Diversify or Perish

1. 1 �Diversify or Perish!� Minority Recruitment and Retention in Libraries Carla Stoffle, our beloved Dean of Libraries, and her colleague Patricia Tarin wrote an article �No Place for Neutrality: the Case for Multiculturalism� in 1994, to make the point that libraries must recruit minorities for their professional staff in order to mirror the diversity in the US population and better serve the general public. Others have pointed out that in general, libraries must continue to be relevant to their day and age in order to stay alive. One issue in this relevancy is their diversity.Carla Stoffle, our beloved Dean of Libraries, and her colleague Patricia Tarin wrote an article �No Place for Neutrality: the Case for Multiculturalism� in 1994, to make the point that libraries must recruit minorities for their professional staff in order to mirror the diversity in the US population and better serve the general public. Others have pointed out that in general, libraries must continue to be relevant to their day and age in order to stay alive. One issue in this relevancy is their diversity.

2. 2 Reasons for Recruitment By 2050 minorities will be the majority. They should be represented in staff. Minority staff can best choose materials to interest new groups. Our population is growing more and more diverse, and minorities will soon be in the majority! That is, by the year 2050, over 50% of the population will be members of an ethnic or linguistic minority group. Thus, we need to find ways to bring different kinds of people into our library: one way is to have staff that look like and speak like themselves. Another way is to have specialized materials that interest them. Minority librarians can best choose such materials, being most familiar with the culture of their own group.Our population is growing more and more diverse, and minorities will soon be in the majority! That is, by the year 2050, over 50% of the population will be members of an ethnic or linguistic minority group. Thus, we need to find ways to bring different kinds of people into our library: one way is to have staff that look like and speak like themselves. Another way is to have specialized materials that interest them. Minority librarians can best choose such materials, being most familiar with the culture of their own group.

3. 3 As Lakeshia Darby (2005) notes in �Abolishing Stereotypes: Recruitment and Retention of Minorities in the Library Profession,� �When people of color do not see themselves represented in libraries, they may not approach librarians.� The library can act as a catalyst, bringing ethnic groups together. provide information and research resources about the various ethnic communities. Lakeshia Darby has a very insightful article on this subject, saying that we must have diversity because The lack of diversity in librarianship impacts the public we serve. �when people of color�� Also, �In a multicultural community, libraries can bring ethnic groups together by providing information about the different ethnic communities.Lakeshia Darby has a very insightful article on this subject, saying that we must have diversity because The lack of diversity in librarianship impacts the public we serve. �when people of color�� Also, �In a multicultural community, libraries can bring ethnic groups together by providing information about the different ethnic communities.

4. 4 Statistics: 12.8 % of staff are in a Minority group 5.8% are Asian/Pacific Islander 4.5% are African-American 2.2% are Hispanic .03% Native American/ Alaskan Native (Johnson, 2007) Statistics are for ARL member libraries. Peggy Johnson, in �Retaining and Advancing Librarians of Color,� published in the Sept. 2007 issue of Journal of College and Research Libraries, gives statistics from the Assoc. of Research Libraries� member institutions, indicating that overall 12.8% of ARL staff members are of minority background. The four categories are standard, although the 2000 Census added a group of �two or more races� for people like Tiger Woods. The overall Census figures for librarians in general are somewhat different, but close enough to make our point.Peggy Johnson, in �Retaining and Advancing Librarians of Color,� published in the Sept. 2007 issue of Journal of College and Research Libraries, gives statistics from the Assoc. of Research Libraries� member institutions, indicating that overall 12.8% of ARL staff members are of minority background. The four categories are standard, although the 2000 Census added a group of �two or more races� for people like Tiger Woods. The overall Census figures for librarians in general are somewhat different, but close enough to make our point.

