Most library directors and managers receive little training in overall supervision, much less exposure to tools that focus on anti-racist and anti-oppressive supervisory practices. In addition, since the profession is overwhelmingly white, most library workers who are Black, Indigenous people of color (BIPOC) are likely to have white supervisors. In this session, the presenter will discuss anti-oppressive supervision practices that address power and positionality inherent in a traditional supervision model, as well as the impact of race and ethnicity on the power dynamic; and how white supremacy culture can manifest in supervision. The significance of sponsorship as a tool for advocating for BIPOC and championing their expertise will be explored. Special attention will be paid to the value of authentic conversations and how valuing the multiple lived experiences of historically oppressed workers (including emotional labor, cultural taxation, racial battle fatigue and historical and on-going trauma) can build a stronger anti-oppressive supervision practice. The session will end with suggestions for making repair when race-based ruptures occur in the relationship and suggestions for accountability for supervisors of BIPOC workers.
