Mentoring programs are a common and extremely beneficial offering in numerous settings, including academic libraries. Given their almost ubiquitous nature, these programs can occasionally become unintentionally outdated while still being successful at serving their core functions. The Association of Research Libraries (ARL) Kaleidoscope Program, in which mentoring is a core component, underwent a full review process of all aspects of its program. This chapter presents this review as a case study that demonstrates a series of approaches that resulted in providing revitalization to the program while building on and respecting the program's more than two decades of history and successes. Using mentoring as a lens, the authors outline the broader review process that included numerous administrative updates and changes to the implementation of program components. This context is critical as a key lesson learned focuses on the importance of systemic change.
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People often have complex relationships with the concept of change. It can surge from seemingly nowhere and emerge at wholly inopportune moments, and it can be an elusive wish that appears to disregard all pleas for its arrival. It can be a source of tremendous anxiety and strife, and it can open pathways to liberation and relief. It can be all these things and more at the same time. Change offers few constants beyond its existence. Still, when working to advance justice, equity, diversity, and inclusion (JEDI), it is almost always a required consideration as current systems, structures, policies, and practices are often in need of adjustments—or complete overhauls. This chapter presents a case study that explores a series of changes designed to deepen the integration of JEDI into the Association of Research Libraries (ARL) Kaleidoscope Program, which is a two-year learning and professional development program for BIPOC masters students.
Mentoring programs have a long-standing tradition of supporting and helping new librarians to succeed in the profession. The focus is often on the needs and career goals of the mentee—centering on career progress, professional development, and building an understanding of the culture of librarianship (Neyer & Yelenick, 2011, p. 215). These programs rarely address the underlying systems of white supremacy culture that permeate organizations and affect the career trajectory and well-being of BIPOC library workers. Best practices often focus on how to build a relationship between mentor and mentee but frequently fail to meaningfully acknowledge and value the culturally distinct ways of engaging with others that BIPOC mentees may utilize. New librarians of color are often in the impossible position of attempting to demystify and decipher an institutional culture with which they may have had little to no exposure prior to their first professional experience (Hansman, 2002). Additionally, BIPOC mentees can be better supported through an intentional acknowledgement of and informed response to the power and privilege that are inherent in all interactions.
The Kaleidoscope Program is grounded in the principles of social justice, inclusivity, and creating a sense of belonging in librarianship. It includes numerous components including educational and capacity development sessions, financial support, and mentoring. The mentorship component of the Kaleidoscope Program matches participants, referred to as Scholars, with exceptional individuals working in libraries, archives, associations, and other related areas for a formal two-year mentoring relationship. Recent U.S. Census (2019) statistics show that 81.4% of librarians are white. Many BIPOC entering the workforce are harmed by white supremacy culture and the deep-rooted racism of the profession. A strong relationship with a mentor that possesses shared culture or identities can disrupt these impacts and provide Scholars with tools, solidarity, and a strong foundation in anti-racist principles to help them succeed in primarily white workplaces.
ARL undertook a multifaceted process to update the Kaleidoscope Program, which included changes to the program design, governance, and administration. These changes also encompass significant adjustments to the program’s components, which includes the mentoring relationships. These changes also demonstrate the importance of systemic approaches and strategies when seeking sustainable transformation; while individual positive decisions and changes are incredibly valuable, their value can increase exponentially when they are part of a larger, intentional process that recognizes the interconnectedness of each decision and maintains a commitment to its overall goals. Additionally, this chapter explores how aspects of this process can be applied to other institutional and organizational settings. This case study provides an example of how intentional, systemic, sustainable change can honor and build upon the history and legacy of established programs while adapting to contemporary needs. Such transformation is a powerful tool that can be used to dismantle systems of oppression and white supremacy culture in academic libraries.