What strategies have you used (or have you seen used) to effectively move an organization such as ALA towards greater equity, diversity, and inclusion? | |
What barriers have you (or others you know) faced in becoming more involved or making more changes within ALA? |
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How can the EDI Assembly – including the people in this breakout room – help break down those barriers? |
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What is one action step you personally want to commit to in order to help drive ALA towards greater EDI? Who will you ask to hold you accountable to taking that action step? |
What strategies have you used (or have you seen used) to effectively move an organization such as ALA towards greater equity, diversity, and inclusion? |
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What barriers have you (or others you know) faced in becoming more involved or making more changes within ALA? |
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How can the EDI Assembly – including the people in this breakout room – help break down those barriers? |
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What is one action step you personally want to commit to in order to help drive ALA towards greater EDI? Who will you ask to hold you accountable to taking that action step? |
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What strategies have you used (or have you seen used) to effectively move an organization such as ALA towards greater equity, diversity, and inclusion? | Nominating Committees: always have contested elections. Reinforces the participation level. Be intentional about reaching out to a wide variety of people! “If you want to come to ALA we’ll put you on a committee so you can tell your boss you’re on a committee so you can come.” Concern: ALA wanting to reduce the amount of people on committees / make it smaller Asking people to think about how they are contributing to EDI when nominating people |
What barriers have you (or others you know) faced in becoming more involved or making more changes within ALA? | |
How can the EDI Assembly – including the people in this breakout room – help break down those barriers? | |
What is one action step you personally want to commit to in order to help drive ALA towards greater EDI? Who will you ask to hold you accountable to taking that action step? | New accessibility person dig out the accessibility paper / audit to see what things need to be implemented Make sure we don’t limit numbers of people participating Find a way for divisions and round tables to share EDI resources and work together to build upon them |
What strategies have you used (or have you seen used) to effectively move an organization such as ALA towards greater equity, diversity, and inclusion? |
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What barriers have you (or others you know) faced in becoming more involved or making more changes within ALA? |
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How can the EDI Assembly – including the people in this breakout room – help break down those barriers? |
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What is one action step you personally want to commit to in order to help drive ALA towards greater EDI? Who will you ask to hold you accountable to taking that action step? |
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Group Number | Notes |
1 | |
2 | Our group noted that truth and reconciliation happened in Canada, but not in the United States. Programming for diverse groups can happen throughout the year; not just in the month. Sometimes stakeholders challenge programming outside of the “designated month.” Intersectionality (mirrored and windowed) is important in all of our literature. |
3 | |
4 | |
5 | A lot of panelists - I won’t appear on panels unless they’re diverse. It’s a good personal rule we can hold each other accountable for; but also organizationally we can hold each other accountable Scholarships to help with membership fees. Nothing more powerful than to provide money to get people included (putting our money where our mouth is) |
6 | Underlying msg: being aware of who is in your community and trying to include everyone, importance of self-education; would like to see ALA create more opportunities for all library staff to participate. Does ALA create barriers of communication and education for library workers? Dependent on your division. Also noted that ALA Conference is 50% more costly this year for membership. Would like to see more events like this that are barrier-free regarding membership, pay to attend. Good to note that ALA largely has changed and participation is not always dependent on physical attendance, asking the question: how can we make this easier for others to participate? What scholarships are available for BIPOC attendees? Underrepresentation for Jewish library workers is a major problem, we are thrilled to be included for even 5 minutes for this event, please remember that we are not safe where we work but have little representation, and we are frustrated. We want ALA to know that we are seeing a lot of words and not a lot of action.We’re tired of putting in 5 diverse presos and getting 5 rejections every year. |
7 | Having new review sources as a take away. Importance of needing to know history. How alike we are rather than different due to common experiences of discrimination. Once everyone goes beyond the demographics of who we serve, we can focus on what we want to do to connect with others and not just what we need to do. ALA needs to consider ways to get more people involved from a variety of experiences (as leaders, as members of round tables, chairs, etc. |
8 | Our group believes that ALA has to consider having everyone at the table by being more deliberate about not holding sessions on religious holidays. |
9 | My lens is based on my experiences and I still have much to learn and to consider and learn. ALA needs to work on bring diverse groups into leader positions (committee chairs, round tables, etc.). |
10 | |
