young librarians and a lack of jobs

I know way too many library folks that have heard the talk about the greying of the library field and decided to go to library school, only to discover that no one was leaving their jobs as they got to retirement age. Or, alternately, that many libraries downsize and cut a position upon a librarian's retirement. There but for the grace of god go I.

Regardless, the following article, What We Really Want, pretty succienctly sums up a lot of feelings simmering out there for us youngin's in the field.

(As an aside, am I now too old to be a "young" librarian? I'm all of 30. I suspect I'm still considered a child - the average age of a librarian hovers around 45.)

What We Really Want
by Rachel Singer Gordon -- 10/15/2004

Alert readers of e-mail lists like nexgenlib-l and newlib-l might recall that this month's column was to be devoted to a Q&A with new American Library Association (ALA) membership manager John Chrastka. Unfortunately, it sounded too much like ALA's official line (available elsewhere). This is not intended as criticism of John, a genuinely nice guy who obviously loves his job. The correspondence did get me thinking.

There is a real simmering anger and sense of betrayal out there among NextGens who have been burned by generalizations, platitudes, and reassurances from official organizations—from ALA's unceasing focus on recruitment to library schools' insistence that jobs are plentiful and information skills are in demand. As members of these associations, organizations, and institutions, we deserve better. When we hear about upcoming waves of retirements, when we hear that ALA works tirelessly to advocate for libraries and librarians, when we hear that the profession is dedicated to grooming new leaders, we want to know when, we want to know where, and we want to know how this affects us personally.

Why so angry?

The flip side of the argument says that we need to take responsibility for our own decisions and do our own research into the profession and its future before making the commitment to earn the degree. If your research extends to reading some of the plentiful articles on the need for new librarians and listening to experts discussing upcoming shortages, you may be excused for thinking that you will be rolling in job offers postgraduation.

Out in the job market, though, newly minted MLS-holders are confronted with ads that solicit applicants for two 20-hour-per-week positions with alternating hours…ads in high-cost urban areas that offer $25,000–$30,000 to an MLS with two-plus years of experience…ads that give a laundry list of qualifications likely to attract more-experienced librarians willing to move to a second entry-level position to escape the low salaries or dismal working conditions of their own first jobs.

NextGens want the same things any librarian looks for—respect for our commitment to the profession, a chance to contribute to and transform that profession, jobs with sustainable salaries and working environments. First and foremost, we need a commitment from our institutions to put their money where their mouth is.

Advice for employers

Concerned about an upcoming shortage of librarians? Think about alternatives to cutting entry-level positions, paying shamefully low salaries, or splitting positions in two to avoid paying benefits. Think seriously about the contribution that newer and younger librarians can make to your institution. Take your cue from one long-term library manager, who says, "We welcome input from new grads as to what you have learned about management, technology, and anything relating to libraries." Concerned about finding a new generation of library leaders? Think about making a personal commitment to growing your own, or putting high-potential younger staff members on the "fast track" to prepare for upcoming retirements. Remain open to suggestions and proposals put forth by NextGens in your institution.

Then, how about some recognition that NextGens' concerns are real. Statements that shortages are imminent, while perhaps meant to be reassuring, instead can come off as patronizing. Just like our older counterparts, we have loan payments to meet, bills to pay, and families to feed. Just like our older counterparts, we have made the commitment to become members of this profession out of a dedication to its principles and practices, and we deserve to have that commitment recognized. We want an acknowledgement that responsibilities are mutual and that when we put our efforts and time and energy into developing our careers, contributing to the profession, and improving our institutions, we deserve to move out of the periphery. It's fine to talk about the importance of participatory management and the flattening of library hierarchies, but this means little if it is, again, just lip service.

Realize that NextGens who share their concerns online, at conferences, or in articles such as "Fixing the First Job" (LJ 8/04, p. 44) do so not just to complain but out of a real desire to effect change and contribute their skills and energy to the profession. Those who purchase T-shirts bearing slogans like "The only thing graying in this profession is my unused MLS" and "Will Catalog for Food" (www.cafepress.com/curmudgeony) use humor to address the real difficulties many new librarians have in finding full-time entry-level employment.

We're in this together

No matter our age or year of graduation, we're all members of an evolving profession that needs the input of all its members to thrive. If NextGens are driven away by lack of job opportunities and advancement, or lack of interest in their ideas and input, then who will lead our institutions and organizations in ten years? In 20?

For those who have been paying attention, NextGens' concerns are laid out, loud and clear. Who is going to step up to the plate and respond?

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Author Information
Rachel Singer Gordon is webmaster, Lisjobs.com, and author of The Accidental Library Manager (ITI, forthcoming). She is LJ's Computer Media columnist

Source: The Library Journal

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