The Contested Space in Diversity

Audrey Lorde has said that “much of Western European history conditions us to see human differences in simplistic opposition to each other” and Canada has historically and socially influenced me as an individual working in the library, literary, and publishing fields.  Subsequently, Eve Tuck and K. Wayne Yang assert the ease with which the language of decolonization has been superficially adopted. What I find disconcerting is that despite a lot of work in diversity, equity, and inclusion, much of the intentions are superficial and do not intend to undo deep systemic racism. One recent example is the CBC’s adaptation of “Son of a Trickster.” Another is curator cheyanne turions, who has been mired in controversy since she publicly acknowledged she was unable to substantiate her claims of Indigenous identity, and recently resigned from her position at SFU Galleries.

Yang and Tuck call this type of settler nativism, when “settlers locate or invent a long lost ancestor who is rumored to have had ‘Indian blood,’ and they use this claim to mark themselves as blameless in the attempted eradication of Indigenous peoples.” This obsession with “race-shifting” of course, most oftentimes benefits those who seek to profit from their supposed ancestry. In Distorted Descent: White Claims to Indigenous Identity, Darryl Leroux describes this “obsessive” search by some heretofore non-Indigenous Canadians for long-ago Indigenous ancestors who can justify them identifying as Métis by Canadian "white settlers" have redefined themselves as Métis over the past fifteen years is done within the absence of a verifiable Indigenous ancestor, and using gaps in ancient records, such as the unknown parentage of some early European women settlers.

I’d like to share a quote from Lee Maracle's First Wives Club who poignantly said, “I am not a partner in its construction, but neither am I its enemy. Canada has opened the door. Indigenous people are no longer ‘immigrants’ to be disenfranchised, forbidden, prohibited, outlawed, or precluded from the protective laws of this country.” Sadly, Maracle passed away this past month, and I’m pained to think of the challenges she faced as an indigenous author and scholar and the experiences of racism she faced in her journey throughout her life.

I’m fully aware of being a settler on this land and despite the struggles as a racialized person of colour, I am cognizant of the privileges of my intersectionality of identities. In my work, I collect, review, and purchase literature but now realizing the need to decolonize practices reinforces my need to be vigilant in acknowledging my own privileges and biases knowing that one can never shed their neutrality, but to show humility and continuous learning. The “supremacy of objectivity” that is embedded in Western thought and education is merely a wishful illusion.

Retention of Racialized Academic Librarians in the U.S. and Canada

This research team invites academic librarians that identify as racialized or members of the BIPOC community to participate in our survey related to retention. The purpose of this study is to identify organizational barriers that may impact the retention of racialized academic librarians in predominantly white institutions such as colleges and universities in the U.S. and Canada.

The study focuses on structures in the library organization that may impact the experiences of racialized or BIPOC librarians.

The study will focus on the experiences of racialized or BIPOC librarians working in academic libraries as well as former librarians that identify as racialized or BIPOC who have left the profession due to challenges with organizational practices listed above.

COMPLETE THIS SURVEY

If you would like more information about the study, please feel free to contact us. This study has received a Research Ethics Board approval at the University of Toronto (RIS-41402) and the University of British Columbia (H21-02220). Your participation would be greatly appreciated in understanding organizational barriers in retaining racialized or BIPOC librarians.

INVESTIGATORS

• Allan Cho, Community Engagement Librarian, University of British Columbia
• Elaina Norlin, Professional Development/DEI Coordinator, Association of Southeastern Research Libraries
• Silvia Vong, Head of Public Services, University of St. Michael’s College in the University of Toronto

Equity and Inclusion at the BookNet Canada's Tech Forum

 

One of the outcomes of Covid has been the migration of in-person events to online.   I've enjoyed my fair share of conferences and workshops this past year.   I've been following the BookNet Canada's Tech Forum, which is one of the country's largest book industry conferences with a focus on technology, data, and collaboration.   In recent years, like many industries, it's focused a lot on EDI topics, and 2020 highlighted some excellent sessions, one which particularly caught my attention.