Notes from people not in breakout rooms | I was in a breakout room but I wanted to ask if there’s a representative to this Assembly from Universal Accessibility Interest Group? If not, could I help facilitate getting one (or being one)? Adina Mulliken am2621@hunter.cuny.edu |
How does this topic relate to the theme “Out of the Margins”? | Job creep - doing too much; one librarian who works part-time or sometimes even volunteers running the library. Overlooked rural libraries not always considered; Not understanding of remote work or what librarians do - esp. During Covid-19. Yes, to so many things to connect with people. It was fun but was also too much. Having to defend our worth can help sustain vocational awe; expected to take care of library with low pay or in the case of volunteers no pay! You like books so let’s pile on more work regarding books. In non-profit environment. Aren’t you lucky that you get paid. Library as social work - learn how to do things never trained for (in the past), this is becoming more prevalent in public libraries. Trained to deal with all kinds of things. In library school told - you never say no, always say yes It has changed dramatically. SEe young dedicated librarians who are passionate, but the demands are so much. What is the job? Vocational awe and Covid - if you’re not in your library serving patrons then what is your value or worth? People put themselves at risk to provide answers. How we let this drive us and how both us and our patrons view our profession A lot of uncompensated work and emotional labor Do we have to meet all / everyone’s needs? |
How does this topic connect to ALA? | Trying to expand what we do - ALA units are trying to train people. ALA has done a good job supporting these libraries |
Work that is currently being done by ALA, and how others can partner | Helps us when we’re attacked - OIF, Legislative Committee |
Work that still needs to be done by ALA | Education issue. Make sure librarians have the resources we need in our administration - a library is more than just a room full of books - needs to have more definitions. Give us the material that we need to advocate. Explain what a librarian does / what a library is? Could be more active rather than reactionary Training for Library Administrators for how to reduce vocational awe and how to reduce stress. I.e. cutting down on meetings! Recognition that what people are doing is so far beyond what a librarian does (Narcon example). Should be a discussion about how to do this work/should we do this work, etc. Mindfully celebrating Only highlighting people who go above and beyond creates expectations Teach more advocacy skills to librarians Ask for other professionals / skills in the library (Besides just librarians) ALA needs to be a authority for standards and how to avoid vocational awe and how to avoid overwork Work with state library organizations or cooperatives (Regional) to help with advocacy Central resource to compile how to serve different peoples that people can locate and find but does this lessen the awe? |
Next Steps for members of the EDI Assembly (include owner and due date, where possible) | Discuss more advocacy either for library administrators or library workers (including librarians) School libraries - need specific information; in a tenuous space and constantly walking a tightrope - how can I say no. Resources to send people elsewhere. Tools for people to be able to speak up for themselves
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Outstanding Questions | |
Additional Notes/Resources | https://www.ala.org/ala/aasl/aaslproftools/toolkits/aasladvocacy.htm https://www.ala.org/ala/advocacybucket/libraryadvocateshandbook.pdf |
How does this topic relate to the theme “Out of the Margins”? How are we asking for code switching and passing in our professional life? | In conference settings, especially those that require or strongly favor in-person attendance, we have expectations that “focus” in meetings and workshops will look the same for everyone. As someone who has hyperactive ADHD, my “focus” often looks like I’m not focusing at all to most “average” adults. It would be nice if collectively we could more openly encourage participants to engage in whatever helps them best while attending/listening. For example, “If you’d like to pull out some knitting or something else to help you focus while we discuss X, feel free!” It would be something that would both break the ice as far as approaching a stigma and give people who wished to do something the “out” to do it without drawing attention to themselves individually. Another participant chimes in this was their issue in graduate school with 3 hour classes. When grading students in MLIS programs, how much am I centering grammar? Participant shared how they have downshifted grammar to only 5 points of grade after realizing the high standards she was passing on after being personally held to as a student of color Focusing on sustainability in buildings or outdoor programming can exclude those who have different acceptable temperature ranges because of neurological and other conditions Participant found that outdoor programming last summer at their public library did not take into consideration patrons with different access issues, forcing them to be the one to initiate accessibility conversations or self-exclude Another participant shared how important passing and code switching was to them as a librarian of color to maintain their safety when they enter a room in a professional setting such as a conference, to make them more likely to be listened to and accepted Considering that we are going through an almost 2-year pandemic and that nothing is normal. The fact that our co workers might not be having the same lived experiences that we have. Could we when interacting with others reflect on the fact that we might not have the whole picture and attentive listening should be implemented? |
