C&RL News July/August 2021 314 the way I see it state licensing with renewal requirements.10 Conversely, nursing has blossomed into dif- ferent specializations, including clinical nurse specialist, licensed practical nurse, nurse anes- thetist, nurse educator, etc. Similarly, pre-K through 12 teachers can advance to numerous paths in education: administrators—assistant principals, principals, superintendents, etc.— or at the instructional level as literacy coaches, master teachers, professional development trainers, reading specialists, etc. Increasingly, tenure-track positions for library faculty are being replaced by administra- tive positions with lower salaries and fewer ben- efits, thereby lowering the status of profession. LIS has been offering degree programs, ranging from associate degrees to post-doctoral research degrees, as well as special area certifications like Social Sciences, Arts, Humanities, and STEM disciplines. Oddly, questions about library sci- ence as an academic discipline are still posed. Better compensation to encourage equity and inclusion As of May 2018, the median compensation Diversifying the library workforce is chal-lenging,1 with the graduation data of library and information science degrees not representing equity in demographics for diverse populations. Is this the reason for the lack of diversity among library staff or are recruitment practices not based on measurable performance standards?2 Both questions call upon the library and information science (LIS) profession to address diverse staffing issues to remedy these challenges.3 Librarianship has struggled to be recognized as a legitimate profession.4 Similar to nursing, social work, counseling and therapy, education, etc., librarianship is considered a feminized profession or a second career option.5 Without professional licensing and high-stakes require- ments,6 librarianship cannot be perceived as a serious career.7 Furthermore, librarianship attracts more Whites than those from other demographics.8 Many people, including those from diverse backgrounds, opt for professions with higher compensation. The U.S. Bureau of Labor reported that librarians’ salaries did not increase similar to other professions, though they were in sync with inflation from 1990 to 2000.9 Advocate parity and end misperceptions Graduate LIS education seems to have ap- plied less effort to expanding specializations with a variety of advanced certifications, and Bernadette M. López-Fitzsimmons is associate librarian and Camino faculty at Manhattan College, email: bernadette.lopez@manhattan.edu, and Kanu A. Nagra is professor and e-resources librarian at Borough of Manhattan Community College-CUNY, email: knagra@bmcc.cuny.edu © 2021 Bernadette M. López-Fitzsimmons and Kanu A. Nagra Bernadette M. López-Fitzsimmons and Kanu A. Nagra Implementing excellence in diversity, equity, and inclusion in the library workforce Tips to overcome challenges mailto:bernadette.lopez%40manhattan.edu?subject= mailto:knagra@bmcc.cuny.edu July/August 2021 C&RL News315 for academic librarians per the Occupational Outlook Handbook was $64,130, including universities and professional schools of state, local, and private11 sectors. The poverty line in New York City, for example, is currently below $60,000 for household income. Most academ- ic libraries require an MLS with an additional Master’s in another field, a specialized profes- sional degree, or a doctorate.12 This requires substantial finances and time. In comparison to librarians’ salaries, the 2018 median salary of $78,470 of post-secondary teachers /assis- tant professors was reported. Can salaries in librarianship support li- brarians and their families after attaining two Master’s degrees? Let’s examine this closely. In the United States, associate degrees holders in computer science and technology were paid $70,980 as a median annual wage in 2018. Their compensation is higher than those who hold an MLS. There is no equity and competitive compensation in librarianship as compared to academic teaching disciplines and corresponding to the level of degree attainment. Compensation criteria to establish competitive salaries that match librarians’ is warranted. Recruitment of diverse workforce for social justice Access to higher education requires system- atic changes, including creating opportunities, overcoming obstacles, and implementing so- cial justice rights. A review of librarian job postings in the Chronicle of Higher Education and on a variety of listservs reveals that navigating entry-level positions for librarians with international cre- dentials and for minorities is almost unattain- able under current recruitment practices. The majority of job postings require a Master’s degree from an ALA-accredited institution. Job announcements do not mention the equivalent international credentials evaluated by North American academic credentialing organizations such as American Association of Collegiate Reg- istrars and Admissions Officers and/or World Education Services. In addition, the hiring committee’s lack of knowledge results in resistance to recruiting international students who hold an MLS from a U.S. institution. LIS leaders are calling for revising the re- cruitment guidelines so that minorities choose librarianship. Professional associations should additionally support the hiring practices that value international credentials and licensing similar to healthcare and STEM professions. Conclusion Clearly, the LIS profession needs to establish standards collaboratively with the higher edu- cation accrediting boards, professional library associations, and graduate schools to sustain: • measurable performance standards aimed at establishing social justice, • advancement opportunities and healthier compensation based on academic and profes- sional accomplishments, • equity and inclusion in recruitment practices by development of certification and licenses for library creditials outside of the United States, • parity in valuing the library as an