 Hi there, my name is Kristin Rebben and I'm an associate professor here at San Jose State University, our iSchool, and I am so pleased to welcome everyone to our latest iSchool colloquium. And I'm happy to introduce Rebecca Hankins and Miguel Juarez, who will be presenting their recent work. Just a little bit about Rebecca and Miguel, Rebecca is an associate professor and a certified archivist librarian who teaches courses on the use of primary sources for research in the areas of the African diaspora, women and gender studies, and Arabic language and culture. Her research and publications are centered on Muslims and Black popular culture production and the archival and library and information science field viewed from a critical race theory lens. She has co-edited a collection of essays with Miguel Juarez titled, Where Are All the Librarians of Color? The Experiences of People of Color in Academia. And now a little bit about Miguel. Miguel has an MLS from the State University of New York at Buffalo, their school of, excuse me, school and information and library science, as well as a master's in border studies from the University of Texas at El Paso in their history program. He's currently working there on his doctorate in U.S. Borderlands and Urban History. And he is an activist and scholar who blogs and writes about archives, Chicano studies, cultural studies, digital humanities, diversity issues, historic tourism and preservation information science, social media and trans border labor issues. So the title of their talk today, and we're so pleased to have them, is Do We Need Climate Change? Where Diversity Meets the Academic Library and Archives Environment. So please join me in welcoming, I don't know if you can virtually, welcoming Rebecca and Miguel to the iSchool. I'll turn the mic over to Rebecca and Miguel now. Thank you so much. Thank you. Thank you, Kristen. We really appreciate this opportunity. We want to welcome everyone to our session. I'm Rebecca, of course, and my co-presenter. Is Miguel Gladys and welcome everybody to the session. This is a great topic while we feel. Yes. And so our presentation, of course, is based on our book that was recently published by Library Juice Press in January of this year. We are really pleased to be able to talk about this book and give our co-editors, our co-SAS and collaborators credit for the wonderful work that they did. So let's get started. Okay. Some of the goals or takeaways for this session are that you get an awareness of diversity issues specifically in academic libraries and archives. That you define and articulate important concepts related to diversity, multiculturalism, microaggression, subversive racism, critical race theory and intersectionality. Many of our contributors address these issues and concepts in our book. And we divided the book into sections, but some of the contributions address most of the things in the area, but they also kind of float around to other sections of the book as usual. As usual, we'll see. Okay. Okay. So one of the first things that we were asked is why publish another book on diversity? And Miguel and I had talked about this and talked about this. So when we first got out requests, we received emails from a number of people all saying, oh, I just read this article. It's already been written. There's a book that's been written on the subject. And we were given all of this information as if that should be the end of it. Why are you doing this? We don't need another one. So we felt the need to challenge people to say, why is there all of this dialogue around information literacy and some of the other issues? And we felt that there needed to be something more on diversity. We need to have as much information on diversity as we have on information literacy as other concepts of collection development. So we challenged those who responded to us to think of this as an ongoing dialogue with many different perspectives that should be explored, commented on, and argued. We felt the need that this needed to be a part of the information studies canon in the same way that other important issues are in libraries and archives. We wanted our contributors to write from their heart without sensors. Miguel and I felt that there needed to be this corpus of research and writings on diversity and the experiences of people of color and librarianship and archives similar to some of the other concepts that are out there in the archival and library world. So we asked our writers to look at recruitment and retention, job satisfaction, the history of their profession. And we tried to make sure we reviewed the literature and looked at the obstacles that we all face in our roles in information literacy and information studies. So it was very important that we have the additional materials in the same way that we look at any other issue within society, within our profession too. So you can go to the next slide. So we basically asked contributors to write their essays from a theoretical and or practical experience on the following topics. The glass ceiling, you know, there's only so far that librarians of color in the academic library field can go. I mean, we really don't get much training and management. So the glass ceiling is real. And then there are also stereotypes. There are stereotypes on who we are. Many of us have the experience of having been the only Latino librarian in the library and those stereotypes abound. Maybe they might not know the dominant culture does not know enough of us to kind of say that we are different. You know, there are a lot of issues. So again, the lack of managerial opportunities and then also the expectations from our communities. Our communities expect certain things from us. Sometimes we have to go to too many activities and because again, maybe we're the only ones in our institutions that are working there. So we see, we're seeing as kind of like a tie to the community. And then there are also expectations from our institutions. Our institutions might, you