Tag Archives: awareness

Uncategorized

Transformative Praxis – Building Spaces for Indigenous Self-determination in Libraries and Archives

Reviewed By: Myla Perrelli, Jennifer Robertson, Josephine Trott, & Jessica Walker

Link to article: http://www.inthelibrarywiththeleadpipe.org/2019/transformative-praxis/

Synopsis
This article looks at the ways in which libraries and archives in Australia can decolonize and indiginize simultaneously in order to provide cultural safety to their communities. The author Kirsten Thorpe believes that much importance lies in the praxis, or combination of reflection and action within the context of theory and practice, as it relates to the work that needs to be done with regards to Indigenous peoples. A stronger and more direct dialogue is needed on the subject of Indigenous people and decolonization within the library community in addition to more direct action. The importance of cultural interface, or the different awareness and knowledge that people have on a subject, is discussed. The article thoroughly delves into important areas where work needs to be done in institutions and research with the goal to provide solutions. These areas include utilizing Indigenous research methodologies, working locally with Indigenous peoples, and resourcing the decolonization and indigenization with time and money. Additionally, the author is an Indigenous archivist from Australia who has 20+ years of experience working in the field. Her family on her mother’s side are Worimi people from a coastal region of Australia.

Core Research Questions
For this article, the core questions are explicitly written in the text. They are:
“ How can libraries and archives engage with indigenous peoples and communities to build mutual partnerships within current frameworks?” (Thorpe, 2019, p.1, para. 3)
Can libraries and archives build spaces with respect to indigenous people, or will they continue to ignore their role of “perpetuating colonial system and structures”? (Thorpe, 2019, p.1, para. 3)

Historically, the organization of information in Australian libraries and archives have continually ignored input or voice from the Indigenous peoples and communities. The author stresses throughout the article that ignoring the Indigenous people’s perspectives, will continue to harm the community and possibly traumatize the multiple generations with colonial centric histories. Practices cannot merely change overnight without community partnerships and engagement. The author questions how we can create mutual partnerships, given the current organization in current libraries and archives.

In the past, there has been an effort in creating library and archive spaces for Indigenous communities; however, “many projects and services were being designed without Indigenous community input or perspective” (Thorpe, 2019, p.1 para. 9). Problematically, Indigenous peoples were asked to approve of new projects only after they have been designed and created. These finished projects had little to no input or collaboration from the communities in which they were for. If Australian libraries and archives want to build and design spaces with respect to the Indigenous communities that exist in Australia, the author argues that there needs to be an effort to collaborate with Indigenous people and decolonize the classification, description, and organization of the existing system.

Methods
Thorpe uses a qualitative examination of personal experiences, or autoethnography, according to the guidelines laid out by Houston (2007) to consider the core questions. The data for this self-study is acquired through Indigenous Standpoint Theory (IST) and evaluated using Cultural Interface as detailed by Nakata (2007). Standpoint theory is an individual’s ability to understand how their perspectives have been shaped by the dominant, usually conflicting, culture. IST specifically looks at how the dominant culture has erased, misrepresented, and suppressed ancestral cultures and languages to perpetuate assimilation. This provides context for identifying the instances of suppression that arise in the everyday life of Indigenous people. These instances are also the root of much distrust with the institutions in question. Cultural interface uses the intersection of Indigenous people’s ancestral identity and colonizer culture to witness systematic conflicts. Using the cultural interface, instances identified with IST can be evaluated based on how much personal harm and trauma is inflicted. Thorpe (2019) considers both the “experiential and intellectual” impact of these instances (Thorpe, p.1, para. 5). This qualitative information is used to inform ways they can be used in praxis to decolonize libraries and archives. In doing so, the oppressive power systems can be eliminated to create supportive spaces and systems for Indigenous people.

