Society as a whole has become quite intertwined, and often intermingled, within the last decade or so. Despite the increasing growth of minority populations in the U.S., libraries across the country are lacking qualified, diverse staff to match and serve that population. The issue is, however, a top priority in the information community.
The ALA has the Office for Diversity. There are three main diversity services provided by the office: 1) the ALA Spectrum Initiative, a scholarship opportunity which allows people of minorities to seek a Masters in Library Science; 2) the ALA Diversity Fair, which promotes multiculturalism within the field during the ALA’s annual conference; 3) the Cultural Diversity Grant, which makes it possible for libraries to put on diversity programs (Gandhi, 2000). Many individual libraries have put their own diversity plans into effect, which may include “cultural diversity awareness or cross-cultural training of library staff, multicultural student internships, and outreach programs” (Gandhi, 2000).
Although ideas on how to recruit and retain diverse librarians are being shared and improved upon, statistics show that not much practical progress has been made in the last few years
It has been suggested that diversity standards are unrealistic. Many statistics on library staff diversity are based on the U.S. Census, which provides statistics on the entire U.S. population. “Instead, we should be looking at two different bases for comparison: the racial and ethnic composition of the adult population (persons age 25 and over) and the subset of that population possessing an appropriate level of educational attainment (a graduate degree for librarians or a high school diploma for library assistants)” (Lance, 2005).
And studies show people of minority are pursuing higher education. “In the 1997-98 academic year 30,097 African Americans graduated with Master's degrees, and yet only 221 of them were in the field of library science. For Hispanics the number was even lower, 90 library science degrees out of 16,215 Master's degrees awarded. These numbers held true for Asian/Pacific Islanders and American Indians as well. Of the 21,088 Asian/Pacific Islanders who graduated with Master's degrees, only 138 received it in library science, and out of 2,049 Master's degrees awarded to American Indians only 27 were in library science” (Gandhi, 2000). The same article goes on to purpose that minorities are more interested in the fields of education, business, and health, on account of four factors: visibility, salaries, job growth, and power and influence.
Perhaps the reason these graduates chose other career paths stems from the lack of entry-level positions available. Many experienced librarians have chosen to hold off on retirement, effectively freezing the number of new positions available (Report, 2006). Also, many duties generally performed only by librarians are now being assigned to support staff
And for those minorities who do get into library positions? Many find they face more challenges than the average librarian. Dubbed as “Tokens,” these librarians are often hired to deal specifically with a diverse patron base, or to satisfy diversity standards within the library. Because of the ill-conceived reasons for hire, many “are also expected to be experts on their social category and hold positions on committees, task forces, and the like as a representative of their social type” (Fisher, 2003). Their workloads are often double what their un-minority counterparts carry. “The tokenism dynamic can adversely affect the processes of an organization; moreover, it can diminish or negate the hard work put into diversity efforts by encouraging resentment, alienation, and frustration with the organization for both token and dominant members of a staff.”
“Based on U.S. Census data, more than one quarter of all librarians with a master's degree will reach the age of 65 by 2009. A 2000 survey published in Library Journal indicates that 40% of library directors intend to retire by 2009”
Works Cited:
Berry, J. W. (2002). Addressing the Recruitment and Diversity Crisis. American Libraries , v. 33 (no2), p. 7.
Bonnette, A. E. (Summer 2004). Mentoring Minority Librarians up the Career Ladder. Library Administration & Management , v. 18 (no3), p. 134-9.
Fisher, E. E. (Winter 2003). Trust, Teamwork, and Tokenism: Another Perspective on Diversity in Libraries. Library Administration & Management , v. 17 (no1), p. 21-7.
Gandhi, S. (Spr/Fall 2000). Cultural Diversity and Libraries: Reaching the Goal. Current Studies in Librarianship ,v. 24 (no1/2), p. 55-65.
Lance, K. C. (2005). Racial and Ethnic Diversity of U.S. Library Workers. American Libraries , v. 36 (no5), p. 41-3.
Peterson, T. Y. (2007). Achieving racial and ethnic diversity among academic and research librarians: The recruitment, retention, and advancement of librarians of color--A white paper. College & Research Libraries News , v. 68 (no9), p. 562-5.
Report Confirms Need for Continued Diversity Efforts. (2006). American Libraries , v. 37 (no10), p. 4.
