Tag Archives: culture

Uncategorized

The consequences of the heterosexual norm — How we organize and retrieve gay literature

Reviewed By: Reviewed by: Chelsea Grant, Emily Lauerman, Carrie Lopez, Katherine Waltz

Link to article: http://libreas.eu/ausgabe12/003joh.htm

Synopsis
This article summarizes the effect the lack of clear cataloging for LGBT library materials has on their findability, which correlates to lack of awareness of their significance in society, and lack of normalization of the LGBT community in general society. Written by Anna Johansson in the journal Libreas: Library Ideas, which is published by the Institut für Bibliothekswissenschaft Berlin, the article references the Swedish classification system (SAB), offering insight on the difficulties that patrons may have when looking for LGBT literature in Swedish public libraries. The focus of this article is on the searchability of their system, where heteronormativity has been reinforced over time by being more specific when it comes to homosexuality in the subject headings, and where non-heteronormative material tends to be described poorly or not at all when it comes to subject access. The article also discusses the lack of heterosexual terms in the classification system due to implied obvious presence of it being self-evident. This leads the author to note that Swedish libraries are “upholders of the exclusive heterosexual norm in society.” The author also emphasizes the importance for the Swedish public library system to secure everyone’s right to information in serving a diverse public.

Core research questions
Johansson addresses the issue by attempting to answer these two research questions: “How does the heterosexual norm appear in classification systems and subject headings lists?” and “What are the consequences of that practice for the retrieval of gay literature?”

Methods used in research findings
The primary research method is studying Swedish classification system (SAB) and its headings to see how it catalogs gay literature (if at all) and how it compares to how heteronormative literature is catalogued. The author also supports her findings with observing other studies that relate to the topic of classification systems and the heterosexual norm. SAB is compared to the Dewey Decimal System and the Library of Congress Subject Headings, referencing Hope A. Olson’s 2002 study about the tendency for difficulty in classifying “others” outside of the male, western norm. This included biases against gender, sexuality, race, age, ability, ethnicity, language and religion.
The author also references Söderman’s 2006 study where librarians were interviewed about indexing who, when broached with the topic of adding “heterosexuality” to the subject heading list, gave the unanimous resulting answer that it would be unnecessary. Johansson also notes the 2004 AIS subject headings list, stating that terms like “lesbian love” and “homosexuality” being listed were crucial for searchability purposes, though they still othered them by not offering the “self-evident” alternative subject heading of “heterosexual”.

Findings and conclusions
There are subject headings for LGBT literature, but they are both very few and very plainly designated as being outside of the norm. To elaborate, they are treated as a extension of hegemonic culture rather than its own category. Librarians need to play their part in creating a “new normal” as it were, by including and cataloging literature pertaining to all colors, ethnicities and sexualities on the same level as the dominant hegemonic culture. The author concludes that it would also be useful to add “heterosexual” as a subject heading in order to remove the subject as the normative sexuality. The conclusion was made that LIS groups must proceed into further research on this topic in order to acknowledge the problem and bring LGBT groups into their research so that they can serve a more diverse public.

What can be gained by American Libraries?
Organizing information plays an important role in regard to how the community acknowledges diverse information groups. Librarians have a chance and ability to support diverse sexuality groups, by aptly classifying sexuality groups to be inclusive of all forms of human sexuality e.g. heterosexual, homosexual, etc. Taking a proactive role in classification can help remove the dominant status of “heterosexual” by listing it as a classification alongside other so-called “other” sexualities so that each sexuality is given equal standing as subject headings.
American libraries will be able to take this global perspective on what is currently happening in the Swedish public library system and address the issues that also exists in American systems, as the author references in Olson’s 2002 study of the Dewey Decimal System. By considering Johansson’s article, American libraries can answer her call to acknowledge and address the problem of othering apart from heterosexuality in classification systems, and allow the option for more ease in finding diverse sexualities in literature.
This idea of adding heterosexuality as a subject heading as a means to remove the position of “heterosexual” as the mainstream or “norm” can also be applied to other areas as well, including ethnicity, religion and gender. White, Christian and Male as pointed out in this article are the normative, so perhaps by adding or using subject heading for ‘white’ and ‘male’ when classifying titles would remove or lessen the othering that occurs when other genders, ethnicities, languages or religions are specifically listed. As pointed out by this article, classifying everything could move a step towards removing any one group or perspective as normative.
Many Americans believe that with the legalization of gay marriage, they have “caught up” with the rest of the world in the acceptance of the LGBTQ community. But many Americans turn a blind eye to the amount of prejudice that remains in the US, believing that legalization equals acceptance. Many also fail to realize that much of the world outside the United States is still struggling with acceptance either in obvious ways, or subtle ones like in the SAB system. American librarians can use this study of the SAB system to examine how their own classification systems categorize materials pertaining to various sexualities, using the SAB system as a jumping-off point from which to create subject headings that equalize all forms of sexuality. Libraries have a responsibility to make all information equally findable and accessible to all information seekers. Small steps like this will eventually go a long way in achieving that goal.

Reference:

Johansson, A. (2008). The consequences of the heterosexual norm — How we organize and retrieve gay literature. LIBREAS. Library Ideas, 12. Retrieved from: https://libreas.eu/ausgabe12/003joh.htm

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.