Call for Chapter Proposals
Implementing Excellence in Diversity, Equity, and Inclusion: A Handbook for
Academic Libraries
Chapter proposals are requested for an edited volume titled Implementing
Excellence in Diversity, Equity, and Inclusion: A Handbook for Academic
Libraries, to be published by the Association of College and Research
Libraries. Head editors are Brian Lym (Hunter College) and Corliss Lee
(University of California, Berkeley), and co-editors are Jonathan Cain
(University of Oregon), Tatiana Bryant (Adelphi University), and Kenneth
Schlesinger (Lehman College).
We are seeking case studies, qualitative research studies, quantitative
research studies, survey research studies, and other research-based solutions
that can be implemented in today’s libraries. A more detailed outline appears
below.
Proposals, including a 600-800 word abstract, should be submitted by August
19, 2019. Notification of acceptance will occur by the end of September 2019.
Selected authors should expect to submit a full draft of their article no
later than January 14, 2020.
Implementing Excellence in Diversity, Equity, and Inclusion: A Handbook for
Academic Libraries
Chapter proposals are requested for an edited volume titled Implementing
Excellence in Diversity, Equity, and Inclusion: A Handbook for Academic
Libraries, to be published by the Association of College and Research
Libraries. Head editors are Brian Lym (Hunter College) and Corliss Lee
(University of California, Berkeley), and co-editors are Jonathan Cain
(University of Oregon), Tatiana Bryant (Adelphi University), and Kenneth
Schlesinger (Lehman College).
We are seeking case studies, qualitative research studies, quantitative
research studies, survey research studies, and other research-based solutions
that can be implemented in today’s libraries. A more detailed outline appears
below.
Proposals, including a 600-800 word abstract, should be submitted by August
19, 2019. Notification of acceptance will occur by the end of September 2019.
Selected authors should expect to submit a full draft of their article no
later than January 14, 2020.
CFP URL: https://tinyurl.com/yyefwazv
Send questions to head editors Brian Lym (blym@hunter.cuny.edu) and Corliss
Lee (clee@library.berkeley.edu).
Book Outline
The well-documented lack of diversity in the academic library workforce
remains problematic, especially given growing expectations that the overall
academic workforce be more representative of the increasingly diverse student
bodies at our colleges and universities. That the lack of diversity is
especially notable among the professional ranks (librarians, library
leadership, and administrators) is indicative of inequity of opportunities for
people of color and “minoritized” ethnic groups. Further, remediation of
racial and ethnic diversity in the academic library workplace raises broader
diversity issues, including individuals with identities outside the gender
binary and other individuals who face discrimination due to their sexual
orientation, disabilities, religious affiliation, military status, age, or
other identities.
Emerging efforts to diversify the academic library workplace are pointedly
raising issues of inclusion in libraries where demographic homogeneity has
historically prevailed. With Implementing Excellence in Diversity, Equity, and
Inclusion, we hope to capture emerging research and practice that demonstrates
ways academic libraries and librarians can work with and within their
institutions to create a more equitable and representative workforce.
Part 1: Leveraging and Deploying Systemic and Bureaucratic/Structural
Solutions
Since colleges and universities are hierarchical and complex systems with
centralized and bureaucratic controls that can effect or impede transformative
change, academic library leaders need to leverage and deploy formal structures
and administrative resources to achieve DEI excellence.
Themes:
Part II: Leveraging Collegial Networks, Politics, and Symbols:
Strengthening and Deepening Change for DEI Excellence
Acknowledging and deploying collegial networks, leveraging informal and formal
political power, and symbolic resources to foster diversity, equity, and
inclusion excellence in academic libraries.
Themes:
Send questions to head editors Brian Lym (blym@hunter.cuny.edu) and Corliss
Lee (clee@library.berkeley.edu).
Book Outline
The well-documented lack of diversity in the academic library workforce
remains problematic, especially given growing expectations that the overall
academic workforce be more representative of the increasingly diverse student
bodies at our colleges and universities. That the lack of diversity is
especially notable among the professional ranks (librarians, library
leadership, and administrators) is indicative of inequity of opportunities for
people of color and “minoritized” ethnic groups. Further, remediation of
racial and ethnic diversity in the academic library workplace raises broader
diversity issues, including individuals with identities outside the gender
binary and other individuals who face discrimination due to their sexual
orientation, disabilities, religious affiliation, military status, age, or
other identities.
Emerging efforts to diversify the academic library workplace are pointedly
raising issues of inclusion in libraries where demographic homogeneity has
historically prevailed. With Implementing Excellence in Diversity, Equity, and
Inclusion, we hope to capture emerging research and practice that demonstrates
ways academic libraries and librarians can work with and within their
institutions to create a more equitable and representative workforce.
Part 1: Leveraging and Deploying Systemic and Bureaucratic/Structural
Solutions
Since colleges and universities are hierarchical and complex systems with
centralized and bureaucratic controls that can effect or impede transformative
change, academic library leaders need to leverage and deploy formal structures
and administrative resources to achieve DEI excellence.
Themes:
- Recruitment and Hiring
- Retention and Advancement
- Professional Development and Support
- Assessment: Tracking DEI Progress
Part II: Leveraging Collegial Networks, Politics, and Symbols:
Strengthening and Deepening Change for DEI Excellence
Acknowledging and deploying collegial networks, leveraging informal and formal
political power, and symbolic resources to foster diversity, equity, and
inclusion excellence in academic libraries.
Themes:
- Navigating Collegial Networks and Normative Expectations
- Leveraging the Politics of Organizational Behavior
- (formal and informal power)
- Reinforcing the Message: Deploying Change Through Deployment of Symbolic
- Activities