Findings
The main finding of the study is that in order to make archives and libraries more supportive of indigenous populations, various goals must be achieved. The first of which is that “indigenous research methodologies” must be utilized (Thorpe, 2019, p.1, para 20). For example, the Kaupapa Maori Theory provides great framework for challenging the “dominant systems of power”, or in other words, the library and archival structures that oppress indigenous populations (Thorpe, 2019, p.1, para. 6). The next component is to use the UN Declaration on the Rights of Indigenous Peoples to guide library and archive practices. Another idea is to consult leaders in the indigenous community for their advice, work with them to prioritize goals and adopt protocols that are applicable to these groups. Additionally, collaborative members could create plans that will put these protocols into action. Librarians and archivists need to respect indigenous groups’ values and build a relationship of mutual benefit. It is also important to increase representation of indigenous peoples in leadership positions such as on library boards. Leaders need to understand that the process of creating a supportive environment requires changes that must be made to work, with time and resource division. Lastly, advocate for studies of indigenous populations as a core component of curriculum in library and archive courses.

What can American libraries learn from this?
American Libraries can learn from the international perspectives that the populations the library is looking to serve should be leaders for developing services. Key groups in the community must be consulted and power structures of the library must be examined. Libraries need to be willing to look at the underlying structural components of their organizations that may marginalize groups in their community and be willing to change them.

White librarians in particular have a lot of work to do. Indigenous peoples and other marginalized communities should not have to bring this work forth alone. It needs to be an effort that takes into account the trauma and emotional/cultural safety of the community that the librarian works and resides within.

Librarians and archivists also need to understand that there are different cultural practices and beliefs between multiple Indigenous communities. If they want to design spaces for them, then collaboration needs to happen before, during, and after the process. Librarians must recognize that there is no one-size-fits-all in creating these information spaces, so the process will need to be revisited several times, with each distinctive Indigenous group.

Essentially, Americans libraries were designed in a colonized system which has been shown to be oppositional and harmful to Native Peoples. This article draws attention to the ways in which American libraries may be similarly hostile to Indigenous Americans. To consider the actionable ways to decolonize the system, as laid out in the article, provides a starting point for local research and understanding of the methods for measuring and collecting community input.

References

Houston, J. (2007). Indigenous autoethnography: Formulating our knowledge, our way. The Australian Journal of Indigenous Education, 36(S1), 45-50.

Nakata, M. (2007). Disciplining the savages: Savaging the disciplines. Canberra, A.C.T.: Aboriginal Studies Press.

Thorpe, K (2019). Transformative praxis: Building spaces for Indigenous self-determination in libraries and archives. Retrieved from http://www.inthelibrarywiththeleadpipe.org/2019/transformative-praxis/

Diversity, Uncategorized

The quest for diversity in library staffing: From awareness to action

Reviewed By: Kelley Presley, Erika Contreras, Jentry Larsen, Sarah Conner, Thomas Fassett

Link to article: http://www.inthelibrarywiththeleadpipe.org/2016/quest-for-diversity/

Despite the best efforts of the information community in recent years, demographic diversity amongst librarians remains a major opportunity that has yet to be effectively solved. The first step in the journey towards diversity is accepting the lack thereof, followed by the formation of a concrete action plan that will lead our industry to substantial reform. The fact that 88% of the nation’s librarians are white is grossly disproportionate to our country’s actual level of ethnic and racial diversity (Vinopal, 2016). There are several key areas that must be evaluated in further detail in order to effectively problem solve the egregious lack of diversity in the library profession, including but not limited to the definition of diversity, underlying factors behind the absence of diversity, possible implications, a path towards awareness and action, and future directions for research.

Through a review of relevant literature along with inspecting survey results, the author is able to mine for information on diversity in the LIS profession. Vinopal (2016) states that a diverse library staff can better serve the patrons in their community. Diversity is reflected in a library staff in different ways, including age, gender, race, ethnicity, staff with disabilities, etc. The definition of diversity varies from organization to organization, but when one is able to express what they believe diversity is and set a specific goal for achieving it, they are more likely to be successful in their attempts. When a library staff accurately reflects the diversity of the community it serves, it helps to foster social inclusion. (Vinopal, 2016) Emphasizing the role that each librarian takes in empowering the community helps them recognize their impact and feel more valued and less like a statistic.

