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Supplement to 2020 ALAO Preconference session, "From Being to Doing: Anti-racism as Action at Work," presented by Ione T. Damasco.
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Watch for colleagues challenging the status quo or speaking out or opening a discussion and SUPPORT them instead of dismissing their ideas.

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Make time for "big picture" and hallway discussions to allow chances for learning, sharing, and democratic processes. We're often so rushed or overwhelmed by work that we ignore this part of our jobs.

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When BIPOC librarians critique the problematics of whiteness in your library 

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When BIPOC librarians critique the problematics of whiteness in your library 

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Listen to BIPOC librarians. If you are a Dean, administrator or manager, do not get defensive when BIPOC librarians offer their critiques or simply tell their stories of being harmed. Reach out to them to genuinely ask about their experiences and do not dismiss their analyses and stories. Apologize for any past defensiveness that resulted in dismissal of the narratives of BIPOC librarians. Take actions to repair the harm of past negligence of their needs and past white defensiveness you yourself may have exhibited.

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Nicola Andrews article, "IT’S NOT IMPOSTER SYNDROME: RESISTING SELF-DOUBT AS NORMAL FOR LIBRARY WORKERS" offers a lot of ideas, in particular look at APPENDIX A:  INSTITUTIONAL IP TEST (link to PDF)

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Nicola Andrews article, "IT’S NOT IMPOSTER SYNDROME: RESISTING SELF-DOUBT AS NORMAL FOR LIBRARY WORKERS" offers a lot of ideas, in particular look at APPENDIX A:  INSTITUTIONAL IP TEST (link to PDF)

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When you say "we," be sure you really mean everyone. On the other hand, white people add "we" when it's appropriate to include ourselves in the group we represent. (I'm not expressing this quite right, but for example--if a white person is posting a comment on a news story about a racist event somewhere and just says "People need to change their behavior!", that's when we need to start including ourselves--"WE need to change OUR behavior!" or even better "White people, WE need to do better!"

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What is TRULY required vs what could be learned, coached, developed on the job. Do you devalue remote LIS programs when reading a CV?

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For us white people in the culture, keep quiet. Think before we speak.

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Contribute #ownvoices suggestions for book club/book discussions.

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Acknowledge/recognize hardships faced by BIPOC who are also LGBTQIA and/or disabled.

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recognize cultures in more than ways than Martin Luther King Jr Day, Black History Month, etc.

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Make sure your EDI efforts aren't just lip service.

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Add preferred names/pronouns to your library users' database.

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Ask and listen to our minoritized students about their own experiences, especially about the library.

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Ask and listen to our minoritized students about their own experiences, especially about the library.

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Ensure the library collection includes material that reflects non-white cultures--both in authors and in content.

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If you haven't already, work to eliminate things like fines, which are a barrier to library usage.

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If you haven't already, work to eliminate things like fines, which are a barrier to library usage.

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Regularly show appreciation for good efforts and good work.

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Regularly show appreciation for good efforts and good work.

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If you notice that there are people who are not being heard, do what you can as an ally to make sure other voices - marginalized voices -can be heard.

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If you notice that there are people who are not being heard, do what you can as an ally to make sure other voices - marginalized voices -can be heard.

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Having crucial conversations and practice active listening.

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Having crucial conversations and practice active listening.

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Don't respond to every security issue in the library by calling the police

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Don't respond to every security issue in the library by calling the police

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Reject deficit thinking. Embrace a Funds of Knowledge approach.

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Reject deficit thinking. Embrace a Funds of Knowledge approach.

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Allyship is a process--you will make mistakes! Learn from them.

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really think through and unpack your hiring practices for its whiteness

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really think through and unpack your hiring practices for its whiteness

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Creating a safe space for BIPOC colleagues.

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Creating a safe space for BIPOC colleagues.

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Take more time to support and recognize the work of my colleagues, rather than just looking to the next thing.

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Take more time to support and recognize the work of my colleagues, rather than just looking to the next thing.

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Look at how the library as a space can be more welcoming to BIPOC.

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Look at how the library as a space can be more welcoming to BIPOC.

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"Cultural fit" is a product of racism

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Draw attention to less known/used parts of our collections that document traditionally underrepresented voices, perspectives, experiences, stories, and histories. And also redirect collection development efforts accordingly.

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Draw attention to less known/used parts of our collections that document traditionally underrepresented voices, perspectives, experiences, stories, and histories. And also redirect collection development efforts accordingly.

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Displaying culturally relevant objects/signs in my workspace.

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Displaying culturally relevant objects/signs in my workspace.

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Understanding that white people can contribute to EDI conversations.

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Understanding that white people can contribute to EDI conversations.

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I am serving on my institutions IDEA (Inclusion, Diversity, Equity, and Accessibility) Committee.

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Encourage having discussions about EDI outside of just a "normal staff meeting" so that it can be the focus, rather than just another part of a meeting that can't have a lot of time devoted to it.

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Encourage having discussions about EDI outside of just a "normal staff meeting" so that it can be the focus, rather than just another part of a meeting that can't have a lot of time devoted to it.

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Take all work breaks and insist reports do to push back against over-working

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Take all work breaks and insist reports do to push back against over-working

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My institution has formed a Diversity and Inclusion Committee (I'm on it)

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My institution has formed a Diversity and Inclusion Committee (I'm on it)

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Fight this idea that libraries are neutral (for instance, when a patron suggests that a library's collection should be "neutral.")

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Build awareness of the harm of these white supremacist characteristics seen as "virtues," like over-working

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Revising cataloging descriptions/subject headings created from a racist/white supremacist/colonist lens.

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Revising cataloging descriptions/subject headings created from a racist/white supremacist/colonist lens.

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Having set EDI conversations/training as part of staff meetings

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Having set EDI conversations/training as part of staff meetings

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Being overly self-critical and holding myself to a standard of perfection contributes to a toxic culture that will ultimately harm my BIPOC colleagues

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Watch the original ALAO conference presentation here: https://youtu.be/xTXlNHmScbQ
Twitter: @biblio_ione

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Let's use this space to share ideas for actionable steps we can take to dismantle the characteristics of white supremacy culture that show up in our workplaces. Our goal is to transform our academic library workplaces into places of sustained and active anti-racist actions.

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Let's use this space to share ideas for actionable steps we can take to dismantle the characteristics of white supremacy culture that show up in our workplaces. Our goal is to transform our academic library workplaces into places of sustained and active anti-racist actions.