Mohammed Ishaq and Asifa Maaria Hussain
The research was aimed at gauging the experiences of Black, Asian and minority ethnic (BAME) staff working in academic and research libraries across the UK, part of the higher…
Abstract
Purpose
The research was aimed at gauging the experiences of Black, Asian and minority ethnic (BAME) staff working in academic and research libraries across the UK, part of the higher education and public sector significantly under researched.
Design/methodology/approach
Using an essentially qualitative approach involving a focus group and in-depth interviews, the research design aimed to capture the lived experiences of BAME library employees.
Findings
BAME employees are very conscious of their ethnicity due to a feeling of being monitored and under pressure to perform to a higher standard. BAME staff are subjected to verbal racism including microaggression from co-workers. There is no adequate mechanism in place to address the concerns of BAME staff and represent their interests. BAME employees are overrepresented at lower ends of the profession and are not encouraged by line managers to pursue promotion opportunities leading to a distinct lack of diversity at the top level of academic libraries.
Research limitations/implications
There are implications for the work experience and career development of BAME library staff, for the leadership and management of libraries and the wider higher education sector to reflect upon.
Originality/value
Based on real life experiences of BAME staff, this research plugs a gap in a neglected area of the public and higher education sector and provides an opportunity for managers of academic libraries to reflect on the issues raised and consider interventions.
Details
Keywords
Mohammed Ishaq and Asifa Maaria Hussain
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda…
Abstract
Purpose
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda, with specific focus on Anglophone countries and their allies. The research also looks at the obstacles encountered by managers and policymakers in attempting to establish effective diversity management in a traditionally highly conservative public sector institution.
Design/methodology/approach
Using an approach known as secondary analysis, there is an in-depth review of a wide range of data sources.
Findings
The analysis reveals that E&D issues in armed forces have been under researched and there is also unbalanced coverage and reporting of E&D across nations. There is also evidence of greater progress on diversity management in the armed forces of some countries but a distinct lack of progress in others. A combination of political, legal, economic and social influences are impinging on the culture of militaries. Whilst in the long-term these pressures are likely to result in armed forces becoming more reflective of developments in wider society, the road to achieving this is still fraught with uncertainty.
Originality/value
To increase the understanding of diversity management in public institutions characterised by an mono culture and traditionally associated with resistance to change, and establish the extent to which the legal, social justice and business cases for promoting E&D are wholly applicable to the armed forces.