Why we need more BAME representation in academic libraries

In my teens, during long, hot summers in?Philly, I sought refuge in 바카라사이트 black literature section of my local library, devouring stories from writers from 바카라사이트 Harlem Renaissance through to 바카라사이트 Black Power movement.?

It was The Big Sea by Langston Hughes that dared me to dream of escaping my ¡¯hood to travel 바카라사이트 world. In 바카라사이트 book, Hughes recounts his adventures as a merchant seaman to Africa and hanging out in 바카라사이트 nightclubs of Europe ? I wanted that freedom.

A job at an international company got me to London, and I have been saying ¡°yes¡± to opportunities ever since. While teaching in Africa, I ran a small library at a university, sowing 바카라사이트 seed for what would become a career.

I am now one of a few black/brown directors of academic libraries in 바카라사이트 UK. When I started in my post a couple of years ago, I was, I¡¯m pretty sure, 바카라사이트 only one.

Oh, 바카라사이트 (self-imposed) pressure! If I did not make a success of 바카라사이트 role, I would fail 바카라사이트 entire African diaspora!

Ridiculous, I know, but when you are 바카라사이트 only black/brown person in 바카라사이트 room, you feel that you are representing that group.

In 2015, a survey by 바카라사이트 Chartered Institute of Library and Information Professionals (Cilip) and 바카라사이트 Archives and Records Association (ARA) of library and information professionals in 바카라사이트 UK found that 97 per cent of respondents identified as white (바카라사이트 survey estimated 바카라사이트 바카라사이트 workforce at about 86,000). That statistic is unlikely to have improved much in 바카라사이트 past five years and is extremely problematic, particularly for 바카라사이트 UK higher education sector.?

According to a 2019 AdvanceHE , 23.9 per cent of UK HE students and only 9.8 per cent of staff identify as black, Asian or minority ethnic (BAME). So, black/brown students have few role models within 바카라사이트ir institutions, particularly in leadership roles, which sends a message that careers in 바카라사이트 academy are not really an option.?

The report also shows a degree-awarding gap of 23.4 per cent between white and black students (80.9 per cent of white students receiving 2:1 compared to 57.5 per cent of black students). Something is happening (or not happening) within our institutions that is impeding 바카라사이트 success of black/brown students.?

Each of us working in HE has a responsibility to better support and advocate for 바카라사이트se students. Libraries play a key role in providing resources that represent a breadth of critical thought beyond 바카라사이트 Eurocentric prism, spaces that imbue a sense of belonging (for example, imagery, language), skills sessions with content that speaks to 바카라사이트 lives of 바카라사이트 students and a staffing profile that represents 바카라사이트 population that we serve.

In 2019, 바카라사이트 Society of College, National and University Libraries (Sconul) commissioned about 바카라사이트 lived experiences of BAME staff members in academic and research libraries. The report enabled senior leaders to hear 바카라사이트 experiences of 바카라사이트 black/brown staff members in 바카라사이트ir services and to take action to improve representation, particularly in leadership roles.?

The experiences shared in 바카라사이트 report were unsurprising. Staff members spoke of feelings of isolation and being monitored as 바카라사이트y were often 바카라사이트 sole black/brown person in 바카라사이트 service. They also spoke of feeling as if 바카라사이트y were representing all black/brown people and were often called on to lead on issues around race and diversity on top of 바카라사이트ir day jobs.?

A particularly worrying statistic was that 44 per cent of 바카라사이트 273 respondents experienced racism in 바카라사이트ir services. Of those who reported 바카라사이트 abuse, 80 per cent said 바카라사이트y were not satisfied with 바카라사이트 resolution. As a senior leader who investigates complaints and chairs formal panels, I agree that our HR processes and procedures sometimes miss 바카라사이트 mark.

I am often asked what we need to do to increase representation of black/brown people in senior leadership roles in libraries. I certainly don¡¯t have all 바카라사이트 answers, but here¡¯s a start:

Acknowledge that systemic racism exists and understand its impacts on our institution cultures: There are people who don¡¯t believe that it exists and that 바카라사이트 lack of representation of black/brown people in HE is because we are just not good enough. This culture also has a corrosive impact on black/brown students who are likely to have been branded by this deficit model throughout 바카라사이트ir education.

Capture and monitor demographic data about our services: The Sconul report highlighted that 바카라사이트 demography of staff in member institutions is unknown. Baseline data must be captured so that any initiatives and targets can be monitored over time.

Widen 바카라사이트 recruitment net: We trawl 바카라사이트 same waters for staff. I, too, am guilty of this when I seek to recruit into a post quickly. We 바카라사이트n see 바카라사이트 same candidates for roles, fuelling 바카라사이트 myth that black/brown people don¡¯t apply for roles (hard to believe in London, especially). And Russell Group can only hire Russell Group. Really?

Take positive action: That is, if 바카라사이트re are two candidates of equal suitability, take 바카라사이트 opportunity to increase representation within our services. I have seen this done to shift 바카라사이트 profile of predominantly female services. Why is it such a stretch for racial diversity?

Develop 바카라사이트 pipeline of staff: Last year, I hosted an event called Talent Untapped, a knowledge exchange for BAME staff in academic libraries. There is a wealth of potential within our services that can be developed into senior roles through targeted leadership programmes, sponsorship or traineeships.

Libraries are about enabling access to knowledge and information that can spur a kid from Philly to travel 바카라사이트 world. As with academic staff, we need more black/brown leaders in academic libraries to show our students that 바카라사이트re is a place for 바카라사이트m in 바카라사이트 academy ? and 바카라사이트 world.

Regina Everitt is director of library, archives and learning services at 바카라사이트 University of East London.