End of Year Steering Share: Thoughts on the Archival Job Market

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This end-of-the-year post is from Steering Committee member Samantha Brown, Assistant Archivist at the New-York Historical Society.

As this committee year comes to an end, I have begun thinking about the issues that our committee and SAA at large will be facing in the coming years. While questions of accessibility and preservation will still be looming far into the future, the biggest problem our profession will face in the years to come is retention. How does our field retain talented and enthusiastic young archivists when their career prospects are so uncertain?

While many of us enter the field with big hopes and dreams, we’re soon confronted with the reality of the limited positions available in our profession. Job applicants soon discover that jobs are hard to come by and the ones that are available are either part-time or contract gigs. Even though securing one these positions feels like a success the reality of the position soon becomes evident. You might have a job now but positions is temporary and you need to start applying for new positions immediately. Unless you’re lucky enough to find a permanent job, you’re constantly in a cycle of applying and reapplying for new positions. This situation begs the question of whether it’s ethical to have a field that largely consists of part-time and temporary positions. Is it right to allow people to enter a field that has such limited options?

When discussing this dilemma, people have suggested that universities should limit the amount of students allowed to enter archival studies tracks. As of right now, it’s unknown whether less students entering the archival field would fix the jobs problem. However, what we do know is that limiting entry into the field creates a whole new set of problems. When setting limits, universities must create a set of criteria that students must meet to enter a university’s program. Unless universities develop a way to do blind admissions, these criteria could very well reinforce biases that already exist within the profession and prevent underrepresented groups from being able to enter the profession.

Another issue with limiting entry into archival studies programs is that it just deals with the surface issue of our profession. While there will be less people fighting and competing for jobs, there is no guarantee that more permanent, full-time jobs will be created or that higher wages will be offered. While there is definitely a pool of people applying for archives positions, the issue isn’t the number of people searching or the number of jobs available but how institutions value archival labor. Since archival work isn’t seen as valuable to the institutions that employ us, our employers don’t see the need to provide decent compensations. Unless we can convince people that the work we do is important and contributes something positive to the world, no one will want to create jobs for us. In order for our profession to thrive and grow, we need others to see our value and desire to employ us so that archivists can stay in the field rather than having to leave and find other work to support themselves.


Steering Share: Reflections on the Archival Profession

Steering Shares  provide an opportunity to learn more about the I&A Steering Committee and the issues that the committee members care about. This post comes courtesy of committee member Steve Duckworth, University Archivist at Oregon Health & Science University.

It’s my last Steering Share! Until a week ago, I thought I had another year left in my term and now that I find I’m about to be off the team, my perspective on what to write today has changed. I’ve been asked to run for chair or vice-chair for the section to help keep the momentum going, but I’m now really looking forward to a year off (at least) from SAA service. I&A has focused a lot on issues around labor and equity within the profession. I think we’ve raised some good questions and hopefully we’ve helped get people thinking about these big issues.

But personally, I’m conflicted. We have a problem with diversity in the profession (admit it or not – it’s there and don’t come at me with your rebuttals to this claim). We’re underpaid. We’re frequently undervalued. There is a large focus on temporary and other project-based work. And, on the positive side, there is professional movement against all of this. However, I’m not sure where best to focus to help make meaningful change.

Should we try to “diversify” the profession? Should I really be encouraging more people to come into a profession with a fairly limited market for jobs that are also generally underpaid?

Should we try to tamp down on temporary jobs? Does that mean that – overall – even fewer people will be employed? Will it be even harder for recent graduates to get a foot in the door? Will more records go unprocessed and hidden?

Should we advocate for more visibility and better funding? If we are paid better for our work, where does that money come from? Budgets always have trade-offs. Do I get more money but less staff? Does higher pay necessitate higher workload and stress level? Given our high percentage of academic affiliation, as we push up our requirements, do we also raise qualifications? Will archivists eventually all need a PhD – raising the bar for entrance to the profession even higher?

These are some thoughts that go through my head when someone asks me to serve on a committee or a career panel or teach a course. I honestly really enjoy the work I do and I’d love to have more cool people in the profession, but I’m not sure the profession is one that I can squarely get behind and encourage people to enter. I don’t know.