5. 5 General Library Statisticsin U.S. Census 2000: Out of a total of 109,958 Credentialed Librarians Under 35: 12,082 (11%) 35 - 44: 21,106 (19.2%) 45 � 54: 50,139 (45.6%) 55 � 64: 21,922 (19.9%) 65 + older: 4,710 (4.3%) Men: 19,463 (18%) Women: 90,495 (82%) (ALA, 2007) From the 2000 Census figures, we find that there are 109,958 librarians of all colors in the US. As you can see, almost 70 percent of professional librarians are 45 or older. I�m sure we all know that librarianship is a graying profession, that the traditional image of the older and sometimes unfriendly white lady is not so far away from the truth as we would like to think. And the age groups of minority librarians follow the same pattern. The small number of minorities already in librarianship is graying as well. Thus, these numbers show that recruitment of minorities to professional library positions is very important for the future of libraries. From the 2000 Census figures, we find that there are 109,958 librarians of all colors in the US. As you can see, almost 70 percent of professional librarians are 45 or older. I�m sure we all know that librarianship is a graying profession, that the traditional image of the older and sometimes unfriendly white lady is not so far away from the truth as we would like to think. And the age groups of minority librarians follow the same pattern. The small number of minorities already in librarianship is graying as well. Thus, these numbers show that recruitment of minorities to professional library positions is very important for the future of libraries.

6. 6 A Historical Perspective Laws passed by Congress 1900 -1950 that discriminated against minorities: Social Security: left out farm workers and maids New Deal � administered by local agencies GI Bill � few �colored� colleges A historical view of �Affirmative Action� in a study by Ira Katznelson shows that several major Federal laws passed in the early to mid twentieth century, which helped to create the middle class in this country, were skewed against people of color. Social Security originally did not apply to two occupations dominated by minorities: farm workers and maids. The New Deal was set up to be administered by local agencies, which, in the South, where a majority of African-American families lived, were mostly racist and found ways to leave out minority families. The GI Bill was blatantly skewed, because higher education was completely segregated at the time, and the number of seats available to minorities was very low. Thus at a time when the middle class was growing and becoming richer, people of color were having a harder time. A historical view of �Affirmative Action� in a study by Ira Katznelson shows that several major Federal laws passed in the early to mid twentieth century, which helped to create the middle class in this country, were skewed against people of color. Social Security originally did not apply to two occupations dominated by minorities: farm workers and maids. The New Deal was set up to be administered by local agencies, which, in the South, where a majority of African-American families lived, were mostly racist and found ways to leave out minority families. The GI Bill was blatantly skewed, because higher education was completely segregated at the time, and the number of seats available to minorities was very low. Thus at a time when the middle class was growing and becoming richer, people of color were having a harder time.

7. 7 Issues involved Recruitment Retention Advancement These are some of the issues that need to be addressed if we are to diversify our workplaces: Recruitment: How to interest students in librarianship? , Retention how to keep LIS grads working in libraries and not wooed away to lucrative information technology jobs in the private sector and Advancement: how to have a significant number of minority librarians in positions of responsibility within their establishments? . These are some of the issues that need to be addressed if we are to diversify our workplaces: Recruitment: How to interest students in librarianship? , Retention how to keep LIS grads working in libraries and not wooed away to lucrative information technology jobs in the private sector and Advancement: how to have a significant number of minority librarians in positions of responsibility within their establishments? .

8. 8 What is being done on the national level? Scholarships: -- Spectrum (ALA �Office of Diversity�); Knowledge River (U of A) Grants from Federal Institute of Museum and Library Sciences ALA�s five member Associations �Joint Conference of Librarians of Color� So let�s look at some of the things that are being done on the national level. Scholarships can help to make a degree possible for those who are interested. The ALA currently gives out �Spectrum� scholarships under its �Office of Diversity� to minority students who want to study Library Science, in the same way that the U. of A. does in its �Knowledge River� program. The Federal Institute of Museum and Library Sciences gives grants for institutions to send minority paraprofessionals to school to get their degree; the ALA has five member Associations for minority librarians. The five got together last year in a Joint Conference to celebrate their diversity. These member Associations do activities to promote recruitment in each sphere. So let�s look at some of the things that are being done on the national level. Scholarships can help to make a degree possible for those who are interested. The ALA currently gives out �Spectrum� scholarships under its �Office of Diversity� to minority students who want to study Library Science, in the same way that the U. of A. does in its �Knowledge River� program. The Federal Institute of Museum and Library Sciences gives grants for institutions to send minority paraprofessionals to school to get their degree; the ALA has five member Associations for minority librarians. The five got together last year in a Joint Conference to celebrate their diversity. These member Associations do activities to promote recruitment in each sphere.

