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 2

Preamble Credit: Brown, Jennifer, Jennifer Ferretti, Marisa Méndez-Brady, and Sofia Leung. “We Here: Community Building as Self Care." 3 Workshop presentation at the Joint Conference of Librarians of Color 2018, Albuquerque, NM, September 29, 2018.

Background Motivations Concepts • • Burden of Care Pushing the Margins • • The Personal is Political Cultural Taxation • • Intersectionality Uncovering Narratives • • Invisible Labor Written/Unwritten: Diversity and the Hidden Truths of Tenure (Patricia Matthew) 4

Methodology Approach Topics Explored • • Self-identified women of color currently or previously Navigation of the tenure/promotion process working in tenure- or promotion-track jobs (i.e., • Service work as a result of race and/or gender identity positions which award permanent status) • Factors contributing to work-life balance • Targeted recruitment • Climate of work environments • Supplemented by literature review • Identity negotiation 5

Participants By Racia ial/Ethnic Id Identity By Type of In Instit itution • • 36.7% Black or African American 66% from doctorate-granting institutions • 15.1% from Masters-granting institutions • 30% Asian • By Rank 16.7% Latina/Latinx • 10% Prefer to self-describe • 46% Assistant or Senior Assistant Librarian/Professor • 3.33% Native Hawaiian or Other Pacific Islander • 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 6

Tenure/Promotion • A majority of respondents (68%) felt that the requirements for tenure and promotion were clearly communicated, 19.6% disagreed • 57.6% of respondents indicated that they had had to seek support networks outside of their institution or library but… • ...they also worried about the perception of their diversity work in their portfolios 7

Tenure/Promotion I ha have not not felt elt extern xternal al pr pressur essure to to chan hange “ what I do wha 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 of ad advising vising my my entir entire car career eer. It It was as only only after after seek seeking ing out out ne new ment mentor ors 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 om my my su supe pervisory visory line ne could ould be be be better tter. ” 8

Tenure/Promotion I consciou consciously sly tried tried to to beef beef up up my my “ prom pr omot otion ion file ile with with othe ot 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 ork 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 orwar ard my my pr promo omotion tion file le. ” 9

Service • 56.6% felt that they took on more service activities because of their racial identity • 52.9% indicated that they were involved in more “unofficial” service activities than colleagues because of their race and/or gender identity • 62.3% said that they had been approached by students for help because of their race and/or gender identity 10

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. ’” 11

Work-Life Balance • 56% of our respondents agreed that they take on additional household and family responsibilities outside of work. • 48.9% noted that they received adequate support from their institution to help manage their work-life balance. • 45% did not feel pressured to reduce service activities because of how such service might be weighed. • Struggles with Imposter Syndrome and work-life balance. 12

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 or my commitments are the same. ” 13

Institutional Culture • 42% of respondents reported being satisfied with the overall climate of their institution • 46.3% were satisfied with the overall climate of their library • 50% of respondents felt that their library valued diversity and inclusion • 39% of respondents felt that their library actively demonstrated a commitment to being a diverse and inclusive workplace 14

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. ” 15

Negotiating Identities • 42.3% had experienced or observed other unjust personnel practices (e.g. salary inequities, reappointments, etc.) due to race and/or gender identity • 35.9% said that they had had to negotiate parts of their identity in order to conform to expectations in the tenure/promotion process • 45.3% admitted that they have had to negotiate parts of their identity in order to conform to their work environment • 64.8% had experienced or observed hostility, harassment, exclusions, microaggressions, or other unjust practices at their institution 16

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 of my identity (e.g., comments like ‘you’re not really Asian’) when I do speak up. ” 17

Concluding Questions 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.” 18

Out now! http://library ryjuicepress.c .com/pushing-the-margins.php #WOCinLIS Obli ligatory ry Plu lug (Psst, , our research is is in in chapter 11.) .) 19

Thank You! Tarida Anantachai tanantac@syr.edu Camille Chesley chesley@albany.edu