Reflections and a Plan

ETHICAL AREA

My task for this blog was to research discrimination in an academic library setting. I quickly found that discrimination and diversity are two sides to the same coin. I also discovered that it was difficult to find information directed specifically at academic libraries. Theorizing that academic libraries are a type of business, I chose to pull much of my information on discrimination from the business world. I was able to find videos and training materials on diversity that were specific to universities and academic libraries, so I combined both university and business approaches to my research.

MATERIALS GATHERED

Educational videos, infographics, staff training outlines, and printed educational resources cover both diversity and inclusion ideas and discussions of discrimination. I was pleased to find some specific training outlines at both the national and local level, through organizations such as Not in Our Town (NIOT) and the University of Houston (U of H). Both organizations focused more on diversity and inclusion training as a way to help prevent discrimination than on discrimination itself. They both present the idea that education about diversity leads to a more inclusive environment. These are organizations that are working to eliminate discrimination rather than just responding to it as it happens.

Other materials gathered focus on the research behind discrimination and diversity. I found that some forms of discrimination, such as race discrimination, have improved over time but are still present more than anticipated. Other forms of discrimination, such as ageism, are newer and less recognized. We, as a society, have done well in reducing discrimination against physical disabilities, but need to work on including those with behavioral and mental disabilities in our libraries.

PROPOSED TRAINING

Since discrimination still occurs, some training focuses on how to identify and respond to discriminatory behaviors, both from a personal response as well as from those around you. This was approached through both a business and library-specific point of view. It is important, as part of staff training, to give employees some role-playing practice in both being discriminated against and how to respond when one has witnessed or behaved in a discriminatory manner. This allows for empathy to develop and for one to build some standard answers to uncomfortable situations. If you have a given response to a common occurrence, you have a starting point to handling, or preventing, discriminatory behaviors.

I propose that managerial level staff should undergo training specific to their level of involvement in the workplace. Sometimes discrimination happens within the workplace, and those in leadership positions may be privy to sensitive information about their coworkers. They should be taught how to handle workplace issues in a sensitive and private manner.

Further, all staff members should undergo training that is provided by an outside source when possible. Such a source would help provide a neutral point of view within the workplace and better identify possible areas of bias and discrimination that those in the workplace may not see since they are used to “how things work” while they are at work.

Lastly, a rotating schedule of staffers should be allowed a stipend for annual or bi-annual diversity training provided at a local, state or national conference. This can be specified as a requirement to attend one diversity session at a convention they are already on rotation to attend. Diversity awareness and training should be part of the information they bring back from such conferences to share with fellow staff members.

CONCLUSIONS

Overall, I feel that my research into discrimination in academic libraries was surprising. I was surprised at how closely it aligned with discrimination; so much so, I often found myself using the terms interchangeably. As I dug further in, I found that they do go hand-in-hand, and that open, but sensitive, dialogue and education on types of discrimination and diversity would go far in eliminating discrimination. Academic libraries are expected to be located in places of higher education, where there are ideals around an ongoing desire to learn and grow, both professionally and personally. The reality is that this is an idealistic view; discrimination still takes place even at colleges and universities. It is heartening, however, to see so many institutes of higher education focusing on promoting diversity, and thus, lessening discrimination. By educating our staff and ourselves, I feel we can better serve our academic library students and faculty, and the university community as a whole.

As we end, we really begin.