The Asian/Pacific American Librarians Association’s (APALA) Scholarships and Awards Committee is proud to announce Cynthia Mari Orozco as the 2015 Emerging Leaders for the Asian/Pacific American Librarians Association. APALA will provide funding to support her attendance and participation in the Emerging Leaders program at the 2015 ALA Midwinter Meeting and Annual Conference.
“The Emerging Leaders Sponsorship is an amazing professional development opportunity that enables new librarians the chance to network with other professionals and develop professional leadership. Because of the generous donations from our members and sponsors supporting our scholarship programs, new talented APALA librarians like Cynthia Mari Orozco are able to receive the financial support to ensure their career dreams,” says Eileen K. Bosch, APALA President 2014-2015. We are looking forward to see Cynthia’s future contributions to APALA and the library profession!
Cynthia has vast leadership, community and volunteer experiences starting with her first library leadership role as President of LISSTEN, a student organization at San Jose State University, which connects students, professors, and library professionals. Cynthia writes that the skills she gained, “have helped me serve on library committees at my home institution, collaborate with other librarians to present at conferences, and network with my peers to build connections for future collaborative projects.”
Her most recent effort was to reach out to the Smithsonian Asian Pacific American Center through Twitter to partner with the Asian Pacific American Librarians Association (APALA) in hosting the Smithsonian APA Center’s Asian Pacific American Wikipedia edit-a-thon. This was a simultaneous event that involved many APALA librarians throughout the country. Through these experiences, Cynthia, “discovered that leadership does not only entail creativity and innovation but having the drive and ability to carry these ideas to fruition.”
Cynthia believes that effective leadership begins with the leader. She states that a leader, “encourages and inspires innovation and creativity, not being afraid of potential failure but allowing for ample time, space, and energy to explore new ideas and reevaluate existing systems. An effective leader is also “committed to the mission of his or her institution and in the well-being and development of his or her staff, never remaining complacent in existing structures, programs, or services, and constantly looks for opportunities for improvement, collaboration, and growth.”
Cynthia has worked with a number of diversity initiatives at university campuses. At Loyola Marymount University, she partnered with the Asian Pacific Student Services to teach students about the University Archives. She also assisted with the University’s “First to Go writing series” which consists of testimonials of first-generation college students, deposited to the library’s institutional repository. She writes, “As a fourth- and sixteenth-generation Mexican American and second-generation Japanese American, my personal background has inspired my desire to work with students from diverse backgrounds.” This inspiration resulted in Cynthia’s creation of an online space called, “LISmicroaggressions” (http://lismicroaggressions.tumblr.com/) for librarians, archivists, and other information professionals to share their experiences with micro-aggressions in the profession. She concludes, “My hope is that by sharing these experiences, we can increase the dialogue regarding diversity in the profession and understand how our words and actions affect our peers.”
Cynthia holds a BA in Political Science and Sociology from the University of California, Irvine. She has an MLIS from San José State University and MA in Latin American Studies from San Diego State University.
If you are interested in helping other new librarians like Cynthia Orozco, please consider donating to our great organization this holiday season while you shop on AmazonSmile! If you are not familiar with AmazonSmile, it is a website operated by Amazon with the same products, prices, and shopping features as Amazon.com. The difference is that when you shop on AmazonSmile, the AmazonSmile Foundation will donate 0.5% of the purchase price of eligible products to the charitable organization of your choice.
Most importantly, your contribution will be a perfect gift for you – an “end-of-the-season” tax write off. Consider donating to APALA today!
(affiliated with the American Library Association)
P.O. Box 677593, Orlando, FL 32867-7593
In early July 2014, APALA Web Content Sub-committee member Melissa Cardenas-Dow corresponded with APALA Executive Director Ven Basco. We spoke about APALA’s upcoming 35th Anniversary & Symposium and the current state of APALA, as an organization and as a group of diverse librarians, sharing many different things with each other. The following article is the second of a three-part mini-series highlighting APALA’s 35th Anniversary. It also provides an edited version of our conversation.
Melissa Cardenas-Dow (MICD): Please briefly tell us about yourself and your position(s) in APALA, especially your role in planning APALA’s 35th Anniversary celebration.
