The Issue of Diversity in Library and Information Science 1

The Issue of Diversity in Library and Information Science

Christopher Rodriguez

The University of Arizona

LIS 504
Dr. Macaluso
November 26, 2017
The Issue of Diversity in Library and Information Science 2

Abstract
Throughout the years, race has been a controversial issue within various professions. To
adapt with the changing world, organizations must understand their surroundings as well as the
people they serve. In a time in which library and information organizations face a gap between
exiting employees and beginning employees, it is important to take a look at how the recruitment
and retention process will serve the organization. Recruitment and retention of minorities in
Library and Information Science (LIS) in the United States is an issue that must be addressed as
the country grows in diversity. Reaching the desired outcome of a more diverse workforce has
been interrupted by various factors throughout history. The purpose of this essay is to examine
issues of recruitment and retention in the past, present and the future of information
organizations in the United States to address this issue.
Literature Review
Minorities face various troubles in the work place, ranging from discrimination, to the
absence of resources or opportunities. Specifically in the fields of library and information
science, there is a low level of recruitment and retention within the field. Evidence over the last
few decades explains a large disconnect between minorities and professionals within the Library
and Information Science field. Denice Adkins (2004) explains that between the years 2000 and
2001, a total number of 130 Hispanic students were awarded ALA accredited library degrees.
These 130 students then went on to only comprise about 3% of the total number of students who
had earned master’s degrees in LIS. Interestingly, only one Hispanic student earned a doctoral
degree in 2001, indicating a lack of interest and recruitment of Hispanics in the field of library
and information science. Despite these numbers, there are still various organizations committed
to the issue. REFORMA, The National Association for Library and Information Services to
Latinos and the Spanish-Speaking, listed approximately 900 members in the year 2000. The
majority of these members were also noted as Latino library professionals. It is crucial to have
minority faculty members in predominantly white institutions and the fact cannot be overlooked.
There is in fact a lack of faculty diversity which causes problems not only in the LIS field, but
throughout the country as well. In fact, research has noted a 52 percent dropout rate for Hispanic
students pursuing graduate education in the LIS field (Adkins, 2004).
History
The specific troubles minorities face when applying for jobs as well as once they have
become a part of the workforce have been noted over the years. Intriguingly, studies have shown
that the media has an impact on Latino’s professional job searches in the United States. In 2015,
Cristina C. Lopez discusses a small sample study of 17 Latinos examined the media through the
eyes of Latinos in the United States. Research questions were focused to gain an understanding
of what Latinos see as job opportunities and how the media influences their decision making.
Questions assessed were designed to examine which media Latinos use, if Latinos use media
with a critical approach, as well as how the media advertises professional jobs, and what
methods Latinos use for professional job searches. Minorities, and Latinos specifically are more
The Issue of Diversity in Library and Information Science 3

inclined to use their own social networks or family members in their job search, making some
opportunities virtually invisible to them outside of their networks (Lopez, 2015).
In Ismail Abdullahi’s work in 1992, it is stated that various recruitment and retention
practices in place have not yet proven to be successful on a large or nationwide scale. Some
possible issues preventing these practices from being successful are a lack of interest, as well as
the lack of a full force initiative in place. Programs focusing specifically on mentoring minority
students are currently in place due to demand from recent years. However, there are not many,
and not nearly large enough to create wide scale change (Abdullahi, 1992). Considering the
importance of the issue in today’s landscape, it is startling to know that the current practices are
not operating to the highest standards. This is one of the various ways the issue affects libraries
as a whole, as well as their patrons. People need a form of representation in the workplace and to
feel safe and welcome at work. Patrons also need a relatable staff that they can seek while
searching for materials or resources. The important aspect of diversity in the workplace is that it
welcomes more people. It is easier to talk to someone that you can connect with while searching
for information on personal issues, or issues related to racial identity. The needs libraries face in
a changing world with diverse workers have also changed. Libraries need a diverse group of
employees due to their locations as well as the populations they serve (Abdullahi, 1992).
In today’s world, there are numerous identities that people associate themselves with and
the world is changing each day. In order for libraries to truly be effective in serving these
populations, they must also learn and adapt to the needs of the community. In Tucson, Arizona
there exists a large minority population consisting of Hispanics and Spanish Speaking
Americans. By looking at the past to see what minorities faced, it will become easier to see what
is in place now and what still needs to be accomplished in the field. By examining the different
struggles and hardships that minorities face, we will begin to see a clearer picture of what is
preventing them from entering the LIS field, as well as ways to encourage them to join the field.
By looking at the present, we can see what has already been done for minorities and how well
these programs are working for people. We must also look at what has already been put in place,
as well as how things are going in the present day. Looking towards the future will finally help
us determine the desired outcome for minorities in the LIS field. When thinking of the future, we
want a clear goal in mind such as a multi-step program set in place. Programs can focus on
recruitment, mentorship and even opening up new positions for translators or language services
within libraries. This encourages libraries to not only plan to hire and retain minorities, but to
also provide a connections and new resources to patrons. A big issue in libraries that serve
diverse communities is the language barrier. In many areas, especially in Arizona, there is often a
considerable disconnect between Spanish-Speaking patrons and library employees. As libraries
are known for providing free resources to the public, funding is also a key factor regarding this
issue.
Policies
An important aspect of this issue is the history of experiences in the United States shared
by minority groups. It is crucial to understand how the issue began and what was happening to
people over the last 50 years. A description of people's experiences and along with a list of
The Issue of Diversity in Library and Information Science 4

