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4-21-2017

The Critical Library Manager The Critical Library Manager

Candise Branum Oregon College of Oriental Medicine

Molly Gunderson Portland State University, mgun2@pdx.edu

Turner Masland Portland State University, masland@pdx.edu

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Citation Details Citation Details Branum, Candise, Gunderson, Molly, and Masland, Turner. "The Critical Library Manager." Presented at the Oregon Library Association Conference, Salem, Oregon, April 21, 2017.

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The Critical Library ManagerCANDISE BRANUM

MOLLY GUNDERSON

TURNER MASLAND

What is Critical Theory?

Understanding social structures & social phenomena through the struggle between domination and liberation

A. Class Oppression /

Marxism

B. Postcolonial Theory

C. Critical Race Theory

D. Feminist Theory

E. Queer Theory

F. Gender Identity Theory

G. Theory of

Intersectionality

A

B C

DE

F

G

Critical Librarianship

LIBRARIES

SOCIAL JUSTICE

CRITICAL THEORY

You are here.

● Instruction● Pedagogy● Reference Services● Programming ● Youth Services● Cataloging

Things we think of as neutral

Library spacesExterior • Large

• Imposing

• Accessible entrances hard to find

• Named after a white dude • (Only 2 out of 26 major colleges and universities in Oregon and Washington have libraries named after women – and 0 people of color!)

Interior• Confusing layout

• Difficult to know where to get help

• Expectation of quiet

Libraries have never been neutral

Segregated until the late 1960s

Libraries have never been neutral Hierarchical classification systems

“Reading the classifications and subject headings as narratives that elaborate casts of characters and place them in relation to one another according to the ways they deviate from a norm helps to understand the knowledge/power relations at play on library shelves.” – Adler, Huber, and Nix

Handicapped – People with disabilities

Illegal Alien – Non-Citizen

Negro – still used in .N4o BF432.N5o Psychology—Consciousness. Cognition—Intelligence. Mental ability. Intelligence testing. Ability testing—By specific group of

people, A-Z—Negroes. Blacks. African Americans

Librarians•Privacy advocates

•Respect for all patrons

•Fight Censorship

•Empower patrons

We Can…• Provide spaces for everyone

◦ All gender restrooms

◦ Family friendly study rooms

◦ Prayer and meditation rooms

• Have an awareness of what we purchase/decide not to purchase ◦ Who are we leaving out?

◦ Purchase materials from small presses

◦ Open Educational Resources

◦ Textbook purchasing to defray costs for students

• Give up “punitive policing”◦ Do away with library fines

◦ Allow food in the library

Recruitment & Hiring•Hire for diversity

•Recruitmento Reach out to campus groups such as Black Student Union, QRC, Multicultural Center

o Post on craigslist, in neighborhood newspapers, community centers

•Be mindful of inherent and structural biases –o We want to hire those that are like us

o “Fit in” to our pre-existing organization’s social structure

o Are we discouraging people from applying?o Online only applications

o Bureaucratic hiring process

o Asking for pay history, academic transcripts, and requiring experience for an entry-level position cuts out a segment of the population

Supporting your staffWhen we hire a diverse staff, how do we retain them?

Create a supportive workplace o School comes firsto Flexible hourso Work/life balance

Give employees the opportunity to shineo Give them work that keeps them engagedo Create leadership opportunities

Create professional development opportunitieso Offer workshops and trainingso Give them opportunities to serve on library or campus committees

Advocate for student employeeso Connect them with resources on campuso Help student employees transition from college to workplace

Equity LensGroup identities:RaceGender expressionVeteran statusSocio-economic class (of origin; current)Religion/ spiritualityEducational backgroundAgeSkin colorNationality/ citizenshipSex assigned at birth (male, female, intersex)Geographic regionRelationship/marital statusCriminal backgroundFamily status (of origin, current; family constellation; household members)Immigration statusSexual orientationYears of experience (in the field, organization)Gender identity (cisgender, transgender)Size/appearance/ athleticismPosition & level in the hierarchyDisability statusEthnicity/ cultureWork style (extro/introvert, results or process oriented, etc.)Language proficiency/use of English

SOCIAL JUSTICE WORK AS LIBRARY POLICYEMBEDDING SOCIAL JUSTICE INTO OUR LIBRARY WORK

“When past issues of racial discrimination and ethnic oppression are minimized to

underrepresentation of certain groups and the inclusion of librarians of color, the roles of white

culture and white privilege are not addressed.” (Hussey p.7)

“Diversity” focuses on modifying, not dismantling the white dominant paradigm

DIVERSITY DOES NOT SOLVE THE

PROBLEM OF INSTITUTIONAL RACISM

DIVERSITY DOES NOT “FIX”

INSTITUTIONAL RACISM

IMAGE CREDIT: http://shadowandact.com/2016/12/27/history-channel-to-air-2-hour-special-on-presidency-transition-of-power-from-obama-to-trump/

Projects vs. Policy Social justice work is often viewed as “side projects,” not as the real work that we do.