There are many reasons that contribute to the current lack of diversity in library staffing, such as the level of schooling required to obtain librarian positions. Individuals from low income families have a much lower graduation rate than their peers that come from greater socio-economic backgrounds. The disparity in staffing can also be seen in other ways. One such example is that more people that are white hold a librarian title, while those from other racial or ethnic backgrounds more commonly hold other titles, like library assistant (Vinopal, 2016). Staff members that are a part of the majority group often lack awareness of the subtle discrimination or simply ignore what they see, thus failing to improve the lack of diversity problem.

When measuring diversity, there are several underlying biases that one must be aware of. Vinopal (2016) examines the use of ClimateQUAL: Organizational Climate and Diversity Assessment. This measuring tool reveals a collective ignorance of the dominant group with their own bias and privilege. This is an assessment of staff’s perceptions along with their library’s commitment to diversity with the policies and procedures that are put in place. Vinopal (2016) explains that the idea of racial preferences in residential neighborhoods and how the dominant culture prefers housing in a not so diverse area. This idea can help people imagine a predominantly white workplace and how that affects the work culture. Employees that are in this particular group are less likely to report racial microaggressions or any other related matters that happen at their work. Therefore, the way underrepresented employees are treated cannot be fully explained because it is not fully discussed in the workplace. The measurement tool can help reveal these biases and lack of awareness that some individuals may have in the library setting, which can in turn help ease their diversity woes.

There is a large and rich body of research that relates to diversity in the workplace. This can assist in examining suggestions to move forward while looking at the pros and cons of these choices. The path from ignorance to making a positive impact can be a steep learning process. Vinopal (2016) notes the IAIT which is research on social cognition based on concepts and stereotypes. Once this information is collected, the group can start on a critical analysis of these assumptions that happen in the workplace and why such behaviors exist. This way, the workplace can start creating a culture that is aware of such biases and starts to challenge the status quo. An important aspect to moving forward is also having a leader who is able to encourage their team to foster a desire for change in the workplace.

Vinopal (2016) remarks that library leaders must leverage their position to enact new policies and programs to show that the library is committed to diversity in action rather than merely talk about it. Actions speak louder than words, and libraries must follow suit. Some of the ways Vinopal (2016) suggests library leadership can begin to make our profession more open and inclusive are: Bias Awareness and Valuing Difference, Name the Problem, Mission and Follow-through, Data Collection, Recruiting, Mentoring, and Pay for Work. Each one tackles biases inherent within the system that must be addressed in order to make library staff more diverse. Open and honest dialogue with staff on a regular basis about discrimination and bias, concrete diversity plans in place, targeting recruiting in diverse communities, mentoring early career librarians in underrepresented groups and paying for qualified interns can all help turn the tide and create a more diverse library staff. These steps and others must be taken once and on a regular basis if lasting change is to occur.

Research on the lack of diversity in library professions has not been widely studied in the LIS literature, and is a subject that most certainly requires further investigation. Vinopal (2016) argues that while there is still much to be studied, these areas are ones that certainly require further investigation: Data on Diversity, Organizational Processes, Attrition and Avoidance, and Leadership. Researchers must look at what can be further studied about underrepresented groups in order to offer insight, the organizational structures are biased and how can they be improved, what the reasons are that minority librarians leave the profession, and how library leaders can positively affect change in their libraries. These are just a small fraction of the answers that are needed in order to understand how libraries can create a more open and welcoming environment to librarians and library staff in minority and underrepresented populations.

The article addresses many questions one may have regarding the lack of diversity in the LIS profession. However, as always, there are still questions yet to be answered. With recent political changes in the United States, there is a question of whether or not diversity in the LIS profession can be achieved. Immigration has become a hot topic, and may severely impact the LIS profession in the United States. In addition, proposed budget cuts to federal library funding could possibly affect any library’s ability to recruit, or hire, any staff, much less a diverse one.

While there are many factors that play a role in the lack of diversity, there are just as many reasons to foster diversity in the library. Vinopal (2016) states, “Our professional library associations affirm a commitment to creating diverse workplaces so that we may better serve diverse user communities, and even support democracy.” One of the essential functions of not only the public library, but most all libraries, is to serve the community and provide access to a whole host of resources. By fostering diversity within libraries, we can reach a wider patron base and create better communities. While the lack of diversity in library professions is not widely researched, it is still important to understand the need for diversity and how it affects the profession and the communities that libraries serve. Creating diverse library communities is a goal that we as library professionals must pursue with vigilance and persistence.