statistics suggests that minorities have often felt discouraged by new opportunities. Throughout
history there have been numerous occasions in which minorities were singled out or denied
opportunities. It is also important to examine what laws were in place as far back as the 1960s. In
1961, President John F. Kennedy issued Executive Order 10925 declaring that the government
must take action to ensure that people are employed, and once they are employed do not face
issues or discrimination based on their race, sex, beliefs or other personal features. This march
towards affirmative action was a major step towards minorities and all people to find more
accessible and available job opportunities. Three years after the order, in 1964 the Civil Rights
Act was set in place to ensure that people could be free from discrimination in the workplace and
achieve their goals with the support of others.
Although these new policies were designed to help combat discrimination, there were
still instances throughout history in which minorities felt out of place in the word of Library and
Information Science. Staff and overall employment in libraries and related organizations looked
to lack forms of diversity. Most notably, libraries have been known to lack racial diversity. Many
people felt disturbed people in terms of discrimination, hostility, danger and other negative
factors. In Ismail Abdullah’s Recruitment and Mentoring of Minority Students, Dean Mohammed
Aman is quoted explaining how responsive libraries and library professions have been to blacks
and other minorities. Aman states in his 1972 work What Black Librarians Are Saying “as
American institutions, libraries and library professions cannot claim the distinction of being free
from hypocrisy, or from racist policies or practices. Libraries and the library profession have
constantly ignored the needs of black people” (Aman, 1972).
Issues
Minorities felt the need to take action in various ways. An interesting article by Elizabeth
Martinez titled “Chicano Librarianship” was posted in 2010 on americanlibrariesmagazine.com.
Elizabeth Martinez recounts her time as a librarian assigned to a federal grant called “The Way
Out Project” for the Los Angeles County Public Library. The grant was designed to provide
programs for the Mexican-American and Chicano communities on Los Angeles. Martinez was
recruited due to her being the first to describe herself as a Chicano Librarian in the 1970s; she
was requested to not use her married name Smith. Along with Martinez, the staff included a
diverse group of individuals, which also included African-American librarians. The group was
met with resistance as the libraries featured English only and an Anglo-centric cultures. Martinez
writes “Speaking Spanish among staff and with patrons was prohibited or discouraged, and
longtime library employees were reluctant to change what they believed was appropriate”
(Martinez, 2010). Martinez also explains meeting a few coworkers with similar mindsets
regarding the acceptance and promotion of diversity, especially in libraries. The idea of
discrimination is something that has been a part of the United States for many years. Although it
is not as prevalent of an issue upfront, many still believe it to be an issue behind the scenes.
Martinez described her time with the project as a way to educate people on the importance of
diversity. Martinez writes “with an old flowered bookmobile driven by a jolly guy called Charlie,
along with college-student interns and newly purchased materials we believed relevant, Joyce
and I attended community events, met with local organizations, invited ethnic authors and
The Issue of Diversity in Library and Information Science 5

