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May 2016 signified the opening of Lee & Low Book’s seventeenth annual New Voices Award contest! To kick off the season, we interviewed New Voices Award winner Sylvia Liu about her writing process and how she prepared her winning story, A Morning with Grandpa, for the New Voices Award. Learn more  about our New Voices Award here.

What inspired you to write A Morning with Grandpa? Did you write it specifically for New Voices, or was it something you were working on already?

I was inspired by my dad, who was doing qi gong (a mind-body practice involving moving “qi,” or energy, around one’s body through breathing techniques), while we were vacationing together. He taught my daughters his breathing techniques, and that inspired the story of a grandfather teaching his granddaughter both qi gong and tai chi.

I wrote the draft as part of a year-long challenge, 12×12, where the goal is to write 12 picture book drafts in 12 months. After I wrote this story, I realized it was a great fit for the New Voices contest.

What did you do to prepare your manuscript for submitting to the New Voices Award?

My critique group gave me excellent feedback that improved my story. I also got invaluable feedback from an agent as part of a critique that came with a Writer’s Digest course.

While writing your story did you encounter writer’s block? What did you do to overcome it?

This was one of the few stories I’ve written where I didn’t experience writer’s block. The initial story came to me very quickly, though it was different than the final form. The first draft was told mainly in dialogue, and one of my critique mates encouraged me to incorporate more lyrical language.

A Morning with Grandpa is a story about trying new things. When was a time you tried something new and how did it turn out?

About seven years ago, some friends and I took a women’s surf camp. It was so much fun that we kept going back for several years. At some point, I realized that surfing was not my sport, but my friends and I still occasionally get our boards and go out into the water. Last summer, our beach had several shark sightings so I stayed out of the water for the most part.

Who were some of your favorite writers growing up? Are there any books or writers that inspire you now?

Growing up, I loved reading science fiction, fantasy, mysteries, and thrillers. My favorite series as a child was Lloyd Alexander’s Book of Three series. In my teens, I inhaled the entire oeuvres of Agatha Christie, Robert Ludlum, Ray Bradbury, Edgar Rice Burroughs, Isaac Asimov, Frank Herbert, and Stephen King.

Nowadays, I’m inspired by author-illustrators who tell stories in intriguing and beautiful ways, like Shaun Tan and Gene Luen Yang.

Finally, what advice would you give new writers interested in writing children’s books?

Read as much as you can, both in and outside the genre you are writing in, and read recently published books. As the head of my daughters’ school recently said, good readers make good writers; great readers make great writers. And knowing what is being published today will help you gauge where you are on your writing journey.

Take the time to learn the craft of writing, connect with other authors, and have fun.

Sylvia Liu was inspired to write this story by the playful and loving relationship between her children and their Gong Gong. Before devoting herself to writing and illustrating children’s books, she worked as an environmental lawyer at the US Department of Justice and the nonprofit group Oceana. She lives in Virginia Beach, Virginia, with her husband and their two daughters. This is Sylvia’s debut picture book.

This year’s Tony Awards will be broadcast on Sunday, June 12, 2016. We posted our first infographic and study on the Diversity Gap in the Tony Awards in 2013. In 2014, we did a brief follow-up post. In 2015-2016, there was such a pronounced uptick of diverse productions on Broadway that we felt it was worth updating our infographic and taking another look at diversity in the theater industry.

This year, Broadway megahit Hamilton—which almost exclusively stars actors of color—broke Tony records with a whopping 16 nominations. Add to that nominations for The Color Purple, Eclipsed, and Shuffle Along, and we’re in a year where conceivably all the main acting Tonys could go to people of color.  But is this year’s diversity a sign of lasting change, or an anomaly? To find out, we touched base again with award-winning writer, actor, and director Christine Toy Johnson to get her take on the current state of diversity in theater. Welcome, Christine!

1. With the critical and commercial success of Hamilton, do you feel that this play will have a “rising tide lifts all boats” effect on theater and will result in more opportunities for diverse actors and actresses?

Of course that’s the great hope. The thought that has been repeated and repeated year after year—that audiences will not buy tickets to see a show in which the lead storytellers are not household names or who are people of color, or that audiences won’t buy tickets to see a show that is about people of a cultural background other than their own—is now irrelevant. Try to buy a ticket to Hamilton.

Still, I don’t think we’ve seen the end of our challenges, by a long shot. I think that we, as a nation, are at this profound crossroads of sorts. On one hand our society has become more inclusive than ever in our laws and policies. On the other hand, it has become more divisive than ever with fear based hate rhetoric making it clear that many view inclusion as a threat to the status quo, instead of an opportunity to expand and enrich the status quo. Even in the most subtle and subconscious ways, I think that this trickles down into every corner of our lives, including how we make art, how it’s perceived, and how it’s produced. I think we should celebrate this season with a cautious optimism, and use it as inspiration to keep working toward raising that tide and lifting those boats!

Here’s a link to a piece I wrote about Hamilton that expands on some of my thoughts on the show’s impact.

2. While years of vigilance and activism has been a contributing factor in more diverse casting, what has been your take on why so many productions in 2016 were diverse?

I think it’s been the perfect storm of programming and casting that happened to converge this season. From most reports, next season does not look nearly as diverse. So though I’d love to think this season is so diverse because the tide has changed for good, I think it’s diverse because the tide has turned for some creative teams and/or this is the year they’re getting their shot and we’re lucky enough to see the fruits of their labor right now.

3. Obviously, diverse decision makers are key to hiring and casting more diverse casts. Has there been an increase in diversity among directors, playwrights, and producers in theater? Are there new creators breaking into Broadway who we should be aware of?

It pains me that some people have assumed that the lack of diversity and inclusion on Broadway is due to the lack of directors, playwrights, and actors of color, or to the lack of female directors, playwrights, and actors. We exist! But the truth is, it has not been an even playing field. Of course this is multi-layered, as is every other issue we’re discussing here. Taking a chance on someone who hasn’t had an opportunity to have a big commercial success yet is of course full of great financial risk. But I think this becomes a vicious circle. How do you get the opportunity to have a commercial success if you aren’t allowed the opportunity in the first place?

I also think that on a deeper level we are running up against a problem of narrowed perceptions, which lead to what certain producers expect writers of color to be writing about. And if we don’t fit their expectation or profile for us then we’re just not part of their equation. And while there might be a half dozen (or more) shows per season that fail that are written by/directed by/starring all Caucasian teams, there is never an assumption that the reason they failed was because there was a Caucasian team behind it or a Caucasian story line. But if the numbers are poor for a show featuring a non-Caucasian cast/writer/director, many will be quick to make an assumption that these kinds of stories/writers/directors/actors just don’t sell tickets and aren’t worth the risk.

