Diversity Initiatives to Recruit and Retain Academic Librarians: A Systematic Review

Abstract

Libraries across Canada and United States are adopting diversity initiatives to encourage inclusive library environments and services. Many policies and frameworks have a user-centered approach. However, there is little focus on encouraging diverse service providers in the library. The aim of this study is to determine the strategic approaches that academic libraries are using in their efforts to recruit and retain diverse librarians. Systematic review methodology involved searching Library & Information Science Abstracts, Library & Information Science Source, Gender Studies Database, Race Relations Abstracts, Google, and grey literature composed primarily of information from library associations' and organizations' websites. The primary search terms (and their variations) include diversity, ethnicity, gender, socioeconomics, academic library, librarians, recruitment, and retention. Publications were included if they were about the recruitment and/or retention strategies used by academic libraries to improve diversity among librarians. Nineteen publications and one ALA website were included in the review. All 20 publications were based in a North American context, and the interventions included targeted recruitment strategies, internship or residency programs, mentor-ship, and professional development opportunities. Using a modified version of the CASP Qualitative Checklist, the publications were critically appraised to evaluate the validity of the findings. Fifty percent of the publications included an assessment component to determine the value of the intervention. Although a number of programs exist to recruit minorities to academic librarianship, the number of visible minorities in the field has remained stagnant for decades.

Not a token! A discussion on racial capitalism and its impact on academic librarians and libraries

“…have contributed to a state of affairs that degrades nonwhiteness by commodifying it and that relegates nonwhite individuals to the status of 'trophies' or 'passive emblems'" (p. 2156). It is important to address these issues as diversity, equity and inclusion statements and initiatives have increased significantly in Canadian and US academic libraries (Kung et al, 2020). Though these statements are important, more action is needed in dismantling racist and exclusionary practices and structures that have been rendered invisible.…”

Diversity, Equity & Inclusion Statements on Academic Library Websites

“…54 However, recruiting and hiring diverse staff is challenging as the number of visible minorities in academic librarianship has remained stagnant. 55 Retaining academic librarians and staff of color is a separate challenge, as institutional and library environments, expectations and research output are all explicit barriers, while internal pressure and time management constraints are implicit barriers. 56 Academic librarians and staff of color are subject to racial microaggressions perpetrated by unaware nonminority colleagues, an issue that permeates higher education, particularly at historically white institutions (HWIs).…”

Roles for Health Sciences Librarians at College and University Libraries

“…However, these types of professional standards and programs have not led to substantive changes within academic libraries or librarianship. A recent systematic review found that while broader diversity initiatives aimed at creating inclusive library services are fairly common, research libraries have routinely failed to make meaningful progress in recruiting and retaining staff members from historically underrepresented minorities: "the number of visible minorities in the field has remained stagnant for decades" (Kung et al 2020). While some institutions may hope to address these trends by including items such as diversity statements or expressing commitment to Equal Employment Opportunity/Affirmation Action within PPDs, including specific qualifications related to DEI within PPDs may be a more effective way of advancing institutional DEI by highlighting that successful incumbents will be evaluated in these areas.…”