Equity in Every Shelf - Why I'm Doing This

I recently moderated a panel discussion with my esteemed colleagues across Canada.   Most were academic librarians and one was a corporate librarian.  We talked about all things equity, diversity, and inclusion (EDI) and anti-racism.   One of the questions posed to us was how our journey began. 

My journey into diversity, equity, and inclusion (DEI) work was driven by a strong belief in the importance of representation and the need to amplify diverse voices within our institutions. I didn’t necessarily see that in my institution and my workplace – so I wanted to find like-minded individuals who also faced the same struggles as I did as a racialized librarian in a PWI "I got involved with ViMLoC because it offered a space where visible minority librarians could connect, support one another, and advocate for systemic change. I was drawn to ViMLoC’s mission to create a community that raises awareness of the unique challenges we face and celebrates our successes and contributions to the profession. Being part of this community has been incredibly meaningful—I’ve learned so much from others' journeys and insights. It’s been inspiring to see how we can push for a library field that values DEI as a fundamental pillar, not just a goal. 

 As a librarian of colour, one of the primary challenges I’ve faced is the feeling of being 'othered' within the profession. Whether in professional spaces, meetings, or even within my own library, there have been moments where my presence or perspectives were met with implicit bias or, sometimes, outright skepticism. There’s also the challenge of 'invisible labour'—being asked to speak for diversity on panels, committees, or initiatives, often without recognition or support. This expectation to serve as a spokesperson for diversity can be both exhausting and isolating. Navigating systemic barriers has been another significant challenge, such as the lack of mentorship opportunities and advancement pathways for visible minorities. These barriers can create a sense of stagnation and make it difficult to find role models who reflect my own experiences or background. 

To overcome these barriers, I’ve focused on building a strong support network, both within and outside of my institution. Being part of ViMLoC, for example, has given me a community of peers who understand these challenges and can provide advice, encouragement, and a sense of belonging. I’ve also become more intentional about advocating for myself and my career growth by seeking out mentors and allies who understand the importance of DEI and can support me in navigating institutional systems. I’ve worked to transform some of these challenges into opportunities for change by raising awareness and speaking openly about these issues in professional spaces.

Implementing Trauma-Informed Practices in Academic Libraries

I've been working on a project with my colleagues at UBC Library -- Edlyn Lim and Celia Hagey on a project proposal called, Implementing Trauma-Informed Practices in Academic Libraries: Empowering Staff to Foster Resilient and Inclusive Learning Environments, as part of a Strategic Equity & Anti-Racism Enhancement Fund (StEAR) grant application.   In our research into writing this grant, the webinar above is an excellent starting point.  

Trauma-informed librarianship in academic libraries is an emerging approach that recognizes the impact of trauma on students, staff, and faculty and aims to create supportive, empathetic environments that foster learning, engagement, and well-being. The Mesa Community College has a very good LibGuide on trauma-informed approach to services in libraries.  It's really worth a look, and a good model for libraries.   A blog entry won't be able to appropriately dive into the nuances of trauma-informed librarianship, but here are the key points of our project proposal:  

Understanding Trauma's Prevalence in Academia: College and university students often experience various stressors, including academic pressure, financial burdens, social challenges, and sometimes personal trauma, such as abuse, discrimination, or the loss of loved ones. Additionally, many students and staff may carry the weight of past traumas. Trauma-informed librarianship acknowledges these experiences and works to mitigate triggers that could exacerbate stress, anxiety, or PTSD symptoms within library spaces.

Creating Safe and Supportive Spaces: Academic libraries are often viewed as safe havens, where students can study, reflect, and engage in personal and academic growth. By implementing trauma-informed practices—such as clearly marked exits, accessible spaces, and staff trained in empathetic communication—libraries can foster environments that feel safe and supportive. This approach encourages all users, especially those with past trauma, to fully utilize library resources without feeling overwhelmed or marginalized.

Building Trust and Community: Trauma-informed practices in libraries emphasize respect, choice, and collaboration. For library staff, this means adopting a non-judgmental approach, being mindful of language and body language, and offering support with patience and care. Building these relationships creates a community of trust and understanding, helping users feel valued and respected in the library. This can lead to increased library use, participation in academic support programs, and greater overall engagement.

Improving Access and Inclusion: Trauma-informed librarianship aligns closely with inclusivity and accessibility efforts. Students from marginalized backgrounds—such as those who have experienced racism, discrimination, or other systemic injustices—are more likely to carry trauma. Academic libraries can improve access for these students by understanding and accommodating their unique needs, which might include providing quiet study areas, mental health resources, or flexible borrowing policies for students with significant life challenges.

Supporting Mental Health and Academic Success: Research shows that trauma can negatively affect concentration, memory, and learning—all of which are crucial for academic success. By adopting trauma-informed practices, libraries can indirectly support students’ mental health, which in turn supports their academic achievement. Staff who are sensitive to the signs of trauma can better assist students who may struggle with certain academic or social pressures, offering alternative ways to engage with resources and fostering a healthier, more supportive educational environment.

