A Librarians With Spines Chat!

Please join us on Google Hangouts for a discussion between Yago, Autumn, Max and yourselves!

Please follow the URL below on Sunday, Sept. 8th from 6-7 pm PST.

It is All Pretty Words and Shell Games

For DEI: Nobody!

Holding Cultural Petting Zoos is Easier than Creating Equitable Institutional Structures.  Many institutions are stuck in a loop of cultural events that consist of food tasting and traditional dress modeling, etc...As if the mere exposure to such multicultural aspects would cure racism overnight.  Of course, these events do have a place, but they can't be relied upon to create progress in a historically white institution.

I've been thinking about this for a long time and it really comes down to accountability and value.

Claiming Equity, Diversity and Inclusion as a part of a traditionally white educational institution or organization is a benefit most schools have taken.  Schools have the benefits of doing something without actually having to make any real changes as there is literally no accountability, nor credibility.

The above claim is damaging to people of color  and other oppressed groups because it puts out the issue, but doesn't really seek a solution.  In the end--all sides are frustrated and race and other oppressive relations and structures remain the intact.

And the worst part of this is that it is all built on the backs of POC and other marginalized people.

We are meant to represent ALL people of color and when and if we screw up we are so severely punished that it sets a psychological example for others on all sides.  In the end--POC and other oppressed groups--raise their hopes, but are constantly let down--because there is no real accountability for DEI to the admin, faculty, staff, nor the organization.

Here is a sarcastic take on DEI in educational institutions and organizations:

Benefits of DEI inclusion on organization mission statements.

• Increased reputation
• Increased student enrollment
• Increased administrative pay

• No accountability
• No real changes required 
• Huge ROI with little to no effort
• White people feel great

• All of this built on the pain and suffering of POC at your institution
• Implement now for highest returns
• Organizations don't have to value DEI work by staff members

The above bullets are satirical, but they are based on my experience working in large educational institutions and national professional groups.   

Accountability and transparency are vital.

We must have accountability for DEI progress, or lack thereof within organizations and institutions.

We must have real change in faculty, administration and staff representation.  

We must demand that resources are spent on DEI if they are part of a mission statement.

We must demand that POC are not the only ones expected to have a stake in this work.

We must demand that DEI work is valued and counts toward tenure and other professional advancement opportunities.

We must require our organizations and institutions to live up to their mission statements when it comes to DEI.  

Callout a lack of DEI progress.

We must hold our leaders accountable for progress or lack thereof when DEI is part of a mission statement.

DEI should be part of performance assessments, budgets, organizational goals and other concrete planning for any educational institution or organization.

Problems in Multcultural Collection Development and Some Remedies

Problems in multicultural_collection_development from Max Macias: Info, Tech and Leadership


This is a presentation I did in library school back in 2007.

Guest Interview for a Multicultural Library Science Class

Yes, that is a Grumpy T-shirt.  

Here is a link to an short interview I did for a multicultural librarian graduate course:



https://goo.gl/r93L4g


These are the questions I covered:


  Questions for 825 Interviews 

 1. Will you please introduce yourself to the class and briefly describe your current library and position as well as the path that led you to librarianship? 

 2. In this course, we are exploring how libraries can best meet “the recreational, cultural, informational, and educational needs of African American, Asian American, Latina/o, Native American, and bi/multiracial children, young adults, and adults.” In what ways does your racial/ethnic identity enable you to meet these needs in your library? 

 3. As a patron in libraries throughout your life, you have probably had both positive and negative experiences related to access and collections. How have these experiences shaped your work as a professional, particularly in regard to serving racially/ethnically diverse? 

 4. What, if any, institutional barriers have you seen in your library with regard to better serving racially/ethnically diverse users? 

 5. EITHER a. If you are a member of one or more of the ethnic caucuses, please speak to how your membership has expanded your ability to better serve users. b. Would you please speak briefly to how your race/ethnicity informs you as a professional, particularly with regard to the social justice aspects of librarianship?

LSTA Advisory Councils and more...

I hope your Spring is springing.


I wanted to ask you all to consider volunteering to be on your state's LSTA Grant advisory boards.


I am currently the chair of the Oregon LSTA Advisory council.


My place on the council give me a voice that I can use to represent others who are not at the table.


There have been many times already where I was able to make an argument that would have not been made (concerning Latino issues) if I had not been there.



If we take our places on these and other committees that have a say in where money goes, then more Latino programming may get funded.


At the very least, we can represent where we are not represented already.


We can create change, we can lead from anywhere we are and we can help one another be strong.