Presenters: Jana Varlejs, Nicole Cooke, Maria Baratta, Mario Gonzalez
Jana Varleys:
recruitment is the first step. mentoring is the next step in keeping people in the profession and will allow the librarians to recruit and mentor the next generation.
What new efforts are you (the audience) going to make to help diversify the profession? How will you make a difference?
How did you get recruited to the profession?
Nicole:
I "backed into" librarianship. Went to Rutgers school of pharmacy and spent a lot of time in libraries. As a result of working the libraries, the staff there provided encouragement and went directly to the MLS program after graduating.
Maria:
Was doing undergraduate work in Chemistry and as a result of doing a lot of library research, and after a semester of graduate work in Chemistry, decided to change careers and started working in libraries. Earned some "state bureaucracy skills" working in the state library.
Mario:
Mother suggested he go to the NYPL to apply for a job and did. Wanted to be an engineer. Unofficial mentors at NYPL were encouraging. Despite going off to study engineering, was hired to work at NYPL during every break period.
Question: Experience of diversity and its effect on recruitment and the profession.
Nicole:
An early experience was with the emerging leaders program through CJRLC. There weren't many diversity opportunities. None available for people from traditionally underpresented groups. The BLNNJ (Black librarians network of New Jersey) was also helpful in finding other librarians who "looked like me." Led to being a co-founder of the BCALA-NJ. These efforts are to help recruit more folks from underrepresented groups to the profession.
Now also associated with teh Spectrum program that now funds doctoral students. Spectrum graduates will now be mentors to the new group of Spectrum scholars.
Maria:
Had no experience working with people with disabilities. Had worked with the accessabile task force in church. Being 100% abled is a temporary condition; there will always be some disability if only temporary. Have been mentor at DEP and AG library positions. Have not had a formal mentor, but the informal mentors, some outside of the libraries, have also been very helpful. Take advantage of opportunities to be a mentor or a protege.
Mario:
Worked in cataloging early in career. Being bilingual was an asset. There are some stereotypes about folks from underrepresented groups that still are to be overcome (English folks can major in English, but Spanish folks can't minor in Spanish, for example). See Diversity Counts report by ALA. Did not have a formal mentor and this worked. The unofficial mentors were more effective.
Jana: 2 cohorts of IMLS graduates is not enough to address the problem in NJ.
Question: Mentoring.
Nicole:
Never had an official mentor, but have had several informal mentors. These people have always been available. There is no need for regular contact. You may set the pace and tone of the relationship. As a result, have now been a mentor to a student at Rutgers. This has also been informal, but rewarding and valuable.
Maria:
Have benefited from "drive-by" mentoring. Reaching out to those people who are "experts" and are willing to share what they know. Can often develop into a formal/professional relationship. It is a two-way relationship. Have been a mentor to students in the Rutgers program, one of whom now has the job I held previously.
Mario:
First person to come to mind if Lillian Lopez (since passed away) from the South Bronx. Developed a group of people who would go to the libraries. Always a vocal advocate and led many changes in the NYPL system. Now look to others as role models. Once the community undestands that libraries are a part of the education process, they will value the libraries more. Have served as a mentor when worked in Houston, encouraging the staff to go to library school, for example.
REFORMA-NE has a mentoring program.
ALA is also working to increase the number of underrepresented groups in teh profession.
"Grow our own" programs are also very effective.
Advice
Nicole:
Seek people out. Others who work in the libraries or use the libraries may not know what being a librarian is about. Have a conversation with them and it may lead to something.
meet people where they are.
Maria:
Recruitment is often challenging among the disabled population. You need to have people with the skills that can meet the needs of the library. Must alaso hire through the state civil service process. Be sure to provide the resources needed to let the person do their jobs. Cultural benefits are enormous. Know the community; work with the advocacy groups. Braille literacy is key for employment in the visually-impaired community. Very few (20%) of the blind community is braille literate. Will work with other libraries in increasing this percentage.
Mario:
Network! In person and virtual networks. Get involved in the community. Attend conferences. Diversity adds to the rich texture of your workforce.
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Summer of Service program (White House initiative) can provide an opportunity to get young peple in the libraries and can be a recruitment tool. Sign up at Serve.gov.
Being a librarian is a good way to become a leader of a community agency.
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