‘Microaggression Bingo’

My studies in librarianship this week led me to the Tumblr thread Microaggressions in Librarianship. One microaggression that stood out for me, which I found particularly relatable, was grouped with assorted transgressions under “Microaggression Bingo.”

LIS 5100 : Libraries and people with disabilities

In discussing the library as an institution, the Rubins address service to people who have disabilities. “The library community has recognized the needs of people with disabilities for many years” (Rubin, 2020, p. 100), but people with disabilities often face barriers to being able to access services.

Support group for library workers on autism spectrum

A private email list and support group is being formed for librarians and library paraprofessionals on the autism spectrum who face(d) difficulty finding work.

NPR should track disabilities among staff diversity

National Public Radio ombudsman Elizabeth Jensen has released a look at diversity among NPR newsroom staff, encompassing race, ethnicity and gender. She also addresses diversity among on-air sources for Morning Edition and All Things Considered.

Microsoft wants to hire people with autism

In sharp contrast to the personality screenings that seem designed to flag us for rejection, I really enjoy reading about companies that view autism as a source of talents and abilities.

In an essay posted April 3 to “Microsoft on the Issues,” Mary Ellen Smith, corporate vice president of worldwide operations, announced a pilot program to hire people who are on the autism spectrum.

Online discussion of diversity in library profession

Courtney Louise Young

In her column for American Libraries, January/February 2015, American Libraries Association president Courtney Young invites readers to join a “Diversity Membership Initiative Group to advance a commitment to diversity: “not only fostering the diversity of the profession but also working to ensure that we are serving all segments of our populations.”

For reasons that are both professional and personal, I share this commitment to diversity. On Dec. 29, I applied and was accepted for membership in the Diversity MIG.

Autistic people on staff: Ways to optimize workplace

People with autism don’t always announce ourselves, but if you own or manage a decent-sized company, you have autistic people on staff. From OneQuarterMama.ca, here are seven ways companies can optimize their workplaces by “treating each individual as valuable and with respect.”

Social sharing credit: Autism Women's Network

Ergonomics and access in library

During the Aug. 20 #LibChat, moderator Natalie Binder asked what important ergonomic tips librarians most overlook. I responded that check-out activities are done from standing-height at my public library. Staff and patrons are required to stand during check-out transactions.

EEOC must aggressively pursue autism discrimination

Cartoon image created with Bitstrips and added April 4, 2015

In the “Aspergers Management” group on LinkedIn, a member posted news of a May 2012 settlement between the Equal Employment Opportunity Commission and Randstad US, LP concerning a disability bias suit on behalf of a job candidate who is on the autism spectrum.

Disability Equality Index to rate inclusion policies

An online survey will allow businesses the chance to receive an objective score on disability inclusion policies and practices.The Disability Equality Index (DEI) will rate companies on a scale of 0 to 100.

Autism: Employment traits worth investing in

At Entrepreneur.com, Lisa Evans lists four steps employers can take to create an autism-friendly work environment. She cites findings by D.C. author Patti Pacelli, that autism is seen at an asset in some companies.

Job videos insufficiently address discrimination

An online discussion for my Cuesta College internship addressed videos about successful job interviewing. The program was leased by Cuesta College for student viewing from Films on Demand.

If I’d been asked to share my opinion with the producers of these videos, I would have liked them to address discrimination in a more direct way.

Discussion to address improved accessibility of online employment tools

Cartoon image created with Bitstrips and added April 4, 2015

The U.S. Office of Disability Employment Policy is hosting an online dialogue about ways to make job-related technology more accessible to applicants with intellectual disabilities, cognitive issues, traumatic brain injuries or similar disabilities.

The discussion could not be more timely, given the increased prevalence of “social suitability” questions as part of the application process. In my opinion, any discussion of accessibility needs to include deliberate barriers imposed against job candidates.

Easier to walk when I shelve every day

For years I worked in a job that involved sitting at a desk. I really wanted the kind of job I have now: physically active at a library.