Ven Basco (VB): I am the current Executive Director of APALA. I was also APALA’s past president and the chair of the 30th APALA Anniversary celebration held in Washington DC in 2009. I am a steering committee member of the 35th Anniversary celebration. I co-chair the APALA literature awards committee with Dora Ho. As Executive Director of APALA, I work with the Executive Board on many organizational matters, including working with ALA on programs, conference experiences, and logistical matters. For the APALA 35th Anniversary matters, I work with Eileen Bosch, current APALA President, and the APALA Anniversary Program co-chairs, Florante Ibañez, Gary Colmenar, and Jade Alburo.
MICD: What do you think is the most important function(s) of APALA at the present time?
VB: Historically, APALA is the bigger umbrella organization that provides a home for librarians who are looking to express aspects of their ethnic and cultural heritage that may not be raised or made visible through other groups affiliated with ALA. Right now, we want to demonstrate to the larger ALA community that we exist, so I’d say the visibility of APA librarians and their contributions to our profession is one of the most important functions APALA has.
MICD: How well do you think APALA is doing, in terms of achieving its strategic plans and goals?
VB: We haven’t been getting the greater exposure and visibility that larger ethnic caucuses have been able to achieve. However, we are continuing to work on this, doing all the things we are doing, making sure that APALA and its members’ accomplishments are visible and that we share our collective and individual successes. We are heading toward achieving our goals.
MICD: At which areas do you think APALA can do better? Why do you think so?
VB: We want to celebrate and share the accomplishments of our members, not just within ALA, but also at their local libraries and within their own communities. Our individual members’ accomplishments may not be ALA related all the time, but they are achievements nonetheless. APALA’s relationship to each individual member makes it important for our organization to celebrate and recognize each achievement. I do think this is important to do because by recognizing our members and their accomplishments, we are also raising the visibility of our organization. Improving our visibility also goes hand-in-hand with growing our membership through recruitment and outreach.
Organizationally, we can do better with prioritizing our efforts. I do think that communications, recruitment, and outreach are the top priorities. Followed by fundraising and financial management. We are making efforts to address these issues, while balancing the fact that we are a 100% volunteer organization.
MICD: What do you see as APALA’s role(s) as an ALA ethnic/cultural affiliate?
VB: As an organization, APALA does provide a home for API librarians and allies. However, I do think that this is just one small aspect of our role within the librarian profession and within ALA. We do advocate for API librarians and API communities, but we also want to emphasize our visibility and value to the larger community of ALA. That’s important work and many of our members are involved in such efforts. But we don’t necessarily have to focus on work that centers on our ethnic or cultural backgrounds. We each should be able to say, “I have achieved and contributed such-and-such to advance and improve ALA and the profession. And I am an APALA member.” Making contributions to ALA and the library profession, I think, is also very important. APALA benefits greatly from such types of visibility and recognition, too.
MICD: In a previous conversation, Gary Colmenar mentioned that the diversity among API librarians is both APALA’s greatest strength and greatest challenge. What do you think about this? How does diversity among the APALA members affect its current operations, if at all?
VB: I think the challenge is really in promoting and making visible the myriad accomplishments of our members, regardless of their diverse backgrounds. From my perspective, the diversity of our membership is great and wonderful, and it doesn’t pose great problems for APALA’s operations. The continuing challenge is ensuring the visibility of the organization and its members. Many different things come into play with this, including discrimination or even the concern and fear of being discriminated against. I know many of us feel concerned about being relegated to “only Asian roles,” to use a phenomenon in entertainment and show business. Being looked at as not as competent, not as good, etc. But as far as the continuing operations of APALA, the diversity of members doesn’t pose an insurmountable great challenge.
MICD: What about in terms of specifically promoting and advocating on behalf of API library communities and patrons?
VB: In terms of promoting and advocating for API communities and patrons, I think diversity is pretty challenging. We need to find commonalities besides our cultural origins and heritages that falls under the label “Asian/Pacific American.” If we can unify and realize that our commonality rests on our understanding of knowledge and information practices, not our cultural and ethnic heritages, then we, APALA, can have a better voice at ALA.
MICD: With regards to building bridges with other ALA groups and affiliated organizations, especially those that focus on cultural and ethnic diversity, could you describe for us the collaborative projects APALA is currently engaged in?
