The Hampton University Forum White Paper

OVERVIEW, OUTCOMES
AND

STRATEGIES FOR IMPLEMENTATION

Contributors
Tina Rollins
Hampton University

Raeshawn McGuffie
Hampton University

Ana Ndumu
University of Maryland College Park

Moises Orozco Villicaña
The University of Illinois at Urbana-Champaign

Jina DuVernay
Emory University

This project was made possible in part by the Institute of Museum and Library Services Grant RE-98-17-0099-17.
The Institute of Museum and Library Services is the primary source of federal support for the nation’s approximately 120,000
libraries and 35,000 museums. Our mission is to inspire libraries and museums to advance innovation, lifelong learning, and cultural
and civic engagement. Our grant making, policy development, and research help libraries and museums deliver valuable services

that make it possible for communities and individuals to thrive. To learn more, visit www.imls.gov and follow us
on Facebook and Twitter.

The views, findings, conclusions or recommendations expressed in this website do not necessarily represent those of the Institute of
Museum and Library Services.

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Abstract
This white paper serves as an overview of outcomes and strategies to address issues of diversity
within the Library and Information Science (LIS) Field that were discussed at the Hampton
University Forum on Minority Recruitment and Retention in the LIS Field held
August 1-2, 2018. The forum was funded by the Institute of Museum and Library Services
(IMLS). The event convened librarians, leaders and experts in library science, diversity, and
leadership to address the continued issues of recruitment and retention of minorities in the
field. Through sessions and workshops, participants created actionable strategies to address the
prevalent issues regarding the lack of diversity within LIS. The forum also uncovered the need
for more open dialogue and discussion regarding microagression, racism and bias. Additional
follow-up activities during the initial award and extension period included webinars and a
workshop in August 2019 which further explored the issues of equity, diversity and inclusion
(EDI).
The information and knowledge shared serves as an action call to re-examine literature and
research regarding EDI. Additionally, this experience has revealed a need to provide
opportunities for dialogue, collaboration and new research. This paper will serve as an overview
of the forum purpose, proceedings and proposed strategies to address recruitment and retention
challenges of minorities within LIS and plans for future dialogue and initiatives.

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Introduction

The discussion of racial and ethnic diversity in libraries is a subset of the larger discussion of
race in the United States. For anyone participating in these discussions, the experience can be
difficult and uncomfortable. Such discussions can be academic in nature, but very often they are
personal and subjective (Swanson, 2015).

To fully understand and explain the focus of the forum and subsequent activities, the concepts
and definitions of the terms diversity and minority were explored. According to the Online
Dictionary for Library and Information Science, “diversity is the inclusiveness with regard to
variation in age, gender, sexual orientation, religious belief, and ethnic, racial and cultural
background within a given population.”

Diversity as it relates to LIS provides libraries with an opportunity for organizational
development through collaboration and team-based decision making and implementation of ideas
to meet the challenges of teaching, learning, and scholarship throughout higher educational
institutions. Rather than portray workplace diversity within the context of compliance, it can
become an organizing principle closely associated with the process of continuous learning
(Simmons-Welburn, 2004, p. 10)

The Merriam- Webster Online Dictionary defines minority as “part of a population differing
from others in some characteristics and often subjected to differential treatment.” This project
used the term minority to refer to librarians with non-white ethnic and racial backgrounds. Their
experiences within the field were discussed to provide insight and guide solutions for the lack of
diversity, inclusion and representation which remains one of the biggest limitations to our field.

Recruitment and Retention Efforts within the Field
Much of the early research regarding diversity in the LIS field explored methods of increasing
recruitment and enrollment (Kim & Sin, 2006; 2008; Morgan, Farrar, & Owens, 2009). These
publications concentrated on attracting and training people of color with little regard to student
experience, multicultural curricula or the reality that graduates often become employed in
culturally homogenous workplaces. Research supports that many diversity initiatives do little to
focus on mentorship or minority socialization in a predominantly white profession. There is also
the issue of leading these difficult discussions. The work of diversity is largely left to people of
color themselves, which often adds an underlying cultural labor to the profession. Feeling
marginalized or tokenized, many librarians of color leave the profession altogether (Acree,
2001).