know, see us as we're the spokesperson of our ethnic group, which we are not. But there are certain expectations from the institution when there's a training for diversity. Guess who gets asked first, but then we do. We do. And then there's issues with collaborations with other units and other types of faculty. There's also a need to strengthen the pipeline. You know, I think we think there's a pipeline in place, but it needs to be stronger. We need to be able to recruit, retain and promote libraries of color through the pipeline. There are issues of retention and promotion for academic libraries of color. And on the average, it parallels some of the same promotion activity, not always as regular teaching faculty. It's like a seven year period and you're evaluated all throughout the way. There are also issues in tokenism. Maybe they include us to committee after the fact because they need a person of color. And there are also very real discrimination and litigation issues, which unfortunately by the time you get to this topic, you know, a lot of things have happened and you have to deal with it the best way that you can. Next slide. So we sent out the call for essays and we were really surprised and pleased that we received over 25 submissions, 13 essays were chosen for this particular book. We had 27 contributors out of those 13 essays. And as Miguel mentioned, we divided the book into three sections after the preference and introduction. And with those 25 submissions, we actually planned on and we still do plan on writing three books. So this first one was looking at people of color in academia. The second book, we really wanted to look at the public library and this is more, as we said, looking at academic libraries, but we really did want to look at the experiences of librarians in the public sector and in the corporate sector because these are all issues that we all face. And then the third one we wanted to do was going to look at law librarians. Because that is a specialized field, yes, but there are very real issues that they face also that mirror what we all face as people of color. So we're hoping to still get those other two books out and we hope to have that publisher for those soon. So these are the three areas that we chose to look at and we're going to look a little bit further into these three sections. Okay, good. Okay, we were looking for someone to write the preface to the book and I think this was around December, around Christmas time, right? Yes, yes. And so we thought, who could we get to write the preface whose work really exemplifies who we wanted to present in what we're writing and also what kind of articles are being contributed. So we decided to ask Dr. Lorraine Roy. We decided to ask Dr. Lorraine Roy because I told him she would never agree to this, but he insisted. So yes. And Dr. Roy is a Facebook trend. So I said, maybe I should ask her on Facebook and she agreed. Dr. Roy is the 1997 to 1998 president of the American Library. American Indian Library Association and she was the president of ALA in 07 and 08. Okay. And she teaches graduate courses in basic reference, library instruction, information literacy, readers advisory, indigenous librarianship and information in social and cultural context, which I think is exciting. And she has written and widely and delivered over 500 formal presentations around the world. So I thought she'd be great and she agreed and we're very glad that she did and she did it. She did it kind of like under a deadline, right Rebecca? Yes, she did. She's very, very nice to do it. And it's important to know that this publication is under a series, a monograph series that library just has called critical multiculturalism and information studies. And now we were the series editors when we started this project. And this provides an opportunity to write about some of these critical issues that we kind of see in this publication. And we do feel that the contributors that provided some, like Dr. Roy States, it provided some very different perspectives on the topic. And I think, in a way, new kinds of perspectives on the topic back to Rebecca's idea that this is an ongoing dialogue of scholarship and research. Okay. Next. Go to the next. So this was what our main theme was is trying to make sure that this idea of diversity is an ongoing discussion and that people are really talking about this in serious personal ways. So I'll tell you a little bit about how Miguel and I, Miguel and I wrote the introduction together. But after we received all of the essays and after we looked at every what we received were not the essays, but abstracts about what their essays were going to be. And so we looked at them together. We created a, Miguel created a spreadsheet. We scored each of the abstracts separately. And then we came together to see if there was any discussion that we might have. And we talked about anything that we felt that were was a problem and how we should address our response to each of the individuals who had taken the time to send us their abstract. And if there was any disputes, we decided he kept one and I would keep one. If there was one that we didn't agree on, we would, we would each keep one of those that we didn't agree on. We provided the contributors after we had chosen the 13 essays. We provided them deadlines for when they were to have their contribution back to us. Most people were very much on deadline on time. We really had a great group of essay writers. They listen to what we have. We kept in contact with them. And that's the one thing I will say about anytime you write a book and you're a lot of people talk about it as hurting cats, but we did not feel we had that kind of a problem. Our contributors, they were very much anxious and happy to work with us. And so we provided them feedback on when the deadline for the final chapters after we had pulled the entire manuscript together. It was sent off to the publisher and they had an editor that looked over the entire manuscript manuscript