So this is why I’m looking forward to a little bit of down time. I mean – I’ve been out of library school for just over 5 years and in that time, I’ve held 4 (or so) archival jobs in Philadelphia, PA; Anchorage, AK; Gainesville, FL; and Portland, OR (in that order – that’s a lot of moving). I’ve served on SAA’s Diversity Committee and the I&A Steering Committee (plus local and regional group work). I’ve published articles and written blog posts. I’ve presented at over 10 conferences. I’ve mentored 8 or so other budding archival professionals. And in two weeks I’ll begin teaching an introductory archives course (ironic, right?).

I’m tired! And we all need to take time to clear our heads now and then.

So, thank you to I&A for the chance to meet some amazing people, provide some service to this profession (which I do really enjoy despite what some may think after reading this), and open my eyes to a lot of things I wish I could change.

Steering Share: A Reading List for Practicing Allyship in Archives

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes from I&A Chair Courtney Dean, Head of the Center for Primary Research and Training in UCLA Library Special Collections.


For the final Steering Share of my term as I&A Chair I was planning to provide an update on our section’s temporary labor survey which closed earlier this month. (We had 412 responses!) Instead, when I sat down to write last evening, I quickly found myself going down the wormhole of comments about a recent blog post that was shared via Library Journal’s Twitter account. I won’t go into too much detail (you can look it up yourself) but for those unfamiliar with the situation, a WOC librarian wrote a blog post about the whiteness of library collections, and as so often happens when POC speak truth about racism, the internet trolls came out en masse. (I encourage those of you on Twitter to go in and report them. It’s a quick and somewhat satisfying process.) Appalling enough as it is to have THOUSANDS of strangers leaving vitriolic, hateful, and blatantly racist comments, while also posting photos of the author and details about her workplace, it was especially reprehensible to see other librarians attacking her.

As archivists we’re sometimes inclined to think we don’t have a similar whiteness problem in our field, however one only needs to look at the numbers, or recall the backlash to Dr. Michelle Caswell’s Dismantling White Supremacy session at SAA a few years ago. For all of our talk of diversity, equity, and inclusion, we still struggle to recruit and retain archivists of color, and to acknowledge bias in our collecting practices. To this day I have colleagues who refuse to recognize that archives are not neutral.

Instead of continuing to rely on the on the intellectual and emotional labor of POC colleagues to tirelessly critique and challenge this problematic myth of neutrality, I encourage my fellow white archivists to check out the reading list below and start practicing allyship. We can all be doing better.

Below is a brief reading list in no particular order:

Issues and Advocacy: Archivists On The Issues: Answering The Call For Inclusivity, Summer Espinoza https://issuesandadvocacy.wordpress.com/2018/07/18/archivists-on-the-issues-answering-the-call-for-inclusivity/

Issues and Advocacy: Archivists on the Issues: Reflections on Privilege in the Archives, Summer Espinoza https://issuesandadvocacy.wordpress.com/2018/02/09/archivists-on-the-issues-reflections-on-privilege-in-the-archives/

Issues and Advocacy: #ARCHIVESSOWHITE In The Words Of Jarrett Drake  https://issuesandadvocacy.wordpress.com/2016/04/19/archivessowhite-in-the-words-of-jarrett-drake/

Honma, T. (2005). Trippin’ Over the Color Line: The Invisibility of Race in Library and Information Studies. InterActions: UCLA Journal of Education and Information Studies, 1(2). Retrieved from https://escholarship.org/uc/item/4nj0w1mp

Joan M. Schwartz and Terry Cook, “Archives, records, and power: The making of modern memory” Archival Science (2002) 2: 1, https://doi.org/10.1007/BF02435628.

Lae’l Hughes-Watkins, “Moving Toward a Reparative Archive: A Roadmap for a Holistic Approach to Disrupting Homogenous Histories in Academic Repositories and Creating Inclusive Spaces for Marginalized Voices” Journal of Contemporary Archival Studies vol. 5, (2018) https://elischolar.library.yale.edu/jcas/vol5/iss1/6/

Nicole A. Cook Information Services to Diverse Populations: Developing Culturally Competent Library Professionals (California: ABC-CLIO, 2017)

Mario H. Ramirez (2015) Being Assumed Not to Be: A Critique of Whiteness as an Archival Imperative. The American Archivist: Fall/Winter 2015, Vol. 78, No. 2, pp. 339-356. https://doi.org/10.17723/0360-9081.78.2.339