9. 9 A L A member associations for minority groups American Indian Library Association (AILA) Asian/Pacific American Librarians Association (APALA) Black Caucus of the ALA (BCALA) Chinese American Librarians Association (CALA) National Association to Promote Library and Information Services to Latinos and the Spanish-Speaking (REFORMA) These are the five Associations. � for the Native Americans, the Asian/Pacific islanders, the African Americans, the Chinese and Hispanic communities. REFORMA, for example, has a mentoring program, and has lots of good ideas on its website for recruitment � starting young to interest Hispanic children in libraries. Even non-Spanish-speaking librarians can set up a �Storytime� for Hispanic children and their parents. The Associations are good for networking and finding role models.These are the five Associations. � for the Native Americans, the Asian/Pacific islanders, the African Americans, the Chinese and Hispanic communities. REFORMA, for example, has a mentoring program, and has lots of good ideas on its website for recruitment � starting young to interest Hispanic children in libraries. Even non-Spanish-speaking librarians can set up a �Storytime� for Hispanic children and their parents. The Associations are good for networking and finding role models.

10. 10 Activities on the university level Residency and Internship programs: 1 � 2 year positions for beginner minority librarians Mentoring institutes such as the University of Minnesota �Institute for Early Career Librarians from Groups Underrepresented in the Profession�: Week-long �forum for leadership development� with a �community of peers� to �explore practical skills in key areas.� As for the university level; we�ve already mentioned the �Knowledge River� program. Some universities have set up 1 � 2 year internship programs offering employment to minority librarians who might not have been hired elsewhere. Unfortunately, there is sometimes a stigma attached to them and the recipients find they still cannot be hired afterwards. Weissinger (2003) has real misgivings about the usefulness of many of these programs. Mentoring programs might have more chance to succeed. For example, Peggy Johnson in her article describes the Institute held every two years at U of Minnesota, for 20 to 24 minority librarians, coming together to become a community of practice and do �group mentoring.� As for the university level; we�ve already mentioned the �Knowledge River� program. Some universities have set up 1 � 2 year internship programs offering employment to minority librarians who might not have been hired elsewhere. Unfortunately, there is sometimes a stigma attached to them and the recipients find they still cannot be hired afterwards. Weissinger (2003) has real misgivings about the usefulness of many of these programs. Mentoring programs might have more chance to succeed. For example, Peggy Johnson in her article describes the Institute held every two years at U of Minnesota, for 20 to 24 minority librarians, coming together to become a community of practice and do �group mentoring.�

11. 11 UM institute: Noteworthy Aspects Emphasizes Mentoring: one-on-one and as a group psychosocial and career enhancing aspects �Group mentoring� -- new concept akin to �learning communities� and �communities of practice� �Participants serve as peer mentors to each other, � mutually supporting and encouraging each other.� Many writers on this subject point to the importance of mentoring in this process, and the Minnesota Institute emphasizes both one-on-one mentoring and �group mentoring,� and addresses both the personal life or �psychosocial� side, and the professional side of the mentoring relationship. In group mentoring, which Peggy Johnson identifies as a new concept, and likens to the learning communities in schools and the communities of practice in corporations, the �participants serve as peer mentors to each other,� during the institute and afterwards: keeping in touch by email, meeting in conferences, even working together on a paper or a presentation. Many writers on this subject point to the importance of mentoring in this process, and the Minnesota Institute emphasizes both one-on-one mentoring and �group mentoring,� and addresses both the personal life or �psychosocial� side, and the professional side of the mentoring relationship. In group mentoring, which Peggy Johnson identifies as a new concept, and likens to the learning communities in schools and the communities of practice in corporations, the �participants serve as peer mentors to each other,� during the institute and afterwards: keeping in touch by email, meeting in conferences, even working together on a paper or a presentation.

12. 12 But, these are mostly for retention � what about recruitment? What can the individual do? Lakeshia Darby lists ten things we can do: 1) Personal commitment to recruitment and diversity 2) Positive vision, think creatively to excite potential students. 3) Reach out, encourage, coach, and counsel potential students. 4) Support and assist library school students. So much of what is being done is for retention of those who have already chosen to be in the field. I think more emphasis should be placed on recruiting more librarians in general, and of minority background in particular. Lakeshia Darby, currently a librarian at South Carolina State University, a historically black university, gives us a list of ten items that can be done on an individual level for recruitment of minorities. Using words like �Make a personal commitment,� �develop a positive vision,� �encourage,� �coach,� �professional and emotional support,� etc.So much of what is being done is for retention of those who have already chosen to be in the field. I think more emphasis should be placed on recruiting more librarians in general, and of minority background in particular. Lakeshia Darby, currently a librarian at South Carolina State University, a historically black university, gives us a list of ten items that can be done on an individual level for recruitment of minorities. Using words like �Make a personal commitment,� �develop a positive vision,� �encourage,� �coach,� �professional and emotional support,� etc.

