Category Archives: residency

On Medical Distrust Throughout History


I’m taking a medical sociology class this semester, which has been interesting. BUT I’m kind of tired of hearing the Tuskegee Study provided as the sole reason for medical distrust among Black communities. While that certainly had an impact, it was far from the first incident of medical abuse. Nor the first instance of government sanctioned racial mistreatment.* There are entire books written on this topic that can be cited. Here are a few that I’m aware of:

I just want scholars to do their due diligence and not just provide a perfunctory mention.



*I suppose one could argue it’s one of the few instances of racial mistreatment that was publicly acknowledged.

New job!


Roughly a year ago, I was interviewing for jobs and sleeping off my grad school fatigue, trying to figure out what to do with my post-MLIS life. In July 2015, I ended up accepting a two year residency at Towson University and moving to the Baltimore region.Within that role, I’ve had the opportunity to complete a rotation in Technical Services, Research and Instruction, and part of a rotation in Special Collections and Archives. I learned a great deal in each division and count the residency as a valuable part of my early career formation. However…


Professional me

I won’t be completing the remainder of my residency, because I’m excited to announce that I have accepted a permanent status (same as tenure-track) position as a Research and Instruction Librarian!! As of July 1st, my position became official. I knew coming into the program that there was no guarantee of post-residency employment, but I’m really happy it worked out for me to stay.

Within my new role, I will responsible for liaising to the College of Education; supporting student outreach and support, with a focus on retention of at-risk populations; and assessment of instruction programming. And you know what they say, other duties as assigned.

So here’s to the next few years of greatness as I work on building my dossier 🙂

Race, gender, war, and integration


“You have to see this.” I’ve uttered this many times over the last few weeks. It’s interesting the things you find in a university archives.

In my archives rotation, I’m working on creating a K-12 curriculum plan. The idea is to highlight collections that could have possible ties to the Maryland Common Core curriculum, with an eye towards critical thinking, investigative research, and problem-based learning. Additionally, materials that I’ve located may also (or alternatively) be used for materials surveys or “white gloves sessions” hosted by the archives staff, as a part of academic coursework. Themes that I’ve identified as possible foci are desegregation/integration in the state of Maryland; race and gender during WWII; technology, transportation, and industry; and construction and expansion.


Elementary school in Hurlock, MD circa 1935 (image via Library of Congress)

Within the topics of integration and desegregation, I’m selecting materials that highlight attempts to integrate public education institutions and responses to the Brown vs. Board of Education decision in 1954. A 1954 Maryland Board of Education study on integration in response to the Supreme Court decision begins, “Maryland has always been considerate of its colored populations. As a matter of fact, the State was considerate of the Negro race when most of its representatives within the confines of the State were not citizens but slaves…” Sounds promising, right? The report detailed how the state of Maryland had a “long and honorable record” as a part of the Union and they were more than happy to comply with desegregation, as soon as it was required. Further, while the Supreme Court considered the psychological effects of segregation on black children, no one considered that the Supreme Court in determining that segregation was unconstitutional, “abrogated a right of the majority group” and that integration may “cause emotional disturbances in those white children who have lived in a segregated world with […] a clear conscience.” The committee wished that the Supreme Court would take this into account in deciding their final mandate. Gradual desegregation was the committee’s recommendation and hope. Equal rights are, of course, important… *sarcasm*

Some other interesting finds include minutes from the State of Maryland Board of Education meetings, including advice/opinions from the Attorney General of Maryland and the Board of Education members regarding the legal implications behind desegregation; minutes from the Maryland Board of Trustees of State Colleges and Universities; and correspondence and notes within presidential papers.


Case listing in archived index (image via Maryland State Archives)

Additionally, though Towson began integrating in late 1955, there was at least one African American student who attempted to gain admission prior to 1954. In 1950, F. Vernon Roberts applied for admission on the grounds that Coppin State’s educational experience was not on the same level as Towson’s and he wanted to have access to advanced courses that Coppin didn’t offer. Roberts was refused admission. Because he suspected it was on the basis of race, he filed a lawsuit with the Maryland courts. The outcome isn’t known (the actual court records are at the Maryland State Archives), but presumably he was not successful, as he completed his degree at Coppin a few years later. Roberts went on to become a principal in the Baltimore City school system.