Expanding #ArchivesForBlackLives to Traditional Archival Repositories, Jarrett Drake, June 27, 2016. https://medium.com/on-archivy/expanding-archivesforblacklives-to-traditional-archival-repositories-b88641e2daf6

Caswell, Michelle (2017).  Teaching to Dismantle White Supremacy in Archives.Library Quarterly: Information, Community, Policy, 87(3) 223-235. http://www.journals.uchicago.edu.libproxy.csudh.edu/doi/pdfplus/10.1086/692299

Caswell, Michelle & Brilmyer, Gracen (2016).  Identifying & Dismantling White Supremacy in Archives: An Incomplete List of White Privileges in Archives and Action Items for Dismantling Them.  http://www.gracenbrilmyer.com/dismantling_whiteSupremacy_archives3.pdf  

Taylor, Chris (2017). Getting Our House in Order: Moving from Diversity to Inclusion. The American Archivist, 80(1), 19-29. https://doi.org/10.17723/0360-9081.80.1.19

Steering Share: The Spousal Subsidy: Gender and Low Wages in the Archives Profession

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes courtesy of I&A committee member, Sara DeCaro, University Archivist and Old Castle Museum Director at Baker University Library.

One of the things I have enjoyed most about Issues and Advocacy Steering Committee meetings is the interest we all seem to have in labor and wage issues. I can attest from personal experience that this is something that needs to be addressed throughout our profession. I also wonder frequently why this is still an issue. Most archivist positions require at least one advanced degree and a very specific skill set, so why aren’t wages on par with education and abilities?

I don’t believe there is just one answer to the question above. There are a number of factors contributing to low wages in the archives profession. The Society of Southwest Archivist’s recently released an article that addresses the inequity in pay between directors and staff, which is certainly one explanation. I’m sure that the survey our section recently released will shed light on other factors, too, but in the meantime, I wanted to know if there was more information already out there. When I did some digging, I found out that low wages are, unsurprisingly, an issue among museum professionals as well. And although there are obvious differences between our professions, there is also some overlap, and one author mentioned something that rang true for archivists, museum workers, and librarians: the spousal subsidy.

The spousal subsidy is the idea that some jobs can have a lower salary because the person in that position is married to someone else in a higher-paying career. Most of the time, in the past, the man made a higher salary, so women could afford to take jobs with lower pay.

The spousal subsidy is a result of the perception that certain jobs are “women’s work.” The phrase “pink-collar” was coined to describe professions that have a large percentage of female workers. Sometimes, that term was applied because the job had a large caretaking component; nurses and teachers are the obvious examples. Caretaking and child-rearing were seen as something inherently female, so these jobs were feminized. Other jobs with large percentages of women workers fell victim to this mentality as well; libraries, which have had a majority of female workers for years, are the classic example, but since the 1980s, this has also been true of archives.

Marital status is obviously no reason to discriminate against anyone. As someone who is divorced and has had the experience of living in both two-income and one-income households, however, I can tell you that the second income makes a big difference. Many employers have taken advantage of gender gap in wages over the years, and the majority of women in archives jobs has undoubtedly contributed to low salaries. Positions that are perceived as being “women’s work” fall victim to the spousal subsidy mentality: women can be paid less, because they have the support of their husband’s income. This type of archaic thinking may be one factor that continues to drive down wages and keep new employees’ pay low.

The spousal subsidy attitude hits emerging professionals particularly hard. Many recent graduates are young, single adults. Student loan debt is also a problem among this group, which has been saddled with this burden more than previous generations. On top of these issues, new professionals are facing outdated and sexist attitudes about salaries. When institutions have been able to get away with offering low wages for decades, convincing them to change is difficult.

I believe I have demonstrated that there is some deeply entrenched gender bias behind archivists’ low pay. I also think, from what I’ve observed on SAA listservs, that there are plenty of people within our profession that agree that these antiquated notions about wages need to go. I hope we can come together to affect positive change within our profession for everyone.


Steering Share: Thoughts on the Idea of Professionalism

Steering Shares  provide an opportunity to learn more about the I&A Steering Committee and the issues that the committee members care about. This post comes courtesy of committee member Steve Duckworth, University Archivist at Oregon Health & Science University.

