The Association of Research Libraries (ARL) is now accepting applications for the ARL Career Enhancement Program (formerly announced as the ARL Minority Fellowship Program). LIS graduate students from underrepresented groups, who have successfully completed a minimum of 12 credits hours (or will complete 12 hours by the scheduled internship) from an ALA accredited MLIS program, are encouraged to apply for this enriching program experience.
Deadline September 30
Follow this link for more information:
https://app.e2ma.net/app/view:CampaignPublic/id:11423.2276616929/rid:294e25e7967783b9a237b3f0e17780f2
Showing posts with label diversity. Show all posts
Showing posts with label diversity. Show all posts
Thursday, August 6, 2009
Wednesday, August 5, 2009
University of Tennessee Diversity Resident Program
The University of Tennessee Libraries’ Diversity Librarian Resident Program is seeking candidates for a two-year residency that begins fall 2009. UT Libraries will select two librarians for a new cohort group in this successful career growth program active since 2003. The purpose of the program is to attract recent library school graduates from underrepresented groups to a challenging and rewarding career in academic librarianship.
For more information: http://www.lib.utk.edu/employ/faculty/diversitylibrarian.html
For more information: http://www.lib.utk.edu/employ/faculty/diversitylibrarian.html
Wednesday, July 22, 2009
2009 Diversity Research grants
ALA’s Office for Diversity has announced the recipients of the Diversity Research Grants for 2009. The grants consist of a one-time $2,000 annual award for original research and a $500 travel grant to attend and present at the ALA Annual Conference. The grants will go to Clayton Copeland (University of South Carolina), Diana Tedone (UCLA), and Stephanie Maatta Smith (University of South Florida).
Read more about it here.
Read more about it here.
Wednesday, July 1, 2009
Initiative to Recruit a Diverse Workforce
The Association of Research Libraries (ARL) Diversity Programs are accepting applications for the Initiative to Recruit a Diverse Workforce, a program designed to recruit LIS graduate students from traditionally underrepresented ethnic and racial backgrounds into careers in research libraries. The Initiative includes a stipend up to $10,000, leadership and career development training, and a formal mentorship program.
Promoting Diversity in the Digital Curation Disciplines
A recent IMLS grant of interest:
University of Arizona - Tucson, AZ
Award Amount: 910846; Matching Amount: 201889
Category: Continuing Education
Contact: Dr. Peter Botticelli
Professor of Practice
520-621-3565; pkb@email.arizona.edu
Project Title: "Promoting Diversity in the Digital Curation Disciplines"
Since 2007, the University of Arizona’s School of Information Resources and Library Science (SIRLS) has offered the online “DigIn” graduate certificate program to train library professionals to create, collect, and manage digital information. Though the DigIn program has recruited diverse participants in its first two years, recruiting data show that many applicants from small, rural, or specialized organizations, as well as members of culturally or ethnically underserved groups, are disproportionately unable to self-fund their own professional development. With IMLS funding and in partnership with the Georgia Institute of Technology, the Sedona Conference, and the Arizona State Library, Archives and Public Records, SIRLS will recruit and provide scholarships to 80–90 new students to earn the DigIn certificate. Recruitment efforts will target geographically, culturally, and ethnically diverse students, with the goal of diversifying the workforce of digital information management experts.
University of Arizona - Tucson, AZ
Award Amount: 910846; Matching Amount: 201889
Category: Continuing Education
Contact: Dr. Peter Botticelli
Professor of Practice
520-621-3565; pkb@email.arizona.edu
Project Title: "Promoting Diversity in the Digital Curation Disciplines"
Since 2007, the University of Arizona’s School of Information Resources and Library Science (SIRLS) has offered the online “DigIn” graduate certificate program to train library professionals to create, collect, and manage digital information. Though the DigIn program has recruited diverse participants in its first two years, recruiting data show that many applicants from small, rural, or specialized organizations, as well as members of culturally or ethnically underserved groups, are disproportionately unable to self-fund their own professional development. With IMLS funding and in partnership with the Georgia Institute of Technology, the Sedona Conference, and the Arizona State Library, Archives and Public Records, SIRLS will recruit and provide scholarships to 80–90 new students to earn the DigIn certificate. Recruitment efforts will target geographically, culturally, and ethnically diverse students, with the goal of diversifying the workforce of digital information management experts.
