Print Page   |   Join
Community Search
Sign In


Forgot your password?

Haven't joined yet?

Calendar

5/2/2014 » 5/3/2014
Pacific Northwest Chapter Meeting

5/16/2014 » 5/17/2014
Mountain Plain Chapter Meeting

Met Opera Student Access

Diversity & Minority Recruitment
Share |
  • Adkins, Denice. "Latino Librarians on Becoming LIS Educators: An Exploratory Investigation of the Barriers in Recruiting Latino Faculty." Journal of Education for Library and Information Science 45, no. 2 (Spring 2004): 149-61.



    Library and Information Science (LIS) schools have produced a limited number of Latino masters in library science (MLS) graduates, but they have not attracted them back to pursue doctoral studies and teaching positions. Using a semi-structured interview technique, eight "expert" Latino librarians were interviewed for their perspectives on the barriers preventing Latino LIS professionals from pursuing positions as LIS faculty. This exploratory investigation identifies four specific barriers which are perceived as contributing to the lack of Latino LIS faculty: isolation from the academy, ethnocentrism within LIS education, financial concerns, and personal concerns. (Library Literature) 


  • Adkins, Denice, and Isabel Espinal. "The Diversity Mandate." Library Journal 129, no. 7 (April 15, 2004): 52-4.

    Although there has been a slight increase in the number of graduates of color from U.S. library and information studies programs, much remains to be done before the library profession is as diverse as the general population. This lack of diversity impacts on the people libraries serve--when people of color do not see themselves represented in libraries, they may not approach the librarians and may not even approach the library. The solution to such problems is to recruit more people of color into the library profession. (Library Literature)


  • The American Library Association's Office for Diversity website. Available at http://www.ala.org/offices/diversity.

    Information on consulting and training services can be found on the main page, but the "Student Resources" link is especially useful, containing information on library programs, scholarships, and internships. (ALA web site)


  • American Library Association: Office of Research and Statistics. "Diversity Counts.” January 2007. http://www.ala.org/offices/diversity/diversitycounts/divcounts.

    A seminal report about the state of diversity in the library profession. 

  • The Association of Research Libraries Diversity Programs.  Available at http://www.arl.org/leadership-recruitment/diversity-recruitment.

    Information on the diversity programs led by ARL, including the Initiative to Recruit a Diverse Workforce, the Career Enhancement Program, and the Leadership & Career Development Program.

  • Grady, Jenifer, and Tracie Hall. "The World Is Changing: Why Aren’t We? Recruiting Minorities to Librarianship." Library Worklife 1, no. 4.

  • Kniffel, Leonard. "Don't Wait for White Men to Step Aside: Recruiting Minority Librarians." American Libraries 33, no. 6 (June/July 2002): 46.

    The writer urges minority librarians not to wait for white men to step aside to achieve positions of power. He contends that white men are not going to give up their power and suggests that it is unreasonable to expect them to do so. He advises minority librarians to prepare themselves to obtain power and to use that power wisely and calls on those mentoring potential minority librarians to stress the benefits of investing two extra years in college rather than talk about white men relinquishing power. (Library Literature)


  • Lance, Keith Curry. "Racial and Ethnic Diversity of U.S. Library Workers." American Libraries 36, no. 5 (May 2005): 41-3. 



    Any discussion of diversity in the library workforce should be based on the racial and ethnic composition of the adult population over the age of 25 and the subset of that population with an appropriate level of educational attainment to work as librarians or library assistants. The data suggest that the challenges faced by libraries in seeking to recruit a diverse workforce are related to the time and money costs of acquiring a master's level degree rather than the field of librarianship itself. (Library Literature)


  • Neely, Teresa, and Lorna Peterson. "Achieving Racial and Ethnic Diversity Among Academic and Research Librarians. College & Research Libraries News (October 2007): 562-565.

  • Perry, Emma Bradford. "Let Recruitment Begin with Me." American Libraries 35, no. 5 (May 2004): 36-38.



    The joint recruitment effort of Southern University (SU) and Louisiana State University (LSU) in Baton Rouge, Louisiana, has resulted in almost 100 African-American students earning their master's in library and information science (MLIS) degrees at LSU's library school since 1990 and allowed more than a dozen staff at SU's John B. Cade Library to obtain their MLIS. This initiative involves encouraging library staff to pursue an MLIS degree, mentoring library and information science students, and providing financial support to students when necessary. (Library Literature)


  • Revels, Ira, LeRoy LaFleur, and Ida Martinez. "Taking Library Recruitment a Step Closer: Recruiting the Next Generation of Librarians." The Reference Librarian no. 82 (2003): 157-69. 




    During the summer of 2002, Cornell University Library implemented the Cornell University Library Junior Fellows Program--an initiative aimed at introducing high school students of color to academic libraries and librarianship. The six-week program was developed in response to the need for innovative approaches to the recruitment and retention of people of color to the academic library profession. Additionally, the program sought to support the academic achievement of minority students through involvement in research and technology training opportunities. This paper outlines the program's curriculum, performance outcomes, and challenges, and includes discussion of the need for similar programs or initiatives to be designed and implemented at other libraries. (Library Literature)


  • Spencer, R. E. L. "Saying Something About Race: Models for Minority Recruitment." American Libraries 33, no. 7 (August 2002): 54.

    A number of strategies for recruiting persons of color to the library profession have been put in place at Indiana University's School of Library and Information Science in Bloomington. The strategies involve selecting a focus for recruitment efforts, initiating conversations with relevant groups, meeting or reconnecting with campus units that support minority students, expanding invitations to demonstrate commitment to minority recruitment, and gathering resources on services that aid minority students. (Library Literature)


  • Verny, Carol. "Ohio Goes Recruiting for Minority Librarians." American Libraries 33, no. 7 (August 2002): 52-5.



    The Ohio Library Council has produced two videos in response to the growing need to recruit minority librarians. Me? A Librarian? was aimed at young adults and attempted to address the traditional stereotypes of librarianship and to portray the diversity of the profession, while Looking for Leaders in the Information Age was created to cater for those seeking a similar product but for an older audience. Both videos were produced with the assistance of Library Services and Technology Act grants from the State Library of Ohio. (Library Literature)


  • Webster, Linwood. "The Missing Minority Presence--Minorities, Technology, and Recruitment to Top Ranked American Library Association Information and Library Science Programs." M.S.I.S. thesis, University of North Carolina at Chapel Hill, 2002.

  • Winston, Mark D.  "Diversity, More than Just a Blip."  College & Research Libraries 62, no. 1 (January 2001):  6-8.

    Although it is an articulated priority of the academic library community, academic librarians have not always been successful in fostering diversity. Diversity has become something to compete on and to be proud of, so college and university libraries and graduate programs in library and information science should become leaders in diversity in the academic environment and in the preparation of graduates for employers who are competing in relation to diversity. (Library Literature)

Routledge

Met Opera Ad 

Business Office: 8551 Research Way, Suite 180, Middleton, WI 53562 | Phone: 608-836-5825 |FAX: 608-831-8200 | Email: mla@areditions.com