Tuesday, July 28, 2009
Diversity and the Workplace
Overview:
Diversity is an important topic in libraries, not only because we serve broad and varied groups of patrons, but also because we as librarians are a part of a diverse demographic. In this blog entry, diversity will be discussed as it is applicable to the workplace, specifically as it relates to the library science profession. As we learned in Joseph Miller’s blog entry relating a general overview of multiculturalism and diversity: “The concept of diversity encompasses multiculturalism and expands our discussion beyond cultures and to a variety of subjects from age to sexuality.” (Miller, July 27, 2009) ALAs website provides a wealth of information on the topic of diversity, including statistics and information regarding workplace discrimination. By visiting the ALAs Office of Diversity website (http://www.ala.org/ala/aboutala/offices/diversity/index.cfm), you will be able to find any number of resources recruitment and retention, leadership, training programs, and a variety of other useful topics.
Gender and Age:
ALA recently conducted a survey of their members in which gender and age were both recorded. The results indicated that baby boomers (those born between 1946 and 1964) comprised 50.2% of the ALA member population. It also indicated that the library profession is predominately female (80.8% female and 19.2% male) However, these figures are certainly not completely accurate, as they only count those who have memberships in ALA. This also does not take in to account the numerous support staff that most likely would not retain a membership in ALA (although support staff is encouraged by ALA to have a membership). In one article found on ALAs website it noted the following about libraries and gender and age demographics: “It is difficult to compare our profession even when looking at national figures for management and professional employment. The most notable parallel in overall workforce data is the aging of the baby-boomers and their continued presence in the workforce” (http:/www.ala.org/ala/aboutala/offices/ors/memberdemographicssurvey/getoutthehairdye.pdf)
This data certainly does not seem surprising considering the view many non-Information Science professionals have on the library profession as a whole. Unfortunately, the view that most librarians are old lady spinsters is still very prevalent. However, I believe we are at a crossroads in the profession, and this picture of the “typical librarian” may soon be fading.
Ethnicity:
When one thinks of diversity in the workplace, most people think of ethnicity and race. In one ALA member survey from 2006, the ethnic demographics were broken down as follows: 89% white, 4.5% Black/African American, 3% Hispanic/Latino, 2.7% Asian Pacific Islander, and 1.4% Native American. A survey of the same conducted by ALA in 2007 resulted in very similar results. It seems evident that the library profession is somewhat homogenous, particularly in race and gender. However, ALA is encouraging diversity in the profession by instituting the Spectrum Scholarship Program which provides scholarships for those from underrepresented groups as well as addressing “the specific issue of under-representation of critically needed ethnic librarians within the profession while serving as a model for ways to bring attention to larger diversity issues in the future.” (http://www.ala.org/ala/aboutala/offices/diversity/spectrum/spectrum.cfm) The Spectrum Scholarship Program has made an effort to promote this program in many ways, one of them including selling t-shirts at the ALA conference in Chicago this year.
Disabilities:
Another area of diversity that is often overlooked is that of disabilities. Disabilities are often thought of as physical or mental disabilities; however, this can also include learning disabilities like dyslexia. Other types of disabilities might include: Developmental disabilities, Visual or hearing impairments, Motor disabilities, and chemical sensitivities. It is important to recognize that these types of disabilities do not pose an inability to work; far from it. Perhaps those employees may have some specific needs, but this certainly does not mean the employee cannot complete the tasks required of them for the position. Their perspectives also provide a unique view on the Information Science profession they are in and can benefit the job in a way other employees cannot.
Closing:
Why is it important for us, as Information Science professionals, to embrace multiculturalism and diversity in the workplace? As Professor Lorenzen pointed out in his PowerPoint presentation: “The true nature of our profession needs to be more multicultural, because at our core, librarians need to have a global perspective. American publishers do not know everything. Americans do not know everything. We need to reach out to the greater library community to understand what is being innovated all over the world.” (Lorenzen, Lecture 19, slide 6)
In general, if we are a more diverse workforce then we are providing a more well-rounded collection to our patrons, in addition to providing them with a more informed and diverse group of employees. Diversity and multiculturalism in the workplace is important (and essential, in my opinion) to provide better resources to the consumer. While it is important to all places of employment, it is especially important in the Information Science profession. Although I have only covered a small fraction of issues and topics in multiculturalism and diversity in the workplace, I encourage you to take an opportunity to view some of the sites I have listed, as well as discuss it here in the blog.
References:
ALA Demographic Studies. Retrieved July 6, 2009, from http://www.ala.org/ala/aboutala/offices/ors/memberdemographicssurvey/alademographics063009.pdf
Davis, D. M. Get Out the Hair Dye...We are Really Getting Old! Retrieved July 7, 2009, from http://www.ala.org/ala/aboutala/offices/ors/memberdemographicssurvey/getoutthehairdye.pdf
Employment discrimination. Retrieved July 7, 2009, from http://www.ala.org/ala/aboutala/offices/diversity/discrimination.cfm
Lorenzen, M. (2009). Multiculturalism and diversity PowerPoint
Office for Diversity. Retrieved July 6, 2009, from http://www.ala.org/ala/aboutala/offices/diversity/index.cfm
Owens, I. (2000). A Managerial/Leadership Approach to Maintaining Diversity in Libraries: Accountability, Professionalism, Job Performance, Policies, and Standards Retrieved July 7, 2009, from http://www.txla.org/pubs/tlj76_1/manage.html
Spectrum Scholarship Program: The Future is Overdue. Retrieved July 17, 2009, from http://www.ala.org/ala/aboutala/offices/diversity/spectrum/spectrum.cfm
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10 comments:
As I mentioned on this week's Discussion Board, I just hired a Special Programming Librarian who is fluent in sign language and Spanish. I never really thought about these skills as attributes to look for in applicants until they appeared on her resume. It has been 7 years since I had to hire a librarian so my thought process has changed a bit, I guess.