Thursday, May 28, 2009
Job search tips from the pros
Earlier this month Adín Palau, a training officer for the UW Office of Human Resources, and Sandra Guthrie, Director of Business Services at Memorial Library, met with students to discuss job searching for librarians from diverse backgrounds. Below is a distillation of their advice by topic area.
Job search
You need to create a brand for your job seeking, with large pools of applicants you need to find a way to stand out (eg. at UW, there were 60 applications for a cataloger position, a position that normally gets many fewer applicants).
Depending on your background, there may be quite a lot of job offers. However, sometimes an employer will assume that everyone will want to hire someone with a diverse background, so no offer is made.
The interview is the last thing you have to take into consideration.
You have to know where you want to go and based on that prepare yourself. Do your homework for each job. Check the institution out.
Make sure your references are prepared, ask them ahead of time.
Resume
You can't be shy with your resume, it is a marketing tool. It needs to catch their interest early on. Have it reviewed by many people. No typos! In academia you can have more info (3 pages), but in other positions you need less. To write an effective resume use power verbs, address the resume to the job. If your resume needs to be longer, make it longer.
Do not just put your background out there. If a job is looking for a diverse individual you have to illustrate your commitment to diversity. Demonstrate your background. You need to augment your application to show commitment.
Cover letter
In your cover letter you need to speak to why would they benefit from hiring you, not about how much you would like the job. Bring up actual experiences, but do not overdo it.
Address the job posting requirements directly. Speak to the requirements in the cover letter. Job postings for academia are very intentional, the words are very carefully chosen.
A portfolio can really help to illustrate what you have done. Especially highlight volunteerism.
Interviews
Question: How are the interviews decided at academic libraries?
Answer: At UW-Madison everything goes through a search committee. They will set up a grid and have certain requirements. If you do not hit the required elements you will immediately be eliminated.
For libraries you need to show intellectual curiosity. Come to the interview with questions that show curiosity. Search and screen committees appreciate these questions. Managers will ask what applicants what they know about the place they are applying, they are looking for this. If you see weak spots at the university highlight those as opportunities to help them.
Treat everyone at your interview well! You don't know how connected they are.
Even when interviewing on the phone you should consider dressing up. It communicates to yourself your attitude.
Libraries do ask behavioral questions: "What would you do in this situation?" type of questions.
Keep positive about prior jobs.
Think about the questions you might be asked ahead of time: what is your greatest weakness? Spin it into a positive on what you are working on improving. Share a story about yourself to illustrate how you are improving yourself.
Why should I hire you? At this point drop the modesty. It is your closing statement.
After the interview
Persistence pays off. If you don't get a job with a place the first time, try again. Sometimes it will take 3 or 4 applications before getting a job.
If you get a personal call, that is a good sign. Stay on good terms for the future even if you do not get the job; maintain the relationship.
Send a thank you note.
Sometimes individuals might be pigeonholed by institutions into certain jobs based on their backgrounds, you should try to get a feeling for this during the interview. However, these situations can often be made into opportunities.
A job is what you bring to it.
Job search
You need to create a brand for your job seeking, with large pools of applicants you need to find a way to stand out (eg. at UW, there were 60 applications for a cataloger position, a position that normally gets many fewer applicants).
Depending on your background, there may be quite a lot of job offers. However, sometimes an employer will assume that everyone will want to hire someone with a diverse background, so no offer is made.
The interview is the last thing you have to take into consideration.
You have to know where you want to go and based on that prepare yourself. Do your homework for each job. Check the institution out.