13. 13 Encouragement & Mentoring 5) One-on-one relationships with staffers and others, -- encourage them to consider librarianship as a career. 6) Flexibility for subordinates pursuing the MLS. 7) First-rate mentoring program at your institution. 8) Work closely with library school dean and staff. 9) Branch out to capture the attention of potential library school students. 10) Recruit actively, not passively. She goes on to talk about creating �relationships,� �flexibility,� �branching out from traditional settings,� being active, not passive! Key concepts are encouragement, being a role model, and mentoring. Notice that in number 7 she suggests having a �first-rate mentoring program� at your library. She goes on to talk about creating �relationships,� �flexibility,� �branching out from traditional settings,� being active, not passive! Key concepts are encouragement, being a role model, and mentoring. Notice that in number 7 she suggests having a �first-rate mentoring program� at your library.

14. 14 What about the library as an institution? Institutions must change too! Carla Stoffle gives us the picture of a multicultural organization necessary social climate valuing and working with diversity. Even if all individual librarians make an effort to put these 10 points into practice, without the support of their organization, they will have a hard time effecting a real change. The library as an institution must change, as Carla Stoffle describes it, to become a �multicultural organization,� with the necessary social climate of valuing and working with diversity.Even if all individual librarians make an effort to put these 10 points into practice, without the support of their organization, they will have a hard time effecting a real change. The library as an institution must change, as Carla Stoffle describes it, to become a �multicultural organization,� with the necessary social climate of valuing and working with diversity.

15. 15 The Multicultural Organization Administrators work with staff to define diversity and set clear goals; Program reflects the contributions and interests of diverse groups Sensitive to possible violation of interests of all groups; Members of diverse groups are full participants, especially in decision-making; Supports efforts to eliminate all forms of social oppression An organization can call itself �multicultural� when the administrators are aware of the problems, work with staff to set goals, and make sure that the program reflects the contributions and interests of all the different players; and is sensitive to possible violations of these interests. The organization must have members of diverse groups participating fully at all levels, particularly in the decision-making process. The administrators must also support efforts to eliminate all forms of social oppression.An organization can call itself �multicultural� when the administrators are aware of the problems, work with staff to set goals, and make sure that the program reflects the contributions and interests of all the different players; and is sensitive to possible violations of these interests. The organization must have members of diverse groups participating fully at all levels, particularly in the decision-making process. The administrators must also support efforts to eliminate all forms of social oppression.

16. 16 How to transform a �monocultural� organization Five steps between the �exclusionary club� and the �redefining organization� Change from dominance of one group towards a more open policy. The �nondiscriminating� organization actively recruits women and minorities, still remains committed to the majority group�s worldview. Final step explore new approaches and organizing methods that guarantee inclusion, participation and empowerment of all members. According to Stoffle�s article, there are different stages between the exclusive �old boys� club� and a multicultural organization. One stage, where many institutions are now, is what they call the �nondiscriminating� organization, where women and minorities are actively recruited and promoted, but where the norms and practices have not actually changed, but are still committed to the majority values and ideals. In order to be truly multicultural, the organization�s operations and perspectives must be examined and modified, such that all of its members are encouraged and empowered to contribute to its growth and success.According to Stoffle�s article, there are different stages between the exclusive �old boys� club� and a multicultural organization. One stage, where many institutions are now, is what they call the �nondiscriminating� organization, where women and minorities are actively recruited and promoted, but where the norms and practices have not actually changed, but are still committed to the majority values and ideals. In order to be truly multicultural, the organization�s operations and perspectives must be examined and modified, such that all of its members are encouraged and empowered to contribute to its growth and success.