aca- demic department, with faculty status of librar- ians and a workload on par with faculty in other disciplines, and • specializations in LIS, similar to those in education, law, healthcare, nursing, and others. We have summarized ways to redesign and revamp performance standards and guidelines for success in hiring and retaining library staff from diverse backgrounds. From the grassroots’ level to the top-most administrative levels, all stakeholders should collaborate towards the goal of increasing diversity in librarianship. Notes 1. N. Steffen and Z. Lietzau, “Retirement, Retention, and Recruitment in Colorado Libraries: The 3Rs Study Revisited,” Library Trends 58, no. 2 (2009): 179-91, http://search.ebscohost.com/login. aspx?direct=true&db=lls&AN=502988467&site =ehost-live&scope=site. 2. S. R. Tompson, “Competencies Required! For Education, Recruitment, and Retention,” Sci- (continues on page 318) http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502988467&site =ehost-live&scope=site http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502988467&site =ehost-live&scope=site http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502988467&site =ehost-live&scope=site C&RL News July/August 2021 318 (“Implementing excellence . . .,” continued from page 315) ence & Technology Libraries 27, nos. 1/2 (2006) 241–258, retrieved from http://search.ebscohost. com/login.aspx?direct=true&db=lls&AN=502971 562&site=ehost-live&scope=site. 3. G. Hallam, “Library Workforce Planning in Australia,” Singapore Journal of Library & Informa- tion Management 36 (2007) 17–40, retrieved from http://search.ebscohost.com/login.aspx?directz =tr ue&db=lls&AN=33764134&site=ehost -live&scope=site. 4. Harvard Business School Press (2001), Har- vard Business Review on Managing Diversity, A Har- vard Business Review Paperback (Boston: Harvard Business School Press), http://search.ebscohost. com.www.library.manhattan.edu/login.aspx?direct =true&db=nlebk&AN=79114&site=ehost-live. 5. R. E. Rubin, and J. Janes (2020), Founda- tions of Library and Information Science, 5th ed. (New York: Neal-Schulman). 6. Harvard Business School Press (2001), Har- vard Business Review on Managing Diversity, A Har- vard Business Review Paperback Boston: Harvard Business School Press, http://search.ebscohost. com.www.library.manhattan.edu/login.aspx?direct =true&db=nlebk&AN=79114&site=ehost-live. 7. U.S. Bureau of Statistics, Professional cer- tifications and occupational licenses: Evidence from the Current Population Survey, last modi- fied June 2019, https://www.bls.gov/opub/mlr/2019 /article/professional-certifications-and-occupational -licenses.htm; ALA, “Become a Librarian,” last modi- fied, 2020, http://www.ala.org/educationcareers /libcareers/become. 8. ACRL, “How to Become an Academic Librarian,” last modified February 20, 2015, https://acrlog.org/2015/02/20 /how-to-become-an-academic-librarian/. ALA Of- fice for Research and Statistics, “Diversity Counts: Of- fice for Research and Statistics—Office for Diver- sity,”’ last modified January 2007, accessed October 9, 2020, www.ala.org/aboutala/sites/ala.org.aboutala /files/content/diversity/diversitycounts/diversitycounts_rev0.pdf. 9. Ibid. 10. ACRL, “How to Become an Academic Librarian,” last modified February 20, 2015, https://acrlog.org/2015/02/20/how-to-become-an -academic-librarian/. 11. “Librarians,” Occupational Out- look Handbook, https://www.bls.gov/ooh /education-training-and-library/librarians.htm. 12. Ibid. The award-winning source for jobs in Library and Information Science and Technology. JOB SEEKERS Filter and sort hundreds of job ads by position type, employer, location, job title, and more. EMPLOYERS Strengthen your candidate pool—ALA reaches the engaged professionals and students you want to hire. HRDR joblist.ala.org http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502971562&site=ehost-live&scope=site http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502971562&site=ehost-live&scope=site http://search.ebscohost.com/login.aspx?direct=true&db=lls&AN=502971562&site=ehost-live&scope=site http://search.ebscohost.com/login.aspx?directz =true&db=lls&AN=33764134&site=ehost -live&scope=site http://search.ebscohost.com/login.aspx?directz =true&db=lls&AN=33764134&site=ehost -live&scope=site http://search.ebscohost.com/login.aspx?directz =true&db=lls&AN=33764134&site=ehost -live&scope=site http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct=true&db=nlebk&AN=79114&site=ehost-live http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct=true&db=nlebk&AN=79114&site=ehost-live http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct=true&db=nlebk&AN=79114&site=ehost-live http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct =true&db=nlebk&AN=79114&site=ehost-live http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct =true&db=nlebk&AN=79114&site=ehost-live http://search.ebscohost.com.www.library.manhattan.edu/login.aspx?direct =true&db=nlebk&AN=79114&site=ehost-live https://www.bls.gov/opub/mlr/2019/article/professional-certifications-and-occupational-licenses.htm https://www.bls.gov/opub/mlr/2019/article/professional-certifications-and-occupational-licenses.htm https://www.bls.gov/opub/mlr/2019/article/professional-certifications-and-occupational-licenses.htm http://www.ala.org/educationcareers/libcareers/become http://www.ala.org/educationcareers/libcareers/become https://acrlog.org/2015/02/20 /how-to-become-an-academic-librarian/ https://acrlog.org/2015/02/20 /how-to-become-an-academic-librarian/ http://www.ala.org/aboutala/sites/ala.org.aboutala/files/content/diversity/diversitycounts/diversitycounts_rev0.pdf http://www.ala.org/aboutala/sites/ala.org.aboutala/files/content/diversity/diversitycounts/diversitycounts_rev0.pdf https://acrlog.org/2015/02/20/how-to-become-an-academic-librarian/ https://acrlog.org/2015/02/20/how-to-become-an-academic-librarian/ https://www.bls.gov/ooh/education-training-and-library/librarians.htm https://www.bls.gov/ooh/education-training-and-library/librarians.htm