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To some extent, cultural competency is really just keeping an open mind, not making assumptions, and giving people the benefit of the doubt—something we should all do regardless of multiculturalism. But when it comes to diversity, the stakes are a bit higher. And while I think Nicole is right that the percentages of minorities entering the field may never match proportionally the percentages of each minority in the general population, I think the numbers will increase if and when more minorities find libraries to be friendly and tolerant places in which to work.
Unfortunately, being labeled a “token minority” is only one disadvantage faced by library staff from different cultural backgrounds. To date, “barriers to advancement such as exclusion from prime library committees or writing projects are often more subtle than low salary or lack of authority, but nonetheless continue to impede the career development of ethnically and culturally diverse workers from underrepresented populations.” Bonnette (2004). And a fairly recent ARL study revealed a significant pay gap between librarians as a group and minority librarians. Hipps (2006). Most frightening was the fact that the gap has increased from the 1980s to the present. Hipps (2006). Changing demographics explains part of this trend, but not all of it. Hipps (2006).
Although minorities may have no trouble accessing entry-level positions, should they desire them, moving up into middle- and upper- management remains another story. Bonnette (2004). And, in turn, this lack of diversity at the upper-levels of library management feeds back into the overall cultural competency of the library, and its attractiveness as a work place for minorities.
But how can a library fix this cycle? Clearly intentional discrimination must be addressed head on. But other, more seemingly benign, issues of difference can also impact whether minority staff will succeed and eventually achieve promotion to a position of authority.
For example, while it’s true that a diverse staff enriches an organization (Winston, 2001), it also “may create roadblocks to a shared sense of community.” Kathman (1998). One potential roadblock is that different cultural groups may value certain work behaviors differently. “In the Philippines, Stateside Time is a request that people be prompt.” Kathman (1998). Keeping this in mind, a supervisor should not assume that a worker’s tardiness stems from a poor attitude, without considering first that the employee may not realize that his or her behavior is unacceptable within the context of the institution’s culture. The employee may be quite willing to arrive on time if asked respectfully. Or the supervisor may want to consider whether this same employee regularly works late. “The biggest mistake supervisors make is to believe that every other culture has the same values and understandings that they do” and by assuming that, when values conflict, they’re right and everybody else is wrong. Kathman (1998).
As for communication, Kathman (1998) says “the emphasis…should be on substance and clarity, not style.” Styles vary. Yes can mean many things. “Does it mean yes I heard you, or yes I understand? In Asia it is appropriate to acknowledge a question with an initial yes.” Kathman (1998). Also, different cultures view direct eye contact differently—some see it as a sign of attention, others see it as a form of disrespect. Kathman (1998). And a perceived lack of initiative might be an employee’s attempt to maintain their proper place in a group, possibly an expected behavior in their native culture. Kathman (1998).
People from diverse backgrounds may not grasp quickly each other’s unspoken rules of conduct and communication styles may vary greatly. Kathman (1998). Although differences, such as levels of eye contact, may seem minor when examined individually, they can all result in misunderstandings. And when minor misunderstandings compound over time, the result can be exclusion from committees and work groups, alienation, unmerited poor-performance reviews, and resignation or termination of employment.
It is particularly important, therefore, for libraries to ensure that their supervisory staff is culturally competent. By addressing seemingly small details of daily interaction with respect, an open mind, and persistence, we might be able to chip away at the larger issues of discrimination and lack of diversity and, in the end, create a more diverse and more tolerant library work place for everyone.
Works Cited:
Bonnette, A. (2004). Mentoring Minority Librarians up the Career Ladder. Library Administration & Management, 18(3), 134-139.
Hipps, K. (2006). Diversity in the US ARL Library Workforce. ARL, 246: p. 1-2
Kathman, J. and Kathman, M. (1998). What difference does diversity make in managing student employees? College & Research Libraries, 59(4), 378-89.
Winston, M. (2001). The importance of leadership diversity: The relationship between diversity and organizational success in the academic environment. College & Research Libraries, 62(6) 517-26.