Major organizations within the LIS field have always counted diversity as an initiative and have
taken steps to improve representation of minorities. The American Library Association (ALA)
lists Equity, Diversity, and Inclusion as fundamental values of the association and its members,
and diversity is listed as one of ALA's Key Action Areas (American Library Association, 2017).
The ALA Spectrum Scholars program specifically addresses the underrepresentation of librarians
of color within the current workforce. To this end, over 1,000 students from traditionally

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underrepresented groups have received scholarships, leadership training, professional networking
and mentoring in order to build a pool of talented and trained library leaders reflective of the
populations served by all libraries (ala.org).

The Association of Research Libraries (ARL) Initiative to Recruit a Diverse Workforce (IRDW),
funded by ARL member libraries, was established in 2000 as a member response to the low
representation of racial and ethnic minorities in the professional workforce among member
institutions. The ARL program seeks to attract students from traditionally underrepresented
groups to careers in academic and research libraries, and archives. The IRDW accomplishes this
through generous funding for Master of Library and Information Science (MLIS) education and
a suite of related benefits (Association of Research Libraries, 2017).

Despite the best efforts of the diversity programs mentioned, the number of minority librarians
still remain significantly low. Many diversity programs also do little to focus on mentorship or
minority socialization in a predominantly white profession. The lack in growth can also be
attributed to other particular challenges in recruiting minorities. It is a relatively small field, not
highly visible in the grand scheme of careers, and it requires graduate education for professional
status (Gulati, 2010).

Galvan (2015) writes that when librarians of color are hired, they are alienated as “the diversity
hire,” erasing their skills, talents, and expertise. Librarians with visible minority status are
assigned more work, as many marginalized librarians are appointed to diversity and hiring
committees by default. This leads to organizational cultural “labeling” by other librarians.
Instead of making diversity a positive outcome, minority librarians may feel a sense of being
singled out by other co-workers. They may also be viewed as a “token” and the expert on all
issues involving minorities. Instead of inclusion, there is now a feeling of exclusion from the
organizational community.

For many in the profession, the glass ceiling or early plateauing also creates a cycle of
frustration. Additionally, many librarians resent feeling as if there are representatives for their
race and culture. Others have voiced unfairness in salary or hiring practices. For other
minorities, there are no opportunities for cultural engagement in organizational communities.
Feeling marginalized, many minorities leave the profession altogether (Acree, 2001).

Hampton University and the Training of Minority Librarians

Hampton University was founded as Hampton Normal and Agricultural Institute in April 1868
by Brigadier General Samuel Chapman Armstrong to train newly-freed African Americans. It
stands on the east shore of Hampton Creek, a little below the town of Hampton and was once
known as Little Scotland. The American Missionary Association of New York purchased “Little
Scotland” in the summer of 1867 for $19,000 and fitted up the necessary buildings (Puryear,
1962). The school was opened in 1868 with 15 scholars on a manual labor basis.

Hampton University is a comprehensive institution of higher education, dedicated to the
promotion of learning, building of character and preparation of promising students for positions

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of leadership and service. Its curriculum emphasis is scientific and professional with a strong
liberal arts under girding. In carrying out its mission, the University requires that everything that
it does be of the highest quality (hamptonu.edu).
The Hampton Library School was founded in September 1925 by a grant from the Carnegie
Corporation. The first and only library school for Negroes to issue a bachelor's degree in library
science was accredited by the Board of Education for Librarianship of the American Library
Association and, therefore, became a member of the Association of American Library Schools.
Beginning as a junior under- graduate school in 1925, the entrance requirement was raised to
three years of approved college work in 1929, and to graduation from a standard four- year
college in 1934 (Smith, 1940).
The Carnegie Corporation financed a conference of librarians at the then Hampton Institute (now
university) in 1927. Thomas Fountain Blue, head of the Louisville Free Libraries colored
branches was the conference founder (Josey, 2000, p. 6). The conference was held
March 15-18, 1927. The library school program lasted until 1939 when it was sadly cut due to
lack of funding.

