Antiracism & Social Justice Resources

Abstract: As the growth in Latino college enrollment is expected to continue for years to come, academic libraries at Hispanic Serving Institutions (HSIs) and beyond will be serving increasing numbers of Hispanic students. Since Latino educational attainment remains lower than than of other groups and academic libraries’ impact on retention, GPA and related educational outcomes has been well documented, it is crucial that academic libraries actively foster Latino students’ success. A review of the literature on Hispanic students and library use, the article also includes recommendations for practice and offers a local example to illustrate strategies libraries may implement to better meet the educational needs of Hispanic students.

Articles published by student-run law reviews were cited more often after they adopted diversity policies for selecting editors, according to a study that will be published in the Columbia Law Review.

This column shares the experience of one minority Collection Development Librarian throughout their career and their lessons learned. Also sharing pra…

A VOICE AND A FORCE FOR LIBERAL EDUCATION. AAC&U advances the vitality and democratic purposes of undergraduate liberal education.

Academic librarians, like so many others in the higher education and library sectors, have discussed equity, diversity, and inclusion for many years. A number of prominent initiatives have worked to address these issues across the profession and within individual institutions. Yet, libraries have struggled to make progress on these stated values, especially in meeting their goals of employee diversification. The organizing led by Black Lives Matter activists in 2020 following the murder of George Floyd sparked an increase in demands for racial justice across the higher education sector. Many leaders called for an end to police violence and pledged to address their institutions’ history of racism. Academic libraries in turn have grappled with renewed attention to increasing the diversity of their employees, addressing retention issues, and fostering equity and inclusion for both internal and external constituents. Some have also focused their efforts on library practices such as increasing the diversity of their collections. To better understand the impact of these national events and long-standing challenges on academic libraries, we surveyed 638 library directors in fall 2020 to examine how perspectives and strategies relevant to issues of diversity, equity, inclusion, and anti-racism evolved over the last year

Abstract Training culturally competent and socially responsible library and information science (LIS) professionals requires a blended approach that extends across curricula, professional practice, and research. Social justice can support these goals by serving as a topic of inquiry in LIS curricula as well as by providing a scholarly framework for understanding how power and privilege shape LIS institutions and professional practice. This article applies social justice as a topic and tool for transforming LIS curricula and culture by exploring the implementation of social justice–themed courses and an extracurricular reading group in one LIS department. Exploring curricular and extracurricular cases in a shared institutional setting contextualizes key challenges and conversations that can inform similar initiatives in other institutions. Transforming LIS culture to prioritize social justice values, epistemologies, and frameworks requires multivalent strategies, community buy-in, and shared responsibility in terms of the labor of leading and sustaining engagement with social justice.

In an increasingly globalized world, social justice issues dominate the news. Libraries are often viewed as places where social justice ideals are upheld and pr...

Automation is coming to HR. By automating the collection and analysis of large datasets, AI and other analytics tools offer the promise of improving every phase of the HR pipeline, from recruitment and compensation to promotion, training, and evaluation. These systems, however, can reflect historical biases and discriminate on the basis of race, gender, and class. Managers should consider that 1) models are likely to perform best with regard to individuals in majority demographic groups but worse with less well represented groups; 2) there is no such thing as a truly “race-blind” or “gender-blind” model, and omitting race or gender explicitly from a model can even make things worse; and 3) if demographic categories aren’t evenly distributed in your organization (and in most they aren’t), even carefully built models will not lead to equal outcomes across groups.

The term ‘accountability’ in anti-racism work holds an array of understandings, as well as criticisms, and is heavily contextual in nature. Deemed a necessity by nearly all within anti-racism work due to the socialized racial superiority of whiteness and white culture, in general accountability aims to minimize oppressive manifestations of this internalized superiority experienced by white people and expand white racial identity awareness with the intent to work non-oppressively and collectively towards racial equity and justice. This qualitative research aims to more concretely conceptualize ‘accountability’ within white anti-racism work to provide clarity around such a laden, nuanced and often overused term. The research intended to focus on personal accountability, which I identified as individual practices of accountability in relation to oneself, and interpersonal accountability, which I identified as the understanding and practice of accountability in relation to others. However, as evidenced in the findings, the approach and framing of the research in such a way came with its own issues and critiques. This study contributes the voices and opinions of ten white anti-racism organizers and educators who were interviewed on their understandings of accountability, as well as the criticisms and challenges that surface in their work in its conceptualization and application. Although both literature and participants emphasized the importance of self-examination, mutual accountable interracial relationship building, and collective focus towards a shared analysis and macro-level goal of systems change to enact real change, participants highlighted further complications and challenges in the nature ‘accountability’ has been used in the work, including tokenizing people of color, reducing diverse social identities into one monolithic concept, the concept and directional flow of power, as well as an awareness of one’s underlying motives in this work. The research identified significant challenges in the application of accountability, further highlighting the complexity that white people navigate in anti-racism work.