Of course, it goes without saying that incorporating a trauma-informed approach into academic libraries requires investment in training, policy adjustments, and a commitment to understanding and addressing the complex needs of the academic community.  This will be our main challenge -- to be able to work with the administration in rolling out these initiatives.  But this is much worth it in the long-run because the payoff is that this approach not only supports individual well-being but also strengthens the overall resilience and inclusiveness of the educational environment of the academic library.  

It's Time for Slow Productivity

“Pseudo-productivity: The use of visible activity as the primary means of approximating actual productive effort.” - Cal Newport

Knowledge workers everywhere: we are all prone to the pseudo-productivity trap. Earlier in my career, the expectations were that “work” was considered seated at your desk at 9am and stayed there pretty much until I was the last person at the office.  It was a show of dedication, of production. 

Performativity was paramount over actual production though. The research literature at the time (about a decade ago now) espoused the importance of multitasking within this “age of information.”  The work ethic of the time seemed to brazenly encourage as many social media accounts as one could push out information, constantly responding when our mobile phones beeped and dinged.  At the end of each work day, it felt like I was exhausted from overdoing even though I wouldn’t recall feeling accomplished at what I was exactly “doing.”

"Slow Productivity" proposes a more sustainable and thoughtful approach to work-life balance. Unlike the "hustle culture" or the constant pressure of traditional productivity systems that prioritize speed and efficiency, Slow Productivity encourages taking one's time to focus on fewer tasks while doing them more deeply and meaningfully.

The Slow Movement has been a cultural initiative that advocates for a reduction in the pace of modern life, and Slow Productivity builds on the idea that relentless productivity can lead to burnout, anxiety, and a sense of overwhelm. Slow Productivity suggests we should aim for long-term progress by concentrating on what really matters and spacing out tasks in a way that allows for thoughtful engagement and deep work.

Cal Newport thus highlights this approach to include:

• Focus on less: Slow Productivity encourages limiting the number of simultaneous commitments or tasks. By narrowing focus, people can give more attention to the projects that truly matter.
• Quality over quantity: The emphasis is on doing fewer things better rather than doing many things quickly. This also includes developing skills or deepening expertise over time.
• Pacing work: Instead of rushing, set realistic expectations, allowing time for creativity and rest, and understanding that meaningful work takes time to develop.
• Do Not Burnout: Not burning out will enable you to not overextend and maintain long-term motivation and energy

For librarians and knowledge workers, Slow Productivity, is a critical reminder that a more human, sustainable, and fulfilling approach to productivity that balances accomplishment with well-being, encouraging deep work without the stress of constantly being "on the clock."  Performing to look busy may have been helpful at one point in time, but as the pandemic and working-from-home experience has shown, true productivity happens away from pretending to be busy -- when real performance is looking back at your accomplishments over a period of time.

The Gaps and the Gains of Life

The Gap and the Gain is a simple and effective approach to reframing personal growth more positively while emphasizing how an individual should measure progress. The authors of the book, Dan Sullivan and Dr. Benjamin Hardy, introduce the concept of focusing on "the gain" (what we've achieved) instead of dwelling on "the gap" (what remains undone). Following this mindset shift sharply increases happiness, motivation, and productivity.

For myself, the "gap" is my default tendency to compare myself to an ideal (often that is perfectionism), which often leads to frustration and disappointment. On the other hand, the "gain" reframes how it is more productive to reflect on how far we've come, fostering a sense of accomplishment and gratitude.

While one of the book's strengths is its straightforward and relatable language, making the psychological concepts accessible to a broad audience, my frustration (perhaps my “gap”?) is that the ideas are somewhat repetitive, as the central concept is reiterated throughout the book. The examples and case studies are easy to understand and apply to various aspects of life, whether personal, professional, or relational. Overall, The Gap and the Gain is a valuable resource for anyone looking to improve their mindset, offering actionable insights for living a more fulfilled and productive life.

As a pre-New Years resolution, I’m adopting a “gain” framework.  But doing it won't come easy because psychologists call this challenge automaticity. It is easy to forget because “your brain has evolved to forget gains” as humans because we quickly adapt to the new normal very easily. Hence, the most practical strategy for adopting “the gain” is journaling and specific goal-setting techniques that prioritize progress over perfection.

Call for Book Chapters: Global Perspectives on Anti-Racism and Anti-Colonial Library Management Practices

Call for Book Chapters

Global Perspectives on Anti-Racism and Anti-Colonial Library Management Practices

Editors

• Allan Cho, University of British Columbia (UBC) Library
• Silvia Vong, University of Toronto, Faculty of Information 
• Marilyn Clarke, University of London
• Kirsten Thorpe, University of Technology Sydney



Important Dates

• Proposals due: January 13, 2025
• Review period: March 2025
• Notifications of acceptance: April 4, 2025
• First draft of chapters due: July 21, 2025
• Review period/feedback: Fall 2025
• Second draft of chapters due: December 15, 2025
• Final manuscript submission: January 2026

