Project to Recruit the Next Generation of Librarians 2005, the First Year Linda Fisher, IUSB Laura Bayard, ND ILF District 1 Conference Tuesday, 4 Oct Century Center, South Bend, IN

Presentation Overview  Rationale for diversity recruiting  Description of IMLS grant project  What we learned (so far)  Practical advice (we hope)  Open question segment

Why Diversity Recruiting?  Profession’s profile  Library school data  Demographics  University minority student retention  Communication barriers

Profile of the Profession  Higher average age: 45  Chosen later in life: 2 nd career  By 2013, 70% will retire  Will retire at younger ages  10.1% increase in employment for librarians (2002/2012)*  23.9% net replacement rate*  *U.S. Dept. of Labor. Bureau of Labor Statistics Occupational Projections and Training Data (2004/05 ed.) at:

Library Schools: Data  Total enrollment up slightly from ’01 (5.9%, but lower than 2000’s increase; Master’s- LS=71.3% of total degree enrollment)  LS: 10.7% under age 25 (Fall 2002)  LS: part-time students: 69.6%  LS: females: 79.8%  LS degrees granted by race ( ): Black 4.2% Hispanic 3% Asian/ Pacific Is. 3.5%

District 1 Counties by Percent Race, from: The Bureau of the Census, Indiana Quick Facts at District 1 Counties by Percent Race, from: The Bureau of the Census, Indiana Quick Facts at BlackAsianHispanic Native Am Elkhart Jasper Kosciusko Lake Laporte Marshall Newton Porter Pulaski St. Joseph Starke

In the Beginning  ND’s Summer Program  2003 IMLS grant proposal  2004 IMLS grant proposal

Planning  Calendar  Mentors  Supervisors  OBE (Outcome-Based Evaluations) (Outcome-Based Evaluations)  What we learned: Planning helps

Recruitment  Counselors (SB & Valpo)  Interviewing  Selection  Hiring  What we learned: start earlier; broaden the pool

Mentors  Responsibilities  Expectations  What we learned: don’t have to match by gender and race to be effective

Programming  Instruction  Field trips  Panel presentation What we learned: A good idea

Work Rotations  The Good  The Bad  The Ugly  What we learned: Nobody will be totally satisfied

Publicity

Data Collection  Supervisors’ questionnaire  Student assistants’ exit interviews  Mentors’ meeting to debrief  Students’ career decisions

Critique & Tweaks  Mentors  Recruiting  Orientation  Supervisors

To Start a Program: Practical Advice (we hope)  It’s who you know…  Be realistic

What plan?  Mission, vision, values, & strategic plan –Follow the path your institution dreams –Incorporate diversity into library strategic plan

Some Ideas, Policies, Practices  Implementation team  Publicity  Stakeholders’ involvement  Targeted searches  ND’s Statement of Commitment to Affirmative Action  IUSB’s Applicant Minority

Who’s Giving it Away?  LAMA Cultural Diversity  IMLS Librarians for the 21 st  ARL Initiative to Recruit a Diverse  ALA Spectrum  ALA Annual Diversity Research Grant  ALA List of  ALA List of Grants and

Where Do You Find Like-Minded Librarians? Black Caucus of the American Library Caucus of the American Library Asian/ Pacific American Librarians Pacific American Librarians American Indian Library Indian Library Chinese American Librarians Assoc. (CALA mid-West &offset=1&result_url=redirChinese American Librarians Assoc. (CALA mid-West &offset=1&result_url=redir &offset=1&result_url=redir &offset=1&result_url=redir Indiana Black Librarians NetworkIndiana Black Librarians Network  LAMA Diversity Officers’ DG Cultural Diversity cussiongroups.htm cussiongroups.htm cussiongroups.htm  ILF Task Force on Diversity & Multiculturalism  Diversity Information Network  ALA  Diversity Librarians’  National Diversity in Libraries

What Are Some Resources?  ARL MLS Graduate Student Resume Database at:  ARL Research Library Residency & Internship Programs at:  ALA Office for Diversity at:

More resources?  Become a Librarian! Make a your library  Library Research Service (LRS  ACRL’s Issue & gprofession.htm gprofession.htm gprofession.htm

Questions? GOODBYE