There are so many writers of color who deserve to break through in a bigger way than they already have: Timothy Huang, Adam Gwon, Nikkole Salter, Leah Nanako Winkler, Jason Ma, Lloyd Suh, to name just a few. As for Asian American producers, I know there are several who are doing great stuff on Broadway, especially Lily Fan and Jhett Tolentino.

4. Following Hollywood’s #Oscarssowhite controversy, do you know if there are any efforts underway to recruit more people of color to join the various organizations that are eligible to vote on Tony Award nominees? (Note: this year, according to our research, the Tony Awards Nominating Committee was 86% white and 70% male).

Tony voters are largely made up of the elected leaderships of various arms of the industry (i.e. Dramatist Guild, Actors’ Equity Association, SDC, etc., as well as many producers and presenters) and I do believe that there is an ongoing effort to diversify those memberships. But it goes beyond that, since we are talking about the Tony nominators and voters coming from within those ranks. In other words, yes, it’s great to increase the diversity of these memberships, but it’s not a simple solution to increasing the make up of Tony voters or Tony nominators.

5. More diverse casting and storylines will result in more diverse theater audiences. Seems to us this is an opportunity for the theater industry to grow. Do the powers that be really get it or is 2016 an anomaly when it comes to the spike in diverse productions?

We have been having this same discussion for more than a decade, citing the same philosophies and reasoning. I can only hope that the numbers this year help to reinforce the idea. Time will tell.

CHRISTINE TOY JOHNSON is an award-winning writer, actor, director, and advocate for inclusion. Member: Dramatists Guild Council, Actors’ Equity Association Council (and national chair of the union’s EEOC), Asian American Composers and Lyricists Project (founder), Executive Board of Alliance for Inclusion in the Arts, founding steering committee member of AAPAC. She is also an alumna of the BMI Workshop and a member of ASCAP, AEA, and SAG-AFTRA.

According to the National Institute of Mental Health, Post-Traumatic Stress Disorder (PTSD) is a disorder that develops in some people after they’ve witnessed a shocking or traumatic event. People experience shock after traumatic events, but those who don’t recover from the initial shock are more likely to develop PTSD. After a distressing or upsetting event, it’s important to seek support.

While literature cannot take the place of a support group or therapy, it can help us process grief and trauma. Teens are not immune to PTSD, and several YA novels explore this disorder in different ways: through fantasy, dystopia, or realistic fiction. Some are from the perspective of the person suffering, while others explore what it’s like to be a family member or friend.

Here is a list of four young adult books that deal with PTSD:

Trail of the Dead by Joseph Bruchac – In the follow-up to Killer of Enemies, Apache teenager Lozen protects her family and friends as they travel in search of refuge in a post-apocalyptic world. Though Lozen has only taken the lives of others to protect herself and her family, the killings take a toll on her spirit and Lozen finds herself with what her people call “enemy sickness,” another name for PTSD. With the support of her friends and family, she is healed in a ceremony that reflects the traditional healing of her Apache ancestors.

Purchase the series here.

The Impossible Knife of Memory by Laurie Halse Anderson – Hayley Kincaid and her father have moved around a lot in the past five years due to his job working on the road. They return to his hometown so that Hayley can have a shot at a normal life. However, after her father’s tours in Iraq, he developed PTSD. Hayley isn’t sure if being in her father’s hometown will help with his PTSD, or push him over the edge.

Melting Stones by Tamora Pierce – Evvy and
Rosethorn are sent to the island of Starns to help residents with a dormant volcano. While there, Evvy has flashes of a war from which she recently escaped.

Fallen Angels by Walter Dean Myers – After his dreams of attending college fall through, Perry, a teenager from Harlem, decides to volunteer for the service and joins the Vietnam War. Perry and his platoon are sent to the front lines and come face-to-face with the horrors of war. Perry begins to questions why black troops are given the most dangerous assignments and why the U.S. is in Vietnam at all.

Resources:

National Institute of Mental Health: Post Traumatic Stress Disorder

National Institute of Mental Health: Helping Children and Adolescents Cope with Violence and Disasters: What Community Members Can Do

PTSD Alliance

PTSD: National Center for PTSD

American Academy of Pediatrics: Promoting Adjustment and Helping Children Cope After Disaster and Crisis

Read More:

Why I Love to Read Sad and Dark Books to Children (and You Should Too)

Talking to Kids About Current Events and Conflicts

Turning to Story After the Sandy Hook Shooting

Connecting Teens with the Authors They Love

What are some other YA novels that deal with PTSD? Please share in the comments.

2016 Chinese New Year is Monday, February 8^th and it’s the year of the Monkey. How can you celebrate with students?

Cross-Curricular Activities

Here are some ideas to help you and your students get involved with reading and writing about the Chinese New Year.  Additional ideas can be found in individual book teacher guides and the LEE & LOW Chinese New Year Resource Guide for Teachers.

Art:

1. Explain that the Chinese dragon represents strength and goodness. The dragon appears at the end of the New Year parade to wish everyone peace, wealth, and good luck. Have students draw a picture of a Chinese dragon and describe the dragon in a paragraph. Instruct students to draw the dragon so it has the features of several creatures. Chinese dragons often have the scales of a fish, the beard of a goat, the claws of an eagle, and the body of a snake. For an excellent and more detailed lesson on drawing a Chinese dragon, check out the Art Institute of Chicago.
2. Provide students with construction paper, tissue paper, colored cotton balls, crayons, safety scissors, glue, and other art supplies to make their own lanterns, masks, flags, and other items for a Chinese Lunar New Year Parade. Several students may even wish to work together to make a lion or a dragon. Let students carry their creations and hold their own parade. You may wish to download some Chinese music to play during the festivities.

Science:

1. For the New Year, Chinese children are given red envelopes with brand-new money inside. Make a solution of 1/2 cup white vinegar and 1/4 cup salt in a nonmetal bowl. Let students drop pennies into the solution, wait a few minutes, then remove and dry the coins with a paper towel. Students will have shiny “new” pennies to wrap in red paper and give as gifts to their friends and families.
2. The Chinese New Year is based on the lunar calendar as opposed to the solar calendar. Have students investigate the two calendars and compare them using a Venn diagram. Why does the Chinese New Year fall on a different date each year?

Writing:

1. Encourage students to describe a New Year’s celebration that they spent with their families. What kind of activities took place? How did they celebrate?
2. Have students write an original story about a holiday they celebrate.