Library Conference, Hampton Institute – 1927, Hampton University Archives

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Forum Purpose and Design

The forum’s overall purpose was to identify critical issues in the recruitment and retention of
librarians and to serve as a springboard for ideas to effectively improve these concerns. The
forum’s focus was to not only provide presentations and rhetoric on a well-researched topic, but
to also provide a space for honest, open discussion and serve as a “think tank” to develop
solutions to improving minority diversity. The outcome from these discussions helped
participants develop strategies to address the concerns of minority librarianship so this
information can be used to promote change.

In the planning of the forum, it was determined that we wanted to gather individuals who were
committed to the work of diversifying the field. We created a list of individuals, groups, and
organizations to reach out to regarding the forum. Our library website was utilized to post
information regarding the forum including the agenda and the registration application.

After reviewing the applications, we selected individuals whose responses indicated their desire
and commitment to learning more about diversity as well as those who have contributed to
research and publications regarding the topic. A total of 42 applicants were selected.

Forum Proceedings

When selecting speakers for the forum, we wanted to ensure that participants would have the
opportunity to hear from experts and researchers who have made an effort to promote diversity
issues. Additionally, we found it necessary to provide participants with information regarding the
historical strides made by librarians of color in helping to diversify the field. We also wanted to
ensure that participants had adequate time to discuss the concerns of diversity within their
organizations and provide strategies to combat these issues.

Our day one programming consisted of an opening breakfast with Professor Ismail Abdullahi of
North Carolina Central University. Dr. Abdullahi discussed the importance of remembering the
overall fight for diversity and inclusion led by library practitioner pioneers such as Dr. E. J.
Josey. He further discussed the history of other pioneers and the significance of the Hampton
Institute Library School

Creating a Space for Minority Librarians, a panel with Rebecca Hankins from Texas A&M
University Dr. Miguel Juarez, from University of Texas at El Paso and Dr. Nicole Cooke from
the University of Illinois- Champaign- Urbana was also presented on the first day of the forum.
This panel discussed how organizations can provide a welcoming inclusive environment for
library staff of color. The panelists also revealed their experiences with microagression as well
as the research and work they contributed to address these problems.

Dr. Angela Spranger of Christopher Newport University is a popular lecturer on diversity and
inclusion. Her workshop challenged participants to study preconceived notions about bias and
diversity. She led thought provoking exercises and discussions centered on these issues.

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Later in the evening, Wanda Kay Brown, current American Library Association (ALA)
President, addressed participants about the importance of the forum. She spoke about ALA
initiatives regarding recruitment and retention. She further reiterated her dedication and
commitment to equity, diversity and inclusion within the field.

The second day of the forum was led by opening speaker Mark Puente, Director of Diversity and
Leadership Programs for the Association of Research Libraries (ARL) His presentation was
entitled The State of Recruitment of Minority Librarians. Puente discussed efforts by the ARL to
recruit librarians of color. He spoke about the success of the programs of ARL and suggested
that more efforts and research must be put toward retention efforts of people of color within the
LIS field.

The remainder of the forum was dedicated towards the discussion of strategy building for
recruitment and retention. A major focus of the forum was to utilize the expertise and
experiences of the participants to develop strategies to address recruitment and retention. To
accomplish this, we created an environment to brainstorm and discuss strategies by dividing
participants into groups. A total of seven groups were assembled and asked to move to various
parts of the room. Advisory Board members were then assigned to work with each group.