Make sure your references are prepared, ask them ahead of time.
Resume
You can't be shy with your resume, it is a marketing tool. It needs to catch their interest early on. Have it reviewed by many people. No typos! In academia you can have more info (3 pages), but in other positions you need less. To write an effective resume use power verbs, address the resume to the job. If your resume needs to be longer, make it longer.
Do not just put your background out there. If a job is looking for a diverse individual you have to illustrate your commitment to diversity. Demonstrate your background. You need to augment your application to show commitment.
Cover letter
In your cover letter you need to speak to why would they benefit from hiring you, not about how much you would like the job. Bring up actual experiences, but do not overdo it.
Address the job posting requirements directly. Speak to the requirements in the cover letter. Job postings for academia are very intentional, the words are very carefully chosen.
A portfolio can really help to illustrate what you have done. Especially highlight volunteerism.
Interviews
Question: How are the interviews decided at academic libraries?
Answer: At UW-Madison everything goes through a search committee. They will set up a grid and have certain requirements. If you do not hit the required elements you will immediately be eliminated.
For libraries you need to show intellectual curiosity. Come to the interview with questions that show curiosity. Search and screen committees appreciate these questions. Managers will ask what applicants what they know about the place they are applying, they are looking for this. If you see weak spots at the university highlight those as opportunities to help them.
Treat everyone at your interview well! You don't know how connected they are.
Even when interviewing on the phone you should consider dressing up. It communicates to yourself your attitude.
Libraries do ask behavioral questions: "What would you do in this situation?" type of questions.
Keep positive about prior jobs.
Think about the questions you might be asked ahead of time: what is your greatest weakness? Spin it into a positive on what you are working on improving. Share a story about yourself to illustrate how you are improving yourself.
Why should I hire you? At this point drop the modesty. It is your closing statement.
After the interview
Persistence pays off. If you don't get a job with a place the first time, try again. Sometimes it will take 3 or 4 applications before getting a job.
If you get a personal call, that is a good sign. Stay on good terms for the future even if you do not get the job; maintain the relationship.
Send a thank you note.
Sometimes individuals might be pigeonholed by institutions into certain jobs based on their backgrounds, you should try to get a feeling for this during the interview. However, these situations can often be made into opportunities.
A job is what you bring to it.
Friday, April 24, 2009
Public Library Association Workshop on Serving Diverse Populations
Because demographics in the United States are increasingly changing PLA is offering a two-day intensive workshop in Houston to help librarians learn how to better serve diverse populations. Read more about it here.
Monday, February 23, 2009
UW Panel Discussion on Race
Issues of race and diversity on the UW campus were highlighted in a panel discussion at the Memorial Union last Friday. Read more about it in the Badger Herald here.
Monday, December 8, 2008
Badger Herald story and Eid al-Adha
The two part Badger Herald story on the UW Plan 2008 diversity initiative.
Part 1: Diversity Plan Sees Scrutiny
Part 2: The Future of Diversity
Today marks the beginning of the Muslim holiday Eid al-Adha. Learn more here.
Part 1: Diversity Plan Sees Scrutiny
Part 2: The Future of Diversity
Today marks the beginning of the Muslim holiday Eid al-Adha. Learn more here.
Friday, December 5, 2008
Associated Students of Madison Diversity Committee
This week I had the opportunity to meet with Steven Olikara, the new chair of the Associated Students of Madison Diversity Committee. I found out about his appointment from the student paper The Daily Cardinal. We've started discussing ideas on how we might collaborate on campus-wide initiatives. One thing that was clear from our meeting is that while there are numerous initiatives by different departments and schools around the UW Campus there is not enough communication between them. If we could find a way to increase communication it might be possible to learn from each other and avoid redundancy.
One very interesting program that Steven brought to my attention is the Posse Program at the School of Education. It appears to use techniques that are similar to LAMP. Use to the link to learn more about it.