Social Studies:

1. Many video clips of Chinese Lunar New Year parades are available online. One example is from the History Channel. If possible, let students view one or more of these to see a real parade. Have students describe the excitement, preparation, and festivities of the parade.
2. Teach students about the history of Chinese Americans. When did they first immigrate to the United States? What were the reasons they left their homeland? In which cities did they settle? What were the origins of Chinatowns? What challenges did Chinese people and Chinese Americans face in the United States? One place to learn more is the timeline of Chinese in America from the Museum of Chinese in America.
3. Have students locate China on a map or globe and tell students that China is one of the largest countries in the world. Have students mark the capital of China, as well as their location in the United States. On what continent is China? Which countries border China? What are some major rivers in China? What seas and ocean border China?
4. Explore the 12-year cycle of the Chinese lunar calendar with EDSITEment’s lesson on the Chinese Zodiac and video, “Why the Rat Comes First: A Lunar New Year Story,” from the Asian Art Museum.

Math:

1. Students may enjoy learning how to write the Chinese characters for the numerals 1 through 10. Here are the characters for 1 through 10 from the BBC for students.
2. Write the Mandarin numbers, their pronunciations, and their numerical equivalents on the whiteboard. Have students practice saying the number words until they are familiar with their pronunciations and meanings. Then give students simple math problems  to solve using these number words. For extra challenge, encourage students to write a simple math problem in Chinese and share with their peers to try.

Books for Chinese New Year

(Download the list as a PDF here).

SPOTLIGHT: The Magical Monkey King: Mischief in Heaven This is an adaption perfect for elementary schools of one of China’s favorite classics, Journey to the West. This Monkey is arrogant, bold, clever, and hilarious. Every child in China grows up listening to stories of the irrepressible Monkey King. Join Monkey as he wins his title as King of the Monkeys, studies with a great sage to learn the secrets of immortality, and even takes on the job as a royal gardener in the Kingdom of Heaven.

Chinatown Adventure A young Chinese American girl is spending the day in Chinatown with her mother. With so many interesting things to buy, how will she spend her money?

D is for Doufu: An Alphabet Book of Chinese Culture and I Love China: A Companion Book to D is for Doufu This book introduces readers to Chinese culture, beliefs, and legends in today’s context. It explores the meanings of 23 Chinese words and phrases while providing an interesting historical and cultural background.

Golden Dragon Parade Chinese New Year is here. Come along to the Golden Dragon Parade.

Sam and the Lucky Money Sam can hardly wait to go shopping with his mom. It’s Chinese New Year’s day and his grandparents have given him the traditional gift of lucky money. Yet, Sam discovers that sometimes the best gifts come from the heart.

The Day the Dragon Danced Sugar and her Grandma are going to the Chinese New Year’s Day parade, but Grandma is skeptical about New Year’s in February and scary dragons.

 The Dragon Lover and Other Chinese Proverbs These proverbs are used in everyday Chinese life to illustrate moments of humor or clarity in our actions. Each of the five stories collected here feature animals that help readers shed light on the truths of human nature.

The Monster in the Mudball When Jin’s little brother is kidnapped by the monster Zilombo, Jin teams up with Chief Inspector of Ancient Artifacts Mizz Z on the streets of England to find him and defeat the monster.

The Wishing Tree Every Lunar New Year, Ming and his grandmother visited the Wishing Tree. Grandmother warned him to wish carefully, and sure enough, Ming’s wishes always seemed to come true. But one year—when Ming made the most important wish of his life—the tree let him down. 

(Download the full book list and activities as a PDF here).

Jill Eisenberg, our Senior Literacy Specialist, began her career teaching English as a Foreign Language for second through sixth grade in Yilan, Taiwan as a Fulbright Fellow. She went on to become a literacy teacher for third grade in the Bay Area, CA as a Teach for America corps member where she became passionate about best practices for supporting English Language Learners and parent engagement. In her column for Lee & Low’s The Open Book blog, she offers teaching and literacy tips for educators.

By now it’s no secret that publishing suffers from a major lack of diversity problem. Thanks to years of research by the Cooperative Children’s Book Center, we have ample data to confirm what many readers have always suspected: the number of diverse books published each year over the past twenty years has been stuck in neutral, never exceeding, on average, 10 percent.

Countless panels, articles, and even conferences have been dedicated to exploring the causes and effects of this lack of diversity. Yet one key piece of the puzzle remained a question mark: diversity among publishing staff. While the lack of diversity among publishing staff was often spoken about, there was very little hard data about who exactly works in publishing.

At the beginning of 2015 we decided to conduct a survey to establish a baseline that would measure the amount of diversity among publishing staff. We believed in the power of hard numbers to illuminate a problem that can otherwise be dismissed or swept under the rug. We felt that having hard numbers released publicly would help publishers take ownership of the problem and increase accountability. We also felt that a baseline was needed to measure whether or not initiatives to increase diversity among publishing staff were actually working.

Our Diversity Baseline Survey took a year to complete. The results include responses from 8 review journals and 34 publishers of all sizes from across North America. Here are the results:

View a slideshow of the DBS survey results

Methodology and Response Rate
The Diversity Baseline Survey (DBS) was sent to 1,524 reviewer employees and 11,713 publishing employees for a total of 13,237 surveys deployed. The response rate was 25.8 percent. This is on par with the average for online surveys and actually a bit higher than the norm, given the sensitive nature of the questions.

In 2015, Publishers Weekly included some staff diversity questions in their annual Salary and Compensation Survey. They deployed their survey to 5,800 subscribers and had a response rate of 7.3 percent. Therefore, the DBS should yield a much more comprehensive picture of diversity in the publishing community.

The DBS was deployed directly from each publisher or review journal. A link was sent to all staff from a member of each publisher’s or reviewer journal’s human resources or executive team, often with an introduction explaining why the company was participating. Some companies even wanted to add additional questions to their surveys. The results provided here are only for questions that appeared in every survey.

The surveys were completely anonymous, and companies did not have direct access to the results. All data was analyzed and aggregated by Dr. Sarah Park Dahlen and Nicole Catlin of St. Catherine University in St. Paul, Minnesota, to ensure anonymity for individual employees.

Although our response rate was good, we still wonder: who didn’t take the survey, and how might that influence the results? With a survey of this kind, there is most likely some degree of selection bias. In other words, people who self-identify as diverse may have been more likely to take the survey. If that was the case, it would mean that our results portray publishing as more diverse than it actually is.

No voluntary survey can ever be 100 percent accurate, and no survey that asks questions about personal identity can ever be anything but voluntary. Even so, the results of the DBS offer a strong snapshot of the makeup of the publishing industry.

