addition to my ‘normal duties.’”

“

Work-Life Balance

• 56% of our respondents agreed that they take on

• f work.
• 48.9% noted that they received adequate support from

• 45% did not feel pressured to reduce service activities

• Struggles with Imposter Syndrome and work-life balance.

Work-Life Balance I also want to take care of myself and not get fatigued from always expect[ing] to be ‘on’ while away from a support system who share[s] my values. Colleagues assume my needs are the same as theirs or my work style is the same

• r

my commitments are the same.”

“

Institutional Culture

• 42% of respondents reported being satisfied with the
• verall climate of their institution
• 46.3% were satisfied with the overall climate of their

• 50% of respondents felt that their library valued diversity

• 39% of respondents felt that their library actively

Institutional Culture My library (and my campus) are extremely well-versed at talking about diversity and seeming to support it, but actually on a daily basis promote actions that are diametrically opposed to furthering diversity, equity and inclusion.”

“

Negotiating Identities

• 42.3% had experienced or observed other unjust

• 35.9% said that they had had to negotiate parts of their

• 45.3% admitted that they have had to negotiate parts of

• 64.8% had experienced or observed hostility,

Negotiating Identities ...due to my ambiguous ethnic looks, my colleagues often forget I’m a PoC….[This] makes it even harder to speak up when I see behaviors that conflict with their professed commitment to diversity; that and the negation

• f

my identity (e.g., comments like ‘you’re not really Asian’) when I do speak up.”

“

How can we b better advocate for WOC li librarians and better sustain them in in the fie ield ld?

• What can li

librarians do?

• What can in

institutio ions do?

My library and institution are better than others, but everyone could be doing better, which is painful because they KNOW they could be doing better.”

“

Concluding Questions

Obli ligatory ry Plu lug Out now!

Thank You!