BAME employees' work experience in the UK public sector: an empirical study of academic and research libraries

Abstract

PurposeThe research was aimed at gauging the experiences of Black, Asian and minority ethnic (BAME) staff working in academic and research libraries across the UK, part of the higher education and public sector significantly under researched.Design/methodology/approachUsing an essentially qualitative approach involving a focus group and in-depth interviews, the research design aimed to capture the lived experiences of BAME library employees.FindingsBAME employees are very conscious of their ethnicity due to a feeling of being monitored and under pressure to perform to a higher standard. BAME staff are subjected to verbal racism including microaggression from co-workers. There is no adequate mechanism in place to address the concerns of BAME staff and represent their interests. BAME employees are overrepresented at lower ends of the profession and are not encouraged by line managers to pursue promotion opportunities leading to a distinct lack of diversity at the top level of academic libraries.Research limitations/implicationsThere are implications for the work experience and career development of BAME library staff, for the leadership and management of libraries and the wider higher education sector to reflect upon.Originality/valueBased on real life experiences of BAME staff, this research plugs a gap in a neglected area of the public and higher education sector and provides an opportunity for managers of academic libraries to reflect on the issues raised and consider interventions.

What are the options for library and information studies education reform in addressing racial inequity in the library profession in the UK?

“…In terms of staffing, Society of College and National and University Libraries (SCONUL) commissioned research into the experiences of BAME staff in academic libraries, which gave voice to the research participants and highlighted their negative experiences including lack of diversity, with increasing whiteness going up the hierarchy, a feeling of being monitored, racism and micro-aggressions within the workplace which were not adequately dealt with, a glass ceiling in terms of promotion, few opportunities for training for (mostly BAME) paraprofessional staff, tokenistic equality and diversity initiatives, lack of support from trades unions and lack of encouragement to progress. The participants recommended a strategic approach to equality and diversity, creation of opportunities to progress, addressing lack of diversity in the workforce and introduction of a BAME mentorship programme (Ishaq and Hussain, 2019). There have been efforts to accelerate this process through regional and national BAME networks: Diversity in Libraries of the North (DILON, 2022) and the CILIP BAME Network (CILIP, 2022) linking the professional association with the wider profession and practice.…”

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Regulating for gender equality in the Australian Public Service: Extending Dickens’ tripod of regulation

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