Tokenism is a really interesting thing, and I don't think I've ever heard that word before. Most of us can agree that the key to developing a diverse staff is to get a diverse group of young people interested in the library so they will grow up to be librarians. It is also important to have mentors and people to look up to, possibly from a similar minority group as the kids. However, I think it's really important that we don't fall prey to tokenism. We can't graduate a librarian of Asian background and think, "Great! Now s/he can serve all the Asian patrons!" Although we obviously need to diversify to the point that the population is, everybody needs to have a little cultural understanding and be prepared to serve all groups.
Two of the biggest schools in minority graduation rates for LIS programs are the University of Puerto Rico and the University of Hawaii, according to an article in Library Journal. What is the majority population in San Juan is a minority when you factor in the rest of the United States. We need to get a more diverse group graduating from LIS master's programs in the lower 48.
Works Cited:
Adkins, Denise and Isabel Espinal. "The Diversity Mandate." Library Journal, 4/14/2004. Accessed 4/16/2008 from http://www.libraryjournal.com/article/CA408334.html
Maybe some of the problem is in the library image as a whole. Obviously diverse groups are getting higher educations but are not choosing librarianship. We need a general uplift on the whole for our profession. What is it about our field that is not attracting a more diverse group? I hate to think that this field hires "tokens" or that minorities have a workload twice that of non-minorities (as cited, Fisher, 2003). If this is the perception then every one of us needs to work to change that. Achieving a masters degree requires competence and hardwork.
According to a study by the ALA on diversity in the workforce, "salaries have not kept pace with inflation as with other professions such as IT or web design/development." The fact that other techno-centered careers are growing faster, the uncertainty of the affect of tecnology on librarianship job growth, such as automation of library systems "which would allow technicians to replace librarians", and effects of an economic downturn on tax support dollars can all affect the appeal.
Libraries need to draw students in by appealing to diverse groups from the get-go. The more diverse groups that experience the advantages (technology included) of the library, the more that will want to go in that direction.
"ALA Releases National Study of Diversity in Labor Workforce" October 12, 2006. Retrieved from http://www.ala.org/ala/ors/diversity counts/ on April 16, 2008.
Very interesting post. I'd guess that another reason that many minorities--as well as many of the majority--don't consider entering librarianship, is that it just wasn't on their radar as a career.
Maybe we should be more meaningfully recruiting diversity by including libraries in Career Days at high schools and the like. Plant seeds. The retirement-age librarians will be retiring eventually. And it would be nice if we could say that we have a diverse supply of librarians available.
I can certainly relate to this topic. I loved the statistics that were posted in this blog. As Yashmyn said, a career in library is not even a blimp on the radar of Asians. Being Asians, I can truly say that choosing library science as a career was not even considered until I started working for a library in college. I have a few reasons as to why the rate of Asians getting a graduate degree in library science is so low. From personal experience I can certainly tell you why some Asian do not consider a career in library science.
1) My mom personally believes that having a higher education degree automatically guarantees you a high paying job. The first thing is of course money.
2) Being a librarian is not a prestigious career choice. Asian parents love to brag about their kids. Being a librarian is not prestigious. Becoming an engineer, doctor, lawyer and teacher are the better careers because they are better known. Becoming a manager at a major department store is low on the totem poll also unless you own the store. Second reason of course is prestige.
3) Because most Asians are first generation graduates, there are no older people who can better explain the profession and the opportunities that exist by going into the profession. Third reason is ignorant of the profession.
There are probably more reasons but we won’t get into that. The one thing that any minority would hate the most is being hired as “tokens”. Also, I like Yashmyn’s idea of planting seeds in high schools and even middle schools during career day to let them know that a career in library science is possible.
There could be many reasons why a library staff might not be as diverse as other professions. Alot has to do with not many people knowing anything about this professions. I've seen many people act with surprise when they learn a librarian needs a master degree.Needs alot of training. They don't even realize it is a profession.
I don't think "tokenism" is fair, nor do I think affrimative action is fair. People should be hired for their abilities and what they can bring to the profession.
This situation seems very complex. The position of minorities in the library field is affected by the availability of the means of education, the availability of jobs, and the incentives those jobs provide. This blog poses an interesting question that I had not considered myself, "who wants to be a librarian, anyway?" In this context the question actually suggests that certain communities may not be enticed to pursue a job in the library field for reasons stemming from their experience as minorities, "minorities are more interested in the fields of education, business, and health, on account of four factors: visibility, salaries, job growth, and power and influence." (Gandhi, 2000)
Perhaps, after some greater study of these observations, the question can be directed at the library field in general. "Who does want to be a librarian?" should be asked by the ALA and funding bodies of libraries across the country to ensure that the positions in field attract the brightest, best and representative people for the job.
source:
Gandhi, S. (Spr/Fall 2000). Cultural Diversity and Libraries: Reaching the Goal. Current Studies in Librarianship ,v. 24 (no1/2), p. 55-65. Lance, K. C. (2005).