and gave back to us that there was any concerns. We sent it to our contributors and they were really good about getting back to us any edits that needed to be done. We sent that off to the publisher and then we waited. They were working on the index and the cover was made. The proofs, they had the proofs done and the book was published. I think the entire process took, what, maybe two years? Yes. I also wanted to add that we were planning on publishing two or three books in the series because we received enough submissions from contributors. And then we were kind of told that that was not going to happen. So there was one essay that was really good and so we decided to reach out to this contributor. I think he's a doctoral student, right? To see if we would add, we could add his essay to the book and of course he said yes and which is good because it adds another voice to this continuing dialogue. Okay. Some of the terminology that's used in the book, of course, diversity, diversity is the including welcome and support of individuals from all groups. These characteristics can include but are not limited to age, background, citizenship, disability, education and so forth. There's the concept of multiculturalism, which is pluralism, minority, it speaks about minority and majority populations with the inclusion of our cultures within society. There's also one contributor that speaks about critical race theory. And critical race theory or CRT is a critical examination of society and culture at the intersection of race, law and power, emphasis on power. Intersectionality is intersecting attributes that comprise an individual various identity. Like you might be a certain person in one group, you might have a family, you might be a mother and just various things. There are also microaggressions, we've been hearing about microaggressions frequently now. And these are everyday verbal or nonverbal or environmental slides, nubs or insults, whether intentional or unintentional, which communicate hostiles or arbitrary or negative messages to target persons based solely on their marginalized group membership. There's also aversive racism, unconscious and that's unconscious affinity for one's own racial or ethnic group common in the hiring process. Negative evaluations of minority groups that are different from one that is used to and how it relates to discrimination, the socio or economic status. There's also a concept called covering and dissemblance. And some of the known authors for this are Kenji Yoshino who wrote a book called Covering or Melissa Harris Perry who wrote a book called Sister Citizens. And this is trying to fit in, smiling, conceitings, one true self, trying to mitigate any concerns people would have about you as an equal. Trying not to be the outlier or Devin's carbate fifth black woman or other identity constructs involving hiding your true self, performing your identity in a way that makes you feel less of an outsider. And lastly, there's racial realism. No, the scholar and attorney and mentor of President Obama, like Eric Bell argues that racism is endemic and a permanent part of current society in our social history. For example, critical risk theory reflects racism as a permanent part of American society and has been sold through history, throughout history. And we'll make sure we give you some of the definitions. A lot of these things most people of color have faced, especially in the academic environment. Right. So these are the sections that we divided the book into. So section one is setting the stage for diversity in the profession. And in this particular section, these are some of the questions that the authors try to address. And so one was what ingredients need to be in place to facilitate diversity and institutions. And beyond human resource personnel, whose roles is it to foster diversity. So the first essay that was written was by Emily Chan, Giovanni Lota, Holly Smith, and Steven Booth. And this particular essay was called the essay is titled discovering librarianship, personalizing the recruitment process for underrepresented students. It's focused on the experiences of these four professionals. And it looked at how they worked in the LA Office of Diversity. And in this IMLS funded program that they were a part of called discovering librarianship program. And it relates to strengthening the pipeline, mentoring others and dealing with community expectations for librarians of color. The second essay was by Torita, Latrice Booker, Althea Lazaro, and Martha Parker. And their essay was titled establishing a communal network for professional advancement among librarians of color. We're telling you about these contributors because hopefully if you don't get a chance to read the entire book, some of these essays will resonate with you and you will want to look at their contribution and it may have some impact on you and your work environment. So their essay examines the ways in which collaborative partnerships amongst librarians of color both within and even across institutions can greatly assist in job satisfaction, retention of professional, and both their librarians sense of support throughout their careers. Their essay also address specific examples and models in which these collaborations have occurred, including those in which the authors themselves experience. The third chapter was Melody Royster, David Schwider, Ava Brillant, and Laurie Drivers. And their essay was titled Mentoring and Retention of Minority Librarians. And it used qualitative and quantitative data to explore the ways in which mentoring programs succeed and fail minority librarians. And they looked at uncovering some of the potential strategies for effective mentorship. And they also looked at the lack there, they analyzed the impact of mentoring and the lack thereof has on minority librarians. Readers will be more informed and empowered to create and improve and improve mentoring programs to truly support librarians they seek to serve. Jason Kelly Austin's essay