The group assignment was to brainstorm actionable strategies that could be further developed
into practice and/or policy to increase minority retention related to the field. The groups were
asked to give themselves a group name. Four groups were assigned to work on retention
strategies, while three groups were assigned to work on recruitment strategies. The groups
working on retention strategies included the following: Rowdy Retention, OTB, and Unmaking
Fiends. The remaining groups, Da Bomb! Southern Scribes, Members Only and Idea Hub: For
Diverse Recruitment, worked on the creation of recruitment strategies.

The participants eagerly assembled to engage in discussion about their ideas and goals. After
brainstorming, each group wrote their ideas on wall-sized post-it pages. One side of the room
was then filled with ideas for retention, while the other side of the room discussed strategies for
recruitment.

We allowed approximately 1 hour for this exercise. When completed, we then asked groups to
go to the opposite side of the room and look at the strategies of other groups. Therefore, groups
working on retention reviewed the ideas of the groups working on recruitment and vice versa.
Groups were then asked to make notes about the ideas of the other strategies and to also place
sticky dots on ideas that would make good actionable strategies. We allowed approximately 45
minutes for this activity. Participants then went back to their original groups to review the
comments and ideas the other groups suggested about their strategies. The groups were then
asked to choose and write down their top 3 strategies to report to the group. Each group was
allowed approximately 20 minutes to present and discuss their strategies.

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Actionable Strategies for Recruitment and Retention

As a collective group, the forum created a remarkable list of actionable strategies to address
recruitment and retention issues. The ideas also address a wide array of issues and concerns
which are displayed in organizations which don’t have a clear definitive plan to promote
inclusion in libraries. Though not exhaustive, the following collective ideas serve as a
springboard for strategies to improve EDI:

Recruitment Strategies

• Organizations should have a stated commitment to diversity and acceptance of others,
with accountability from and by leadership.

• Organizations must improve hiring practices by creating inclusive job postings to
attract diverse candidates.

• Supervisors should be made accountable for developing all their direct reports to be
ready for advancement for those who wish to advance.

• Organizations should establish clear career-track programs which will aid in the
promotion and advancement of librarians of color.

• Libraries should focus on recruiting paraprofessionals and other library workers to
the field.

• Libraries should also engage workers such as library pages and student employees
provide paid internships

• White librarians should reach out to people of color to build relationships. The
relationships can be utilized to collaborate on projects and research.

• Organizations should have a marketing plan which publicizes what librarians do for and
in the community. This will help to change the dialogue and perception of
librarianship in the public and engage and show the depth of our work which includes
research and collaboration.

• The LIS field must find ways to capture attentive audiences by making a presence
during career days and career fairs for elementary, junior high and high school
students. This will help to leverage partnerships on campuses and within communities.

• Librarians should visit HBCUs, HSIs and library schools and discuss librarianship and
employment opportunities within the field.

• Libraries should develop financial incentives for diverse candidates to work at
organizations. These incentives may include student loan repayment programs and
funding for professional development.

Retention Strategies

• Each library should have a stated commitment to diversity and acceptance of others,
with accountability from and by leadership

• Librarians of color must be paid an equitable salary and evaluations must be fair.
• Libraries should develop an onboarding program to orient people of diverse

backgrounds to their organizations.

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• Supervisors must be made accountable for helping to develop all their direct reports to
be ready for advancement especially those who desire to move forward in their career.

• For advancement, early career track programs should be established.
• Professional development should be offered to librarians of color to increase attendance

at conferences and workshops.
• Spaces within the institution should be de-colonized. Examples include removing statues,

providing non-gendered bathrooms, and creating diverse collection/exhibit spaces.
• To retain diverse talent, librarians of color must be allowed to craft their own

projects and develop relevant collections and instruction.

The strategies represent the ideas of individuals committed to creating a positive and inclusive
environment within the field. The collaboration presented during the strategy building sessions
showed reflective and thought-provoking efforts to presenting solutions to critical issues of
diversity. The ideas are all logical and can be incorporated in a variety of ways into
organizations. Additionally, they can also serve as a springboard for research, organizational
initiatives and future grants.

