Perspectives on Minority Recruitment of Faculty for Schools of Library and Information Science

Totten, Herman L.

doi:10.2307/40323481

Cited by 7 publications

(3 citation statements)

References 4 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Using McCook and Moen's (1988) "LISSADA Survey," Brown ( 1992) studied the distribution of population demographics for the purpose of advising library and information programs and offered suggestions for the local level. Randall's 1988 study sets a standard, but the library literature in this area is rich in recruitment strategies (i.e., Moen & Heim, 1989;Totten, 1992;Wright, 1992;Hayden,1994;Reese & Hawkins, 1999).…”

Section: Library Educationmentioning

confidence: 99%

Ethnic Diversity in Library and Information Science

2001

New Library World

View full text Add to dashboard Cite

AN ASSESSMENT OF THE STATUS OF LIBRARY SERVICE to minority populations of the United States first requires an understanding of the long struggle to include people of color among the ranks of those providing library service. This issue of Library Trends presents an overview of the efforts of African-Americans, Asian/Pacific Islander-Americans, Chinese Americans, Latinos, and Native Americans to develop services, identify important issues, foster leadership, and establish inclusive definitions of identity. Without these narratives, there would be insufficient philosophical, intellectual, or emotional bases on which to develop future programs and collections.'In 1988, the American Library Association (ALA), Office for Library Personnel Resources (OLPR) under the leadership of its director, Margaret Myers, issued Librariansfor the New Millennium (Moen & Heim, 1988). In that volume, the need for emphasis on the recruitment of minorities to the library and information science professions was a central theme. Efforts to secure ALA funding for the recruitment of minorities, including OLPR hearings held in 1987, are summarized and a 1988 invitational preconference on recruitment described. As background for the preconference, OLPR supported an analysis of students enrolled in U.S. programs of library and information science: the Library and Information Science Student Attitudes, Demographics and Aspirations Survey (LISSADA Survey) (Moen & Heim, 1988). The LISSADA Survey reported that enrolled students in 1988 were 90 percent white. Thus began a decade of studies, initiatives, and a profession-wide commitment to emphasize recruitment among people of color Uosey, 1999; McCook 8c Lippincott,

show abstract

Section: Library Educationmentioning

confidence: 99%

Ethnic Diversity in Library and Information Science

2001

New Library World

View full text Add to dashboard Cite

show abstract

“…Missing from these discussions and initiatives to diversify the library workforce is the importance of recruiting minority candidates to doctoral level programs, with the hope and intention that these candidates will eventually work in accredited LIS graduate programs (Cooke, 2013;Subramaniam & Jaeger, 2010;Totten, 1992). While there is literature about recruiting librarians of color into the field, literature about minorities in doctoral programs (Achor & Morales, 1990;Ellis, 2001;Gardner, 2008;Nettles, 1990;Offerman, 2011;Olson, 1988;Pruitt & Isaac, 1985;Turner et al, 2008), and literature about minorities in higher education as a whole (Antonia et al, 2004;Chesler & Crowfoot, 1989;Denson & Chang, 2009;Olneck, 2000;Rankin & Reason, 2005) there is a dearth of research explicitly about minority doctoral students in LIS education.…”

Section: Introductionmentioning

confidence: 99%

The Spectrum Doctoral Fellowship Program: Enhancing the LIS Professoriate

Cooke¹

2014

InterActions: UCLA Journal of Education and Information Studies

View full text Add to dashboard Cite

“…Although the preferred method of data collection in phenomenographic studies is the interview, surveys are also used (Penn-Edwards, 2010); in our opinion, the qualitative survey guided by phenomenography would be particularly useful because it would combine the phenomenographic elicitation of information; the anonymity of the survey; and the advantage of open-ended qualitative answers. (3) New focus: Although LIS faculty as a subject of research on diversity has not been addressed as often as students and working professionals, there are several descriptive and empirically based pieces out there, most notably Alire, 2001;Jaeger et al, 2010;Jaeger and Franklin, 2007;Shiyi, 2012;Subramaniam and Jaeger, 2010;Totten, 1992. However, we feel that a more human look at the needs, perceptions, triumphs and tribulations of diverse faculty is warranted, using the theoretical frameworks and methodological approach suggested in Theory and Methodology above.…”

mentioning

confidence: 99%

Can we talk?

Caidi

Dali

2015

New Library World

View full text Add to dashboard Cite

Purpose – This paper aims to examine the attractiveness of Library and Information Science (LIS) professions and programs to culturally and linguistically diverse individuals. Design/methodology/approach – Between September and December 2014, current students and alumni from 57 North American LIS programs were surveyed regarding their learning experiences and perceptions of the state of diversity in LIS. Findings – The findings point to deep, emotive reflections on diversity in LIS. Noting the general societal turn toward values-based, integral diversity, this paper proposes looking beyond the quantitative measures and paying attention to the volume of negative emotion surrounding the diversity debate in our field. Making both philosophical and practical arguments, a three-tiered approach is advocated, which can contribute to nurturing the climate of diversity: outreach and promotion; recruitment and retention; and interpersonal and intercultural dialog that will not only sustain diversity but also transform diverse environments into healthy and vibrant places with transparent communication channels. Originality/value – This paper departs from the focus on increasing diversity and emphasizes sustaining diversity in both academia and workplaces. The improvement of interpersonal relationships, human understanding and interpersonal communication is seen as a way to systemic change.

show abstract

Perspectives on Minority Recruitment of Faculty for Schools of Library and Information Science

Cited by 7 publications

References 4 publications

Ethnic Diversity in Library and Information Science

Ethnic Diversity in Library and Information Science

The Spectrum Doctoral Fellowship Program: Enhancing the LIS Professoriate

Can we talk?

Contact Info

Product

Resources

About