looked at how the use of the terms of diversity and diversity for resident librarians affect their treatment within their host institutions. His essay resonated, it should resonate very strongly with many of the other library resident essays that were in here. And his essay was titled Interns or Professionals. A common misnomer applied to diversity resident librarians can potentially degrade and divide. And the last, go ahead. No, no, I just wanted to ask a quick question, but no, continue in the next. The last essay was Agnes Bradshaw's very insightful essay, Strengthening the Pipeline Talent Management for Libraries, a Human Resources perspective. And she talks about the whole idea of talent management practices and how do you develop that within your profession. Her essay also examined the representation of people of color within the profession and assesses how talent management strategies can be utilized to ensure that librarians of color are included throughout as one of those populations represented in our professional ranks. Thanks, Rebecca. I need to ask a question. This chapter, this section, and many of the individuals who worked on essays in this section talk about diversity resident programs. Can we have a show of hands? And I don't know if this allows us to do this. How many of you have been residents or are thinking of being residents? Or yes, those two questions. Does this allow us to raise our hands somehow? You can raise your hand with the third button from the left just below your name. Okay. Okay, I raise my hand. Anybody else has been in a library residency program? No of a library residency program you were going to apply to or I think both Rebecca and I were in a library residency program. Yes, yes. Anyone else? Okay, so I guess we can continue. Thank you. Okay, section two is how diversity benefits the profession. And the questions in this section that most of the contributors address is how can we achieve support of current libraries of color while at the same time create more pipelines to attract a diverse workforce. And you know, diversity is an issue that's being discussed broad-based, not only in librarianship but other companies as well. And how can current libraries of color be supported, promoted and retained. Some other concepts in this section include race relations, critical race theory, navigating terrains of tokenism and so forth. And in this section, these essays seek to address these ideas by maintaining tangible ways that these statements are proven despite tremendous odds both in the academic and archival professions that we feel are really falling short of those goals. The first essay is by Shandra Walker and it's titled critical race theory and the recruitment and retention of a librarian of color, a counter story. So she uses critical race theory as a theoretical framework for the recruitment and retention of academic librarians of color. She examines issues dealing with white privilege, increased convergence, and counter stories to understand the issues of library education for people of color and for the history of higher education in America. The second essay is Alika no. The essay is titled serving with a sense of purpose a black woman librarian in rural New Mexico. And that's, you know, this is a very interesting essay because she talks about what it's like to be an African American woman in a place that has deep seated racial and gender roles. And in her effort to create a learning center for students, faculty and the community at large in Carlsbad, New Mexico, that's where the caverns are located. She writes about the challenges of being one of the few black professionals in a predominant white environment. What her presence says about her commitment to the philosophy of service of others. The other contributor is this section is Vince Lee. His essay is titled like a fish out of water but forging my own path. And this is one of two essays written by Archibus. And Lee discusses his career from his perspective as a Chinese American man who has worked with African American and now women's studies collections. And Lee discusses how working in these two environments given and given an opportunity to reflect not only and preconceived notions and stereotypes of what archivists should serve in which institutions and roles, but also the self-imposed biases and discriminations. We have in regards as to how we see ourselves and how we fit in the profession. And the last essay is by my co-editor Rebecca Henkins. She's written a very insightful and fascinating essay called radical realism or foolish optimism and African American Muslim women in the field. And she does with a number of identity issues related to what people of color experience in American society. A particular focus is their self-concept of racial realism. Although this concept should be considered very pessimistic, the author Rebecca discusses how she really permits people of color. I would really permit people of color the freedom to work from a platform of self-empowerment. All right, we're going to sit next on it. So section three was looking at personal diversity stories. And we some of the questions that we looked at were, do you think that personal diversity stories is an effective? Is it an effective tool to share the nuances of diverse experiences or sometimes the lack of it in the profession? Do you think the stories in section three are effective? Why or why not? And do you have other questions comments not answered in the previous section? So these particular questions, we answered them by telling our unique stories, seeing ourselves in the profession and scholarship, generational shared experience. And when will the climate change? And the essays that we have in this one, the first one was written by Rhonda Fowler and Karen Rogers Collins. And their essay was titled The Veteran and the Rookie, Our Story, Our Experience. And this is the shared experience of two African American librarians at a mid-sized, mid-western university. One of the librarians