17. 17 Multiculturalism � Embracing diversity According to Stoffle, Diversity: Social (not legal) construct, Not a �melting pot� Differences are to be accepted and encouraged; Valorizes all cultural backgrounds and experiences; Unleashes �creative forces� in the institution Reaps �benefits for itself and its workers.� Finally, the article gives us some ideas on diversity. It cannot be created by passing laws, but must be worked out socially. The goal is not to have everyone assimilated into one culture, as in a melting pot, but to put value on differences in culture, background and experience. When an institution makes an effort to encourage and foster diversity, creative forces are unleashed that give a great benefit for all concerned.Finally, the article gives us some ideas on diversity. It cannot be created by passing laws, but must be worked out socially. The goal is not to have everyone assimilated into one culture, as in a melting pot, but to put value on differences in culture, background and experience. When an institution makes an effort to encourage and foster diversity, creative forces are unleashed that give a great benefit for all concerned.

18. 18 References and further reading American Library Association. (2007). The state of America's libraries report: Scholarships awarded to 69 prospective minority librarians. Retrieved June 25, 2007, from http://www.ala.org/ala/pressreleases2007/March2007/statenewpublibs.htm American Library Association Office for Research and Statistics (2007). Diversity counts. Retrieved June 18, 2007, from http://ala.org/ala/ors/diversitycounts/DiversityCounts_rev07.pdf Darby, L. (2005) Abolishing stereotypes: Recruitment and retention of minorities in the library profession. Rural Libraries, 25(1), 7-17. De las Carolinas. (2006). More on the Joint Conference of Librarians of Color. Retrieved June 24, 2007, from http://delascarolinas.blogspot.com/2006/12/more-on-joint-conference-of- librarians.html Gomez, L. M. (2006). Minority librarians needed. Retrieved June 25, 2007, from http://www.my sanantonio.com/news/metro/stories/ MYSA102606.01B.Librarians_of_Color.2fe5699.html Grady, J., & Hall, T. (2006). The world is changing: Why aren't we? Recruiting minorities to librarianship. [Electronic version]. Library Worklife: HR E- News for Today's Leaders, 1(4)

19. 19 More references� Johnson, M. (2007). Retaining and advancing librarians of color. College and Research Libraries, September 2007, 68:5, 405-417. Katznelson, I. (2006). When is affirmative action fair? On grievous harm and public remedies. [Electronic version]. Social Research, 73(2), 541-568. Minority librarians seek to update image of white "bun lady". (2006). [Electronic version]. "Diverse" Issues in Higher Education: Current News, 07(56). Retrieved June 24, 2007, from http://www.diverseeducation.com/artman/publish/article_67 National Association to Promote Library and Information Services to Latinos and the Spanish-Speaking (REFORMA). (n.d.). REFORMA Mentoring Program. Retrieved June 28, 2007, from http://www.reforma.org/mentoringprogram.html Stoffle, C. J. & Tarin, P. A. (1994) No place for neutrality: The case for Multiculturalism. Library Journal, July 1994, 46-49. Weissinger, T. (2003). Competing models of librarianship: Do core values make a difference? [electronic version]. Journal of Academic Librarianship, 29(1), 32- 40.

20. 20 References for photos/graphics (all photos retrieved Oct. 13 � 15, 2007) Photos on pp. 1,2,3,4,5,7,8,10(a),11,13,14, 16, and 17 purchased from 123rf.com stock photos. (http://www.123rf.com) P.6: photo of Ira Katznelson taken from Columbia University faculty site: http://www.columbia.edu/cu/polisci/fac-bios/katznelson/faculty.html P. 9: Logos of the five Associations, from their websites: 1.AILA: http://aila.library.sd.gov/ 2. APALA: http://www.apalaweb.org/ 3. BCALA: http://www.bcala.org/ 4. CALA: http://www.cala-web.org/ 5. REFORMA: http://www.reforma.org/ P. 10(b): Photo of Peggy Johnson from U. Minn website: http://www.lib.umn.edu/about/profiles/m-john.html P.12: Photo of Lakeshia Darby from UC South Carolina: �Forming a Friends of the Library Group: the Miller F. Whittaker Library Experience� Powerpoint presentation retrieved from HBCU Libraries website: hbculibraries.org/presentations/southcarolina.ppt P. 15: Photo of Carla Stoffle from U of Arizona intranet, accessed through old SIRLS website: http://intranet.library.arizona.edu/users/cstoffle/homepage.html