‘Invisible’ disabilities pose job hunting challenges

People with “invisible” disabilities face a quandary when seeking work: to conceal or reveal the disability, each with potential consequences for finding and keeping employment? For the New York Times, Katherine Bouton provides an excellent, in-depth, report.

Partnership to hire people on autism spectrum

Embodying the characteristics of the autism stories I like -- an emphasis on possibilities and talents related to autism -- German software giant SAP is partnering with Specialisterne -- Danish for “The Specialists” -- to hire people on the autism spectrum.

As reported by Katie Moisse for ABC:

“‘By concentrating on the abilities that every talent brings to the table, we can redefine the way we manage diverse talents,’ SAP executive board member Luisa Delgado said in a statement. ‘With Specialisterne, we share a common belief that innovation comes from the ‘edges.’ Only by employing people who think differently and spark innovation will SAP be prepared to handle the challenges of the 21st century.’”

Webinar to focus on library service to people with disabilities

A webinar about library services to people with disabilities is of interest to me as an aspiring library professional who is on the autism spectrum. In four sessions, course dates run from April 22 to May 19.

The Association of Specialized and Cooperative Library Agencies, a division of the American Library Association, will host two live online sessions from 2 to 3 p.m. Central Time, May 2 and 16.

Taught by Kate Todd, the webinar syllabus encompasses concerns I have written about: “invisible” disabilities and the use of respectful, inclusive language.

Other issues include changes in laws and assistive technology at the library.

In the fourth session, library staff will recommend changes in personal and organizational behaviors to improve services for people with disabilities. Toward this effort, I recommend hiring people with disabilities.

There is a cost to attend this webinar but participants earn CEUs. For more information, visit www.ala.org/ascla/asclaevents/onlinelearning/libraryservices.

Maybe I overdid the library shelving

My foot began to hurt Saturday, after spending all week helping to shelve books in the non-fiction and children's sections at the new Middletown Public Library. I fell and sprained my right foot on March 9 and thought the foot had recovered but I may have hurt it again with last week's physical activity.

Greater workforce diversity among ‘Conversation Starter’ candidates at ALA Annual Conference

ALA Connect is inviting American Library Association members to vote on “Conversation Starters” for the 2013 ALA Annual Conference. I cast my vote for Moving the Diversity Discussion Forward: What’s Next?

According to presenter Jennifer Garrett:

“The recent ALA Diversity Counts report was both eye opening and sobering. The movements we are making toward creating a more representative and diverse workforce are incremental, at best. While relevant, this session is, and must be, more than a discussion on ‘workforce transformations.’ Current librarians, staff, and students who represent underrepresented groups, either by being a member of one or by working toward diversity initiatives, will find this session useful. In a facilitated discussion, we will attempt to tackle the question of ‘what’s next?’ and hopefully develop connections, community, and change, which will continue outside of ALA.”

I believe that what should be next in a discussion of workforce diversity is the recruitment and greater representation by people with disabilities -- people with visual, physical, hearing and cognitive impairments -- among people in library service.

Outreach and recruitment should begin with financial aid -- similar to efforts with the Spectrum Scholarship to address imbalances in race/ethnicity -- and should continue with hiring.

“Conversation Starter” talks, according to ALA Connect, are fast-paced 45-minute sessions intended to jumpstart conversations and highlight emerging topics and trends.

Voting is open through March 31. The public votes will be weighted for 30 percent of the selection process; staff votes will account for another 30 percent while the remaining 40 percent will be decided by an advisory group of ALA members. Selected presenters will be notified by April 5.

Journalism Accelerator: Support for minority entrepreneurs for greater diversity in media

Thank you, Journalism Accelerator, for highlighting my comment about media portrayals of the disability community on a recent JA blog post.

On Dec. 14, JA writer Emily Harris posted an interview with Doug Mitchell, co-director of the Unity New U Entrepreneur Fellowship program. The orgaization helps secure funding for minority journalists to want to start their own company. In so doing, it contributes to greater diversity in the media.

I advocated inclusion of the disability community among efforts to promote greater representation among minority journalists. JA posted a link to my comment on Twitter.