While much has been discussed regarding the need to diversify the library workforce, this is especially true for those in management and other roles of positional power and influence. In ARL institutions alone, for instance, 89% of management and administration roles are held by white employees (Ithaka S&R, 2017). A similar Canadian survey found that 81% of administrative roles across libraries of all types were held by white employees (ViMLoC, 2021). Management and other positional leadership roles provi"&"de one avenue for BIPOC to help shift and disrupt the oppressive systems inherent within our predominantly white institutions. However, for those BIPOC seeking to pursue such positions, what are some of the challenges and opportunities they may encounter by virtue of the identities they hold? What does it actually mean to diversify positions of power? And what does that require from the institutions and dominant white cultures into which they are entering? This panel, made up of three BIPOC women from the U.S. and Canada, each at three different points in their management career, will highlight the intersection of how their various identities have directly shaped their experience as managers in predominantly white spaces. They will share their own personal perspectives and approaches, both for other BIPOC who may be considering or are currently occupying such roles, as well as for those advocates looking to support and create space to better support the success, advancement, and retention of their BIPOC manager colleagues.
