Abstract:Despite the presence of programs such as ALA’s Spectrum Scholarship and the ARL Initiative to Recruit a Diverse Workforce, library and information science (LIS) has not been successful in increasing the number of racial/ethnic minorities in the profession, especially in academic libraries. Though the LIS literature addresses recruitment and retention of people of color, very few articles acknowledge that some individuals from underrepresented populations may experience the profession as chilly or even hostile due to racism, especially as it is manifested in the form of racial microaggressions. Although often delivered unconsciously, these seemingly benign exchanges convey to the recipient negative and denigrating messages about that person’s race or ethnicity. The burden of work relating to diversity and inclusion in the profession has typically been placed on people of color, but those of us who are White also have a responsibility to engage in these endeavors. This article will identify steps that White academic librarians can take to prevent and address racial microaggressions in order to become better allies to our colleagues of color.

中文翻译：

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从敌对到包容：改善大学图书馆种族氛围的策略

摘要：尽管存在诸如ALA的频谱奖学金和ARL招聘多样化劳动力计划等计划，图书馆和信息科学（LIS）并未成功地增加该行业的种族/族裔少数群体的数量，特别是在大学图书馆。尽管LIS文献讨论了有色人种的招募和保留，但很少有文章承认，由于种族主义，某些代表性不足的人可能会感到冷漠甚至敌对，特别是因为它以种族微侵略的形式表现出来。这些看似良性的交流虽然经常在不知不觉中传递出来，但却传达给接收者关于该人的种族或种族的负面和贬低信息。与多样性和包容性有关的工作负担通常由有色人种承担，但是我们这些白人人也有责任从事这些工作。本文将确定白人大学图书馆员可以采取的预防和解决种族微侵略行为的步骤，以使其成为我们有色人种同事的更好盟友。