There’s also the mindset that it’s not a good use of limited staff salary money to be spending it on diversity resident positions when some areas are chronically understaffed due to people retiring and not being replaced. With the money that we will be spending on multiple diversity resident positions this coming academic year, we could have replaced 75% of the positions that have not been filled after retirements.

I have no problem with the idea and concept of the diversity librarian position. I do have some issues with how the program is being run. The first issue is that most of the placements are going to areas that already are well staffed, likely to give them the chance to work with potential mentors and get them used to academic workplace norms. Then based on their interests and staffing levels, assign them to an area that would seem like a good fit. All I will say if my unit ever gets a placement, the only thing that the person would learn would how to best survive in a work environment that is dysfunctional and chaotic. The second issue is that I’m not sure that the program is really helping people as it is intended. At least one of the current group probably could have gotten a permanent job straight out of grad school. A couple of the candidates that were just interviewed this summer fit the intent of the program better, but probably won’t get the offer.

I’m involved in equity and diversity work and it’s hard, difficult work. Some people just are not interested in it, viewing it as a waste of time. It’s really obvious at trainings and seminars who is there because they want to learn and improve things, and who is there because their bosses and grandbosses are forcing them to be there. Sadly, the latter is in the majority.

It’s also not just race – it includes gender and disability issues as well. The elephant in the room that no one wants to address because it’s too expensive is that most of our facilities are not ADA compliant, partially due to the fact that most of them are at least 50 years old. I’m not even sure someone in a wheelchair could get into any of the bathrooms in the building I work in.

Also, it’s very difficult getting any accommodations for disability, because to quote my boss when I asked her not to be scheduled at the desk as much due to sensory issues “we don’t have the staffing levels for that”. It’s interesting that we had the staffing levels for my male coworker to get a flex schedule to be a helicopter parents, forcing me to be at the desk more than I want to be. It was also very telling that one colleague, who discriminated against a disabled student worker, had no consequences for her behavior. At the very least, she should have been written up and gotten some training for disability awareness. She’s also been the reason we’ve lost most of our minority, neurodiverse, and LGBT student workers.

Someone needs to speak up and point out that such micro aggressions are perfect examples of divisive workplace conduct that builds barriers between employees.

Yeah… I gotta be honest. I have to take a few recurring trainings every year for my job. Quite honestly, my goal is to get through those things as fast as possible, and get back to my “real” work ASAP. My goal *isn’t* to actually learn anything.

The only trainings that I remember anything from are IT and other information security types of things.

Great point. I’ve witnessed this many times and it puts women (and other men, too) in a very awkward position.

A good training will teach employees how to recognize their unconscious biases, how to avoid microaggressions, and teach concrete things you can do to ensure that all employees are included to the extent that they should be for their role. Most trainings are pure fluff and don’t move the needle on diversity and inclusion one iota.