For decades libraries have been highly dependent on student interns to provide reference and other library services. In recent years, the roles and responsibilities of reference librarians have undergone significant changes. With the emergence of technology and development of virtual communication channels, reference service is no longer limited to a single physical space. In many academic libraries, the reference desk is either staffed by highly trained paraprofessionals or by student workers. In other instances, the reference desk has been dissolved or merged with other service points such as circulation or access services. Some libraries have moved to a system where patrons are referred to subject librarians or liaisons when specialized expertise and in-depth research techniques are required.

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The Diversity Committee of UNCG Libraries, founded in 2007, develops and supports activity relating to diversity and inclusion. Recognizing that the most successful change begins from within, the Committee’s strategy for promoting diversity began with internal library staff development, and expanded over time to international representation of library faculty. Examples of diversity-related programs undertaken by the committee range from staff development focused on providing support to unique populations on campus, to the creation of the Diversity Resident Librarian position. In this article, members of the UNCG Libraries Diversity Committee will discuss the programs that this committee developed and sponsored, beginning with training from within the Libraries for staff, expanding to regional, national, and international representation.

While there are countless numbers of books, articles, webinars, forums, and courses that provide helpful tips, tricks and strategies to successfully navigate the academic job search and interview process, they may only slightly improve a candidate’s chance of successfully landing a job. This article, based on the author’s experiences, focuses on five factors that can make a significant difference in improving an LIS student or recent LIS graduate’s odds of success in landing a job in a research library. A study found that factors such as prior academic library experience (including practicums), professional service/committee work, and a record of publications can significantly increase or decrease the odds of getting a job after graduation. Brian Kenney suggests that LIS candidates can significantly increase their chances of landing a job by being willing to relocate and by effectively marketing themselves.

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