Submission Type

Paper Abstract Submission

Symposium Selection

Equity, diversity, and inclusion

Keywords

leadership, management, anti-racism, anti-capitalism, white supremacy culture, racial capitalism, libraries

Abstract

Library leaders at all levels are grappling with addressing institutional racism. Despite years of diversity, equity, inclusion, and accessibility (DEIA) interventions and a recognition of the overwhelming whiteness of libraries, the profession is not a better or safer place for library workers of color, people from other marginalized communities, or anyone who has had to endure the normalized toxic library work environment.

Leaders are stuck and previous interventions have failed primarily due to two factors:

  • Modern libraries (and the institutions that hold them) were constructed as tools of white supremacy.

  • Library leadership and management concepts/practices are rooted in capitalism.

Numerous authors have detailed the history of white supremacist structures and ideas in the formation and continuation of modern libraries. Some have recognized how modern libraries support capitalism. Much has also been written about the toxic library work environment, which is a symptom of these systemic issues. However, there has not been an investigation about how library management and leadership concepts/practices furthers the work of both white supremacy and capitalism and is a barrier to any DEIA effort.

Historians of slavery and capitalism have made a compelling case for the centrality of slavery to the development of American capitalism and the US economy (of which libraries are a part). Capitalism is so inextricably linked with white supremacy that Cedric J. Robinson developed the concept of “racial capitalism” to describe how capitalism survives by subjugating people through racialization. Caitlin Rosenthal’s Accounting for Slavery: Masters and Management details how modern business practices were developed under slavery. Since modern business ideas and practices were created and nurtured by those who enslaved others, fully embracing these reinforces racial capitalism, white supremacy, and institutional racism. How will anyone succeed at uncovering and resisting institutional racism if they aren’t simultaneously uncovering and resisting racial capitalism?

Rather than the “business as usual” approach (following the ideas of business leaders whose work furthers racial capitalism), library leaders must learn to be anti-racist and anti-capitalist. This talk gives practical guidance for individuals at institutions of any size/at any level to learn how to name issues, diagnose problems, and transform themselves so that they may transform their organization. This will be accomplished by:

  • Discussing the characteristics of White Supremacy Culture and how they show up in the workplace

  • Recognizing the differences between being an actor, ally, or accomplice

  • Detailing values, practices, and tools of community organizers and activists who embody leadership through facilitation rather than intimidation (this section will primarily draw on adrienne maree brown’s Emergent Strategy)

  • Reframing how library leaders approach work, success, and leadership

Our colleagues of color from We Here at ACRL 2021’s Systemic Oppression Requires Systemic Change urged library leaders to “break up with capitalism and white supremacy.” Instead of continuing toxic racial capitalist leadership concepts/practices, library leaders must embrace anti-racist/anti-capitalist values and practices to fulfill our DEIA promises and create systemic change in our libraries.

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Managing Without Capitalism: Transforming Library Leadership in Service of Anti-Racism, Inclusion, and Equity

Library leaders at all levels are grappling with addressing institutional racism. Despite years of diversity, equity, inclusion, and accessibility (DEIA) interventions and a recognition of the overwhelming whiteness of libraries, the profession is not a better or safer place for library workers of color, people from other marginalized communities, or anyone who has had to endure the normalized toxic library work environment.

Leaders are stuck and previous interventions have failed primarily due to two factors:

  • Modern libraries (and the institutions that hold them) were constructed as tools of white supremacy.

  • Library leadership and management concepts/practices are rooted in capitalism.

Numerous authors have detailed the history of white supremacist structures and ideas in the formation and continuation of modern libraries. Some have recognized how modern libraries support capitalism. Much has also been written about the toxic library work environment, which is a symptom of these systemic issues. However, there has not been an investigation about how library management and leadership concepts/practices furthers the work of both white supremacy and capitalism and is a barrier to any DEIA effort.

Historians of slavery and capitalism have made a compelling case for the centrality of slavery to the development of American capitalism and the US economy (of which libraries are a part). Capitalism is so inextricably linked with white supremacy that Cedric J. Robinson developed the concept of “racial capitalism” to describe how capitalism survives by subjugating people through racialization. Caitlin Rosenthal’s Accounting for Slavery: Masters and Management details how modern business practices were developed under slavery. Since modern business ideas and practices were created and nurtured by those who enslaved others, fully embracing these reinforces racial capitalism, white supremacy, and institutional racism. How will anyone succeed at uncovering and resisting institutional racism if they aren’t simultaneously uncovering and resisting racial capitalism?

Rather than the “business as usual” approach (following the ideas of business leaders whose work furthers racial capitalism), library leaders must learn to be anti-racist and anti-capitalist. This talk gives practical guidance for individuals at institutions of any size/at any level to learn how to name issues, diagnose problems, and transform themselves so that they may transform their organization. This will be accomplished by:

  • Discussing the characteristics of White Supremacy Culture and how they show up in the workplace

  • Recognizing the differences between being an actor, ally, or accomplice

  • Detailing values, practices, and tools of community organizers and activists who embody leadership through facilitation rather than intimidation (this section will primarily draw on adrienne maree brown’s Emergent Strategy)

  • Reframing how library leaders approach work, success, and leadership

Our colleagues of color from We Here at ACRL 2021’s Systemic Oppression Requires Systemic Change urged library leaders to “break up with capitalism and white supremacy.” Instead of continuing toxic racial capitalist leadership concepts/practices, library leaders must embrace anti-racist/anti-capitalist values and practices to fulfill our DEIA promises and create systemic change in our libraries.