I want to talk about professionalism, or more specifically, the idea of professionalism and how it can (and often is) used to make people conform and can be a tool that hinders diversity and creativity. I’ve wanted to talk about this for a while – partly due to personal experiences – and then “the incident” with April Hathcock took place at ALA Midwinter. I knew it wasn’t just me and felt this post could take one of her many salient points and focus on a large set of the archival profession.

I, like many of you, work in academia. And even many of you who don’t work in academia are likely impacted by the practices of it. I often find myself rubbing up against some of these norms. The ones that work slowly and through long conversations in multiple committees and working groups. The ones that use policies to explain choices, but break those policies when they really want something. The ones where people like to complain about people, but not to people. And yes, these are gross generalizations, but they are also sometimes just gross.

Our profession also talks all the time about how homogenous we are and struggles to find ways to change it, ways to diversify the profession or our collections or our outreach. But I’m not sure if the desire for more diversity is stronger than the desire to maintain this air of academic … politeness.

I say this because I see many of our attempts at diversity as a form of tokenism, with the most frequent offering being something like a two-year “diversity” position for people fresh out of their Master’s program. While it’s helpful, it doesn’t change our culture. It looks at this “diverse” person and says, ‘We’re going to teach you how to be one of us’ or ‘We’re going to hire you to solve all of our diversity problems,’ but we’re not going to commit to you. It doesn’t look at our practices and offer ‘Perhaps we should be more accepting of different styles of interaction’ or ‘Let’s listen to some new ideas and actually try them out.’ It doesn’t change us, it just looks good on paper and makes us feel like we’re helping.

We invite people for day-long (sometimes 2!) interviews and see it as a test of their endurance or stamina, but we don’t make the effort to inform the candidates about this practice they may never have been through. We continue to ask surprise questions in interviews, and then judge people who are likely nervous (and quite possibly introverted) if they can’t come up with perfect answers on the spot. Our MLIS programs overwhelmingly do not to teach any aspect of the job searching and interviewing process. They teach the theory, sometimes the practice, and send you out without even a functional résumé or any clue about just how many jobs you may apply for before even getting an interview.

What we need is more compassion and more care about the people we say we want as our colleagues. As someone in a position to hire a new librarian, recall your own job search and look for new ways to make the interview process more inviting. Be more open-minded about professional backgrounds and embrace ideas that may be unfamiliar to you. When someone directly speaks to an offense against them, investigate it; if they offer an opposing viewpoint, consider it before dismissing it. If you are witness to bigotry, speak up. All of these things can be done respectfully if we respect each other. But respect comes in many forms, and that, too, should be respected.

Steering Share: Conversations on Labor Practices in Archives

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes from I&A Chair Courtney Dean, Head of the Center for Primary Research and Training in UCLA Library Special Collections.

Despite the continuing prevalence of institutions relying on temporary labor and unpaid internships, and individuals leaving the profession (including I&A’s own Vice-Chair Summer Espinoza) because it simply isn’t a sustainable way to make a living, I am heartened that conversations around labor practices in archives are happening with increased frequency and volume. I expressed a similar sentiment back in October, when I presented as part of a panel entitled “Building Community & Solidarity: Disrupting Exploitative Labor Practices in Libraries and Archives” at the DLF Forum in Las Vegas. The panel briefly explored a number of issues including unpaid internships; the proliferation of temporary, contract, and grant-funded labor; ad hoc and siloed conversations around these issues; the lack of POC in leadership positions; and the problematic expectations of “diversity work.” While current labor practices in GLAM professions disproportionately affect students, new career workers, and POC, it is these same populations who are leading the resistance to traditional white cis hetero patriarchal ableist LIS systems and enacting community building. (Here I’d like to shout out We Here, DERAIL, and the Los Angeles Archivists Collective.)