Inequity affects our learning communities, and our missions and policies should address this.

Policies = Framework of what we do

Strategic Plans & Diversity Initiatives

Good intentions do not create change – WE DO

Formalized initiatives creates a system of accountability

Allows us to assess our culture and set benchmarks

Mission Statements

Explicitly state that your organization is anti-racist, that you support people of different abilities and experiences Great opportunity to work with your staff on creating a mission that is inclusive and reflects your library’s social justice goals

Creating Open Dialogue TONE POLICING Libraries are “quiet.” What

happens when minorities speak up in this profession?

CREATING SPACE for people to voice opinions Having regular check-ins, but also a venue for people to talk anonymously

IMAGE CREDIT: http://pressblog.uchicago.edu/2014/07/10/the-university-press-and-library-sales.html

SAYING WHAT YOU MEANVOCALIZING LIBRARY SUPPORT

“Sometimes, saying isn’t much. But right now, saying it aloud can mean everything. If you support those who belong to minority groups but don’t say it out loud, how would they know it?”-KIM BOHYUN, 2016

“We cannot stand as observers and accept a future of escalating violence and divisiveness. I believe our leading civic institutions have a responsibility to speak clearly against these corrosive forces and to act practically to inspire and create positive change. In this time of need, the MIT community has an opportunity to offer service of great value to our society, to our country and perhaps to the world by applying our unique strengths to the problem at hand.”

-MIT ’S PRESIDENT L. RAFAEL REIF, 2016

R ET R I EVED S EPT EM BER 30 , 2016 , FROM H T T P://N EWS .M IT.EDU/2016/LET T ER -REGA RDIN G- RECENT -V IOLENT -T RAGEDIES -0710

Vocalizing Support Administration making public statements that specifically address white supremacy, misogyny and homophobia.

Managers (even of small teams) crafting messages to staff to assuage fears

If you fear backlash from your Administration, Board of Trustees, Alumni Association, etc., having infrastructure in place (mission, values, etc.) will set help mitigate this

WHO are we making “safe spaces” for?

In an era where hate speech is the norm, how do we ensure that people feel safe in our libraries? Not just physically safe, but safe to pursue inquiry?

IMAGE CREDIT: http://insider.foxnews.com/2016/12/09/outnumbered-donald-trump-supporters-want-safe-spaces-college-campuses

#LibrariesResist

ResourcesAdler, M., Huber, J. T., & Nix A. T. (2017). Stigmatizing Disability: Library Classifications and the Marking and Marginalization of Books about People with Disabilities. The Library Quarterly, 87(2), 117-135. DOI: 10.1086/690734

Bohyun, K. (2016, November 12). Say It Out Loud - Diversity, Equity, and Inclusion. Retrieved from http://www.bohyunkim.net/blog/archives/3587

Galvan, A. (2015). Soliciting Performance, Hiding Bias: Whiteness and Librarianship. In the Library with the Lead Pipe. Retrieved from http://www.inthelibrarywiththeleadpipe.org/2015/soliciting-performance-hiding-bias-whiteness-and-librarianship.

Ganin, N. (2016, March 25). Every Occurrence of N4 in the Library of Congress Classification Scheme [https://inevermetadataididntlike.wordpress.com/2016/03/25/every-occurrence-of-n4-in-the-library-of-congress-classification-scheme/]. Retrieved from https://inevermetadataididntlike.wordpress.com/

Pagowsky, N. & McElroy, K. (Eds.). (2016). Critical Library Pedagogy Handbook. Chicago: Association of College and Research Libraries.

Samek, T. (2007). Librarianship and Human Rights: A Twenty-first Century Guide. Oxford: Chandos House.

Questioning Library Neutrality. Duluth, US: Litwin Books LLC, 2008. ProQuest ebrary. Web. 29 March 2017.

Wall, V., & Obear, K. (2008). Multicultural Organizational Development (MCOD): Exploring Best Practices to Create Socially Just, Inclusive Campus Communities. Presentation at the American Association of Colleges and Universities Conference on Diversity, Learning, andInclusive Excellence: Accelerating and Assessing Progress. Long Beach, CA. Retrieved from http://www.pdx.edu/sites/www.pdx.edu.studentaffairs/files/MCOD%20Best%20Practices2.pdf