has spent her entire career working primarily in academia. The other librarian has spent her career working in special libraries, but was new to the profession. So they talked about how they looked at the profession as two women of color. The second essay was Stacy Brinkman, Jacqueline Johnson, Quabina Sayiri, and Alias Zock. And their essay was titled Diversity at Miami University Libraries for unique and similar experiences. And their essay talked about the experiences of five librarians recruited to the Miami University Libraries Minority Residency Program in order to increase diversity amongst the staff and to encourage librarians of color to enter the profession. Their essay traces the experiences through the residency program and what happened to them since they concluded that residency. And it also talks about what happened to them when they moved into permanent positions within the library, having received promotion and tenure, and also one of them who moved into the position of dean and university librarian. So these are really unique stories. The third, excuse me, the third essay was by Roland Barstell Hall. And it was called Building Dialogic Bridges to Diversity. Are we there yet? And his essay was written from the perspective of an African American cultural keeper, library educator, and academic library administrator. He looked at the review of the literature and he had a very interesting oral history that he included with an older librarian who had been in the field for a while. So he looked at librarian practitioner journals, case studies, and leadership theory. And he also looked at the struggles, trials, and tribulations that although they had not dampened his spirit, sometimes you see librarians needing to change direction and do something else but not give up totally on the profession. Our last essay was by my co-editor Miguel Suarez, and his essay was titled Making Diversity Work in Academic Libraries. So Pablo, you're going to have to say that. No holds barred. It's what it means in us. Can you do the Spanish, Miguel? Well, originally it was going to have the title, seeing pelos en la lengua, which means no holds barred. But I thought, you know, some of you are not going to get it, so I'll just say that. Making diversity work in academic libraries, it's like making a bad relationship work anyway, kind of like that. And so in it, I talk about kind of some kind of radical concepts real quickly, querying the academic library profession. But by querying, I mean othering it. So they accept people who are different, creating an academic library report card. So we know where we should go apply and where we should not go apply. Because if the aclimate has an F in diversity, I don't know, we have to be weary of going there to apply and work. Yeah, so it definitely was one of those essays that looked at something that we weren't discussing, that we should be discussing. And it was written in the way of broadening that conversation and bringing in those diverse voices. The book, we feel, has been great. It's been reviewed here and there on blogs. And Rebecca uploaded, we were given the opportunity to upload to our institutional repositories. And Rebecca's essay has been downloaded like 1,162 times and it's been viewed over 1,500 times. And I'll be contacting my person at UTL faculty to see if I can upload it. I work there as an assistant instructor, but meanwhile I've uploaded it in academia.edu and it's had the, well, I've uploaded the front matter and including my chapter. The front matter and table contents and the process and introduction, which we're going to give you a link to this presentation as 123 views to date. So I think people are reading it and they're reading it in the online environment. I don't know about buying the book, maybe some library faculty will make it a required reading in their courses. So you want to think about the book? Yes, I did. I did receive an email from a friend or colleague and what she said about the book, I think you will find that. And I thought it was a great, I asked her permission to use her statement to me. And what she said was really, really makes you feel that what you've done is worthwhile. She said that I have to say the reading where all the library, where all the librarians of color was the first time I saw my feelings and experiences put down into words by other people. And that made me feel much less alone and also more optimistic that things may change. So I think that there is audience for more writings on diversity that they always tell you to pick your battles. And I tell students all the time, pick diversity as your battle because that's what I've done. No, and I think the book's been a great forum to get many of these ideas out. There are many issues that the contributors talk about that I don't think have been addressed in other books. Like, I was a contributor to that library resident density program book that was published how many years ago? And the issues were different. There were more about applying to a residency program and some other issues that you get with it, but not. There's a need to write about these issues that make sense and are significant to people in these situations. And I think the contributors have done that. Yes, absolutely. So that's about it. I think the last one we want to thank you. We want any questions that you might have. The book is available from Amazon. It's available from the press that we use. It's available. I think they said you can get it as an e-book. A library juice also has it on its website. I think they lowered the price to like $35. So we hope that it's worthwhile. We felt it was. We thought it was definitely a need for it. So hopefully you will too. And we'd love to have your feedback, any comments, any questions that you might have of us, anything that you want to know about the process to writing a book and getting people to work with you. If anybody has any questions about that, let us know. Thank you so much, Rebecca and Miguel. I'm