Forum Impact

The impact of the forum was gauged through personal narratives and evaluations. Dr. Ana
Ndumu, forum participant, states the following:

Diversity efforts will not improve until LIS critically examines the sociopolitical aspects
of information access. Diversity also means anti-racism, anti-poverty, anti-nativism and
so on. It is equality, enfranchisement, and empowerment. This conversation requires
collective input from a range of participants and library insiders in addition to experts
from cognate fields; people of color as well as allies; academics from predominantly-
white institutions along with minority-serving institutions such as HBCUs. For all of
these reasons, the Hampton University Forum added a new dimension to LIS diversity
efforts. Our aim was to introduce a multidimensional and actionable perspective.

Dr. Moises Orozco Villicaña, forum participant, adds:

When I learned about the Hampton University Forum on Minority Recruitment and
Retention in the LIS Field, I immediately recognized its significant role to provide a wide
range of professionals across the country the opportunity to engage, reflect, and innovate
on issues around recruitment and retention of diverse librarians. Through this multi-day
forum, I was encouraged to reflect on how institutional practices, campus climate, and
funding serve as major barriers to diversifying the field of librarianship. Equally
important, the forum served as a mirror for individuals to assess how our (in) actions
promote or stifle the recruitment and retention of diverse librarians.

During this forum, I was reminded that issues around recruitment and retention of diverse
librarians is not a new phenomenon but an artifact of the past that continues to hold back
and hinder the full potential of the librarian profession. The persistent legacy of having a
profession remain homogenous, especially in a field that interacts daily with diverse

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patrons, is a major area of concern. The forum underscored major implications for
communities and institutions of higher education if we continue to perpetuate racial
disparities in librarianship. If we remain complacent with the historical and current racial
disparities in the librarian profession, our ability to serve diverse communities will be
greatly compromised. Shouldn’t libraries reflect the growing diversity of their
communities? My answer is--yes! Then we have to develop strategies to increase the
diversity of students pursuing a MS in LIS degree. Moreover, we have to ensure that once
these students complete their LIS degree and secure their first librarian position that they
receive the mentorship to retain them in the profession
Jina DuVernay, forum participant, writes:
I was honored to have been chosen to participate in the forum because its premise,
recruiting and retaining non- Caucasian library professionals, were areas in which I was,
and still am, deeply interested. The forum brought together library professionals in
various stages of their careers which allowed for many perspectives to be shared.
Wonderfully engaging and profound discussions took place over the course of the forum
and I personally felt as though my voice was heard and that everyone in the room was
very passionate about the forum efforts. I had the opportunity to network with many
people who I had only known through their articles or books or through social media. I
have since kept in touch with several people that I met for the first time at the forum and
even collaborated with a few of the many accomplished participants. The forum was well
organized and thorough and I eagerly look forward to future outcomes.

Hampton University Forum on Minority Recruitment and Retention in the LIS Field,
August 1, 2018. Photo courtesy of Hampton University - University Relations Office, photographer

Glenn Knight.

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Forum Speakers and Advisory Board Row 1 Left- Right Mrs. Judy Allen Dodson,
Ms. LaTisha Lankford, Dr. Nicole Cooke, Mrs. Tina Rollins, Ms. Wanda K. Brown, Mr. Mark Puente
Row 2 Left to Right, Dr. Miguel Juarez, Ms. Rebecca Hankins, Dr. Angela Spranger, Dr. Pauletta Brown Bracy, Dr.

Ismail Abdullahi, Mr. Jamar Rahming
Photo courtesy of Hampton University -University Relations Office, photographer Glenn Knight.

