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Librarianship in the United States is dominated by white women. Asian women are underrepresented in leadership roles in U.S. academic libraries, while the Asian college student population is increasing. This qualitative interview study explores the issues related to the upward mobility of Asian women academic librarians in the United States at both meso and micro levels. It also examines the strategies they use to navigate their careers, obtain promotions, and thrive in their leadership roles, including the ways they build relationships and take risks. Furthermore, it explores the ways academic libraries are racialized and gendered.
Fifteen Asian women librarians, including nine administrators and six aspiring administrators, who work in U.S. academic libraries were interviewed to address the following overarching research question: “How are Asian women librarians racialized and gendered in U.S. academic libraries?” I performed a thematic analysis of the collected data using NVivo through the lens of Asian Critical Theory (AsianCrit), theories of racialized and gendered organizations, and the concept of social networks in practice.
Organizational issues that impacted the women included unfair policies and practices, librarianship as a pink profession dominated by white women, white norms, and occupational segregation along lines of gender or race. Individual challenges included internal struggles such as cultural and family influence, internalized capitalism, and self-doubt; mean or difficult supervisors and colleagues; lack of authority or respect; isolation; and Asian women stereotypes.
To counter these challenges, Asian women librarians in this study took risks by self-advocating, job hopping, or forming alliances. They also remained authentic, sought cultural similarity in their work environment and relationships, and worked harder when faced with challenges. Some (nine) talked about the importance of having an exit strategy so that they can leave or retire rather than remaining in toxic work environments.
Their key relationships included family members, supervisors, mentors, role models, colleagues, and BIPOC colleagues and friends. All participants confided in their family members when they had difficulty at work. Many also confided in supervisors, mentors, colleagues, and friends who were empathetic, knowledgeable, available, and trustworthy. More than half of the interviewees commented that they felt safer with and sought support from BIPOC (Black, indigenous, and people of color) colleagues and friends who understand Asian women librarians’ challenges. At the same time, almost all their supervisors were white. Many also had white mentors, and more than half (eight out of 15) were supported by white spouses or partners.
Foreign-born Asian women librarians were more disadvantaged in seeking career opportunities due to their own insecurity, perceived lack of English language capabilities, and cultural distance from the dominant white majority. Some (eight participants), mostly U.S.-born Asian women librarians, asserted that they are Asian American or American of Asian descent; they distanced themselves from foreign-born Asians. Many talked about having mixed identities and the importance of their families. The findings demonstrated these women’s nuanced social capital including familial, cultural, and economic capital.