The discussion around integration continued within the Maryland States Colleges and Universities for the next fifteen to twenty years, with predominantly white Towson trying to figure out how to attract more students of color and predominantly black Morgan State trying to figure out how to attract more white students, so as to be in compliance with mandates from the Supreme Court and the Board of Education. In 1968, Morgan proposed that students at Towson be required to take 9-12 credits at either Morgan State or Coppin State prior to graduation. Towson proposed that they offer scholarships to attract more students of color.  It’s not yet known what the outcome of these suggestions were. I find it interesting that these are the same discussions that continue to be had in 2016. I guess it’s hard to undue a race-based system that still supports so much of the national economy and infrastructure.


African American WAACs, Lts Harriet West and Irma Cayton going over recruiting schedules in 1942 (image via National Archives)

Within the areas of race and gender during World War II, I am currently looking through the World War II collection. During the war, Towson administrators sent newsletters to the college alumni, staff, and students who were serving in the armed forces. In response, the alumni would keep in touch, relaying some of their job duties and experiences during the war. The collections includes correspondence, news clippings, photos, and ledgers. Its interesting to read how the men versus the women talk about and navigate their time in the military and in military support roles.

Hester Brown, female Naval Yeoman, recounted, “I have relieved a man for sea duty and my feeling was a mixture of emotions when the time came for me to say goodby to him. I was a proud WAVE, and yet fearful that I might not be able to fully take that Bluejacket’s place here. As I grow more accustomed with my job, that fear is being overcome.”

“Three of us from Texas were the first WAACs on the field.” wrote Helene Davis, WAAC Link Trainer,  “Don’t think that wasn’t a thrill. The boys were so glad to see us for they expected us to take over the KP [kitchen patrol]. We soon straightened them out on that score. Most of us are taking over office jobs, but you’ll find WAACs doing most everything except flying the planes.”

Sibyl Davis, WAAC, wrote, “After feeling like the Army’s unwanted step child for over a month, I feel a little better now that I have a job that doesn’t make me feel like a scullery maid, even if it may be temporary.”

From Dorothy Farmer, WAAC Sergeant, “We are fortunate in having quarters in the temporary BOQ–Bachelor’s Officer’s Quarters–where most most of us have private rooms. It is very much like a school dormitory except we aren’t allowed to have curtains or fancy bedspreads and pillows. Everything is strictly GI, and woe to us if any dirt or dust is found anywhere on Saturday morning inspections. We all ought to make immaculate housewives when this is all over.”

“I am convinced that women are learning more from this war by being a part of it than they could have any other way.” Gwendolyn Felts, Pfc. and WAAC recruiter, wrote enthusiastically to Dr. Rebecca Tansil, “Perhaps this is the greatest assemblage of women for one ultimate goal, peace, ever known in the era of democracies…Say this is beginning to sound like an argument and somehow I don’t think you need any persuasion.”

For many women, the opportunities afforded during World War II, both in military service and in civilian positions, exposed them to a variety of jobs that had been typically reserved for men. Once the war ended in 1945 and men returned from active duty, most of these women were forced to revert to traditionally feminine roles. An emphasis on the woman in the role of homemaker and wife prevailed during the “golden age” of the 1950s, before being challenged during the push for civil and equal rights of the 1960s and 1970s.

Lack of opportunities and prevailing prejudice on a national scale limited employment options for African Americans for a very long time.  Even in service to the military, there was an obvious color line. Both the Marine Corps and the Navy began integrating their ranks during WWII, but the roles people of color were allowed to fill tended to differ greatly from that of their white comrades and serving in segregated units was a given. For a time, the only role the Navy allowed black soldiers to play was to serve as mess attendants, cooking and serving food. By the time Towson janitor, John Gwynn (featured on the archives’ blog here), joined the Navy in 1943, they had expanded their options somewhat. Though being a person of color, he was still limited to a service role


John Gwynn in uniform, circa 1943 (image via TU Archives)

similar to the one he had at Towson. He wrote to one of the Towson staff members of his work at the Naval Officer’s Club as being, “very much the same as I did there at school.” Meanwhile, mention was made of his joining the Navy in the newsletter sent to Towson affiliated military personnel, but the manner in which it was communicated gives a clue of the racial climate of the time. There was an elementary school (Lida Lee Tall School) located on the grounds of Towson, which has a long history as a teacher preparation college. The students of the Lida Lee Tall School were said to have done their part to support the war effort by “giving” Gwynn to the Navy.