How does this topic connect to ALA? | Playback for virtual sessions should include the ability to change speed settings to consider varying processing ability. Public libraries are meant to provide support for the their communities, and the community members most in need of support are marginalized groups. Understanding code switching can help us provide an inclusive environment where no one feels they need to hide. To practice appreciation of others to truly relate. It’s important for us to consider how our decisions to pass - or not pass - impact our behavior. And we need to consciously be aware of situations where we encourage (either intentionally or unintentionally) others to “pass” so that we can accept and welcome our patrons and fellow staff for who they really are and meet them with what they need most. |
Work that is currently being done by ALA, and how others can partner | I think, training sessions where participants have an active role and get to express their emotions at the present time. The Committee on Education’s prompt consideration of EDI material for inclusion is a model for other urgent concerns, such as the recently added core value for sustainability. The Committee on Sustainability can partner to achieve a similar success. |
Work that still needs to be done by ALA | Perhaps find ways of involving more ALA members, not just BIPOC people or those related in some form to BIPOC people. Making more accommodations in governance and committee work so that those who cannot attend or cannot (for whatever reason) optimally focus in a typical meeting setting still have an option to participate. |
Next Steps for members of the EDI Assembly (include owner and due date, where possible) | A stated agenda of what we are going to specifically achieve this year. Of course, there is much to do, but stating the one-year goals could be a start. |
Additional Notes/Resources | There is a Facebook group called Spoonie Librarians where people working in libraries or library related positions and dealing with chronic illnesses or issues can find a support network and a safe space. https://www.facebook.com/groups/108264862952372/?ref=share There is an online community including a Discord group called #CripLib for librarians with disabilities. https://criplib.wordpress.com/ |
Presentation | https://docs.google.com/presentation/d/1HQTAg9mwyTp7ZRmIthvUgp0oSZgW7AZX0_FeTXJtY8I/edit?usp=sharing |
What identities are centered in LIS/ALA? What is currently being done within LIS/ALA/institutions to highlight/empower those with marginalized identities? What are other ways to bring attention to those who have been marginalized in LIS/ALA? What else can be done? | All answers can be found on the padlet https://waukeshacounty.padlet.org/khughes13/7p1svlhvh6v4q0rn |
What can we do in the EDI Assembly to address inequalities within intersections? | This was not answered directly, however the overall consensus was that although ALA has made progress with many front facing positions, there is still work to be done in terms of normalizing/centralizing individuals who have been marginalized within the profession as a whole. |
Outstanding Questions | N/A |
Additional Notes/Resources | https://docs.google.com/presentation/d/1HQTAg9mwyTp7ZRmIthvUgp0oSZgW7AZX0_FeTXJtY8I/edit?usp=sharing https://waukeshacounty.padlet.org/khughes13/p68wy7bn62mcvllk https://waukeshacounty.padlet.org/khughes13/7p1svlhvh6v4q0rn |
“Liberatory Design is a process and practice to: • Generate self-awareness to liberate designers from habits that perpetuate inequity. • Shift the relationship between the people who hold power to design and those impacted. • Foster learning and agency for those involved in and influenced by the design work. • Create conditions for collective liberation” It includes “1. Mindsets: to invoke stances and values to ground and focus your design practice. 2. Modes: to provide process guidance for your design practice.” | |
What is one mindset on pages 5-28 that stands out to you? How does it relate to the theme “Out of the Margins”? |
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Notice (page 17):
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How can you bring the process of Liberatory Design into your work with ALA? |
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Outstanding Questions | |
Additional Notes/Resources | Truth Racial Healing and Transformation - A methodology that encompasses similar things to liberatory design |
What are the barriers to EDI? | Misrepresentation or misunderstanding of CRT in the public and on elected and appointed boards. Attempts to legislate racial history and diversity in education. Expectation of “neutrality.” Economic and ableism diversity are neglected in discussions and programming. |
Work that is currently being done by ALA, and how others can partner | President Jefferson convened the working group on intellectual freedom and social justice. Challenge Support for diverse resources. Collaboration with state chapters and local institutions to support libraries experiencing “pushback.” ALA Diversity Research Grant Advisory Board FTRF is planning a great IF/SJ Symposium. |
Work that still needs to be done by ALA | Libraries provided a marketing/promotional campaign (similar to Libraries Transform) to promote values regarding this issue. “Beefier” toolkit to respond to concerns. Make materials easy to find and accessible. Resources to unpack and explain CRT |
Next Steps for members of the EDI Assembly (include owner and due date, where possible) | Libraries provided a marketing/promotional campaign (similar to Libraries Transform) to promote values regarding this issue. Commitment to utilize the EDI Assembly group for sharing resources and posing questions. Read materials the expand our understanding and adopting it into the work we’re doing |
Outstanding questions | How do we respectfully and boldly question supervisors who push back against EDI? Read Knowledge Justice: Disrupting LIS through CRT and start acknowledging the white supremacist systems impacting our profession. |
Additional Notes/Resources: |
What are the barriers to EDI? | Cost of conference