Background

This book is signed with Facet Publishing and is based on the perspectives and experiences of different practicing librarians, researchers, and educators worldwide, who engage with anti-racist and anti-colonial practices in library and information science (LIS). The book draws on Dei’s meaning of anti-racism and anti-colonialism. Anti-racism moves away from the “preoccupation with individual prejudices and discriminatory actions to the examination of the ways in which racist ideas and individual actions are entrenched and unconsciously supported in institutional structures” (Dei, 1995, p. 13). Anti-colonialism is resistance and counters to dominant Western and Eurocentric thought and practice. George Dei (2006) writes, “Anti-colonial thought is about a ‘decolonizing of the mind’ working with resistant knowledge and claiming the power of local subjects’ intellectual agency” (p. 11). Both of these terms refer to some form of critical action. It is important to note that Sara Ahmed (2012) identifies in On Being Included that institutions and management are largely performative in addressing racism and whiteness in higher education. The editors recognize that management may have historical roots and connections in problematic ideologies and practices. However, rather than focus on talking about the problems, this book focuses on critiquing and offering redress for institutional policies, procedures, and practices that reinforce racist or colonial ideologies that impact underrepresented and/or equity-deserving groups. For that reason, the editors are seeking chapter proposals that move away from common performative practice (e.g., statement writing, document reporting, re-branding) and more towards practical action and changes in library settings.

Global perspectives mean that an effort to ensure a range of perspectives from different countries are included to examine issues of racism and colonialism and its impact on the library as a workplace. The intention is to ensure that different experiences are represented to avoid essentializing or assuming what anti-racism and/or anti-colonial practices look like in different contexts. Through a critical lens that may include postcolonial theory, Critical Race Theory, Critical Race Feminism, etc., Methods that the editors have experience reviewing are qualitative studies that include interviews, surveys, autoethnography, and case studies. In addition, some works may be a literature review, or conceptual. If submitting a proposal and chapter that uses autoethnography, please include details about research ethics, data, data collection, and writing approach.

• Ahmed, S. (2012). On Being Included: Racism and Diversity in Institutional Life. Duke University Press.
• Sefa Dei, G. J., & Kempf, A. (2006). Anti-Colonialism and Education: The Politics of Resistance. Sense Publishers.
• Dei, G. J. S. (1995). Integrative Anti-Racism: Intersection of Race, Class, and Gender. Race, Gender & Class, 2(3), 11–30. http://www.jstor.org/stable/41674706

Objectives

• Present perspectives and experiences of different practicing librarians, researchers, and educators across the world, who engage with anti-racist and/or anti-colonial leaders and/or management practices in LIS
• Examine the dynamically shifting role between anti-racism and anti-colonialism and library institutions in the context of managing people, information, and collections
• Bringing awareness and exploring actions managers can take to redress racist or colonial structures and practices.

Target Audience

• Library practitioners, activists, managers, leaders, etc. interested in engaging in anti-racist and anti-colonial practices
• The content should be aimed at librarians ready to learn and act to support anti-racism and anti-colonial efforts.

Potential Topics

• Addressing Colonial Practices in Governance or Organizational Structures in Libraries
• Decolonizing Leadership and Management
• Truth and Redress of Colonial Histories/Connections in Institutions
• Management through a Critical Race Theory or Postcolonial Theory lens
• Decentering Whiteness in Libraries
• Cultural Taxation in the Profession
• Anti-racism in the Library Workplace
• Laws, and Policies

We are also open to suggestions on topics about anti-racism or anti-colonial practices. Proposals should include references to academic sources.

Please send the following to Editors.GlobalPerspectives@gmail.com by January 13, 2025:

• Job Title(s)
• Institution(s)
• Section of interest and a 500-word description of the proposed book chapter. Please include the topic, method and main point(s) clearly
• Research involving human participants, including autoethnographies, should indicate whether a research ethics or institutional research board approval has been received
• References list (APA style)
• A 250-word bio of the author or authors.

Facet Publishing is a leading publisher of books for the information, knowledge and heritage sectors. They publish for a wide range of readers including students, practitioners, educators and researchers, bringing cutting-edge research, practical tools and guidance and thought leadership to the global community.

Equity in Every Shelf: A Panel Discussion with ViMLoC Librarians

Join us for an enlightening and inspiring panel discussion featuring esteemed librarians from the Visible Minority Librarians of Canada Network (ViMLoC). This event will take place on Tuesday, November12, 2024, 12:00 PM - 1:30 PM (PST)

Event Overview:

This panel discussion aims to shed light on the unique challenges and triumphs experienced by visible minority librarians within the Canadian library landscape. The discussion will provide a platform for ViMLoC members to share their journeys, professional insights, and perspectives on diversity, equity, and inclusion in the library profession.