using my applause button. Everybody else will figure there's out as well. It seems to me we have plenty of time to pose any questions we have. I guess from my perspective, because I teach a course on diversity for LIS graduate students. I'm wondering from your professional experiences, what do you feel that just your average student needs to understand about diversity from the perspective of professional development or being a good colleague? Because you can kind of teach this course from multiple directions. You can teach it from the perspective of theory of diversity, kind of like you could do a whole course on critical race theory. You can teach a course on services to diverse populations. But what you're talking about today really is about the professional trajectories of people of color that represent all different dimensions of diversity. So what do you think that would be really exciting for faculty members to be teaching in their LIS classes right now? Well, I think students really need to get to know people from diverse backgrounds. That's very important. And I know that effort is made for people that are staying in dorms to kind of match them up with maybe persons from a different background and so forth. But when you're an opportunity to meet someone from a diverse background, get to know them. Get to know them, get to know them, and get to know them and see what they value. And you're going to see that pretty much they value what you value. Right. So it's not just dispositions towards supporting diversity. It really has to be. You have personal experience with all the time. And I'm very, I always tell my students and young people and my own children have taken this on. But I always tell them get out of your comfort zone, look for international and global opportunities, travel around the country, travel around the world. You'll learn that, you know, what other librarians are doing, what other archivists are doing, what are people, how are people, you know, facing and dealing with some of the same issues that you face within your environment. There was a webinar recently for librarians who were interested in Fulbright. And I was just fascinating that these librarians had done Fulbright around the world and had traveled. And this is all paid, you know, through either your institution or through the Fulbright. And there are Fulbright for graduate students. Learn a foreign language, you know, get out there and meet people. Like Miguel said, don't just spend one or two days, you know, spend a month. Like a Fulbright will give you that opportunity to spend a few months and learn about other people's culture. Because, you know, when I impress upon them, go somewhere where you are a minority, where there are very few people that look like you or think like you or believe like you, you will really get a very different perspective. So that's really something that many of us need to embrace. That's something, you know, that when you mentioned the international experiences, that's something that the iSchool is sort of gearing up for how we can infuse additional international experiences into our courses. And so we've been sort of trying to collect different assignments and different experiences that students can engage in to support that. And so that's something we're definitely interested in. We've seen, you know, emphasis on many campuses on engagement, engagement with the community. They've created engagement departments and students need to take advantage of that to engage with the diversity that exists in the local community. I would also say that faculty need to do the same thing as well because but I know it's difficult because faculty have to teach. They have a family life. There are so many pressures and it sometimes does not allow time to go out in the community and get to experience what's out there. But I think it's essential, especially if you take a position in a smaller place like a small town. Or a rural setting, you have to look for that diversity or you have to network to see who's in that community. There might be traditions and customs that you might not know about that could really open your eyes and, you know, get you to experience something that you've never experienced. Yeah. So I'll just say one last thing. One of the things that you must keep in mind though, because it is challenging to work internationally or working with diverse populations here in the US. We have to continually examine, you know, our own ideas and motivations and expectations. Diversity is always a two-way street, but it can also be used to reinforce, you know, stereotypes and already perceived notions of cultural superiority. So we have to be examining when we do work internationally and we work with diverse populations. Sorry, I interrupt you. Excellent. You know, are there any other questions out there for Rebecca or Miguel or comments? Looks like we have someone writing in the chat box. Thanks, Renee. Renee's just saying that everything's very insightful. Any other follow-up questions or comments? Well, thank you so much, Miguel and Rebecca. I don't know if you have anything that you wanted to follow up on before we break for today. I just want to thank you so much for your time and your experiences and the enormous amount of work you did to bring this book to fruition, which I think is so important. Thank you. Well, we really appreciate it and I will be talking about the same things at ALA about the book and we really do appreciate. I've sent an email to our contributors letting them know we were going to do this and we'll be putting their names because they did a fabulous job. So absolutely, this has been great and we hope to do more of these kinds of events to talk about the work that we are doing. That sounds wonderful and it really is helpful because we don't always hear about the latest books that are coming out and the latest literature and we all need to work together to make that visible and give voice to our authors. Thank you. Thank you. Thank you.