Notes and Analysis: What the Numbers Tell Us

Race:
According to the survey, just under 80 percent of publishing staff and review journal staff are white. The rest are comprised of Asians/Native Hawaiians/Pacific Islanders (7.2 percent), Hispanics/Latinos/Mexicans (5.5 percent), Black/African Americans (3.5 percent), and biracial/multiracial people (2.7 percent). Native Americans (0.5 percent), and Middle Easterners (0.8 percent) of publishing staff.

While all racial/ethnic minorities are underrepresented when compared to the general US population, the numbers show that some groups, such as Black/African Americans, are more severely underrepresented. This mirrors trends among children’s book authors. In 2014, just 2 percent of the books tracked by the Cooperative Children’s Book Center were by black authors. Latinos were similarly underrepresented in both places.

Creating the list of ethnicities for a survey such as this was a real challenge. The racial breakdown we offered was based on the US census, with a few adjustments. For our first survey, we felt that this was the best way to break things down because it presented familiar categories that respondents had seen before.

But no list can accurately depict the complexity of this question. Within each category, there are so many different groups, and people self-identify in a wide variety of ways. The census groups White Americans, European Americans, and Middle Eastern Americans together. The census is not quite sure what to do with Latino and Hispanic people, who may or may not identify as white. And it certainly does not know how to handle the differences among Asians, Pacific Islanders, and South Asians.

We received more than 50 write-in comments for this question from people who did not feel that any of the options offered adequately represented them. Some identified as Jewish or European instead of white. Many specified that they were South Asian and didn’t feel that the overall Asian category was specific enough. And several simply called themselves “Human” and wondered why we cared so much about this. One block of data was compromised when the survey link was shared with outside spammers, which made a portion of the surveys ineligible for inclusion. These incidents and answers are all telling because they allude to the wide scope of attitudes toward this issue and how deeply the question of race resonates with people, in both positive and negative ways.

Gender:
The survey reveals that publishing is about 78.2 percent women or cis-women and 20.6 percent men or cis-men. These numbers may help explain why some feel that children’s book publishing skews toward female readers. Among executive and board member positions this disparity evened out a bit, with approximately 40 percent of executives and board members identifying as men or cis-men. This reflects the reality that males still ascend to positions of power more often, even in female-dominated industries.

The gender question also reveals that about 98.7 percent of publishing staff identify as cis men or women. This means that they identify with the genders they were assigned at birth. How does this compare with the general population? We don’t really know. For many reasons, we don’t have a good count of the percentage of the general population that is transgender. That being said, the small number of transgender, gender-nonconforming, intersex, and other gender-fluid people in publishing points to the need for publishers to make sure that books on these topics are being examined for cultural and scientific accuracy by experts before they are published.

Sexual Orientation:
According to the survey, about 88.2 percent of publishing staff identify as straight or heterosexual. This may be the category in which publishing is most on par with the general population, though we can’t know for sure.

Beyond the labels we offered, many respondents added their own labels that they felt better represented them. Quite a few identified as “queer.” Others wanted to know why we were asking for such personal information at all. Overall, this question got one of the lowest response rates of the survey, an indication, perhaps, that many people did not feel comfortable sharing this information. We decided to include this question because we wanted to acknowledge this aspect of diversity, and if we didn’t include it, this segment of the workforce would remain uncounted and invisible.

Disability:
The survey reveals that about 7.6 percent of publishing staff identify as having a disability. We defined disability broadly in the survey, so this does not give us an indication of the types of disabilities that are represented.

One interesting result: when broken down by department, design had a significantly higher average rate of disability (18 percent), followed by book reviewers (12 percent). Perhaps this is because there are more freelance design and reviewer jobs that can be done from home even when mobility is limited. Providing opportunities to people with disabilities may be an underappreciated benefit of creating more freelance positions in publishing.

Department:
The DBS results offer the opportunity to filter responses by department, giving a better picture of how diversity breaks out throughout an organization. More than one hundred thirty people wrote in comments for this question, listing departments or sub-departments beyond those listed in the survey. Because the survey was administered to companies ranging from just a few employees to several hundred or more, some departments or roles were left out. The next version of the survey will have an expanded list that is more inclusive to account for some of the staff who had to write in departments this time around.

An interesting result was the high response rate from editorial staff, who made up nearly 20 percent of survey respondents. This compares to less than 10 percent of respondents from marketing/publicity and 13.5 percent from sales. Since these ratios do not seem to match the overall breakdown by departments in publishing, we wonder if staff in some departments, such as editorial, were more likely than others to respond. If so, why? Are editorial staffs more on board with diversity initiatives than staff in other departments?

Here are the numbers:

Board Members and Executive Positions
Without a doubt, board members and those in executive positions make up the highest level of decision makers on the corporate ladder. Board members and executive positions are: 86 percent white, 59 percent cis-women, 89 percent heterosexual, and 96 percent able bodied/without a disability.

Editorial
Editorial is the next most important department when it comes to the in-house staff closest to generating actual books. Editorial staff is: 82 percent white, 84 percent cis-women, 86 percent heterosexual, and 92 percent able bodied/without a disability.

Marketing and Publicity
These are the departments that promote the books. Staff members in marketing and publicity are: 77 percent white, 84 percent cis-women, 87 percent heterosexual, and 94 percent able bodied/without a disability.

Sales
Members of the sales team are the ones out there pounding the pavement and knocking on doors to sell front list and back list titles. Sales people are: 83 percent white, 77 percent cis-women, 90 percent heterosexual, and 94 percent able bodied/without a disability.

Reviewers
Reviewers often have a direct influence on what readers buy. Reviewers are: 89 percent white, 87 percent cis-women, 91 percent heterosexual, and 88 percent able bodied/without a disability.

What’s next?
Does the lack of diverse books closely correlate to the lack of diverse staff? The percentages, while not exact, are proportional to how the majority of books look nowadays—predominately white. Cultural fit would seem to be relevant here. Or at least in publishing’s case, what is at work is the tendency—conscious or unconscious—for executives, editors, marketers, sales people, and reviewers to work with, develop, and recommend books by and about people who are like them.

So, we have our baseline numbers. What are the next moves? In future posts we will discuss initiatives already in place that will hopefully move the needle toward more diversity. We will also look at a similar publishing diversity survey that was conducted in 2014 in the United Kingdom. And we will be working on designing DBS version 2.0, which we hope will include the publishers who either didn’t hear about the survey or opted out the first time.

We also hope that the DBS will lead to more “Diversity 102” conversations about what publishers can do, including improving retention and staff training. How can company cultures be more welcoming for diverse staff? Do diverse staff members feel comfortable voicing their opinions? Are systems in place to make sure all staff are trained and well versed in diversity issues?