The university announced courses would resume “immediately online and asynchronously,” but questions about academic freedom, transparency, and more, remain.

For black conservationists, work can be a challenge: 'All you have to get is that one person who's going to call the cops and you're the next hashtag.'

Libraries are supposed to be a bastion of free speech and discovery, but the book banners are getting more brash. Here's how you can help.

The first of 1,000 planned ‘Freedom Libraries’ opens in the Massachusetts prison where the campaigner was incarcerated in the 1940s

Librarianship has remained overwhelmingly white for decades. Leaders say recruitment, retention and a change in policies and culture are needed.

Hispanic-Serving Institutions make up 17 percent of all U.S. public and nonprofit colleges—yet they enroll 67 percent of all Hispanic and Latino ...

Here’s how I’m going to tackle this issue in 2022.

The U.S. Department of Education has recognized the UA's success in the enrollment of Hispanic students and in providing educational opportunities to them.

Congress passed Title VII of the Civil Rights Act of 1964 with the primary goal of integrating the workforce and eliminating arbitrary bias against minorities and other groups who had been historically excluded. Yet substantial research reveals that racial bias persists and continues to limit opportunities and outcomes for racial minorities in the workplace. Because these denials of opportunity result from myriad individual hiring and promotion decisions made by vast numbers of managers, finding effective strategies to reduce the impact of bias has proven challenging. Some have proposed that a sense of accountability, or “the implicit or explicit expectation that one may be called on to justify one’s beliefs, feelings, and actions to others,” can decrease bias. This Article examines the conditions under which accountability to a committee of peers reduces racial bias and discrimination. More specifically, this Article provides the first empirical test of whether an employment committee’s racial composition influences the decision-making process. My experimental results reveal that race does in fact matter. Accountability to a racially diverse committee leads to more hiring and promotion of underrepresented minorities than does accountability to a homogeneous committee. Members of diverse committees were more likely to value diversity, acknowledge structural discrimination, and favor inclusive promotion decisions. This suggests that accountability as a debiasing strategy is more nuanced than previously theorized. If simply changing the racial composition of a committee can indeed nudge less discriminatory behavior, we can encourage these changes through voluntary organizational policies like having an NFL “Rooney Rule” for hiring committees. In addition, Title VII can be interpreted to hold employers liable under a negligence theory to encourage the types of changes that yield inclusive hires and promotions.

Accountability is a well-worn word in social justice circles. The three of us, one a member of the Occaneechi Band of the Saponi Nation, one of us African-American, one of us white, have worked hard to figure out what accountability means to us as we attempt to walk our social justice talk. We have done this because we’ve seen too often how the concept of accountability gets (mis)used in interpersonal games of tit for tat, manipulations aimed at getting people to follow an agenda rather than reach for a shared vision. We know how challenging it is to build community-wide accountability when we are spinning in ever increasing dysfunctional circles personally.

To increase ACRL's visibility and influence in the arena of higher education policy development, legislation, and best practices, ACRL speaks out on important issues. Below are examples of ACRL's participation in activities geared towards creating change. ACRL is active in advocating for policy and legislation through the ALA Washington Office, as well as through coalition work with groups such as the Open Access Working Group and the Library Copyright Alliance (LCA) for joint work with ALA and ARL on copyright issues such as fair use, trade agreements, and Google Book Search settlement.To increase ACRL's visibility and influence in the arena of higher education policy development and legislation and in support of its commitment to work towards reshaping the system of scholarly communications, ACRL speaks out on important issues. Below are examples of ACRL's participation in activities geared towards creating change.

The United States has been steadily growing more racially and ethnically diverse, especially over the past several decades. Yet, as a profession, law librarianship has been slow to reflect the country’s increased diversity. Taking the most recent U.S. Census statistics into account, this article evaluates the implications that a progressively diverse population poses for law librarianship. Reasons for low levels of diversity among law librarians, as well as past and suggested efforts within the profession to further increase diversity, are discussed.

This issue brief is published by the Government Alliance on Race and Equity, a national network of government working to achieve racial equity and advance opportunities for all.