Though African American men and women still faced Jim Crow laws and unjust practices in their homeland, they were willing to join in fighting for democracy abroad. It was with great disappointment that they returned after the war to find the same social conditions they had left. While white soldiers returned to fanfare and celebration, African Americans, especially in the South, were quickly reminded of their place and, in some instances, killed, for stepping out of it. Unwilling to settle back into this scripted existence of blackness, many departed the South in droves for better opportunities up North and out West, while other began to fight for change in their communities, spurring the Civil Rights  and Freedom movements.

I’m still sorting through materials and alternately laughing, shaking my head, and Googling things in fascination. I can’t wait to see what I stumble across next!

Introverting in the workplace


This morning I was reading a blog post about introversion in social situations that really resonated with me. It reminded me that I’ve been meaning to write my own blog post about introversion, but from a different perspective, that of the workplace. I can really relate to this quote: “I do my best work when I am in an environment that allows me to have some time for reflection.”


(Image via

Some say it’s become trendy to be an introvert, with more public attention being devoted to this personality type. I say, the more the merrier. It’s a good thing when people become more self-aware and it’s also educational for non-introverts to realize that not everyone goes through the world in the same manner. It takes all kinds.

I’ve heard people say that the 30s are magic years. By the time you get into your thirties, you tend to have a better idea of who you are, what works for you (and doesn’t), and what you want out of life. As I get closer to that age, I’ve definitely found that to be true. I’m more comfortable with myself, which includes being more in tune with how I function in the workplace and what I need to be successful. Here are some of the thoughts I’ve had swimming around in my head as of late:

  1. Speaking out – I’ve really appreciated the encouragement I’ve received about reflective practice in my current position. Keeping a work journal and this blog allows me to process in writing some of what I’m internally working through. But when it comes to sharing things publicly, I tend to be more inhibited about that. I’ve learned that sometimes it’s okay to share half-thoughts and leave it at, “This is an idea I had” or “This is what I have so far.” I also have come to realize that the ability to think through things and offer different perspectives is not only valuable, but a sought after skill.
  2. Flexibility –  I’m a perfectionist. And an over-analyzer. And I get fidgety at desks. I also don’t really like long periods of screen time, unless I’m researching or writing. When I first switched from teaching to librarianship, I did some time in the archives, working on digital projects. I quickly realized that it was not for me. While my attention to detail provided an opportunity to thrive, my need for kinetic stimulation had me dying so many inner deaths, I couldn’t concentrate for long periods of time. While teaching, I was used to never sitting around, always being up and down, on the floor with my kids, reading books in dramatic voices. The office environment seemed flat by comparison. I quickly learned that I needed to:  A: Balance not sitting at computers for long periods of time with getting things done; B. Provide variety in my project load and interaction with others; and C. Look for opportunities to be creative on the job.
  3. Heat maps – Not all introverts are alike. Some are very, very reserved. Others are kind of reserved. Some may seem lacking in reserve completely! I tend to think of my outgoing-ness like a heat map. When I have things to say and something to contribute, I speak up and my personality is more obvious for that moment. The spot on the map grows. When I’m done sharing my words or myself, I dial back and become what some might term as “small” again. I go back into my reserved box, where I get to think my thoughts, work on projects, and process things uninterrupted. And the cycle continues.
  4. Holding space – Speaking of, I feel I’m incredibly lucky to be surrounded by people who are not only okay with that, but are supportive of my work style and the skills I bring to the table. Working with a team of librarians who are vastly different in personality, but are willing to hold space for each other is awesome. I spent a lot of my undergrad years in environments where I was encouraged to take chances and step outside my box, which is fine. We all need some of that. But it can be intensely uncomfortable, painful even, to be constantly pushed to be something you’re not. I appreciate having a more balanced experience as a working adult. Otherwise, I’d probably spend all of my free time in a dark room. 🙂
  5. Introvert teacher – I think I’ve mentioned my undergraduate degree was in education; I worked in the school system briefly, before transitioning to academic librarianship. One of the things I noticed during my teaching time, both in elementary grades and last semester while teaching undergrads, is that while I love teaching, I can only do it when I have adequate down time. Last semester, I arranged my work schedule, so that I had an hour to go home and be by myself before I had to go teach class at my adjunct position, even if I just spent that time going over my class schedule or listening to music. With my elementary teaching job, I typically arrived early and either sat in the teacher’s lounge, or would take the long, scenic route to work to give myself a chance to center and mentally prep. The opportunity to recharge before and after class is a necessary thing, I think. Even if that takes the form of a weekend free of social obligations, before or after a hectic week.
  6. Being honest – Because I tend to think a lot and process responses over time, I’m one of those people who will return to a conversation long after it’s over. (i.e. “Okay, now I’m ready to discuss!”) There have been times where I’ve been asked for feedback in the moment and I’ve said something to the effect of, “I don’t have anything right now, but if you’ll give me a chance to think about it, I can get back to you later.” Or, “I don’t have any questions right now. But let me process this and then I can get back to you with questions later.” I find that works better than just: Person: Do you have any questions? Me: Nope.