Publishing is not alone when it comes to having a lack of diversity problem. All media, including film, television, and theater, are having similar conversations about diversity. It is plain to see that our society as a whole has a problem. We believe we are at a crucial time right now. We all have to decide if the country in which we live is better off if we conduct our lives separately or together. The diversity problem is not the responsibility of diverse people to solve. It is a problem for everyone to solve. Now that the Diversity Baseline Survey is completed, the real work toward changing the status quo begins. It is not going to be easy. Knowing where we stand and establishing a baseline was the first step. Knowing the baseline numbers gives us a way to measure progress going forward, but only our actions can change things for the better.

Read also: Behind the Scenes Of Publishing’s First Diversity Baseline Survey

For press inquiries or permission to reprint, please contact hehrlich[at]leeandlow[dot]com.

In The Story I’ll Tell a young child asks where he came from. His mother tells him fantastical tales with a kernel of truth that piece together his journey across a wide ocean to his new family. The Story I’ll Tell was released this month and received a starred review from Publishers Weekly which called it “an unabashed love letter. . . [that] many families will treasure.” In this guest post, author Nancy Tupper Ling discusses where the idea for The Story I’ll Tell came from.

I have binders that are two or three inches thick for many of my stories. They are picture book manuscripts, under 1000 words, and yet the binders are full of revision after revision of those few words. And then there are those rare stories that come to me like a gift. My poem, White Birch, was like that, and it became the winner of the Writer’s Digest Grand Prize out of 18,000 entries. Published this month by Lee & Low, The Story I’ll Tell had a similar beginning. It was a gift.

The story idea came to me in the form of a question as I was driving down the highway one day. If a baby landed on someone’s doorstep in the hills of Appalachia, what kind of story would the parents tell their child about how he/she came into their lives? The story sounded like a poem to me, as I wrote a number of far-fetched scenarios in my head. Still, there was one line that pivoted the story, and that’s my favorite line in the book today: “. . .there are times when I think I will tell you the truth, for the truth is a beautiful story too.”

With that line I came to a realization. There would be a nugget of truth in each of the fantastical stories that the parent would tell her child, and this patchwork of truths would be stitched together to reveal the most beautiful story in the end.

Somewhere along the way I began to think of The Story I’ll Tell as an adoption story. I am not an adoptive parent, but I am a parent who waited years for her first child. I know the ache and the longing that many parents experience while waiting for a child to enter their lives. My husband and I had filled out all the paperwork in order to adopt a child from Korea when we learned that I was pregnant with our first daughter, and this experience certainly influenced my story.

That said, I have several friends who had a tremendous influence on my story as well. One couple has ten children who came into their lives through domestic and international adoption. Another friend adopted her daughter through the foster care system. As The Story I’ll Tell was coming together I thought of their stories, all of which were unique, and how the parents would reveal them to their children in due time.

Certainly adoption stories include heartache as well. It was important for me to touch upon this sentiment, without making it overwhelming. One of the last lines in the story is “When we brought you home in dawn’s early light, you cried for things lost and new.” One mother’s loss is another mother’s gain. The child feels this, too. An adoption story has both longing and love. Hopefully this leads to a forever home where the child is treasured beyond compare.

In the end, it was Lee & Low who asked me to focus on a certain country of origin for the character, and since my husband is Chinese-American, I gravitated toward that heritage. As Eurasians, my own children know the push and pull of looking like one culture, and blending in as Americans. Jessica Lanan brought all these threads together with her gorgeous illustrations, so that the reader, like the child, feels the warmth of a new home and the reminder that she, too, has a story to tell.

 Nancy Tupper Ling  is the winner of the Writer’s Digest Grand Prize and the Pat Parnell Poetry Award, and is the founder of Fine Line Poets, a website for poets who live in New England. She was inspired to write The Story I’ll Tell by the multicultural background of her own family and the experiences of friends who have adopted children from all over the world. Ling resides in Walpole, Massachusetts, with her husband and their two young daughters.

Recently, we sent a number of LEE & LOW staff members from different departments to an “Undoing Racism” workshop, held by the People’s Institute for Survival and Beyond. The People’s Institute is an organization that “is a national and international collective of anti-racist, multicultural community organizers and educators dedicated to building an effective movement for social transformation.” The workshop, jointly taught by a white leader and a leader of color, was a three-day intensive that covered everything from a history of race and racism to the power dynamics at play today in various systems. Participants were encouraged to reflect on their own experiences and identities, as well as to listen deeply as others shared.

We decided to do this workshop because even with LEE & LOW’s focus on diverse books, we felt that our staff would benefit from specific training in anti-racism concepts.  “Even though Lee & Low’s mission is to address the lack of representation of marginalized groups through publishing diverse books, the workshop hammers home how deep institutional racism goes,” said publisher Jason Low. “The intimate setting also makes issues of racism more personal. Instead of reading about racism in the paper or online you are hearing firsthand experiences, from a person sitting three feet from where you are sitting.”

The recent problems found in books like A Fine Dessert and The Hired Girl, along with long-standing problems in publishing in general, indicate that now more than ever, publishing staffs need diversity training. While the burden of mistakes can be placed on the author and illustrator, in truth publishers share an equal part of the responsibility in making sure that the books they produce are accurate and do not reinforce harmful stereotypes.

Racial insensitivity and stereotypes making it past the editorial process are expensive mistakes–in terms of both cost and impact–but they are avoidable. Below is our staff’s reaction to the workshop, plus a follow-up meeting we held in-house. Our plan is to hold monthly meetings on racism and diversity moving forward. (Note: Answers have been condensed and edited for length.)

1. What did you learn that you did not know before attending the workshop?

Stacy Whitman, Editorial: I didn’t know some of the history before. For example, I knew about indentured servitude (I actually had a couple ancestors who were indentured), but I didn’t realize the way that indentured labor and slavery were wedged against each other, and the way whiteness was created out of that time period. I had known that church had been used as a way to keep slaves in line, and I had known about slave rebellions, but hadn’t realized how those pieces fit together with indentured servitude and creation of a status of whiteness.

Jessica Echeverria, Editorial: One of the biggest takeaways was how the deeply-entrenched history of racism in this country is never really taught in school. This was clear from some of the participants’ reaction in learning that race was a social construct. I think back to my own education growing up in Florida, and the topics of race and racism were not examined until I was in college. And even then, they were courses I elected to take and not required for all students. So yes, racism stems from ignorance, but we should be aware that this ignorance was purposeful.