Panelists:

• Aditi Gupta, MSc, MLIS; pronouns (she/her); Engineering & Science Librarian, University of Victoria Libraries
• Cecilia Tellis, MLIS; (she/her); Head, Design & Outreach, University of Ottawa Library
• Savannah Li, M.I. (she/her); Information Management Analyst, Mastercard Foundation
• Valentina Ly, MLIS; (she/her); Health Sciences Research Librarian, University of Ottawa Library
• Allan Cho, MLIS, MA, MET (he/his); Community Engagement Librarian, University of British Columbia Library

These accomplished librarians bring a wealth of experience and expertise, representing various aspects of the library profession, particularly in academic institutions.

Discussion Topics:

• Navigating career paths as visible minority librarians
• The impact of diversity and representation in library services and collections
• Strategies for fostering inclusive environments within libraries
• The role of ViMLoC in supporting and advocating for visible minority librarians
• Personal stories and experiences of overcoming barriers in the profession

Audience Engagement:

Attendees will have the opportunity to engage with the panelists during a Q&A session following the discussion. This is a chance to ask questions, share experiences, and gain valuable insights into the importance of diversity in libraries.

Who Should Attend:

This event is open to all library professionals, students, and anyone interested in promoting diversity and inclusion within the library community. Whether you are a librarian, library staff, or simply passionate about equity in information access, this discussion will provide valuable perspectives and foster meaningful dialogue.

Registration:

The event is free to attend, but registration is required.

• Event Details: November 12, 2024, 12:00 PM - 1:30 PM (PST)
• Location: Zoom (link to be provided after registration)
• Contact Information: For any inquiries, please contact Allan Cho - allan.cho@ubc.ca

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A Colonial Profession

During my 16-year career as a librarian, I have frequently been passed over for promotions and opportunities, earned considerably less than my white colleagues of the same rank, and faced daily exclusion and microaggressions. Considering these challenges, it is unsurprising that the profession struggles to retain diverse librarians such as myself, despite many well-intentioned initiatives to attract diverse applicants. 

Librarianship has long been one of the whitest professions, with its demographics barely shifting over the last generation. Recently, there has been increased public questioning as to why programs aimed at increasing diversity in the profession have failed to make a significant impact. Much scholarly ink has been spilled to answer why despite serving a diverse audience, libraries not only continue to be staffed primarily by https://librarianbyday.net/2018/03/15/the-unbearable-male-whiteness-of-library-leadership/white people, but its leadership is predominantly white. In fact, library leadership across North America is primarily white men, disproportionate to the ratio of women in librarianship. In The Unbearable Male Whiteness of Library Leadership, Bobbi Newman asserts that males in librarianship not only fill management roles at a much higher percentage than their portion of the profession, but they also tend to dominate as speakers at conferences.

In Rich White Men: What It Means to Be a Leader in America, Garrett Neiman examines the entrenched power and influence of wealthy white men in the United States. The book explores how this demographic has historically shaped leadership and decision-making across various sectors, including politics, business, and culture. Neiman highlights the systemic advantages that affluent white men have, which perpetuate inequality and marginalize other groups.

Ultimately, this is a societal phenomenon that pervades every job sector, not just librarianship. Neiman argues that the dominance of rich white men in leadership roles creates significant barriers for women, people of colour, and other marginalized communities. He discusses the necessity of understanding these dynamics to foster more inclusive and equitable leadership.

What resonates with me most in Niemen’s book is the practice of elevating a few members of a minority group in a perfunctory and superficial way - better known as tokenism. As a performative exercise to convey a false sense of diversity, libraries often discourage racialized staff from challenging existing biases and power structures. I've experienced firsthand how futile even my own faculty association can be when confronted with complaints about the racial pay gap among librarians. It’s also now common practice to exaggerate the extent to which racially marginalized populations are represented in the Library – oftentimes carefully placed photos of racialized students and staff in action on the Library’s website and promotional materials. This “diversity washing” is one of the most dangerous elements of DEI.  

Some of the structures are so inherently embedded in the colonialist structures of which libraries were created that it’s fooling us into thinking the profession can change overnight.  But I do have hope for the next generation of librarians and archivists who can begin a transformation for the better.    The plethora of scholarship published this past decade has been impressive and will only continue to grow and with it, hopefully, the way and means of how the next generation of librarians are taught at LIS programs.

LiterASIAN Festival: 30 Years in the Making

2024 LiterASIAN Festival group photo

LiterASIAN Festival just wrapped up.  More than fifteen years ago, LiterASIAN was a dream when a few of us at the Asian Canadian Writers' Workshop (ACWW) threw the idea around the table over dinner.   We were aware that the odds were against us and difficult to pull off, as none of us had ever organized a festival. We were used to running Ricepaper Magazine, and as the magazine was winding down its print run, we wondered whether a literary festival could exist in the competitive Canadian literary festival circuit. It’s incredibly hard work to recruit volunteers, invite authors, and write grants to fund a festival.   As a librarian, I had put on some events, but nothing on such a grand scale. So we began with a small two-day festival in Vancouver’s Chinatown with limited experience but a lot of aspirations.  I recall it as a dank, rainy November evening, not exactly the atmosphere you’d want to be for a festival’s beginnings, but it all worked out in the end.   That was more than a decade ago.  Things turned out for the best.

