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Purpose – The purpose of this article is to provide a general overview of mentoring and its benefits and to discuss informal mentoring, mentoring for librarians of color…
Purpose – The purpose of this article is to provide a general overview of mentoring and its benefits and to discuss informal mentoring, mentoring for librarians of color, and cross‐race mentoring. Design/methodology/approach – The authors conducted a literature review and administered informal focus groups and interviews. Findings – Mentors can help mentees set goals and develop skills to reach these goals over time. Informal mentoring allows a mentees the opportunity to choose his or her own mentor through a personal relationship or social network, and can be a method for success for librarians of color. Librarians of color are more likely to be successful in their professional careers if they have a mentor. Cross‐race mentoring is most beneficial to all parties when it is undertaken with knowledge of best practices and sensitivity to cultural concerns. Originality/value – This article addresses the identification of good mentors, best practices, and what mentors need to know. In addition, the article explores in‐depth mentoring for librarians of color and addresses issues related to cross‐race mentoring, as well as keys to success. The benefits of mentoring for librarians of color is rarely discussed in the professional literature – this article offers concrete best practices for mentors and mentees to ensure that librarians of color have successful mentoring relationships.
The purpose of this paper is to describe how an academic library at one of the most diverse universities in the country responded to the 2016 election through the newly…
The purpose of this paper is to describe how an academic library at one of the most diverse universities in the country responded to the 2016 election through the newly formed Inclusion and Equity Committee and through student outreach.
This paper details the context of the 2016 election and the role of social justice in librarianship. It offers ideas for how library diversity committees can address professional development, recruitment and retention efforts and cultural humility. It highlights student outreach efforts to support marginalized students, educate communities and promote student activism. Finally, it offers considerations and suggestions for librarians who want to engage in this work.
This paper shows that incorporating social justice, diversity, equity and inclusion requires individuals taking action. If institutions want to focus on any of these issues, they need to formally include them in their mission, vision and values as well as in department goals and individual job descriptions. The University of Nevada, Las Vegas University Libraries fully supports this work, but most of the labor is done by a small number of people. Unsustainable practices can cause employee burnout and turnover resulting in less internal and external efforts to support diversity.
Most of the previous literature focuses either on internal activities, such as professional development and committees, or on student-focused activities, such as outreach events, displays and instruction. This paper is one comprehensive review of both kinds of activities.