Hannah Ehrlich, Marketing: One of the main things that the workshop showed me was that having open conversations about race is just really, really hard – and rarely do we white people get it right the first time. While I had thought about white privilege before, I hadn’t really thought much about the internalized superiority that white people have absorbed over generations and generations. Because of that, even when we want to be allies, often racial conversations end up with us in a defensive stance, trying to define why we are “good” white people instead of accepting our own complicity in an unfair system and spending our time listening. Conversations that center whiteness are the default, and it takes a lot of hard work to move past that. It was moving to see this play out over the course of three days, and definitely made me more aware of how, as a white person invested in racial justice, I can be a better ally by letting go of the need to define myself as “not racist.”

Louise May, Editorial: There was a good presentation of theories on the origins of institutional racism. I had not before seen the information put together this way. It was quite impactful.

Jill Eisenberg, Literacy & Sales: The workshop and follow-up discussions with my colleagues have encouraged me to examine how adults present history and historical people/groups to children. Much of the workshop was spent exposing the historical narrative of America as racist and capitalistic. I was particularly disturbed about the lack of recognition and respect Native peoples had (and have). Our presenters showed us that this explicit invisibility is even written into our Constitution (Article 1, Section 2).

Rebecca Garcia, Marketing: The facilitators asked the group how many of us were gatekeepers. I had to think about it for a moment before I raised my hand. Having never thought of myself as a person with power, it was shocking to discover that I am a gatekeeper. Before that, I thought of editors as gatekeepers. After all, they’re the ones who decide what books to acquire. But since I regularly disseminate all kinds of information through social media, of course I’m a gatekeeper. Information is power.

Veronica Schneider, Literacy & Sales: Being in literacy & sales and working at a diverse children’s publisher, I think I was aware of my role as a gatekeeper. Reflecting in the workshop, however, showed me just how strong of a gatekeeper position I maintain. I choose what kind of information reaches others-from educators to children-as I develop questions and activities for our teacher guides and carefully align Lee & Low books to schools’ curricula. Conversations with educators may begin with them sharing their needs in terms of thematic units or student reading levels, but then I take that information and decide which books would ultimately work best for various academic and social-emotional reasons. Diversity is certainly an issue that is close to our hearts here at Lee & Low, but how we approach and communicate this information to others is different based on your department and on an individual basis.

Additionally, the systemic nature of racism is a powerful concept that although I was aware of, is all the more apparent once analyzed in depth. Tracing the roots of racism to highlight the gaping holes in our knowledge in history was both eye opening and frustrating. Why aren’t we being taught this in schools? Why aren’t we openly having these discussions?

Keilin Huang, Marketing: The idea of being a “gatekeeper” really resonated with me. The LEE & LOW Facebook page has over 7,300+ likes, and whenever I post anything, I’m choosing and determining what those 7,300+ people will see. It was a realization of power that I had never thought about in-depth, and it’s a tool to use in the undoing of racism.

2. How will you apply what you have learned from the workshop to your job at Lee & Low?

Stacy, Editorial: Editorially, I’m continuing to interrogate my biases and assumptions. Thinking about further ways I can include voices of color in the projects I work on, and continuing to seek out more authors of color. Thinking about how I contribute to systemic bias, and how I can counteract it.

Jessica, Editorial: Further inspired by the workshop, I plan to continue working on books that will hopefully fill in the gaps of what’s not being taught in school. I keep thinking about Texas and the new textbooks that have whitewashed parts of US history.

Hannah, Marketing: The workshop has definitely made me more aware of my own whiteness, and how that affects the dynamics among our staff, with our authors and illustrators, and with other people we work with. It has encouraged me to examine my own culture and the lens through which I see the world – what am I missing? What am I not getting? Because I work in marketing and publicity, a big part of my job involves communication, and it’s worth exploring how racial dynamics affect that communication. Are we using language that reinforces institutionalized racism?  Am I being a good ally personally, and is Lee & Low being a good ally as a company? These are all things that are important for us to consider in our work.

Louise, Editorial: The workshop reinforced my commitment to the need to acquire diverse stories that accurately represent stories from an insider point of view.

Jill, Literacy Specialist: We at Lee & Low Books publish and offer many books by and about Native peoples. It is critical to show that Native peoples aren’t just “were,” but also “are.” Our students need to read stories about and by Native peoples in recent times, not just suspended in a simplistic time capsule whether a folktale without additional background knowledge and proper context or a “by the way” side blurb in a history textbook. As I work closely with schools and organizations serving children, I want to make sure that the books we do have get in front of students before they internalize and perpetuate racist views on American history. These topics need to start early and often.

Veronica, Literacy & Sales: When speaking to schools, educators, teachers, nonprofits, and other organizations, we need to make sure to not only consider their requests and needs but to be clear/open about the different ways in which our titles can enrich + open their world.  I need to keep stressing the importance of windows + mirrors concept in my work. This means showing non-diverse (mostly white) schools that diverse books have a place there, too.

Keilin, Marketing: One of the leaders said that as advocates of eradicating racism, everyone needs to constantly question the institution of racism. Even with little or no knowledge of something, supporters of undoing racism seek out information and learn as much as they can about a certain institution. They ask questions. They listen. As someone who works in children’s book publishing and has a means of reaching thousands of people every day, this really struck a chord with me. People who want to undo racism don’t always claim to be experts, rather they are proactive in their fight. They don’t stand off to the side and hope that things will magically be fixed. It takes effort, as all of us at LEE & LOW know, and that is something I will continue to strive to do both at work and personally.

3. What do you hope to continue to learn about and explore in post-workshop meetings with fellow Lee & Low staff?

Stacy, Editorial: How to know what I don’t know, and how to share that knowledge with others in a way that they’ll listen. I guess this has been my quest, editorially, all along, but the process of the workshop in particular was interesting because while it was emotionally draining, everyone in the room was listening. Everyone was participating (even the slightly weird woman who wouldn’t shut up) and working through their resistance. There was a range of resistance, of course, but the process worked to get people talking and listening.

This applies to how marketing is already thinking about audience with social media and other sales channels—who we need to discuss the importance of diversity with before introducing our books.

Jessica, Editorial: I’m excited to see how our discussion will produce new and valuable content for our readers.

Hannah, Marketing: I look forward to talking more in the future with staff members about challenges we face in our respective departments. How does editorial handle a historical manuscript that uses language we deem problematic? How does sales handle administrators who don’t think their students would be interested in diverse books? Discussing these challenges as a company will help make us stronger and more aware of the issues that we face in our work, and it will allow us to develop company-wide policies to address difficult questions.

Louise, Editorial: It would be interesting to discuss what we can do to move ourselves further to toward being a “Fully Inclusive” institution.