Evaluation Results
In order to gauge the effectiveness of the event, an evaluation was distributed to the forum
participants during the closing program, and is summarized below:
The evaluation consisted of 1 closed-ended and 6 open-ended questions (listed below) so that the
project participants could provide authentic reactions to the event.
44 total responses were received expressing an assortment of opinions from what the participants
learned at the event regarding the current state of diversity in the Library and Information
Science field to how we can move the discussion forward.
A few of the most notable reactions were regarding:

• The Diversity, Leadership, and Inclusion Workshop
• The Lunch and Learn Diversity Panel
• The State of Recruitment of Minority Librarians

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Evaluation Questions:
1. Do you feel the goals stated at the beginning of the forum were met?
2. Which sessions/discussions did you enjoy the most? Please explain.
3. Which sessions/discussions did you enjoy the least? Please explain.
4. Which topics would you like to see covered in future forums regarding diversity?
5. How will you apply what you have learned during the forum to your organization?
6. What three takeaways did you learn from this forum?

Follow-up Forum Activities
A follow-up webinar to the forum was conducted on August 23, 2018. This webinar gave
participants the opportunity to discuss the information presented and give feedback regarding the
forum. Steps for continued work regarding recruitment and retention were also covered.
Additionally, plans for research, publications and further conference sustainability were also
highlighted.
Due to the success and positive feedback received about the forum, a one-year grant extension
from the IMLS was requested and approved. This extension allowed continued analysis of the
goals of the forum. Collaboration was also created through networking and further opportunities
were made available.
To capitalize off the initial momentum of the grant, a workshop and webinar were held on
August 5-6, 2019. The workshop was entitled: Equity, Diversity and Inclusion in the LIS Field:
Leading the Charge. It featured Dr. Angela Spranger, a presenter at the initial 2018 forum.
Julius C. Jefferson, President-Elect of the American Library Association, delivered opening
remarks to the participants.
The workshop equipped participants with tools and strategies designed to help incorporate EDI
principles and training in library workplaces. Participants engaged in humorous exercises to
discuss thoughts and practices which challenge EDI. This workshop also explored ways to
create a welcoming environment which will help in the recruitment and retention of diverse staff.
The workshop was open to participants of the forum as well as library staff in the Virginia area.
A total of 51 participants registered to attend the event. The participants were eager to share
ideas and facilitate discussion about experiences regarding diversity within their organization.
The overall goal of allowing participants to discuss their concerns in a safe space was
accomplished through this event.

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Equity, Diversity and Inclusion in the LIS Field: Leading the Charge
Workshop August 5, 2019. Photo courtesy of Hampton University-

University Relations Office, photographer Glenn Knight.

An overall grant wrap-up webinar was conducted on August 6, 2019. The webinar was entitled:
The Hampton LIS Forum: Moving Forward. Forum and workshop participants were invited to
attend. Topics of discussion included the forum outcomes, the forum white paper, published
research related to the conference and future publications. Rebecca Hankins, Dr. Miguel Juarez
and Dr. Ana Ndumu also presented their work including research and publications regarding the
continued promotion of equity, diversity and inclusion within the field.
The forum and successive activities were a charge to move from talk about diversity to action.
As the roles, duties and education of library workers and libraries change, so must we.
Additionally, the population we service is more diverse than ever and we as a profession must
reflect and understand their needs. This grant was an excellent opportunity to open this
discussion on how we can move forward in the recruitment and retention of minorities within
this field. Continued work, initiatives and research must occur in order to help us accomplish
this momentous, but attainable goal.

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References

ABC-CLIO. (2017, May 22). Diversity. Retrieved from
http://www.abc-clio.com/ODLIS/odlis_d.aspx

Acree, E. K., Epps, S., Gilmore, Y., & Henriques, C. (2001). Using Professional Development as
a Retention Tool for Underrepresented Academic Librarians. Journal of Library
Administration, 33(1-2), 45-61.