We have an LAMP, AOF, ISIP, and international student social coming up on Friday, December 12, so look here again for an overview of that event.
One very interesting program that Steven brought to my attention is the Posse Program at the School of Education. It appears to use techniques that are similar to LAMP. Use to the link to learn more about it.
We have an LAMP, AOF, ISIP, and international student social coming up on Friday, December 12, so look here again for an overview of that event.
Thursday, November 20, 2008
ABC Clip
An interesting clip I thought I would share. It's both a little frightening and heartening.
Wednesday, November 19, 2008
Catching up: A social, WLA, and what's coming along
Catching up on where I ought to be with this blog . . .
There have been a few developments since the last time I posted. LAMP held its first social at Professor Robbins' house in mid-October. It was a hit, even if my son-- who came with me-- was a little ornery. It was a chicken dinner open to both LAMP and AOF students. We had over ten attendees altogether and everyone agreed that it would be worthwhile to do it again. So, I have to start thinking about that one. The idea of a potluck appeals to me since it is a way for people to express themselves and share a little about who they are while they are at it. Though, students might be too busy to make something.
Picture at WLA, left to right: Omar, Roy, Amani, Kristina, me, and Louise.
I also had the opportunity earlier this November to meet Amani Ayad, who is the backbone holding the LAMP program up, at the Wisconsin Library Association. Prof. Robbins, Amani, a number of LAMP scholars, and I had a lunch at WLA and talked about where the program is and where we are going. One of the primary efforts for LAMP right now is to reapply for funding from the Institute of Museum and Library Services. While not directly involved, I hope to provide Amani some assistance reviewing the grant narrative.
As for other projects being developed: I will be putting more of a focus on getting some panel discussions put together addressing diversity issues. More on that to come.
Prof. Robbins and I recently found out at a meeting that a small pool of funds may be available to help promote diversity issues at the library school. This might be able to help fund incidental expenses with the panel discussions, and perhaps it could be used to help create connections between librarians and library students. One idea I have to pay students to interview librarians and write up bios on them. This would help facilitate a mentor-like situation and help us promote the diverse backgrounds of existing librarians. In discussions I had with Adin Palau, a human resources diversity officer here, it became clear that the current UW website as it stands now is a poor tool for recruitment. Campus diversity is not well represented, but highlighting the diversity that we so have can be a way to help people imagine themselves working at Madison.
There have been a few developments since the last time I posted. LAMP held its first social at Professor Robbins' house in mid-October. It was a hit, even if my son-- who came with me-- was a little ornery. It was a chicken dinner open to both LAMP and AOF students. We had over ten attendees altogether and everyone agreed that it would be worthwhile to do it again. So, I have to start thinking about that one. The idea of a potluck appeals to me since it is a way for people to express themselves and share a little about who they are while they are at it. Though, students might be too busy to make something.
Picture at WLA, left to right: Omar, Roy, Amani, Kristina, me, and Louise.I also had the opportunity earlier this November to meet Amani Ayad, who is the backbone holding the LAMP program up, at the Wisconsin Library Association. Prof. Robbins, Amani, a number of LAMP scholars, and I had a lunch at WLA and talked about where the program is and where we are going. One of the primary efforts for LAMP right now is to reapply for funding from the Institute of Museum and Library Services. While not directly involved, I hope to provide Amani some assistance reviewing the grant narrative.
As for other projects being developed: I will be putting more of a focus on getting some panel discussions put together addressing diversity issues. More on that to come.
Prof. Robbins and I recently found out at a meeting that a small pool of funds may be available to help promote diversity issues at the library school. This might be able to help fund incidental expenses with the panel discussions, and perhaps it could be used to help create connections between librarians and library students. One idea I have to pay students to interview librarians and write up bios on them. This would help facilitate a mentor-like situation and help us promote the diverse backgrounds of existing librarians. In discussions I had with Adin Palau, a human resources diversity officer here, it became clear that the current UW website as it stands now is a poor tool for recruitment. Campus diversity is not well represented, but highlighting the diversity that we so have can be a way to help people imagine themselves working at Madison.
