Succession planning process that includes visible minority librarians

Maha Kumaran

27 citations0/0 files storedLibrary Management

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Library Science and Administration Library Science and Information Gender Diversity and Inequality

Abstract

Purpose – The purpose of this paper is to stress the importance of including visible minority librarians in the process of succession planning in academic libraries. In Canada visible minorities is the accepted term used for librarians of color. This paper identifies the challenges faced by these librarians in putting their names forward for administrative/leadership positions and proposes ideas on how to include these librarians in the succession planning processes so the leadership/administrative pool can also reflect the multicultural student demographics. Design/methodology/approach – This paper is an extensive study of the literature on succession planning and visible minority or ethnic librarians in the academic libraries. Literature shows that the senior administration of academic libraries does not reflect the population demographic it serves. Findings – This paper shows that visible minority librarians are not proactively found, recruited, retained. They are certainly not being included in succession planning processes. It suggests that academic libraries follow certain processes and strategies to include these librarians in their succession planning. Research limitations/implications – The paper focusses widely on North American visible minorities, but this information is applicable to any community with visible minorities. Practical implications – Libraries can start thinking about creating strategies for including visible minority libraries in their succession planning processes. Originality/value – This paper addresses a gap in the literature. Literature review showed that there are no papers that speak to the importance of including minority librarians in the succession planning processes.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 27 citations exist upstream.

References

1990From affirmative action to affirming diversity.2014Racial Microaggressions in Academic Libraries: Results of a Survey of Minority and Non-minority Librarians 2008Increasing Ethnic Diversity in LIS: Strategies Suggested by Librarians of Color 2012Tenure and Promotion Experiences of Academic Librarians of Color 2002Fostering Success 1999Beyond Recruitment: Retention and Promotion Strategies To Ensure Diversity and Success.2017Intercultural Leadership Toolkit for Librarians: Building Awareness to Effectively Serve Diverse Multicultural Populations 2014Promoting Racial and Ethnic Diversity among Canadian Academic Librarians

Cited by

2019Systemic Workplace Barriers for Academic Librarians with Disabilities 2019Open and Equitable Scholarly Communications: Creating a More Inclusive Future 2021Elfreda Annmary Chatman in the 21st Century 2024A Pedagogy of Care in Academic Libraries: A Framework to Increase Underrepresented Communities’ Sense of Belonging and Engagement 2021Reading Habits, Library Perceptions and Library Usage of the South Asian Population in British Columbia, Canada

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.