Uncategorized

THE QUEST FOR DIVERSITY IN LIBRARY STAFFING: FROM AWARENESS TO ACTION

Reviewed By: Kelley Presley, Erika Contreras, Jentry Larsen, Sarah Conner, Thomas Fassett

Link to article: http://www.inthelibrarywiththeleadpipe.org/2016/quest-for-diversity/

Despite the best efforts of the information community in recent years, demographic diversity amongst librarians remains a major opportunity that has yet to be effectively solved. The first step in the journey towards diversity is accepting the lack thereof, followed by the formation of a concrete action plan that will lead our industry to substantial reform. The fact that 88% of the nation’s librarians are white is grossly disproportionate to our country’s actual level of ethnic and racial diversity (Vinopal, 2016). There are several key areas that must be evaluated in further detail in order to effectively problem solve the egregious lack of diversity in the library profession, including but not limited to the definition of diversity, underlying factors behind the absence of diversity, possible implications, a path towards awareness and action, and future directions for research.

Research Questions:
The author is attempting to understand why there is a lack of diversity in the LIS profession and what steps can be taken to overcome this. Also, understanding if there are, and what kind, of biases are inherent in our profession.

Methods:
Through a review of relevant literature along with inspecting survey results, the author is able to mine for information on diversity in the LIS profession.

Vinopal (2016) states that a diverse library staff can better serve the patrons in their community. Diversity is reflected in a library staff in different ways, including age, gender, race, ethnicity, staff with disabilities, etc. The definition of diversity varies from organization to organization, but when one is able to express what they believe diversity is and set a specific goal for achieving it, they are more likely to be successful in their attempts. When a library staff accurately reflects the diversity of the community it serves, it helps to foster social inclusion. (Vinopal, 2016) Emphasizing the role that each librarian takes in empowering the community helps them recognize their impact and feel more valued and less like a statistic.

There are many reasons that contribute to the current lack of diversity in library staffing, such as the level of schooling required to obtain librarian positions. Individuals from low income families have a much lower graduation rate than their peers that come from greater socio-economic backgrounds. The disparity in staffing can also be seen in other ways. One such example is that more people that are white hold a librarian title, while those from other racial or ethnic backgrounds more commonly hold other titles, like library assistant (Vinopal, 2016). Staff members that are a part of the majority group often lack awareness of the subtle discrimination or simply ignore what they see, thus failing to improve the lack of diversity problem.

When measuring diversity, there are several underlying biases that one must be aware of. Vinopal (2016) examines the use of ClimateQUAL: Organizational Climate and Diversity Assessment. This measuring tool reveals a collective ignorance of the dominant group with their own bias and privilege. This is an assessment of staff’s perceptions along with their library’s commitment to diversity with the policies and procedures that are put in place. Vinopal (2016) explains that the idea of racial preferences in residential neighborhoods and how the dominant culture prefers housing in a not so diverse area. This idea can help people imagine a predominantly white workplace and how that affects the work culture. Employees that are in this particular group are less likely to report racial microaggressions or any other related matters that happen at their work. Therefore, the way underrepresented employees are treated cannot be fully explained because it is not fully discussed in the workplace. The measurement tool can help reveal these biases and lack of awareness that some individuals may have in the library setting, which can in turn help ease their diversity woes.

There is a large and rich body of research that relates to diversity in the workplace. This can assist in examining suggestions to move forward while looking at the pros and cons of these choices. The path from ignorance to making a positive impact can be a steep learning process. Vinopal (2016) notes the IAIT which is research on social cognition based on concepts and stereotypes. Once this information is collected, the group can start on a critical analysis of these assumptions that happen in the workplace and why such behaviors exist. This way, the workplace can start creating a culture that is aware of such biases and starts to challenge the status quo. An important aspect to moving forward is also having a leader who is able to encourage their team to foster a desire for change in the workplace.