Mobility - getting around conferences- very hard to get around conference spaces Cost of membership (bundled with ALA + division + roundtable) Food provided doesn’t meet dietary restrictions- so much business is done at meals at ALA conferences, whether awards breakfasts or vendor meals How to get involved is opaque Cost of membership to multiple divisions just to be on committee Unpaid labor- some award committees involve 1000+ hours of reading Committees don’t reflect the diversity of the field and then speaking for a group of people Lack of transparency of how to get on a committee What outreach is being done for diverse committee participation? ALA Connect is hard to use Staffing levels in home library are a barrier for rural library participation in ALA. It's hard to be on a committee or travel to conference when you are the only librarian at your tiny library. Virtual participation and conferences help. |
Work that is currently being done by ALA, and how others can partner | Gift memberships, with pressure, but not advertising this or not sure they’re continuing it. Others can partner by supporting/getting the word out. In person conferences have different accommodations based on the city, including complimentary mobility assistance. The page from the last in person Annual Conference: https://2019.alaannual.org/general-information/accessibility New Members Round Table is a good place to start at ALA. Core - assess how conducting meetings/events, setting up of committees, and additional programming for marginalized groups - this work could be done at all ALA levels https://twitter.com/librariankqm/status/1441448927870455813 Experience and Inclusion Committee for #ACRL2023 |
Work that still needs to be done by ALA | Divisions; better captions for Zoom (not available in breakout rooms, trouble with acronyms)Willingness to pay for live captioning Create series of one-pagers or similar concise documents explaining frequent questions as to access or participation in ALA for those who are considering but feel overwhelmed or excluded (and include those files in easily accessible spots on the website/emails), Creation of a more transparent and well publicized process for recruiting and appointing committee members / have a committee set up for this as opposed to one person Ongoing assessment of in-person venues for accessibility and potential services to create a more inclusive and accessible environment For in-person conferences: Create a database of local people willing to share their homes Create an accessibility checklist for all ALA-sponsored workshops, programs, etc. and make it mandatory. Re-imagine membership-based financial structure We need to allocate funds for BIPOC and other diverse presenters. Some groups across ALA are finding that they are unable to get speakers and presenters because they cannot pay them what they are worth. Maybe need partnerships to offset costs. Better and more targeted outreach to Tribal Colleges and HBCUs. |
Next Steps for members of the EDI Assembly (include owner and due date, where possible) | Nick - agree to send presentation slides one week in advance Suzan - More accessible facilitation guidelines and widespread throughout assembly Louisa- 1) Advocate for better captioning for breakout rooms for EDI Assembly. 2) Will submit any slides for future presentations at least a week in advance or ahead of any deadline. 3) Will continue to advocate for to pay all speakers, trainers, and content creators for EDI Assembly. |
Outstanding questions | |
Additional Notes/Resources: | https://acrlog.org/2021/05/26/the-inaccessibility-of-acrl-2021/ https://criplib.wordpress.com/2021/06/16/conference-accessibility/ Who is not here: People who cannot afford ALA membership Rural librarians Staff of small libraries School librarians - fixed schedules and often no professional development budget Students, staff, support staff are often from marginalized or non-dominant groups Staffing levels in home library are a barrier for rural library participation in ALA. It's hard to be on a committee or travel to conference when you are the only librarian at your tiny library. Virtual participation and conferences help. |
What are the barriers to EDI? | Short term positions/Residency Programs -Are term positions (2-3 years) a good way to add diversity to the organization. If doing so, need to find ways to keep people. -Find ways to create permanent positions. -Need to create pathways -established residencies (with pathway to employment) can be a positive way to move forward Barriers to the Retention/Advancement of BIPOC staff -need to get into leadership positions -Start with discussing racism -degree requirements-MLIS -remove the degree, you can higher folx from the community. -Concept on ”Collegiatiality” -Create pathways for BIPOC to advance -White people need to share power Unwritten rules and vague language in bylaws and personnel docs are serious barriers. |
Work that is currently being done by ALA, and how others can partner | YALSA- Spectrum scholarships, Emerging Leaders |
Work that still needs to be done by ALA | -Creation of Diversity Dashboards -Set goals (percentage of how to advance equity in the organization) -sacrifice to give others a chance -build EDI expectation into evaluation of academic institutions ( possible example: Stony Brook University) -scholarship, teaching, service -require evaluations to focus on scholarship, teaching, service - accountability specifically for administrators/supervisors -How do you ensure EDI Accountability -mechanisms to report microaggressions |
Next Steps for members of the EDI Assembly (include owner and due date, where possible) | |
Outstanding questions | -How do we add EDI evaluations to individual goals? -how are directors developed in ALA…Are they looking at their own power and how to change -Power is at the top -how do we disrupt? |
Additional Notes/Resources: |
What are the barriers to EDI? |
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Work that is currently being done by ALA, and how others can partner |
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Work that needs to be done by ALA |
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Next Steps for members of the EDI Assembly (include owner and due date, where possible) | |
Outstanding questions |
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Additional Notes/Resources: |