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This research study compared four academic libraries’ approaches to curating the metadata of dataset submissions in their institutional repositories and classified them in one of four categories: no curation, pre-ingest curation, selective curation, and post-ingest curation. The goal is to understand the impact that curation may have on the quality of user-submitted metadata. The findings were 1) the metadata elements varied greatly between institutions, 2) repositories with more options for authors to contribute metadata did not result in more metadata contributed, 3) pre- or post-ingest curation process could have a measurable impact on the metadata but are difficult to separate from other factors, and 4) datasets submitted to a repository with pre- or post-ingest curation more often included documentation.

Objective - Over the last decade, many academic libraries have hired data professionals to offer research data services. As these positions often require different types of experience than traditional librarian positions, there is an increased interest in hiring professionals from outside the typical library and information science (LIS) pipeline. More broadly, there has also been an increased interest in academic libraries and higher education to incorporate the principles and practices of diversity, equity, inclusion, and accessibility (DEI&A) into their work. These phenomena allow an opportunity to examine the growing area of data professionals and library hiring practices through the lens of DEI&A. Data was collected from 180 data professional job positions, including education, experiences, and skills, to better understand the evolving and complex landscape of data professionals and to provide evidence based recommendations regarding how the profession can enact meaningful and lasting change in the areas of DEI&A. Methods - The qualifications and responsibilities listed in data professional job postings from 2013 to 2018 were examined. Prior to analyzing the job postings, a codebook of 43 variables was developed. The 177 data professional job postings (corresponding to 180 positions) were independently analyzed, noting the presence of each variable, including the locations and the degrees of complexity sought. After coding, discrepancies were mutually resolved. Overall, the coding process had 94% intercoder agreement, which indicates a high level of agreement. Results - Over one-third of postings (n = 63, 35%) did not use the word “librarian” in the job title. Eighty-eight percent (n = 159) required a Master’s in LIS degree, but 67% (n = 119) also accepted an equivalent degree. Over half of the positions (n = 108, 60%) were also looking for an additional degree, most frequently a graduate degree. The median salary of the positions listing a quantitative value was $57,000; however, this value may not be accurate because only 26% of job positions (n = 47) gave a quantitative salary. From the research data management skills mentioned, general data management (n = 155, 86%), data repositories (n = 122, 68%), and data curation (n = 101, 56%) appeared most frequently. Libraries were also looking for traditional LIS skills and experiences, including instruction (n = 138, 77%), consultation (n = 121, 67%), and a public services perspective (n = 69, 38%). Conclusion - The results show that academic libraries are trying to recruit candidates from outside the traditional academic library pipeline. Research data activities (a non-traditional area for LIS) and traditional LIS areas were both frequently mentioned. Overall, these job positions should be written through a more intentional lens of DEI&A. This would help to make data professional positions more diverse and inclusive, while also helping academic libraries to reach their goal of recruiting outside of LIS. A set of concrete DEI&A recommendations are provided that are applicable for writing all library positions, so that readers can put these results into action and enact meaningful change within the profession.

Academic libraries develop collections and services for scholars who use video games in teaching and research. However, there are no assessments of related information and technology needs. The authors conducted 30 semistructured interviews to gather data about these needs and understand how the University of Minnesota Libraries can facilitate access to games and technology. A total of 28 interviewees used games in research, and 23 used games in teaching. We identified a variety of information and technology needs; many showed strong disciplinary trends. The findings can inform needs-based multidisciplinary strategies to develop video game services and collections relevant to unique academic communities. IntroductionRecent studies show that video games are ingrained in American culture and, increasingly, higher education. A 2015 Pew Research Center survey found that 49 percent of American adults and 67 percent of adults ages 18-29 play video games.1 The New Media Consortium reported that games and gamification have several applications in higher education, as educational technology and components of blended learning.2 A search for "video games" in major article indices finds game technology used in diverse research areas.College and research libraries share a vision of exceptional services to motivate and facilitate cutting-edge research and student learning 3 and have proactively supported scholars using and experimenting with video games. Librarians frequently collaborate with faculty and students to create game collections and interactive spaces for research, teaching, game development, and play. Despite this, there are currently no multidisciplinary assessments that provide an overview of the information and technology needs required by scholars working with video games. Some disciplinary-specific

The principles of equity, diversity, and inclusion have long been incorporated into many aspects of the data practitioner profession. The hiring process is an exception; it is opaque, stress-inducing, and ultimately reinforces a homogeneous workforce. Job postings are important both as a window into the profession and as the first way that candidates interact with your institution. This commentary article provides concrete and actionable recommendations on how you can start writing more equitable, diverse, and inclusive job postings at your institution.