Vinopal (2016) remarks that library leaders must leverage their position to enact new policies and programs to show that the library is committed to diversity in action rather than merely talk about it. Actions speak louder than words, and libraries must follow suit. Some of the ways Vinopal (2016) suggests library leadership can begin to make our profession more open and inclusive are: Bias Awareness and Valuing Difference, Name the Problem, Mission and Follow-through, Data Collection, Recruiting, Mentoring, and Pay for Work. Each one tackles biases inherent within the system that must be addressed in order to make library staff more diverse. Open and honest dialogue with staff on a regular basis about discrimination and bias, concrete diversity plans in place, targeting recruiting in diverse communities, mentoring early career librarians in underrepresented groups and paying for qualified interns can all help turn the tide and create a more diverse library staff. These steps and others must be taken once and on a regular basis if lasting change is to occur.

Research on the lack of diversity in library professions has not been widely studied in the LIS literature, and is a subject that most certainly requires further investigation. Vinopal (2016) argues that while there is still much to be studied, these areas are ones that certainly require further investigation: Data on Diversity, Organizational Processes, Attrition and Avoidance, and Leadership. Researchers must look at what can be further studied about underrepresented groups in order to offer insight, the organizational structures are biased and how can they be improved, what the reasons are that minority librarians leave the profession, and how library leaders can positively affect change in their libraries. These are just a small fraction of the answers that are needed in order to understand how libraries can create a more open and welcoming environment to librarians and library staff in minority and underrepresented populations.

Unanswered questions:
The article addresses many questions one may have regarding the lack of diversity in the LIS profession. However, as always, there are still questions yet to be answered. With recent political changes in the United States, there is a question of whether or not diversity in the LIS profession can be achieved. Immigration has become a hot topic, and may severely impact the LIS profession in the United States. In addition, proposed budget cuts to federal library funding could possibly affect any library’s ability to recruit, or hire, any staff, much less a diverse one. How can the LIS profession overcome these new challenges? They must lobby, run for office, and make their voices loud to be heard.

While there are many factors that play a role in the lack of diversity, there are just as many reasons to foster diversity in the library. Vinopal (2016) states, “Our professional library associations affirm a commitment to creating diverse workplaces so that we may better serve diverse user communities, and even support democracy.” One of the essential functions of not only the public library, but most all libraries, is to serve the community and provide access to a whole host of resources. By fostering diversity within libraries, we can reach a wider patron base and create better communities. While the lack of diversity in library professions is not widely researched, it is still important to understand the need for diversity and how it affects the profession and the communities that libraries serve. Creating diverse library communities is a goal that we as library professionals must pursue with vigilance and persistence.

Uncategorized

THE QUEST FOR DIVERSITY IN LIBRARY STAFFING: FROM AWARENESS TO ACTION

Reviewed By: Erika Contreras, Kelley Presley, Jentry Larsen, Sarah Conner, Thomas Fassett

Link to article: http://www.inthelibrarywiththeleadpipe.org/2016/quest-for-diversity/

Despite the best efforts of the information community in recent years, demographic diversity amongst librarians remains a major opportunity that has yet to be effectively solved. The first step in the journey towards diversity is accepting the lack thereof, followed by the formation of a concrete action plan that will lead our industry to substantial reform. The fact that 88% of the nation’s librarians are white is grossly disproportionate to our country’s actual level of ethnic and racial diversity (Vinopal, 2016). There are several key areas that must be evaluated in further detail in order to effectively problem solve the egregious lack of diversity in the library profession, including but not limited to the definition of diversity, underlying factors behind the absence of diversity, possible implications, a path towards awareness and action, and future directions for research.

Vinopal (2016) states that a diverse library staff can better serve the patrons in their community. Diversity is reflected in a library staff in different ways, including age, gender, race, ethnicity, staff with disabilities, etc. The definition of diversity varies from organization to organization, but when one is able to express what they believe diversity is and set a specific goal for achieving it, they are more likely to be successful in their attempts. When a library staff accurately reflects the diversity of the community it serves, it helps to foster social inclusion. (Vinopal, 2016) Emphasizing the role that each librarian takes in empowering the community helps them recognize their impact and feel more valued and less like a statistic.