Building Community & Solidarity: Disrupting Exploitative Labor Practices in Libraries and Archives Panel at DLF in Las Vegas 2018

As Joyce Gabiola mentioned during the panel, the success of this type of organizing has a lot to do with community driven efforts, rather than trickle down initiatives. However, it should not have to be the responsibility of those most affected by a broken system to fix it. To this end, as I’ve mentioned before and will continue to advocate for, we can and should be leveraging our professional organizations to provide a platform, make space, and take a stand on labor issues. The DLF has been an exemplar in this regard, both with their conference programming (last year’s forum also included sessions on “Valuing Labor When You’re ‘The Man’”; student labor; and organizing for change) and through their Working Group on Labor. The latter, has been nothing short of an inspirational and I’d recommend that anyone interested in these issues to refer to their Research Agenda: Valuing Labor in Digital Libraries as well as the draft Guidelines for Developing and Supporting Grant-Funded Positions in Digital Libraries, Archives, and Museums. The Labor Working Group’s Ruth Kitchin Tillman and Sandy Rodriguez also received an IMLS grant for “Collective Responsibility: National Forum on Labor Practices for Grant-Funded Digital Positions” which will host two meetings in the coming months.

I am also thrilled that my state archival org, the Society of California Archivists (SCA), is in the beginning stages of forming their own group to address labor issues. (California archivists should look out for a meetup at the SCA AGM in Long Beach!) Early conversations point towards a project to develop a best practices document for the use of temporary employees in archives. This comes in conjunction with the SCA board’s statement in support of temporary archivists at UCLA in their grievance to the university and current SCA President, Teresa Mora’s President’s Message.

I’ve mentioned several of SAA’s efforts before and I’ll just add that Council’s decision to prohibit the posting of unpaid internships on SAA’s Job Board is a great move. To bring it back to I&A, the Steering Committee is (finally!) planning to launch our survey on temp labor in late winter/early spring to obtain some baseline data, and we are continually exploring ways in which we can advocate for ourselves as professional archivists in our capacity as section leaders. We’re aware there are so many other labor issues in our profession that need addressing: salaries; under-classified positions; a turn to using “paraprofessionals” for archival processing; a lack of a national union- the list goes on. We invite guest blog posts, Twitter chats, and any other type of dialogue to highlight and resist exploitative labor practices. You know where to find us.

Further reading and resources:

Steering Share from Ruth Slagle

Steering Sharesare an opportunity to find out more about the I&A Steering Committee. This post comes courtesy of I&A committee member Ruth Slagle, the Instruction and Outreach Librarian at the Baptist College of Florida.


What is your favorite thing about your job or the archives profession?

The variety! Well I might have a plan for the week, but it always changes. Currently, I do not work in an archive, but I emphasize with lone arrangers because I am solo librarian. The past 6 months has been a whirlwind of change for me since becoming a solo librarian and a natural disaster misplacing the library into another building. In my current position, I am multiple departments rolled into one, perks of working at a small school. I have enjoyed consulting with the archives on campus and giving advice on standards. For the future, I look forward to working with students and connecting with others.

What made you want to join the I&A Steering Committee?

As a member of the committee, I would like to take away useful strategies and methods for further advocating the presence of archives in our society and local influences. As a newer member and professional, I want to connect with other archivists in this section and gain a ready knowledge of best practices.

What is an archival issue that means a lot to you?

Education. In light of the recent Hurricane Michael, which affected the library where I work, it has become more obvious to me the importance of advocacy. Salvaging our collection and workflow has only happened because of myself advocating for the library and its employees. This past fall, I taught an Archives Management course for undergraduates. My teaching experience, taught me the importance of educating non-archival users. By opening their eyes to the archival world. I would love to teach again because the diversity the archival profession opens so many doors to users. As an archivist and librarian, I am my own advocate working with students and faculty. Without archivists, advocating our field, how will the world know our value?

Steering Share from Rachel Mandell

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes courtesy of I&A committee past-chair, Rachel Mandell, Metadata Librarian at the USC Digital Library.

What is your favorite thing about your job or the archives profession?

Currently, my favorite aspect of my job is being able to train and hopefully mentor new librarians/archivists. From chairing the search committee to training, to answering daily questions, I have been given the opportunity to reexamine my own practices and gain a fresh perspective on the field from someone who graduated from library school recently. Before accepting my current position, I worked a series of temporary jobs. During those project positions, I was never given the chance to train and supervise a new librarian. This has been an extremely rewarding experience and I am looking forward to taking on more leadership roles in the future.

Enjoying the desert sun!

What made you want to join the I&A Steering Committee?