I really appreciate your comments about those with disabilities as employees. "Their perspectives also provide a unique view on the Information Science profession they are in and can benefit the job in a way other employees cannot." For example, wheelchair bound employees can point out things that need rearranging due to height restrictions. Those with hearing loss might be willing to try new devises while working at the library and pass the information on to patrons with the same disability.
Another aspect of diversity would be sexual orientation. However, this is not generally obvious, unlike gender, age, race, or disability would be. And it's clearly not something an employer is allowed to ask! So I guess in some sense it must not be much of an issue in the workplace? Or, it isn't supposed to be anyway. All employment applications tend to have those little disclaimers about how they do not discriminate based on age, sex, religion, race, sexual orientation, etc.
I'm not saying you "forgot" to mention that, just that it probably wasn't talked about much in the resources, especially that survey - they are obviously not going to ask that on a survey.
Very interesting about the race breakdown. I would have thought there would be a higher percentage of "minorities" in the profession, rather than almost 90% white. Huh. No argument, I just didn't realize. THanks for the interesting info!
Lisa, I'm glad you brought up sexuality. I actually had it in my blog originally, but I took it out because of space (certainly not because it is important!) issues. That's why I tried to put in the caveat, "I have only covered a small fraction of issues and topics in multiculturalism and diversity in the workplace" (Norris, July 28, 2009) I definitely think it is a big part of diversity. There are just so many facets of diversity and multiculturalism that it was hard to narrow down what to put in the blog or to omit. I think it's great that you mentioned it! And you are correct, there was not a lot of information on those statistical reports that were on ALAs website. Thanks again for adding other areas to the discussion.
It's an interesting question on how we can promote diversity in the workplace yet still abide by laws and guidelines that ensure an applicant's privacy about certain topics. While I believe a diverse workplace is important, it is challenging to figure out how to actually implement one.
I'd like to offer another aspect of diversity; information literacy level. As Greta said on our discussion board, the "digital divide" creates diversity. It greatly effects the way our patrons are able to access information and how they are able to interpret it. Information Literacy is yet another factor we must consider when addressing diversity issues.
Sarah, its great that you adressed this side of diversity, since these issues within the workplace will affect us all at some point as library professionals. I've been interested in the "aging" aspect of librarianship. I've heard alot of people say that its a "baby boomer" profession, but obviously thats changing as a huge percentage of current librarians are coming into retirement age or will in the next decade. Its exciting because it means jobs for us, and also a changing demographic for our profession. I think this will change the culture of the library and the image of the librarian. I found an interesting article available in full text on Wilson Web by Rebecca Lenzini, called "The Graying of the Library Professions: A Survey of Our Professional Associations and their Responses". If anyone wants to check it out, its funny, and talks about what the professional organizations are doing to get "new recruits" excited about librarianship.
Lnzini, R.T. ( 2002) The Graying of the Library Professions: A Survey of Our Professional Associations. Searcher. 10. no.7
I apologize, the authors last name is Lenzini. I misspelled it in my comment and can't figure out if I can edit comments on here. Sorry!
Bravo, on your broad definition of diversity. Maybe in the end we are all diverse.
I was tickled about your comment on the old spinster librarian. In one local library, the young, fresh, recent MLIS graduated, reference librarian spends more time talking to her girlfriends while patrons have to wait until she decides to get off the phone. The other, an old spinster reference librarian, is a cracker jack at knowing her material and being helpful. So, I think it also depends on the librarian. Many of the older ones keep themselves current, pleasant, and make sure they "wash away the gray."
Great blog Sarah! I found your statistics very intriguing, especially the male to female library professional ratio. I also think that those with disabilities or impairments can be easily forgotten when it comes to a discussion about diversity. These individuals play just as an important role as those without disabilities. Recently, I discovered how those with disabilities greatly assist others, like Americans whose native language is not English. In my technology paper for my LIS6080 class I learned about screen readers which were originally developed to assist users with visual impairments or learning disabilities. These applications, however, are also being used to assist those learning English (either as a primary or secondary language). Thus, without the development of screen reader technology for those with disabilities, individuals in this second group who use this technology would be out of luck.
As information professionals, we are truly functioning within a global workplace, and I would think this would be especially true for special librarians working for companies with branches in other states and even in other countries. Using the many resources available to us- Internet, books, journals, workshops for those so inclined/in need- can help in not only aiding patrons of diverse backgrounds more efficiently, but may save embarrassment caused by being unaware of norms.
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