LiterASIAN is now well-known across literary circles as a celebration of the contributions of Asian Canadian and racialized writers.  But why did we do it?  LiterASIAN stems from a need to create a dedicated platform for Asian Canadian authors, whose works often explore themes of identity, migration, and cultural heritage. By providing this platform, LiterASIAN not only showcases the vast tapestry of Asian Canadian literature but also fosters a sense of community among writers, readers, and literary enthusiasts.  Writers often exist in silos and isolation.  The festival's inclusive and celebratory nature encourages established and emerging writers to participate, thereby nurturing new talent and ensuring the continuity of Asian Canadian literary traditions.

We’ve had writers such as SKY Lee, Evelyn Lau, Madeleine Thien, Fred Wah, Joy Kogawa, Simon Choa Johnston, Jack Wang, Jamie Liew, Wayne Ng, Larissa Lai, Rita Wong, C.E. Gatchalian, Philip Huynh, Jovanni Sy, Janie Chang, Jen Sookfong Lee, Terry Watada, Catherine Hernandez, Paul Yee, Kevin Chong, Doretta Lau, Souvankham Thammavongsa, Denise Chong, Terry Woo, and many, many more.

My predecessor and friend, Jim Wong-Chu, the Festival Director who started it all

The festival typically features an array of activities designed to engage and inspire. Book launches are a staple, allowing authors to introduce their latest works to an eager audience. These events are often accompanied by readings, where authors share excerpts from their books, providing a glimpse into their narratives and stylistic approaches. Panel discussions delve into various topics relevant to both the literary world and the Asian Canadian experience, such as representation, the publishing industry's challenges, and literature's role in social justice.

Workshops are another key component of LiterASIAN, catering to writers at different stages of their careers. These sessions, led by experienced authors and industry professionals, cover a wide range of topics from writing techniques to navigating the business aspects of publishing. They provide invaluable insights and practical advice, empowering participants to hone their craft and pursue their literary ambitions more confidently.

Beyond the scheduled events, LiterASIAN offers a unique networking and community-building opportunity. Writers and readers can connect, share experiences, and build relationships beyond the festival. This sense of camaraderie and mutual support is a hallmark of LiterASIAN, reflecting its mission to cultivate a supportive environment for audiences to talk about Asian Canadian literature.

The festival also serves an educational purpose, raising awareness about the contributions and experiences of Asian Canadians through literature. By bringing these stories to the forefront, LiterASIAN challenges stereotypes and broadens the understanding of Asian Canadian identities. It celebrates the multiplicity of voices within the community, highlighting stories that might otherwise remain unheard.

The success of LiterASIAN has really been 30 years in the making: years of building to what it is today since it was founded 30 years ago.  In my many years involved in making LiterASIAN, I’ve realized it’s more than just a literary festival; it is a celebration of culture, identity, and storytelling. Through its diverse programming and community-focused approach, it plays a crucial role in promoting Asian Canadian literature and fostering a vibrant, inclusive literary community.

The Dreaded Golden Handcuffs of Academia

“Not All Staying is the Same: Unpacking Retention and Turnover in Academic Libraries” by Samantha Guss, Sojourna Cunningham and Jennifer Stout is a fascinating piece that explores some of what the golden handcuff by delving into the intricate dynamics of why academic librarians choose to stay in their positions despite being dissatisfied or unhappy.

The authors extend beyond the conventional exploration of reasons for job satisfaction and fulfillment, dissecting the complexities of what drives individuals to remain in roles where their needs are not met or where they experience toxicity or discontent.

Part of the conundrum is that the academic librarian job market is challenging to navigate, characterized by job scarcity and fierce competition for positions. Additionally, geographical constraints and familial responsibilities often limit the mobility of librarians, making it difficult to pursue opportunities elsewhere. Career advancement within the academic library sphere may necessitate relocating or changing organizations, posing further challenges, especially for dual-career couples.

The concept of "job lock" highlights how employees often feel constrained to remain in their current roles due to various factors, including non-portable benefits, limited job availability, and emotional connections to their workplace and colleagues. Vocational awe and passion for the profession also contribute to librarians' reluctance to leave, despite facing exploitation or dissatisfaction.

Often, the triggers that prompt librarians to consider leaving their jobs come down to toxic work environments, bullying, and low morale. Toxic leadership and organizational culture are identified as significant factors driving turnover in academic libraries. While many studies focus on reasons for leaving, this research investigates the transition from voluntary to involuntary staying, where librarians remain in their roles despite experiencing discontent or toxicity.

Through qualitative interviews with academic librarians, the authors uncover the journey from voluntary to involuntary staying, shedding light on the coping mechanisms employed by individuals to navigate challenging work environments. Functional coping strategies, such as seeking validation and setting boundaries, are contrasted with dysfunctional strategies, including disengagement and resentment. The nuanced interplay between individual and organizational perspectives on coping mechanisms is explored, emphasizing the complex nature of retention and turnover in academic libraries.

