Slides presented at the Critical Pedagogy Symposium held online May 17-19, 2021

NC DOCKS at The University of North Carolina at Greensboro

Sawyer, Suzanne

Thacker, Juanita

The University of North Carolina at Greensboro

Silenced and Siloed: Racism, Rankism and the Age of COVIDJuanita Thacker, Suzanne Sawyer & Chanda JacksonUNC Greensboro University LibrariesLand acknowledgmentImage: Alexrk2, CC BY 3.0, via Wikimedia CommonsOrganizational Structure of Academia... ● Hierarchical and Rankist● Colonialism and Paternalism● Trickle-down communication styles● Siloes are inherent to libraries● Leadership is white and often maleIn 2010:82.8% of all working librarians were women17.2% were male40% of academic library directors were maleRacism in Higher EducationAdministrative LeadershipRacism in Higher Education88%White Represensentation in Librarianship5.2% Black 3.1% Hispanic 2.7% Asian American/Pacific IslanderRacism in Academic LibrariesCOVID’s Impact on Library WorkersLibrary Staff Take ActionUNC employee lawsuit● Unsafe conditions● Heightened health riskConcerned Black Workers of Free Library of Philadelphia Open Letter● Ongoing racism in library● COVID’s effect on Black population● Staff security riskRankism in Academic Libraries“Rankism is the exploitation or humiliation of those with less power or lower status. Simply put, rankism occurs when the somebodies of the world use the power of their rank to take advantage over those they see as nobodies.”–Robert W. FullerRankism may affect...● Access to information● Mentoring or professional development● Workspace● Representation in leadership● Access to social and professional networks● Feedback mechanisms/accountability of leadership● Performance and promotion assessments“[E]liminating rankism doesn’t mean eliminating rank any more than getting rid of racism means getting rid of race. Rank can be a useful organizational tool that, used properly, helps us achieve group goals. It is the abuse of rank that cries out for our attention.”Robert W. FullerALA Code of Ethics vs. Librarianship in Practice“Vocational awe describes the set of ideas, values, and assumptions librarians have about themselves and the profession that result in notions that libraries as institutions are inherently good, sacred notions, and therefore beyond critique. I argue that the concept of vocational awe directly correlates to problems within librarianship like burnout and low salary.”      - Fobazi EttarhV. “We treat co-workers and other colleagues with respect, fairness and good faith, and advocate conditions of employment that safeguard the rights and welfare of all employees of our institutions”American Library Association (ALA) Code of EthicsALA CouncilAdopted June 28, 1995Practices in Opposition to ALA Ethic Unrealistic ● Ignores racism and rankismCOVID Mismanagement● Primarily frontline staff required to work● Inadequate PPE & building security for staff● Working w/ limited information● Reduced/non-existent remote work opportunitiesVI. “We do not advance private interests at the expense of library users, colleagues, or our employing institutions.”ALA Code of EthicsALA CouncilAdopted June 28, 1995Practices in Opposition to ALA Ethic ● “Managing up”● “Need to know” basis information sharing● Paternalistic decision-makingVII. “We distinguish between our personal convictions and professional duties and do not allow our personal beliefs to interfere with fair representation of the aims of our institutions or the provision of access to their information resources.”ALA Code of EthicsALA CouncilAdopted June 28, 1995Practices in Opposition to ALA EthicBiased ● Values rooted in Whiteness and White supremacy● Frontline staff  rarely represented in institutional aimsIgnores past and present● History of racial and class discrimination● Current practices of librarianship within the academyVIII. “We strive for excellence in the profession by maintaining and enhancing our own knowledge and skills, by encouraging the professional development of co-workers, and by fostering the aspirations of potential members of the profession.”ALA Code of EthicsALA CouncilAdopted June 28, 1995Practices in Opposition to ALA Ethic ● Inequitable professional development funding● Inequitable opportunities for education and training● Lack of release time for professional developmentWhat Can We Do?We do not profess to have all the answers but wanted to put forward suggestions for action steps that libraries can take beyond self care. While self care is important, it does not alleviate the systemic issues that are causing the need for so much self care.It begins with leadership!