Recent Comments in this Document
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a lot of middle and upper management job titles in here.
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Could this be stated in a positive way? Who will be complicit with whom?What does that silencing look like? How do library culture, workplace culture, and systemic racism collude to make it bad for your employed future to speak up or raise awareness? What, in positive terms, can library administrators do to protect library workers who speak up about racism, sexism, homophobia, gender phobia, inequity in general on libraries? For this to happen, library administrators have to nurture a culture where dissent and disagreement are appreciated, not just tolerated or ignored.
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I think you could make a much longer list of better examples.
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This test should not be recommended. It has not been shown to predict bias in behavior, which is what we should be concerned about here (that is, library staff are not participants in a psychology research study). Some recent scholarship on the IAT:https://doi.org/10.1177%2F1745691621991860https://doi.org/10.1177%2F1745691619863798https://doi.org/10.1016/j.chb.2011.04.018
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[The LIS profession must track the representation of minoritized individuals in leadership and managerial roles whether titular roles in organizations (managers, directors, supervisors, team-leaders, etc.) or comparable roles in civic organizations, associations, professional communities of practice, and other contexts where communities of color have not had, historically, access to power, resources, or opportunities to advocate for themselves or for other marginalized people. ]
Why must “the LIS profession track the representation of minoritized individuals in leadership?” What will this data show and how can it be implemented to bring about change? -
Maybe reference other research about the difference between cultural competency and cultural humility?
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[As understanding evolves and contexts and vocabulary change, libraries must reassess and revisit their practices to ensure they remain relevant, fulfill their objective, and do not cause harm]
How do you all recommend they do this? -
Perhaps this example could include additional examples of how they would take the next steps to use the information provided by the Implicit Association Test in their work/personal life.
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What does it mean to “provide the grounding needed?” How are you all defining grounding and why is grounding necessary to bring about systematic change?
We applied the scorecard to our work and had valuable discussions as a result. The following comments apply to the supplemental questions:
— Embeddedness of DEI into the Culture and Climate of the Organization: add a 5th element: pay differential
–Training and Education: Include practical examples beyond training
— Recruitment, Hiring, Retention and Promotion: include pay differential for bi-lingual, bi-cultural and cultural competency (move beyond languages spoken); create an atmosphere in the library that provides BIPOC staff with a comfortable way to share feedback and defines how feedback is received and acted upon.
— Budget priorities for DEI – elements must move *beyond* collections and book purchases
— Data Practices: should include elements for marketing, translation and engagement with communities served