In an article titled, "Reflections on a New PhD Program: Thoughts of Interest to the Profession", the author quotes C. Almire as saying , "managerial leaders do need to value diversity to lead and/or transform their library organizations successfully." This article discussed a new cohort LIS PhD at Simmons College focused on managerial Leadership. The article states, "Coverage of diversity is linked to the program's leadership model. It also reports, "Discussion of diversity is integrated throughout the program, from new student orientation to the culminating capstone experience." So to develop a diverse staff, you have to have an administration that has been trained to deal with diversity, promote it and recruit diverse and culturally sensitive staff. This training can start in the MLIS program and extend into a PhD program.
Does anyone remember the Schoolhouse Rock's Great American Melting Pot from the 70's? Did not many of us learn at an early age about inclusion and how the diverse population we have makes this a great country. If you are too young to know what this is, you can search Great American Melting Pot on Youtube. It was nostalgic for me to see this. However, there are some negative comments from the not so diversified. American is a diverse country and our public institutions and services need to reflect this. Years of prejudice and discrimination make some people a little reluctant to seek services in places were they are not represented. No matter where you go, whose providing service, or who you are, we should all be able to go anywhere and get A-1 service.
Hernon, P. a. (2008). Reflection on a new PhD Program: Thoughts of Interest to the Profession. The Journal of Academic Librarianship , 1-2.
I agree with what Yashmyn J. said and have some idea of how we can make that happen.
We need to get a national advertisong campain going. How many times have you said that you are going into library science only to get the response "you need a degree for that?"
It might also behoove us to advertise the fact that the is about to be so many opining in the field to the public at large.
If the public at large knows more about library careers, it's likely that the diversity of our profession will increase.
I think I agree with Anne's talk of image. When you think of the traditional library you don't think of it being run by young, fun, and diverse people, you think of old ladies with buns and strict clothing. One of the articles we read for class mentioned a librarian that said she served mostly white patrons... why should they attempt to diversify? To me, it's obvious. What easier way is there to cultivate understanding of things you're unfamiliar with than to read about them?
This reminds me of my Greatese Librarian project. Douglas Waples was a champion of diverse collections in colleges because he thought it was important for students to get all sides of an issue, not just one.
Mary, thanks for adding your personal experience. It's really helpful to hear from people who can add real examples and situations from their own lives. I feel like I can only speculate about the reasons that libraries don't necessarily reflect the cultural make-up of their communities. All of the blog posts for this topic are insightful but I still feel helpless to do anything beyond trying to be welcoming to everyone who comes into libraries and to try to be open-minded and eager to learn. Perhaps the reasons for these disparities will become clearer to me ask I get further in the profession, but right now I feel like I can only still back and nod at what others say.
I had to do a project for one of my classes last semester that involved spending the day at a public library, so I went down to Jacksonville, Florida (which is a surprisingly diverse community for being in the deep south) and the library staff was the most multicultural staff I've seen. Three of the librarians I was stationed with were completely fluent in 3 different languages and they all had patrons that would only comes to them. One was Mandarin Chinese, the other was from Brazil and spoke fluent Portuguese and Spanish, and the other was French. When I asked the director about how he managed to get such a diverse staff he said that he made that a priority while hiring because Jacksonville is such a diverse populous. When I saw the numbers for ethnic people going into library fields I was shocked, I guess no one really starts out by saying that they are going to become a librarian, and I think that some people just turn a blind eye to the fact that it is a profession requiring higher education. Every time I tell someone I'm getting a masters in LIS, they say "you need a degree for that." I think that people are starting to see the image of libraries change, as you said that 40% of the old library directors will be retiring by 2009, then maybe that is a window of opportunity for a renaissance of multiculturalism that might have been held back by clouded leadership. It could lead to libraries and library staff being more relatable to minorities that felt they weren't working for them when it came to a future working in one.
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