VB: TalkStory with AILA (American Indian Librarians Association), definitely. Our participation in JCLC (Joint Conference of Librarians of Color) is definitely collaborative. In addition to these, we should continue to look for opportunities with the other cultural affiliates of ALA, other ALA roundtables and divisions, and organizations outside of the ALA circle. We should also investigate conducting collaborative projects with library organizations in other countries.
MICD: Based on your experiences in APALA, could you relate to us a story that can be illustrative of your experiences?
VB: In my state, Florida, there are very few of us. The regional aspect really affects my ability to have experiences beyond our national meetings.
MICD: How do you think the APALA 35th Anniversary & Symposium will serve to further nurture APALA’s current goals and objectives?
VB: The programs are related to the ultimate objectives of our organization. I think the Symposium can do a lot to promote APALA, raise our visibility, and strengthen our outreach efforts. Since our Symposium occurs right before ALA, we can think of the APALA 35th Anniversary & Symposium as a prequel to ALA Annual 2015.
MICD: What message do you hope attendees will get out of the APALA 35th Anniversary & Symposium?
VB: I hope attendees will see that APALA is a great collaborative partner and that we have many members who are willing and able to work with others toward common goals. At the same time, I hope attendees will learn things from the different programs that will help them become better librarians, not just better API librarians.
MICD: Any last, closing words?
VB: We are small, but we have been growing. We have our shares of troubles, but we also have our share of successes. Though we cannot be everything to everyone, we will continue to contribute to our librarian community. We welcome and encourage participation from anyone, anyone, who shares our mission and goals.
Questions written and interview conducted by Melissa I. Cardenas-Dow. Editing and writing support provided by Alyssa Jocson Porter.
Dear APALA members:
On behalf of the Asian/Pacific American Librarians Association (APALA), an ethnic association affiliated with the American Library Association (ALA), we would like you to invite you to consider donating to our great organization this holiday season via two opportunities:
Purchasing a gift or two or ten via amazon.com? This holiday season help fundraise for APALA while you shop on AmazonSmile! If you are not familiar with AmazonSmile, it is a website operated by Amazon with the same products, prices, and shopping features as Amazon.com. The difference is that when you shop on AmazonSmile, the AmazonSmile Foundation will donate 0.5% of the purchase price of eligible products to the charitable organization of your choice.
Done with your holiday shopping? We don’t want you to feel left out — in the spirit of the holidays, your generous cash donation will support our ongoing awards and scholarships which are awarded annually:
Most importantly, your contribution will be a perfect gift for you – an “end-of-the-season” tax write off. Consider donating to APALA today!
APALA Finance/Fundraising Committee:
Lessa Pelayo-Lozada (co-chair)
Sandy Wee (co-chair)
This holiday season help fundraise for APALA while you shop on Amazon Smile! If you are not familiar with Amazon Smile, it is a website operated by Amazon with the same products, prices, and shopping features as Amazon.com. The difference is that when you shop on AmazonSmile, the AmazonSmile Foundation will donate 0.5% of the purchase price of eligible products to the charitable organization of your choice.
Happy Holidays and thank you for supporting APALA!
–The APALA Finance/Fundraising Committee
The Minnesota Institute for Early Career Librarians (MIECL) is an intensive, one-week professional development program intended for librarians from underrepresented groups in the first three years of their professional careers. Several APALA members attended the 2014 Institute last July and offered to share some of their takeaways in a series of web articles. In this first of three installments, Tarida Anantachai (Syracuse University), Simon Lee (UCLA), and Cynthia Mari Orozco (CSU Long Beach) reflect on MIECL’s cohort environment and discussions on supportive relationships.
One of MIECL’s learning objectives is to “[develop] a community of peers with whom participants share common experiences and on whom they can rely over time and distance for support and encouragement.” What do you think is the greatest value of the MIECL community?
Tarida Anantachai (TA): Actually, the community was the greatest value of MIECL itself. I am incredibly honored to have connected with such an amazing group of diverse librarians, which has also led to some exciting subsequent collaborations (like this article!). Establishing this community for openly sharing our thoughts—especially important for those who may have felt isolated or cautious in their new professional environments—and knowing that we and previous MIECL graduates are out there supporting other early career, diverse librarians has been both comforting and empowering. I know that we will be a constant presence for each other throughout our careers, and could not be more grateful for it.
As an early career librarian of color, it can be difficult finding others who share your perspective and experiences.