activists to speak, and began to make the libraries ethnically relevant” (Martinez, 2010). During
her time serving the community and working to educate people across the nation, Martinez as
well as other activists encountered opposition to their efforts. Martinez recounts “During the
three years of “The Way Out Project,” we consistently encountered opposition from library
employees, were reprimanded for our decisions by administrators, or were ignored by colleagues
for our activist librarian ways. The motivations for our decisions, the books we purchased, the
programs we developed, and the meetings we attended were routinely scrutinized, questioned,
and opposed by the majority of librarians. Some issues they contested were serious and others
trivial, but all of our stances were considered suspect. We were ordered to take down posters of
Emiliano Zapata because they were “a call to revolution” and to stop speaking Spanish at work
because we might be talking about others present. Our efforts to keep armed sheriff’s deputies
off library rooftops were unsuccessful because, we were told, ‘these are dangerous times’”
(Martinez, 2010). One of the most intriguing parts of Martinez’s story is the explanation of what
she felt to be reverse discrimination. After the project ended, Martinez and an African-American
librarian were promoted based on their Spanish speaking abilities; their job promotions were met
with opposition by a few Anglo employees as well as one Asian employee.
Discussion
The Current Landscape
The landscape has changed since over the last 20 years. Today’s library and information
landscape has diversified since the inception of libraries. According to the American Library
Association, in 2014, whites held a majority of librarian demographics comprising 87.1 per cent
of all librarians in the United States. Asian at 3.5 percent and African American at 4.3 percent
hold a very small percentage. In 2017, the numbers stayed mostly the same, with the exception
of White lowering to 86.7 percent and Asian as well as African Americans increasing to 3.6 and
4.4 percent respectively. There are some different methods of recruitment and retention set in
place in order to suit minorities interested in the LIS field. Jaeger, Bertot, and Subramaniam
(2013) cite E.J. Josey as noting that the racial composition of the field had not changed much
since the passage of the Civil Rights Act in 1964. The composition of the field of Library and
Information Science does not entirely reflect the various communities that are served by
libraries. Things still have not changed much since E.J. Josey had made these observations years
ago. (Jaeger, Bertot, and Subramaniam, 2013). This has remained a challenge in the field for
years, yet it still has gone unanswered due to insufficient effort in effecting change. Some efforts
such as awarding scholarships have helped, however the LIS profession is still struggling to
recruit and train professionals from diverse backgrounds. Retaining employees is also a
challenge that LIS struggles with today. The need for a diverse workforce stems from the ever
growing diversity of the communities that libraries serve each day. A few LIS schools today use
their own specific methods of recruiting and educating students from diverse backgrounds. The
goal is to increase the amount of students drawn from underrepresented and underserved
populations. An example would be the University of Arizona’s Knowledge River Project and the
University of Illinois’ LIS Access Midwest programs. The University of Arizona’s Knowledge
River program was designed by the School of information with the goal of educating information
The Issue of Diversity in Library and Information Science 6

professionals who have experience with and are committed to the information needs of Latino
and Native American populations. Knowledge River also highlights the importance of
understanding of library and information issues from the perspectives of Latino and Native
Americans while advocating for appropriate and culturally sensitive library and information
services to underserved communities. An interesting note about the Knowledge River program is
that over 170 scholars have graduated from the program since the program’s inception.

The Future
What organizations will look like in the future is a key point in effecting change. Based on the
current policies and changes, we can expect to see more people migrating towards the LIS field.
The landscape should change steadily, but should improve in terms of diversity, given the
research as well as the needs presented by that research. What needs to be done to improve the
landscape is to provide more opportunities for Latinos. Specific actions that can be taken might
require employees to have more of an understanding of the importance of becoming a more
inclusive field. Events or shadowing opportunities for minority students may help, as well as
other ways for the field to be more exposed to students. Some proposed ways to recruit and
retain employees are to highlight the different approaches. Helpful approaches discussed in
Abdullahi’s work include establishing a recruitment program, developing a recruitment action
plan, affective awareness plan, funding, support services and engagement in mentoring.