Cynthia Pong, Feminist Career Strategist & Founder at Embrace Change, is a lawyer turned career coach whose passion is helping women of colour realize their ambitious career goals.   Her webinar at the conference, "Be seen be heard: A workshop to help you reclaim power in your career," however, is for anyone who is a minority and wants "actionable, high-impact tools and strategies to empower themselves in their day-to-day" — and in their overall career trajectory.  A few strategies I found extremely useful: 

1)  Make room for yourself to interject and be heard

2)  Seize the moment or pause the agenda

3)  Use non-verbals

4)  Pre-meet and amplify each other

5)  Demonstrate your leadership 

6)  Make yourself visible to sponsors and champions

7)  Identify allies

8)  Sharpen your communication

There are some fabulous sessions on EDI that I'm sharing here with you from the Tech Forum.   It's heartening to see that there's a real sense of inclusion, which is an evolution from previous conferences.   As libraries, publishing, and creative writing are all intertwined, these webinars are all so relevant and important.  

• Foreign object in the house of Canadian literature with Annahid Dashtgard, Chelene Knight, and moderator Léonicka Valcius.
• How to combat racial gaslighting in the workplace with Keni Dominguez
• Don't believe everything you think: How to spot and overcome your hidden biases at work with Michelle Grocholsky 
• Why are women always talking to men in novels? A conversation about debiasing books with Andrew Piper
• Diversity benchmarking: Improving diversity and inclusion in library collections with Laina Kelly

Turning from "Being to Doing" Anti-Racism As Action at Work by Iones Damasco

I highly respect Ione T Damasco for the work she's done in the area of equity, diversity, and inclusion.   Her talk urges us to view anti-racism as action, rather than using the word anti-racist as an identity.   While she questions whether we can change how we define organizational culture in library workplaces be an example of anti-racist action, she frames the challenge that certain hallmarks of white supremacist culture inform our notions of professionalism and workplace norms.  

There are many hurdles.  Quite likely, I won't see great change within my lifetime both within my profession and certainly in society.   I wish to be more optimistic, but based on the experience in my brief fifteen years in this profession and my volunteer work in the community, I've just seen it all and the tokenism and performativity.   One of Ione's message is that having mentorship and a supportive network is necessary to navigate the uncertainties and injustices that racialized and (in)visible minorities face in the workplace.   I've been part of a number of mentorship programs, offering my wisdom and support to graduate students and new information professionals.   I've been heartened at how I've been able to make a difference in their lives and how they've been able to use my advice and person experiences (gathered through years of trial by error).   From We Here, to ViMLoC, to the many ethnic caucuses, change will happen, though at a glacial pace.    

Reviewing "Knowledge Justice: Disrupting Library and Information Studies Through Critical Race Theory"

I’ve been working with the Visible Minority Librarians Network of Canada (ViMLoC) in creating a journal club that highlights pieces in the BIPOC/diversity LIS literature. There are some books that I hold tightly both physically and intellectually long after reading, and Knowledge Justice: Disrupting Library and Information Studies through Critical Race Theory is one of those titles that I had to read, re-read, and reference in my research. 

 Knowledge Justice features some of the strongest voices of BIPOC writers who are both academic scholars and library practitioners, composed of fourteen chapters that each draw from critical race theory (CRT) in countering foundational principles, values, and assumptions of objectivity and neutrality, long-cherished in Library and Information Science and Studies (LIS) teaching and practices. While it’s no surprise to anyone that LIS is a predominantly white profession, the systemic inequities that historically marginalized groups face are often concealed behind colour-blind policies. 