● Acknowledge that systems of oppression are present in every organization● Create a sustainable long-term action plan● Be committed to the plan and stay the courseRecognizeRecognize and support leadership at all levels● Equitable assessment● Root out favoritismRequestRequest frontline staff feedback● Multiple methods of data collection● Do not call out individual staff● Manager accountability● Implement RemoveRemove silos● Create spaces for BIPOC frontline staff voices● Open meetingsReconsider● Be mindful of toxic positivity● Learn to receive negative feedback● Do not engage in respectability politicsRaiseSupport professional development● Funding● Release time● On the job training● MentorshipSupport career advancement● Training beyond the job role● Informal mentorship - keep the conversation goingQuestions?Juanita Thacker: jmthack3@uncg.edu Suzanne Sawyer: s_sawyer@uncg.eduResourcesAmerican Library Association (ALA). (2011). Library workers: facts and figures. Retrieved from http://ala-apa.org/files/2012/03/Library-Workers-2011.pdfBichsel, Jacqueline, Adam Pritchard, Jingyun Li, and Jasper McChesney. (2018). Administrators in Higher Education Annual Report: Key Findings, Trends, and Comprehensive Tables for 2017–18 Academic Year. Research Report. Knoxville, TN: CUPA-HR.CBWFLP Covid Letter.docx. (n.d.). Google Docs. Retrieved May 7, 2021, from https://docs.google.com/document/u/1/d/17LEyjd7-_UVOR6kZwDqIlgOrA8uyKdiI/edit?usp=drive_web&ouid=113382709001535420656&dls=true&usp=embed_facebookCOVID Racial Data Tracker. (n.d.). COVID Tracking Project. https://covidtracking.com/raceCrimmins, P. (2020, June 27). Black workers want Free Library to address racism, safety before reopening. WHYY. https://whyy.org/articles/black-workers-want-free-library-to-address-racism-safety-before-reopening/Ettarh, F. (2018, January 10). Vocational Awe and Librarianship: The Lies We Tell Ourselves. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2018/vocational-awe/Fuller, R. W. (2011, May 25). What is Rankism and Why Do We "Do" It? HuffPost. https://www.huffpost.com/entry/what-is-rankism-and-why-d_b_465940#:~:text=Rankism%20is%20an%20assertion%20of,of%20most%20man%2Dmade%20sufferingGallaher, L. (2021, February 9). There's a dark side to looking on the bright side. Here's a healthier antidote. Fast Company. https://www.fastcompany.com/90593972/theres-a-dark-side-to-looking-on-the-bright-side-heres-a-healthier-antidoteResourcesMurphy, K. (2020, August 10). Campus workers sue Unc System, claiming unsafe working conditions during pandemic. News & Observer. Okun, T. (n.d.). WHITE SUPREMACY CULTURE: Characteristics. Showing Up for Racial Justice - SURJ. https://www.showingupforracialjustice.org/white-supremacy-culture-characteristics.htmlRamos, S. J. (2020, September 17). Equity, Power Hoarding, and Internal Communications. LinkedIn. https://www.linkedin.com/pulse/equity-power-hoarding-internal-communications-stephanie-j-ramos/?trk=public_profile_article_viewSchonfeld, R. C., & Sweeney, L. (2017, August 30). Inclusion, Diversity, and Equity: Members of the Association of Research Libraries: Employee Demographics and Director Perspectives. https://doi.org/10.18665/sr.304524Starkey, B. S. (2016, December 12). Respectability politics: How a flawed conversation sabotages black lives. The Undefeated. https://theundefeated.com/features/respectability-politics-how-a-flawed-conversation-sabotages-black-lives/Ünler Ela, & Kılıç Bülent. (2019). Paternalistic leadership and employee organizational attitudes: the role of positive/negative affectivity. Sage Open, 9(3), 215824401986266–215824401986266. https://doi.org/10.1177/2158244019862665Vinopal, J. (2016). Quest for Diversity in Library Staffing: From Awareness to Action. In the Library with the Lead Pipe. https://doi.org/http://www.inthelibrarywiththeleadpipe.org/2016/quest-for-diversity/ 

Silenced and Siloed: Racism, Rankism and the Age of COVID [Slides]

http://libres.uncg.edu/ir/uncg/f/J_Thacker_Silenced_2021.pdf

Silenced and Siloed: Racism, Rankism and the Age of COVID [Slides]

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The University of North Carolina at Greensboro