This piece provides valuable insights into the factors influencing academic librarians' decisions to stay in their positions, despite facing challenges or dissatisfaction. This piece certainly resonates with me. An academic librarian colleague once raised his wrists showing his imaginary shackles and said he was wearing the golden handcuffs, explaining the discord of the job but too comfortable with the stability to quit their tenured position. As I grapple with how I am doing in my own career, I don’t see the shackles as heavy anymore. I enjoy the work tremendously, and I’ve learned to grow with the position and the institution. Things change all the time, and if we don’t change as well, we stay stagnant and hence the “job lock” becomes more unbearable.

In Search for an Opaque Past

As I search for my family’s past, I've run into many hurdles.  Genealogy is difficult work, particularly for racialized and historically marginalized people. There is an array of special identity documents – called C.I. certificates – that were issued by the Canadian Government exclusively to its Chinese residents. Files were kept of foreign-born Chinese in Vancouver, Victoria and Ottawa. These pieces of paper that were intended to control, contain, monitor and even intimidate this one community continue to be mysteriously hard to access.

Ironically, the very documents that were used to control was somehow forgotten, closed to the descendents who looked for them. About a decade or more ago, I started to research my great-grandfather and his brothers at Vancouver Public Library which has microfiche of C.I.9 records.

A Chinese Immigration Certificate no. 9 (C.I.9) was a Canadian reentry permit for Chinese immigrants, issued between 1910 and 1953. Every C.I.9 had to be returned when the traveler arrived back in Canada. Héritage Canadiana has released digitized records of nearly 5700 C.I.9 certificates from the Port of Vancouver (1928-1930).

These records show Chinese immigrants' travels and provide biographical details like names, occupations, physical descriptions, and departure/return dates. The release sheds light on migration patterns amidst immigration laws and political changes. The documents also offer insights into the photographers and references involved in the application process, reflecting the social dynamics of the time.

But searching for my great-grandfather’s C.I.9 was no easy task. The scholar Lily Cho has argued that while C.I.9 certificates served as passports for noncitizens in Canada, they also highlighted the ambiguity of granting a citizenship right to noncitizens. Despite their detailed records, the system often failed to accurately identify migrants. The certificates, though meticulously archived, revealed the challenges of accessing historical information due to issues like name Anglicization and dialect differences. If it weren’t for knowing the nuances of his village, I would likely never have found his record as his anglicized surname is “Choo” which is different from his gravestone recorded as “Chow.”

The system's reliance on human agents and photographic technology led to vulnerabilities and errors. Agre's concept of "grammars of action" elucidates how systems like the C.I.9 relied on standardized procedures for identification. While the C.I.9s captured vast amounts of information, the distinction between memory and storage underscores their limitations in processing and effectively utilizing this data. Overall, the C.I.9 system exemplifies the complexities and failures of mass information capture in immigration control.

Remembering Self-Care and Vocational Awe in the Post-Pandemic World

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This is a wonderful presentation by the scholar Fobazi Ettar as part of the NASIG 2021 Conference. I cherish Ettar's work and am truly inspired by their resilience and perseverance despite their personal challenges.  Fobazi Ettar is well-known for their work on vocational awe and library culture, particularly the impact of idealized narratives on librarianship.  Ettar's ideas have influenced and shaped the way I think about our profession (and broader topics about society, too).   Thus, Ettar and Chris Vidas' “The Future of Libraries:” Vocational Awe in a “Post-COVID” World" is an important follow-up to their seminal piece on vocational awe.

This piece is a timely addition to the scholarship, at a time when the world is just coming to terms coming out of the global pandemic. Ettarh outlines two ground rules: the acknowledgment of vocational awe, a romanticized perception of librarianship that can limit progress, and the encouragement to embrace discomfort for personal and collective growth.

Ettar delves into the perception of libraries and librarians as heroes and champions of democracy, highlighting historical figures like Margaret Edwards, Pura Belpré, Barbara Gittings, the Connecticut Four, and contemporary figures like Sarah Kowalski. Ettarh argues that the love for the job and passion, while positive, can be weaponized to exploit library workers.  The concept of "vocational awe" is explored further, portraying librarianship as a vocation rather than an occupation, leading to an uncritical reverence for libraries.

Ettarh challenges this idealized view, pointing out historical instances of library segregation and discriminatory policies. Ettarh discusses how vocational awe is weaponized in the workplace, with an emphasis on the Taylorism Model, where passion is exploited at the expense of workers' well-being. She cites examples of abuse, such as a lack of work-life separation and job creep, exacerbated by the challenges posed by the COVID-19 pandemic.

Ettar concludes with a call for collective action to set boundaries, work collectively, and resist the exploitation of passion. Ettarh urges us to prioritize self-care, advocating that caring for oneself is an act of political warfare. She emphasizes the need for libraries to evolve beyond a Silicon Valley-driven future, focusing on the well-being of library workers and their communities.

In the scholarship about EDI, there is still an emerging role of self-care for the racialized individual who often bears the brunt of the invisible labour, expected (even required) to do extra duties or the oft-heroic phrase of “working twice as hard as others.” Ettar and Vidas warn us of this with wisdom which seems so simple yet doesn’t seem to be disregarded by our work culture.