I first joined the I&A Steering Committee 3 years ago as the I&A intern. I had never served on an SAA Section and figured it would be a good opportunity to get a sense of what that would be like without too much commitment. At the time, I was working as a contract employee and had very little institutional support for any sort of professional development or any activities outside of my clearly defined job duties. That first year, I worked on a survey to figure out how to improve the Toolkit. By the time the election cycle for the next year came around, I had found myself in a permanent position, which encouraged library faculty to seek opportunities to serve on national committees. I spent the next two years serving as Vice-Chair and then Chair of Issues and Advocacy. It’s a great section, with broad interest and capabilities. As the current Past Chair, I am excited to see where the Steering Committee decides to focus its efforts.

What is an archival issue that means a lot to you?

In echoing the sentiments of many of my fellow steering committee members—the issue of relaying on contract employment and exploitative labor practices is one of the most pressing issues facing our profession. While we have a long road ahead in terms of shifting our own practices and beliefs regarding this situation, I feel reinvigorated by the statement issued by the Society of California Archivists for support of the open letter distributed by the temporary archivists from the UCLA special collections.


Steering share from Sara DeCaro

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes courtesy of I&A committee member, Sara DeCaro, University Archivist and Old Castle Museum Director at Baker University Library.

What is your favorite thing about your job or the archives profession?

There are some great things about being a “lone arranger” at a small private college. I have a lot of control over what we collect and projects we choose to take on. I also have a good idea of where the gaps are in representation, and I can actively take steps to fill in those gaps. I noticed, for example, that we don’t have a lot of records from student organizations on campus. These can be a very rich source of information because student organizations often form to meet the needs of historically marginalized groups; that was definitely the case when our African-American student group formed here in the 1970s. I’ve had conversations with them and our fairly new LGTBQIA group about future donations, and the response has been positive.

What made you want to join the I&A Steering Committee?

Archives and archivists, generally speaking, seem to be chronically underfunded and viewed as somehow lesser, or not essential. I’m really tired of that, and I want to do something about it. I know that’s a broad statement, but even if this is just a small thing I can do to enact change, it’s important to me.

What is an archival issue that means a lot to you?

Diversity and inclusion, in both our collections and employment practices. I think one of the most basic things we can do as a society to correct years of injustice towards marginalized people is to make sure their legacies are preserved. Labor issues are also very important to me; I often feel that wages for archivists don’t reflect the level of training and education we have.

Intern Share from Kristin Hare

Steering Shares are an opportunity to find out more about the I&A Steering Committee. This post comes courtesy of I&A Intern Kristin Hare.

What is your favorite thing about your job or the archives profession?

My favorite thing about the archives profession is archivists! I’ve reached out to total strangers through Twitter, listservs, and professional organizations for career advice, graduate school assignments, or with processing questions and I’ve never encountered anything but encouragement and a genuine willingness to offer any help they can. The archival profession is full of hardworking, kind professionals that will go out of their way to assist the new kids.

I also love the chaos of introducing yourself to an institutional archive for the first time. I interned with the Gibbes Museum of Art in Charleston, South Carolina and my first encounter with their institutional archive was a rollercoaster of confusion, excitement, and feelings of rage towards scotch tape and paperclips.

What made you want to join the I&A steering committee?

I have a strong interest in the role of archivists as advocates for marginalized people, their histories, and records. The shift towards equitable access rather than equal access within the field is a movement that I firmly believe in and I’ve really enjoyed watching archives professionals advocate for change. I also feel a responsibility to consider how my own identity and values impact my work within the field. I think most would agree that neutrality as an archivist is nearly impossible. Getting involved with the I&A steering committee seemed like a great way to continue to learn about the diverse issues within archives and challenge myself professionally.

What is an archival issue that means a lot to you?

The inclusion and preservation of LGBT materials within archives is an issue that means a lot to me. During my graduate program, I researched the unique challenges archivists face when working with LGBT materials, including ethical concerns, cataloging and copyright issues, and privacy. I designed a research study to explore the information seeking behavior of transgender, intersex, and non-binary persons within South Carolina and I currently serve as a member of the South Carolina Library Association’s GLBT roundtable. I’m interested in the lack of representation and safe access to information within archives and libraries faced by LGBT persons and the steps professionals can take to bridge those gaps and improve services and programs for the public.