Veronica, Literacy & Sales: Increase the sharing of articles and books about racism. Come up with ways to address problems that are occurring in the news/present day and how Lee & Low can be part of the solution.

***

Has your company undergone staff diversity training? If so, we’d love to hear about what worked and what didn’t in the comments section below.

Exciting things have happened with the Diversity Baseline Survey since our last update!

The Diversity Baseline Survey gathers statistics on publishing staff and reviewers in four major categories:

1) Gender
2) Race/ethnicity
3) Sexual Orientation
4) Disability

These categories will be further broken down by department. The goal is to have all major review journals and publishers—from small, to mid-size, to large— participate in this project. If we are serious about trying to address the lack of diversity in the publishing world, this is the very first step we need to take. Sharing our numbers as an industry will not only clue us in to important patterns that may be missing, it will also show that we are committed to change.

Since our last update, several new publishers have joined the survey, including Bloomsbury, Lerner Publishing, Chronicle Books and Abrams. More small publishers have joined, including Clean Reads, Dancing Lemur Press, L.L.C., and Owlkids Books. Macmillan, one of the “big five” publishers, has also joined. You can see the full list here.

All in all, almost 30 publishers and 8 major review journals will be administering the survey. This is huge.

This week, a supporter created the hashtag #BigFiveSignOn to encourage more publishers to join the survey, including the rest of the “big five” publishers (HarperCollins, Simon & Schuster, Penguin Random House, and Hachette), in advance of the mid-September deadline. We were thrilled to see the hashtag trending on Monday! Check out some great media coverage of the campaign from around the web:

“Diversity Matters: Lee & Low Push for Diversity in the Publishing World” at BookRiot
“Diversity Survey Deadline Nears” at Publishers Weekly
“Why I’m Asking that the #BigFiveSignOn” at SC Write
“The Page is a Mirror…Or Is It?” at Jamie Ayres’ blog
“Why #Bigfivesignon? #WNDB” at Coloring Between the Lines

Over at Change.org, our petition encouraging publishers to join the survey is now at almost 1,900 signatures. Have you signed yet?

The deadline for joining the survey is September 15, 2015. Help us encourage remaining publishers to join by spreading the word on social media using hashtag #bigfivesignon and by signing the petition!

Read our previous update on the Diversity Baseline Survey.

Learn about why we are asking publishers to join our Diversity Baseline Survey.

Sign the Petition.

This year marks our sixteenth annual New Voices Award, Lee & Low’s writing contest for unpublished writers of color.

In this blog series, past New Voices winners gather to give advice for aspiring writers. This month, we’re talking about what “voice” means to an author.

When discussing the various elements of writing craft, “voice” seems to be the most difficult to pin down. You can’t plot it on a chart or even clearly define what the word means, and yet it is one of the most important elements of a story. Editors (and readers) are always looking for strong, distinct voices. It is an invisible string that echoes throughout a story and pulls the reader in. And when an author or character’s voice is nonexistent or inconsistent, it is the first thing we notice.

Voice builds trust between the author, characters, and readers. To develop a strong voice that will ring true, an author needs to understand both the story and him/herself as a writer. What is the tone of the story? Who are your characters? If a key feature—gender, age, cultural background—of the main character changes, would the voice change? It should! There are many ways to approach “voice,” and below, Linda Boyden and Paula Yoo share their techniques.

Linda Boyden, author of The Blue Roses, New Voices Winner 2000

The Blue Roses was my first published book. I had written many picture book manuscripts prior to it, most of which are still gathering dust and mold, but now I see how that process was vital for me to evolve as a writer. I developed the voice of this main character, Rosalie, by experimenting.
I wrote many versions of the book. I considered writing it inthird person, having one of the adult
characters do the narrating for about a nano-second; in my heart I knew this was Rosalie’s story and no one else’s, but that didn’t stop me from more experimenting. I tried having her voice be that of a child, but Papa’s death would have been too harsh an experience for a child to deal with objectively. Instead, Rosalie narrates as her adult self, after having had enough time to smooth the edges of her loss. So experiment until you understand the heart of your character; that’s where you’ll find their true voice. 

Paula Yoo, author of Sixteen Years in Sixteen Seconds, New Voices Winner 2005

For me, voice comes out of nowhere. I can’t predict when I will find the “voice” of my story. Voice is not only the way my main character narrates the story (his/her style of speaking, their point of view, their personality) but also in the tone of the entire story (humorous, tragic, touching). Sometimes I find my “voice” AFTER I do a ton of research and preparation, such as figuring out the story beats and plot twists and the character’s emotional journey/arc. Sometimes the voice finds ME first—I’ll just start writing a story from the point of view of a character that has taken over me because he/she has something important and unique to say. Ultimately, I think “voice” for me comes from my heart. What moves me emotionally when I write? What about a story or character makes me laugh or cry? For me, “Voice” is the heart of my story—what emotions do I want to bring out in not only in my readers but also in myself? You can write a book that has the most original and surprising plot, the most compelling and fascinating characters, and a unique setting. But if there is no EMOTION, then that book falls flat. That’s where “Voice” comes in—“Voice” determines the emotion behind the story. I wish I could give a more specific answer with facts and evidence, but when it comes to writing from the heart, there is no formula.

Summer is here in full force. It’s the perfect time to curl up pool- or beachside with a good book! Look no further than our new spring and fall releases!

Finding the Music/En pos de la música

When Reyna accidentally breaks her abuelito’s old vihuela, she travels around her neighborhood trying to figure out how to repair it. In the process, she discovers her grandfather’s legacy. Written by Jennifer Torres and illustrated by Renato Alarcão.

Sunday Shopping

Evie and her grandma go shopping every Sunday. They put on their nightgowns, open up the newspapers,  and turn on their imaginations. Written by Sally Derby and illustrated by Shadra Strickland.

Poems In The Attic 

A young girl finds her mother’s poems written when her mother traveled around in a military family. The young girl writes her own related poems. Written by Nikki Grimes and illustrated by Elizabeth Zunon.

Ira’s Shakespeare Dream

Ira Aldridge dreamed of acting in Shakespeare’s plays. Because of a lack of opportunity in the United States, Ira journeys to England to pursue his dream of becoming an actor. Written by Glenda Armand and illustrated by Floyd Cooper.

Maya’s Blanket

Maya has a blanket stitched by her Grandma. The blanket later becomes a dress, a skirt, a shawl, a skirt and a headband. This story is inspired by the Yiddish folk song “Hob Ikh Mir a Mantl” (“I Had a Little Coat”). Written by Monica Brown and illustrated by David Diaz.