Setting aside time for your life, your loved ones, and your hobbies is vitally important. I always like to say there is no such thing as a library emergency. . . That email can wait until Monday morning or the next day.

Absurdities of the Juicero and Libraries

Juicero, circa 2013

Though Julia Glassman is no longer a librarian, her brilliant article, The Innovation Fetish and Slow Librarianship continues to influence the way I view the absurdity of academic libraries during my tenure in this profession.   The article deserves much more attention than I think it gets.   It uses the analogy of a now-defunct and short-lived fad by drawing parallels between the failed Juicero Inc., a Silicon Valley startup producing an expensive and impractical juicing machine, and the pressures faced by academic librarians to constantly innovate in their roles. 

The Juicero, initially marketed as an innovative internet-connected device, was later revealed to be unnecessary as users could achieve the same result by squeezing the juice bags with their hands. The author sees the Juicero as a symptom of late capitalism, emphasizing the pressure for constant innovation in a market saturated with gadgets.

The author relates this to the academic librarian's environment, where career advancement relies on showcasing innovation.  I've certainly experienced this myself, having been caught up in the euphoria of Web 2.0, Library 2.0 and the semantic web just a decade ago -- a sign of the obsession with innovation in academic librarianship, driven by a corporatized academia that prioritizes measurable achievements and publications.  The pressure to constantly innovate, often for its own sake, can lead to impractical projects that consume time and resources without addressing genuine needs.

Glassman recounts a scenario where MLIS students suggested changing a popular reading collection to be less "object-centric" without providing a clear vision for the alternative.  Thus, the rush for constant innovation can result in ideas that lack practicality and fail to meet the actual needs of patrons.   

The author reflects on personal experiences of succumbing to the pressure to innovate, even when existing methods were effective.  The obsession with innovation is deeply ingrained in the academic librarian profession, fueled by the need for immediate and tangible outcomes to justify investments.   I've witnessed this myself, playing a hand in accepting directives while secretly scratching my head at the logic of decisions.

I recall one instance of securing an iPad against the pillar in the middle of the library with no purpose other than it looked "innovative" to do so.   It was stolen the next day and quickly ended the innovative and expensive experiment.   Interestingly, the computer workstations adjacent to the iPad seemed to do just fine the decade before and the decade after the stolen iPad initiative. 

As a solution, the article proposes looking to the Slow Movement for guidance, advocating for a Slow Librarianship approach that prioritizes reflection and meaningful practices over a constant pursuit of impressive achievements. This alternative approach aims to provide deeper, more lasting, and more human services to patrons by rejecting the constant need for innovation and allowing for more thoughtful and responsive practices.  It's something that I'm still trying to integrate into my own work and approach to my life.   It's always a work in progress.   Thankfully, it's not considered innovative.

Trauma-Informed Librarianship for Survivors

As part of the Visible Minority Librarians of Canada Network (ViMLoC), I’ve participated in its mentorship program and have met many talented and eager early-career librarians over the years. I had recently caught up with a mentee who was going through a dark period in their life. We had lost touch over the years but the last time we had connected, they had found a dream job and were so ecstatic to begin their career at an academic library institution. I assumed they had been doing well and looking forward to meeting up for coffee. Until we met in person. I was sad to see this person share with me the experiences of microaggressions at the workplace and a toxic and dysfunctional relationship with superiors. As a racialized person, my mentee had faced racism since childhood and witnessed their parents facing discrimination and prejudice as new immigrants. They never thought that they would face this even into adulthood and at work.

 

Photo by Pierre Bamin on Unsplash

This colleague looked like a shadow of the cheerful, upbeat, once-optimistic librarian I had once known.A casualty of workplace bullying and harassment, the daily stress of fighting with their organization, followed by the gaslighting they endured, and the confrontations with their boss had finally worn down my mentee. They even brought their own cushion to the restaurant where we were eating and had to stand up every few minutes to adjust their seat to lessen the pain. Unfortunately, this has become more common now that I’ve entered mid-career in my profession and librarians of colour often seek me out for advice and oftentimes, a shoulder to cry on.

I have been researching EDI and anti-racism in libraries for more than a decade now. I’ve felt that I had hit a bit of a roadblock recently, particularly after I completed my sabbatical and put the final touches for publication. But it all feels rather hollow, especially recently. Instead of celebrating, I am dissatisfied. I feel like I have done very little to move forward in the profession. What have I exactly accomplished with this research anyways? Those of us who push for change look at removing systemic barriers and biases through EDI initiatives, but what about those individuals who have been harmed already? What can we do for them in the meantime?

I have listened to many heart-wrenching stories from survivors of toxic workplaces. Bullying. Gas lighting. The list goes on. My interviews became counselling sessions. These very personal and challenging stories were often accompanied by one medical absence or another. There were so many signs of burnout. I felt helpless to do anything but listen and capture a pattern that I was noticing among interviewees. I now realize that these experiences are trauma.