In conclusion, one must “know yourself to improve yourself.” (Auguste Comte)

The library as a community safe space


“It was kind of overwhelming, but in a good way, you know? It felt safe, which…to be honest, is not always how I feel around here.”

I happened to be walking across campus last semester and overheard two students of color talking in front of me. They were leaving a student affinity group event, which, ironically, was located next door to the faculty/staff affinity group event that I was attending. The student’s comment made me, A.) nod in recognition, B.) smile at the student, and C.) wonder how this type of comment fits into the wider discussion about diversity and inclusion…

Discussions about diversity and inclusion have been all over the place of late, particularly with some of the racially driven incidents we’ve faced on campus recently. Additionally, articles abound about diversity in the workplace, diversity in library user populations, and diversity in hiring and retention. But what do we mean when we say diverse populations?

A few minutes ago, I was listening to a webinar on intersectionalities in education and they opened by doing an exercise in which individuals were supposed to identify five words that they would use to describe themselves. Then they had to limit to three words. And finally one word. The point of the exercise is that no one word or identify wholly encapsulates the entirety of our personhood, but in many cases, people see only the outwardly descriptive parts (gender, race, etc.) and there are many other identities that have just as much meaning.


Students studying in the Glen at TU (image courtesy of TU)

When we talk about diversity, we too often stop at the outwardly descriptive identities. That’s not to say that those identities aren’t important (tbh, if I had to pick one identity, it would probably be race), but they’re not the only ones.

This summer, I’m taking a stab at addressing some of that by planning a staff development series in partnership with colleagues both on and off campus. Within this series, we’ll be looking at different student populations who may be often overlooked (and some who aren’t) when we think of diversity. However obvious these identities are, they likely have some impact on the academic experiences of student populations.

So far, I’ve had a great response rate from potential partners and am planning to focus on the following populations over the course of this series:

  • students with mental health concerns
  • international students and English language learners
  • military and veteran students
  • students with learning disabilities
  • students who identify as LGBTQ
  • students of color

Additionally, I’m working with one of our student employees to plan an outreach initiative focused on connecting with student organizations on campus. We’re targeting groups that either have an academic focus  or serve to highlight or celebrate different cultural identities. So far, we’ve partnered with one student group this past semester to host a study night before finals.

The idea behind all of this is to encourage awareness of the library as place and as an integral part of the campus community. It also allows library staff to increase in awareness of often invisible student populations, so that we can better engage with them and meet their needs. Maybe in future semesters, we’ll be hearing students say that the library is overwhelming, but in a good way. You know?



The Collective: from improv to instruction (and everything in between)


Last month, I attended The Collective 2016, an innovative library conference centered on library practice. (It only took me over thirty days to write a summary!) The conference was highly interactive and aimed at fostering collaborative idea development and networking through hands-on, workshop-style sessions. It was great!


Table games, anyone? Me, upper left. (Image courtesy of @Anitalifedotcom)

The conference started with an icebreaker session. You know, one of those activities that starts with “get up and move to a table of people you don’t know.” (I didn’t, by the way…) But instead of just making small talk or even having to talk about anything specific at all, we played board games. Who doesn’t like board games? My table played jumbo Jenga. Our tower was very tall and it never fell! Yay us!

Improv as professional practice

The first session I attended was about using improv as a tool for professional practice, both in the classroom and out. My wonderful colleague, Christina, introduced me to improv a few years ago, at an in-house library event, so I was familiar with the concept. I’d also taken an improv workshop, due to the influence of said wonderful colleague. I was interested, though, in seeing how it could be used as a professional tool.