 With a focus on the counterstory, the book deconstructs the comfortable and clean history of the library and archival collections, scholarly communication, hierarchies of power, epistemic supremacy, children's librarianship, teaching and learning, digital humanities, and the education system, Knowledge Justice challenges LIS to reimagine itself by throwing off the weight and legacy of white supremacy and reaching for racial justice. They propel CRT to center stage in LIS, to push the profession to understand and reckon with how white supremacy affects practices, services, curriculum, spaces, and policies.  I'm deeply moved by the stories shared in this book.   They're poignant, emotional, and at times, and impassioned.   If there's a title that I would recommend for 2021: this is it.  

It's Time To #DecolonizeLIS

I was invited to take part in a panel as part of the Canadian Academic Research Libraries (CARL) Equity, Diversity, and Inclusion webinar series.   It was an exhilarating panel discussion and rewarded me with a lot of deep reflection over my years as a racialized librarian.   In my preparation to the talk, I had re-read Dorothy Kim's article piece, “How to DecolonizeDH: Actionable Steps for an Antifascist DH” is one of the best I’ve come across addressing the historic white supremacy in DH and what some DH scholars have proposed to initiatives and issues with openness, race, disability, LGBTQ, feminist, and other kinds of non-normative bodies in the field.    Dorothy is a professor of English, and is one of my favourite DH’ers.   In this article, she outlines a set of practical steps to #decolonizedh, to make it less white, to begin working on an antifascist DH.   I thought it would be interesting to adapt her proposal to LIS.  What if we were to integrate her ideas from one very white field to another?   How do we de-whiten LIS?   Here's what I came up with, with inspiration from Dorothy.

“If you build it, they will come” is a myth - LIS needs to be more intentional in recruiting and retaining scholars of colour and scholars working by incentivizing their presence.

LIS needs to stop being defensive about its whiteness - Instead of insisting on compiling a list of “projects” about communities of colour, LIS needs to protect those at the margins who are being attacked. It’s necessary to be proactive and digging in to help, fight back, and do the work against white supremacy.

LIS must stop ignoring critical race theory and postcolonial/ decolonial theory - LIS needs to ask how to dismantle and decolonize its standard histories, epistemologies, and methodologies. It needs to question its stance on science, which neutralizes the intersectionalities. Scholars have challenged the neutrality of ‘science’ in LIS and one even has suggested that LIS education itself has become “technocentric, male-dominated and out of touch with the needs of practitioners”.

LIS must have separate funds for inclusive projects - LIS needs to earmark separate money for projects related to and run by communities of color, graduate students, faculty and researchers of colour. It must be separate and specifically geared to expand this range of work, give credit, give funding, give resource help.

LIS must stop writing narratives that ignore other entire fields - LIS has often had difficulty defining itself, and within these identity crises, it’s had a tendency to subsume topics, methodologies and scholarship and pass them off as LIS’ interdisciplinarity.

LIS must stop excessively citing white men - It's time to stop creating conference and panel structures that replicate white genealogies.  From its inception, LIS has glorified the likes of Melvil Dewey, Eugene Garfield, John Cotton Dana.

LIS must decolonize its conferences and panels - LIS must decolonize its biggest conferences in the field and start to apportion out panels and presence by a different standard of inclusiveness. Organizing committees must find participants and panelists that represent the larger populations of their worlds.

LIS methods must not be only about tools - LIS classes must stop being just about technology. They must include a balance of discussing critical issues like race, gender, disability, multimodality, sexuality, etc.

LIS must fund developing scholars of colour - LIS training needs to directly give scholarships and particularly try to assemble groups to help potential scholars of colour to learn new skills but also these groups can allow people to talk to each other about some of the issues they see at stake and potentially find other collaborators.

LIS and the Rooney Rule - First started in the NFL as a requirement that at least 1 minority must be interviewed for every senior position. Some companies have begun using this hiring rubric, but LIS needs to institute the Rooney Rule for every position, every major grant, every major conference keynote and panel.    Some disciplines, such as Communications and Sociology, is currently tackling this problem of perpetuating citational segregation and the ghettoization of research.   LIS must address this as well.