Conclusion and Future Implications

In conclusion, many of the changes have come in the form of policies and through activism.
People have spoken out about the lack of diversity within the LIS field as part of an age old fear.
The best way to achieve diversity is to promote diversity of many forms including gender, race,
age sex and sexual orientation. According to Jaeger P, Bertot, J. Jones, C and M. Subramaniam
(2011) although racial diversity has often been the focal point of LIS literature, political,
socioeconomic and technological divides are new forms of diversity within Library and
Information Science. Limited or no access to the internet is problematic as a social disadvantage
in terms of education, civic participation and employment. Due to the fact that racial diversity
has been the key point for many years, it is important to not lose sight of the fact that it is not the
only important type of diversity that libraries serve. These steps are important for maintaining a
structure and specific roles for people to work in. These plans are also important due to the fact
that people with a passion for making a change within their community have more than one
avenue to do so. What we still need as a whole, is better education in the form of working with
diverse populations. It is simply not enough to be well versed in content areas of expertise, but to
also understand people as well. An accepting and welcoming work environment that promotes
diversity is crucial, along with allowing people to express their culture and identity. Better
policies or guidelines could also be put into place that help students understand that by entering
this field, they will be met with different encounters with different people. Perhaps cultural
studies could become a part of the LIS curriculum, or courses with a focus on working with
The Issue of Diversity in Library and Information Science 7

underserved communities. In this case, students will have more experience and will then be able
to focus their studies with the idea in mind. Given what we know regarding today’s landscape,
there seems to be a need for not only more inclusion but also more recruitment of minorities in
the LIS field. The desired outcomes are to increase interest, actively spend time to recruit and
retain minority employees, and to build better plans to approach the issue by generating funding
and quality mentorships.
The Issue of Diversity in Library and Information Science 8

REFERENCES

Martha A. Bace, Sylvia D. Hall-Ellis and Angela J. Kinney (2008).

Making the Connection: Focusing on the Disconnect Between LIS Education and
Employer Expectations. Journal of Education for Library and Information Science. Vol.
49, No. 2 (91-9)

Mohammed Aman, ' 'Critical Issues in Library Education," in What Black Librarians Are
Saying” (Metuchen, N.J.: Scarecrow, 1972), 150-61. 2. "Beyond the Melting Pot," Time,
Apr. 9, 1990,

Winston, M and Li, H. (2007). Leadership Diversity: A Study of Urban Public Libraries. The
Library Quarterly. Vol. 77, No. 1 (61-82)

Lopez, C. (2015). The Impact of Media on U.S. Hispanics’ Professional Job Searches. Journal of
Multidisciplinary Research, Vol. 7, No. 2, Summer 2015, 77-89.

Abdullahi, I. (1992). Recruitment and Mentoring of Minority Students. Journal of Education for
Library and Information Science. Vol. 33, No. 4 The Ecology of Organizational Survival
Papers from the ALISE Annual Conference (307-310)

Jaeger P, Bertot, J and M. Subramaniam (2013). Preparing Future Librarians to Effectively Serve
Their Communities. The Library Quarterly: Information, Community, Policy Vol. 83,
No. 3 (243-248)

Jaeger P, Bertot, J. Jones, C and M. Subramaniam (2011). Diversity and LIS Education:
Inclusion and the Age of Information. Journal of Education for Library and Information
Science Vol. 52, No. 3 (166-183)
The Issue of Diversity in Library and Information Science 9

Adkins, D. (2015) Latino Librarians on Becoming LIS Educators: An Exploratory

Investigation of the Barriers in Recruiting Latino Faculty. Journal of Education for

Library and Information Science, Vol. 45, No. 2 (spring, 2015)

Martinez, E. (2010, November 2nd).Chicano Librarianship. Retrieved from URL

https://americanlibrariesmagazine.org/2010/11/02/chicano-librarianship/

Knowledge River Program, (2017 November) The University of Arizona School of Information.
Retrieved from https://ischool.arizona.edu/knowledge-river-0

Li, H, Gonzalez M.L, Abdelrahman H, Miller, M.D. Martinez, M.E. (2017) Improve Retention
Rate and Recruitment of Minority Students through Enhanced Mentoring and Summer
Research Programs. American Society of Engineering Education (2017)

Lynch, M. J. American Library Association Racial and ethnic diversity among librarians: a status
report. http://www.ala.org/tools/research/librarystaffstats/diversity/racialethnic
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APPENDIX A