Wednesday, October 8, 2008
Introducing myself and LAMP
Hello, and thanks for checking out my blog on my involvement with LAMP. For those of you unfamiliar with LAMP (Library and Information Science Access Midwest Program), it is a program promoting and supporting diversity in the field of library and information studies (LIS). LAMP provides financial support to students from diverse backgrounds to enable them to attend a master's degree program in LIS from participating Midwestern universities. LAMP also connects students with mentors working in the field and provides networking support. I suggest checking out the website to learn more (http://www.lisaccess.org/).
I, myself, just started my involvement with LAMP last month. I am not a LAMP scholar, but rather a Project Assistant working to help administer and promote LAMP's objectives at UW-Madison. I am currently a second year student at UW-Madison in the School of Library and Information Studies. I hope one day to work in an academic library when a graduate and help to facilitate cross-cultural communication. Working with LAMP will be a good step in this direction.
My hope for this blog is for it to serve a few roles. First, I would like for it to be a way to help others understand the LAMP program better and how it works. In many ways I am still learning about my position as I go, so you can learn with me. I also hope that this blog can be used by people who might be interested in applying for a LAMP scholarship to learn more about the program and the scholars taking part in it. Along these lines, this blog will probably even be useful to people interested in generally knowing more about the library program at UW-Madison. But also one of the objectives of this blog will be to promote awareness of the existing diversity in libraries and the related issues to think about. I will be working to put together events that highlight topics relating to diversity, and hopefully they will get people talking about the issues (your ideas and suggestions on this count are more than welcome). And lastly, this blog will serve to help me to clarify my ideas about how to go about addressing the needs LAMP is focused on. Sometimes writing about something is a good way to see the progress you have made and where you might want to go.
Issues that I have been looking into lately for LAMP include:
I, myself, just started my involvement with LAMP last month. I am not a LAMP scholar, but rather a Project Assistant working to help administer and promote LAMP's objectives at UW-Madison. I am currently a second year student at UW-Madison in the School of Library and Information Studies. I hope one day to work in an academic library when a graduate and help to facilitate cross-cultural communication. Working with LAMP will be a good step in this direction.
My hope for this blog is for it to serve a few roles. First, I would like for it to be a way to help others understand the LAMP program better and how it works. In many ways I am still learning about my position as I go, so you can learn with me. I also hope that this blog can be used by people who might be interested in applying for a LAMP scholarship to learn more about the program and the scholars taking part in it. Along these lines, this blog will probably even be useful to people interested in generally knowing more about the library program at UW-Madison. But also one of the objectives of this blog will be to promote awareness of the existing diversity in libraries and the related issues to think about. I will be working to put together events that highlight topics relating to diversity, and hopefully they will get people talking about the issues (your ideas and suggestions on this count are more than welcome). And lastly, this blog will serve to help me to clarify my ideas about how to go about addressing the needs LAMP is focused on. Sometimes writing about something is a good way to see the progress you have made and where you might want to go.
Issues that I have been looking into lately for LAMP include:
- Funding: LAMP is at the end of a grant cycle and will be applying for a renewal. While I am not directly involved in this process, it will be interesting to see how it plays out, especially in a time of tightening budgets. I have also started to look for some other ways we can augment the funds we already have. One of the best goals I could achieve during my time with LAMP would be to expand the financial resources the Madison library program can direct at increasing diversity.
- Promotion: I am looking for local media that might be interested in highlighting the program or diversity issues in libraries.
- Events: This includes events for existing LAMP scholars, events to promote a dialog on diversity and libraries, and events to help promote the program to prospective LAMP applicants. There is a summer institute some months down the road, but there will likely be some other smaller events along the way, including one with the ISIP program for undergraduates, also at UW-Madison.
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