"ACRL Diversity Alliance", American Library Association, September 22, 2016.
http://www.ala.org/acrl/issues/diversityalliance (Accessed May 25, 2017)
Document ID: 6414e22c-795a-0a94-a178-c90d4ca676b7

American Library Association. (2008, June 13). Equity, Diversity, and Inclusion. June 13,
2008. http://www.ala.org/advocacy/diversity (Accessed May 25, 2017)
Document ID: 768cc27e-e428-3a04-a56a-5821b7ee74cd

American Library Association Office for Research and Statistics. (2017, January 9). 2017 ALA
Demographic Stud. Retrieved from
http://www.ala.org/tools/sites/ala.org.tools/files/content/Draft%20of%20Member%20De
mographics%20Survey%2001-11-2017.pdf

Association of Research Libraries. (2017, May 25). Initiative to Recruit a Diverse Workforce
(IRDW). Retrieved from http://www.arl.org/leadership-recruitment/diversity-
recruitment/initiative-to-recruit-a-diverse-workforce-irdw#.WSco-FTyvcs

Gulati, A. (2010). Diversity in librarianship: The United States perspective. IFLA Journal, 36(4),
288-293.

Hampton University. (2018, June 5). Mission. Retrieved from
http://www.hamptonu.edu/about/mission.cfm

Josey, E. (2000). Handbook of black librarianship (2nd ed. ed.). Lanham, Md.: Scarecrow Press.

Merriam-Webster. (2017, May 22). Minority. Retrieved from
https://www.merriam-webster.com/dictionary/minority

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Morgan, J. C., Farrar, B., & Owens, I. (2009). Documenting diversity among working LIS
graduates. Library Trends, 58(2), 192–214.

Puryear, B. N. (1962). Hampton Institute--A Pictorial Review of its First Century 1868-1968.
[Hampton, Va.]: [Prestige Press].

Simmons-Welburn, J., & McNeil, B. (2004). Human Resource Management in Today's
Academic Library : Meeting Challenges and Creating Opportunities. Westport, Conn:
Libraries Unlimited.

Smith, S. (1940). The Passing of the Hampton Library School. The Journal of Negro
Education,9(1), 51-58. doi:10.2307/2292881

Swanson, J., Damasco, I., Gonzalez-Smith, I., Hodges, D., Honma , T., & Tanaka , A. (2015,
July 29). Why Diversity Matters: A Roundtable Discussion on Racial and Ethnic
Diversity in Librarianship. Retrieved from
http://www.inthelibrarywiththeleadpipe.org/2015/why-diversity-matters-a- roundtable-
discussion-on-racial-and-ethnic-diversity-in-librarianship/

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Appendix A
Hampton University Forum on Minority Recruitment and Retention in the LIS Field

August 1-2, 2018
Photos courtesy of Hampton University- University Relations Office, photographer Glenn Knight, unless
otherwise indicated.

Ms. Wanda K. Brown- President of the American Library Association,
Tina Rollins, Library Director- Hampton University and Dr. Ismail Abdullahi Professor, North Carolina

Central University School of Library and Information Sciences

Mr. Mark Puente- Director of Diversity and Leadership Programs, Association of Research Libraries

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Forum Participants

Panel Presentation
Left to Right- Dr. Miguel Juarez, Rebecca Hankins, Dr. Nicole Cooke

Photo Courtesy of Timothy Woodard

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Forum Group Strategy Session
Notes Photo courtesy of
Kaysi Bazemore

1st Row Left to Right, Mrs. Antoinette Tubbs, Mrs. Phyllis
Banks 2nd Row Left to Right, Mrs. Girija Venkat and Ms.

Elizabeth Evans Harvey Library Staff

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Appendix B
Equity, Diversity and Inclusion in the LIS Field: Leading the Charge

August 5, 2019
Photos courtesy of Hampton University – University Relations Office, photographer Glenn Knight, unless
otherwise indicated.

Workshop Participants

Mr. Julius C. Jefferson- President-Elect of the American Library Association

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Dr. Angela Spranger- Workshop Presenter

Dr. Angela Spranger leads participants in closing group exercise.
Photo courtesy of Randy Smith

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