The research literature indicates that there is a large correlation between chronic stress and health challenges. The trauma expert Dr. Elizabeth Stanley has suggested that chronic stress and trauma should be viewed as part of a continuum; stress over time has the same biopsychosocial effects on individuals as acute trauma. It’s very hard for those who haven’t experienced trauma to truly understand it. An event that is stressful for one person may be traumatizing to another.

When people don’t recover from trauma, the suppressed pain may manifest itself through physical and mental illnesses, and chronic pain. There’s an emerging science of mind-body medicine that suggests that emotional pain often manifests itself physically through the body. Studies show that chronic pain and emotional pain emanate from the same part of the brain. There are some in the medical community, such as Gabor Mate (When the Body Says No) and Bessel van der Kolk (The Body Keeps the Score) who are part of a movement that explores the mind-body connection. People whose nervous systems are caused by ongoing stress become stuck in a flight-or-fight mode. But this neuroplastic pain is not imaginary: it’s real.

It goes without saying that seeking medical and counselling support is vital in the healing journey. But beyond that, what can we do to help others? What can we do if we are in these untenable situations ourselves? Karina Hagelin, who identifies as a chronically ill and disabled queer femme librarian believes each one of us can help by taking care of ourselves and others with self-compassion. Karina argues that self-care isn’t being selfish. Instead, it’s a cultural shift in how we approach our work to move towards healing — not just for our patrons, but for each other, and for ourselves. We are all survivors. I highly recommend everyone watch the webinar Trauma-Informed Librarianship: Building Communities of Care which shares ten concrete self-care strategies.

“Healing is the best revenge” is the name of Karina’s podcast. It’s such a moving and powerful phrase. One that’s so optimistic and hopeful, which is exactly what we need to turn to in times of despair. Libraries do an excellent job in devoting their mission to serving their communities, but often that community does not include their own staff. I recently shared this podcast with my mentee who I think about every day. I hope they know that their healing journey won’t be a lonely one because I will be here by their side.

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This post was previously published on Notes Between Us.

The Five Labours of Equity, Diversity, Inclusion, and Anti-racism Work by Racialized Academic Librarians

I've been fortunate to collaborate with Silvia Vong (University of Toronto iSchool) and Elaina Norlin (Association of Southeastern Research Libraries) on a project about the retention and recruitment of academic librarians in the United States and Canada.  

One of our two articles was published in the International Journal of Information, Diversity, and Inclusion. We were able to draw a great deal from the interviews and we felt it was important to acknowledge the theme of invisible labour or the different forms of labour that may emerge in EDI and anti-racism work for racialized librarians in academia. Our hope is that this work be valued even more and resources be put towards supporting those that are engaged in the work so that it is more than just a few lines on a CV. 

EDI and anti-racism are important work that deserves support, acknowledgement, and resources. The second article (under review at another OA journal) will focus on institutional aspects such as salary, promotion, etc. Below is the link to the first piece:

The Five Labours of Equity, Diversity, Inclusion, and Anti-racism Work by Racialized Academic Librarians (Silvia Vong, Allan Cho, Elaina Norlin)

Care and Compassion: Why We Need to Learn about Trauma-informed Librarianship

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I'm really trying to learn as much as I can about self-care and self-compassion which is integral to healing.   I've been focusing a lot of attention on challenging topics, particularly during my sabbatical, on discrimination, exclusion, gaslighting, bullying, the list goes on,  and much of the effects I witness (and personally experienced myself) is chronic stress of which the effects are only beginning to be understood in the medical world.  The trauma expert Dr. Elizabeth Stanley has suggested that chronic stress and trauma should be viewed as part of a continuum; stress over time has the same biopsychosocial effects on individuals as acute trauma.  As such, many of my colleagues in this profession who have faced the onslaught of chronic stress have either left the profession due to burnout or have suffered mental or chronic health issues.  

I'm seeing an emerging emphasis on Trauma-informed librarianship (TIL) in the library world nowadays, but it's still a rare topic at conference circuits.   I really enjoyed Karina Hagelin's session which I believe can help us open up conversations about taking care of ourselves and others for a better profession.  She is so raw and honest -- so deliberate in her messaging about TIL as a vital practice about creating cultural shifts in how we approach our work to move towards healing -- not just for our patrons, but for each other, and for ourselves.  This webinar introduces what is trauma and how it impacts both individuals and communities; the principles and goals of trauma-informed librarianship; how we can apply this lens to library services in actionable ways to better support survivors in our libraries, whether they are patrons or colleagues; and how we can take care of ourselves too, through 10 concrete self-care strategies.

Karina is such a courageous and engaging speaker, and being a chronically ill and disabled queer femme librarian, they have lived experiences and expertise to help us create better cultures in our libraries that center healing through radical empathy, collective care, and social justice work.  Karina is an Outreach and Instruction Librarian at Cornell University who has a very cool website where you can find more information about her work: http://www.karinakilljoy.com/ 

 

TIL is a reminder for us to take care of ourselves and to be compassionate to one another.