EDI and Anti-Racism Work Is Labour-Intensive for Racialized Academic Librarians (and Organizations Could Do More to Address This)

Abstract

Objective – To explore the experiences of racialized librarians who participate in their institution’s equity, diversity, inclusion (EDI), and anti-racism initiatives, and to identify the types of labours impacting these librarians. Design – Qualitative study involving semi-structured interviews. Setting – Study participants were from academic libraries and institutions in both the United States and Canada. Subjects – Fourteen librarians who identified as members of Black, Indigenous, and People of Colour (BIPOC) or racialized communities, across different career stages. Methods – After answering an initial survey on barriers within their organization, respondents participated in semi-structured interviews, from which emerged noteworthy data about EDI, anti-racism work, labour, identity, as well as workload issues (among other topics). After the researchers conducted multiple rounds of data transcription and coded data through the lens of invisible labour, key themes were explored further to better understand important findings and concepts. Main Results – Study participants shared that their work on EDI and anti-racism initiatives at their institutions have caused them to endure multiple forms of labour (such as emotional, interpretive, identity, racialized, and aspirational). Racist encounters were experienced by all participants. The participants in this study offered tangible suggestions on how institutional practices could change more broadly, so that all library staff can engage with this work from a place of power and choice. Conclusion – The racialized librarians who participated in this study are bearing the weight of institutional engagement with EDI and anti-racism initiatives. Moving forward, administrators and managers should support organizational changes, such as permanently employing EDI experts, formalized compensation for library staff engaging in this work, appropriate training for all employees, dedicated funding for equity-deserving groups, and accountability structures for leaders.