Simon Lee (SL): The greatest value of the Institute is connecting with a pool of diverse librarians with whom I can identify with. We are shaping the foundation of our early professional careers and have aspirations to lead and excel. The relationship I built with my cohort will stay with me throughout my professional career. This article mini-series is evidence that the connection does not end at the conclusion of the Institute. I reconnected with numerous members of my cohort through the Asian/Pacific American Librarians Association (APALA), we are well connected via social media, and soon I’ll be working with one employed by our library. Only time will tell what other merits will come from being a part of the MIECL.
Cynthia Mari Orozco (CMO): As an early career librarian of color, it can be difficult finding others who share your perspective and experiences. The Institute brought together a strong, passionate cohort of librarians with whom I was able to openly share my thoughts, discuss frustrations and ambiguity, and celebrate milestones and triumphs. Through the Institute, I gained an incredible support system that I have been able to turn to and continue that open dialogue. I have already been collaborating with some of my cohort members on future projects, including proposals for conference presentations and an LIS Microaggressions zine series.
What were the various types of support systems that were discussed at the Institute? How have you applied the lessons you’ve learned about them since then?
TA: Mentoring, unlike other support systems such as helping or coaching relationships, is more focused on broader issues related to the overall growth and development of the mentee. While guidance and feedback is also involved, it is more in terms of providing inspiration and creating a safe space that encourages self-exploration and discovery. Positive mentoring relationships are ongoing conversations of mutual trust that ultimately bolster the mentee’s own aspirations and interests.
Learning about supportive relationships at MIECL has helped me to better appreciate the distinct roles that our varied support systems play in our lives, and which ones may be more appropriate to seek out or apply in particular situations. For instance, I now approach my mentoring relationships as opportunities to reflectively explore ideas on a more holistic level, rather than to simply gather advice or assistance with a given task as in a coaching conversation. Amongst my colleagues and even my friends I have already recognized instances when a particular support behavior (e.g. offering feedback vs. listening vs. empowering someone to action) is better suited for the given need, and feel it has helped me to better address our relationship expectations, goals, and many ways we can support each other.
SL: Coaching/Feedback (CF): The goal of CF is to draw out the best one could be in their position. This challenging support system takes time to master. CF addresses problematic behaviors in a timely, specific, and focused manner. If, hypothetically, a sudden and unexpected outburst arises, find a reasonable time to discuss the issue, be specific about the outburst, and focus on that. The impact of that outburst may have led to subsequent problems which affects an entire team. Feedback requires that you truly desire to help a person improve and that one be thoughtful, diplomatic, and mindful. Most importantly, it requires that the subject is a willing and careful listener so it could be acted upon. Having an agreed action plan to gauge improvement is a possibility for effective coaching and feedback.
The Institute taught me the distinctions between these three supportive systems. My previous mentorships were short-lived because they were informal and unstructured. I have since continued regular, structured monthly meetings with my mentor which allow me to go back to readings, conversations, and focus on learning goals. The helping relationship enabled me to exercise better listening, which empower others to verbalize solutions they can claim as their own. CF should occur over the course of the year as opposed to the performance evaluation period. Time is needed for noticeable improvements.
Positive mentoring relationships are ongoing conversations of mutual trust that ultimately bolster the mentee’s own aspirations and interests.
CMO: Lastly, there’s the helping relationship, in which a person has a specific problem and the helper listens and provides guidance and perspective. An effective helper simply guides, rather than drives, the conversation while allowing the person to essentially discover and evaluate solutions on their own. As a mentor to sophomore students on academic probation, I meet regularly with my mentees and have incorporated this approach when we sit down and try to find solutions for academic success.
The lessons I have learned through the Institute have also guided me in my role as the mentor, helper, or coach when working with my colleagues or with mentees who are in library school. Learning when it is appropriate to offer guidance, when to give advice or opinions, or when it is best to sit back quietly and let others find their own paths is most certainly an art form—something that I look forward to working on over the course of my career and as I continue to connect with others in the field.
It’s time to start getting excited!
There you’ll find all the latest news and information about our 35th Anniversary & Symposium in one handy place. Check it out now and bookmark it for future reference ease.
And in case you missed it, the deadline for submissions has been extended to October 31.
We know you’re awesome, so how about sharing what you know or have done with the rest the rest of us? Don’t wait, submit today!