We started by doing an exercise on “Yes, and” in which the main speaker provided a statement and the participants replied enthusiastically with, “Yes, and?!” Jill Markgraf, the session presenter, made the correlation to providing front-facing library services and being mindful of approaches to the research facilitation process. Recognizing students’ place in the research process, rather than looking down on or criticizing them for either getting a false start or not knowing where to start is important. Even seeking help is worth affirming, because we’re all learners and have to start somewhere. So the “yes” is affirming and the “and” builds on that by offering suggestions, guidance, or redirection.

The other activity that stood out to me was Good, Bad, and Ugly. It is a role-play scenario in which three individuals take on the parts of experts in field and provide feedback on, well, the good, the bad, and the ugly. A statement or situation is provided by the facilitator. The “good” persona talks about all the positive elements; the “bad” persona talks about negatives; and the “ugly” persona gives extreme worst case examples of everything. This being a library conference, somehow everything kept coming back to alcohol. I felt kinda sorry for the good persona when someone in the room asked about diversity in librarianship and she couldn’t think of anything to say off the top of her head. Being that I’ve always got my nose in some article or book on the topic, I was mentally squirming in my seat, thinking, “Oooh! Pick me! Pick me!”


Librarians improvising. (Image from Library Improv)

Jill suggested using this activity as an ice breaker for departmental meetings. Librarians, in my experience, can be people of strong opinions. Get a bunch of people in one room to discuss changing things and it could take a while, so I could see how it could be a useful way to acknowledge feelings and worst case scenarios while keeping things light.

After the session, I went to Jill’s Library Improv website and found the Keyword Taboo activity, which I used later in a class. It went swimmingly, so I will keep her site in mind for future instruction brainstorming.


Instructional design and teaching strategies

I went to a lot of sessions that dealt with designing and improving instruction. Because I am currently teaching a three-credit, semester length course, I felt I could use some help with brainstorming for effective teaching, particularly because, at the time, I was still working on shaping the final project. Sessions I attended covered problem-based learning, creative planning and problem solving, instructional design, and designing one-shot instruction with an eye towards the framework. Like I said, it was a lot of instruction stuff.

The instruction process in academic librarianship involves a lot of complicated pieces. Being faculty, there is that expectation of instruction and research, but most librarians don’t teach semester length courses. Instructional support often happens in conjunction with teaching faculty in various departments, most often the ones affiliated with liaison areas. One of the sessions I attended involved planning one-shot instruction sessions under different circumstances. Such as, you talked to the teaching faculty, made all your plans, and then arrived at the classroom to find you only have twenty minutes to talk. Or, a professor asks you to come speak to their class, but the instruction isn’t tied to any project or assignment. There were also optimal scenarios, such as, you have a three session series in which to cover basic IL concepts related to X discipline and your students are freshmen.

One of the things I appreciated most about the conference was the opportunity to gain hands-on practice in instructional and curricular design. Too, the reason it was valuable was because of the opportunity for collaborative planning and feedback from the session facilitators. Chatting with one of the facilitators during the  “Make it Beautiful, Make it Usable: Improving Instructional Materials for Today’s Learners” session gave me ideas for developing the final project(s) for my adjunct course. Also, seeing how different libraries in different academic communities have developed and used lessons to address student learning outcomes.

Most of the assessment programming I attended was focused on a programmic level. I’m also interested in assessing student learning in single-shot, series, and semester length courses. What does assessment look like on an informal vs. formal basis? How are these measures used to improve student learning, instruction, and match (curriculum mapping)?

As a side note, one of the sessions I attended was facilitated by a librarian and a professor from my alma mater. I couldn’t resist going up to them later and saying, Hey! I used to be a student here, but now I’m a librarian too! I think I was more tickled about that than they were.

More Info

If you’re interested in learning more about the programming, you can view community notes, handouts, and PPT slides via Sched. You can also find archived live tweeting of the conference here or via #libcol16.

A week of instruction


The Class #1

On Monday, I assisted my colleague (who is the librarian for Early Childhood, Elementary,


Image via

Middle, and Secondary Education) with instructing a library session for a social studies methods class for middle and secondary education majors. This was the same class I taught the previous week, as a solo instruction session. Previously, I taught on finding and using primary source materials for inquiry based learning. This week’s session was on teaching social studies with trade books. We’d collaboratively planned a lesson and activities ahead of time, but when we got to the class Read the rest of this entry