There are many reasons that contribute to the current lack of diversity in library staffing, such as the level of schooling required to obtain librarian positions. Individuals from low income families have a much lower graduation rate than their peers that come from greater socio-economic backgrounds. The disparity in staffing can also be seen in other ways. One such example is that more people that are white hold a librarian title, while those from other racial or ethnic backgrounds more commonly hold other titles, like library assistant (Vinopal, 2016). Staff members that are a part of the majority group often lack awareness of the subtle discrimination or simply ignore what they see, thus failing to improve the lack of diversity problem.

When measuring diversity, there are several underlying biases that one must be aware of. Vinopal (2016) examines the use of ClimateQUAL: Organizational Climate and Diversity Assessment. This measuring tool reveals a collective ignorance of the dominant group with their own bias and privilege. This is an assessment of staff’s perceptions along with their library’s commitment to diversity with the policies and procedures that are put in place. Vinopal (2016) explains that the idea of racial preferences in residential neighborhoods and how the dominant culture prefers housing in a not so diverse area. This idea can help people imagine a predominantly white workplace and how that affects the work culture. Employees that are in this particular group are less likely to report racial microaggressions or any other related matters that happen at their work. Therefore, the way underrepresented employees are treated cannot be fully explained because it is not fully discussed in the workplace. The measurement tool can help reveal these biases and lack of awareness that some individuals may have in the library setting, which can in turn help ease their diversity woes.

There is a large and rich body of research that relates to diversity in the workplace. This can assist in examining suggestions to move forward while looking at the pros and cons of these choices. The path from ignorance to making a positive impact can be a steep learning process. Vinopal (2016) notes the IAIT which is research on social cognition based on concepts and stereotypes. Once this information is collected, the group can start on a critical analysis of these assumptions that happen in the workplace and why such behaviors exist. This way, the workplace can start creating a culture that is aware of such biases and starts to challenge the status quo. An important aspect to moving forward is also having a leader who is able to encourage their team to foster a desire for change in the workplace.

Vinopal (2016) remarks that library leaders must leverage their position to enact new policies and programs to show that the library is committed to diversity in action rather than merely talk about it. Actions speak louder than words, and libraries must follow suit. Some of the ways Vinopal (2016) suggests library leadership can begin to make our profession more open and inclusive are: Bias Awareness and Valuing Difference, Name the Problem, Mission and Follow-through, Data Collection, Recruiting, Mentoring, and Pay for Work. Each one tackles biases inherent within the system that must be addressed in order to make library staff more diverse. Open and honest dialogue with staff on a regular basis about discrimination and bias, concrete diversity plans in place, targeting recruiting in diverse communities, mentoring early career librarians in underrepresented groups and paying for qualified interns can all help turn the tide and create a more diverse library staff. These steps and others must be taken once and on a regular basis if lasting change is to occur.

Research on the lack of diversity in library professions has not been widely studied in the LIS literature, and is a subject that most certainly requires further investigation. Vinopal (2016) argues that while there is still much to be studied, these areas are ones that certainly require further investigation: Data on Diversity, Organizational Processes, Attrition and Avoidance, and Leadership. Researchers must look at what can be further studied about underrepresented groups in order to offer insight, the organizational structures are biased and how can they be improved, what the reasons are that minority librarians leave the profession, and how library leaders can positively affect change in their libraries. These are just a small fraction of the answers that are needed in order to understand how libraries can create a more open and welcoming environment to librarians and library staff in minority and underrepresented populations.

While there are many factors that play a role in the lack of diversity, there are just as many reasons to foster diversity in the library. Vinopal (2016) states, “Our professional library associations affirm a commitment to creating diverse workplaces so that we may better serve diverse user communities, and even support democracy.” One of the essential functions of not only the public library, but most all libraries, is to serve the community and provide access to a whole host of resources. By fostering diversity within libraries, we can reach a wider patron base and create better communities. While the lack of diversity in library professions is not widely researched, it is still important to understand the need for diversity and how it affects the profession and the communities that libraries serve. Creating diverse library communities is a goal that we as library professionals must pursue with vigilance and persistence.