New from the Tu Books imprint:

Ink and Ashes

Claire Takata discovers her deceased father’s connection to the yakuza, the Japanese mafia, and puts her and her family’s lives in danger. Written by Valynne E. Maetani.

Trail of the Dead

In this sequel to the award-winning Killer of Enemies, Lozen and her family, on the run from the tyrants who once held them hostage, embark on a journey along a perilous trail once followed by her ancestors, where they meet friends and foes alike. Written by Joseph Bruchac.

To celebrate the release of her debut novel, Ink and Ashes, earlier this month, author Valynne E. Maetani has been stopping by blogs to talk about her writing process, winning the first ever New Visions Award, and much more.

More about Ink and Ashes:

Claire Takata has never known much about her father, who passed away ten years ago. But on the anniversary of his death, she finds a letter from her deceased father to her stepfather. Before now, Claire never had a reason to believe they even knew each other.

Struggling to understand why her parents kept this surprising history hidden, Claire combs through anything that might give her information about her father . . . until she discovers that he was a member of the yakuza, a Japanese organized crime syndicate. The discovery opens a door that should have been left closed.

The race to outrun her father’s legacy reveals secrets of his past that cast ominous shadows, threatening Claire, her friends and family, her newfound love, and ultimately her life. Winner of Tu Books’ New Visions Award, Ink and Ashes is a fascinating debut novel packed with romance, intrigue, and heart-stopping action.

Here is a round up of the tour.

YA Books Central – Valynne E. Maetani shares 5 facts you should know about the Japanese mafia, known as the Yakuza, here.

Dear Teen Me – Read Valynne E. Maetani’s letter to her teen self here.

We Are Word Nerds –  Valynne E. Maetani on the inspiration behind Ink and Ashes and her journey to publication here.

The Book Smugglers – Valynne E. Maetani on winning the New Visions Award here.

Teen Lit Rocks! shares why they enjoyed reading Ink and Ashes here.

To find out more about Valynne E. Maetani and Ink and Ashes, follow her on Twitter and Tumblr.

It’s finally June! We’re excited to announce the release of Ink and Ashes, the heart-stopping debut mystery by Valynne E. Maetani! Ink and Ashes is Tu Books’ first New Visions Award winner.

How far would you go to discover the truth?

Every family has its secrets, but Claire Takata’s family secrets can kill her…

In Ink and Ashes, personal vendettas and organized crime collide, sending Claire Tanaka on a race to outrun her father’s legacy. When a letter from her dead father reveals a family secret, Claire searches for information about her father’s past and discovers a dangerous family connection to the yakuza, the Japanese mafia.

Here’s what early readers have said about Ink and Ashes:

“This fantastic debut packs a highly suspenseful blend of action, intrigue, and teen romance.” —starred review, Kirkus Reviews 

“Full of character, culture, and suspense, Ink and Ashes is a fascinating read with surprising new elements and a true heroine in Claire Takata.”

—Ally Condie, author of the #1 New York Times bestselling Matched Trilogy

Happy book birthday to Ink and Ashes!

Be sure to buy your copy from our website, Amazon, Barnes & Noble, or your local indie.

This year marks our sixteenth annual New Voices Award, Lee & Low’s writing contest for unpublished writers of color.

In this blog series, past New Voices winners gather to give advice for new writers. This month, we’re talking about writing prompts and what gets the creative juices flowing.

Linda Boyden, author of The Blue Roses, New Voices Winner 2000

Prompts are all around us. When I do school visits, I refer to the place where our imaginations live as the “Cosmic Goo,” and urge them to wander outside looking and listening to the wonders that spark our imaginations to awake. Nature is a never-ending source of writing inspirations. Because I am a voracious reader, I glean phrases from the books I devour. Since the end of 2011, I have written a poem a day as the means to jump-start my prose writing. I use many of the phrases I’ve underlined in the books I own for my daily poetry prompt.

Paula Yoo, author of Sixteen Years in Sixteen Seconds, New Voices Winner 2003

My favorite writing prompt is to write from the point of view of an animal. It’s a writing exercise I teach in my writing classes as well. I love this writing exercise not only because I’m an animal lover and Crazy Cat Lady (ha) but because it forces you to think from the point of view of someone who is definitely NOT YOU. You have to know and embody the nature and physicality of the animal character, and it forces you to look at story and emotion with a new perspective. It’s a great exercise for point of view writing, and it helps me when I do write another children’s book because I am very conscious of writing from a child’s perspective, which is so different from mine as an adult.

Glenda Armand, author of Love Twelve Miles Long, New Voices Winner 2006

I don’t need much to prompt me to write. Usually I have the opposite problem. I need to a compelling reason to stop writing:

It’s past midnight and I have to substitute teach in the morning.

Clothes are mildewing in the washer.

The fridge would be empty if not for egg whites and ketchup.

On the other hand, a writing prompt for me would be an early morning after a good night’s sleep: My mind is clear.

My thoughts are flowing.

My coffee is steaming.

My computer is calling.

I answer the call.

Pamela Tuck, author of As Fast As Words Could Fly, New Voices Winner 2007

I don’t really write from prompts, but what I try to use as a guideline for all my writing is the use of sensory details: Seeing, Hearing, Feeling, Smelling and Tasting. It’s not always relevant to include all of these details, but it’s good to include at least 3 within a scene. If I feel that I can’t move forward in a story, I’ll “step inside” my character and try to figure out what “I” am seeing, hearing, feeling, smelling or tasting at that point. If my character is neutral, then it’s time to rewrite the scene.

Jennifer Torres, author of Finding the Music, New Voices Winner 2011

I enjoy finding and thinking about interesting writing prompts, but I don’t have a favorite. I have to confess, when it comes to writing prompts, I usually don’t get past the “thinking about it” stage. However, I used to work for a daily newspaper, and I learned from that experience how valuable it can be to cultivate a habit of writing – in a structured way – every day. And I turn to newspapers, sometimes, when I’m stuck or need a place to start. Headlines can make for some pretty great prompts. Direct quotes are even better – like an overheard piece of conversation. Here’s one that helped me pull FINDING THE MUSIC into focus: “He wanted to rest in peace, but with music.”

If you’ve been following us for a while, you know that over the past few years we’ve released a series of infographics about the diversity gap in different industries including publishing, film, television, theater, and politics. Our infographic studies were designed to give people who were unfamiliar with issues of race and gender a sense of how deep the diversity problem goes in the United States and how entrenched these issues are in every facet of media. Our latest infographic, The Diversity Gap in Silicon Valley, is our first study that reports on a bigger question: What comes after the numbers are established? Once we acknowledge the diversity gap, what can we do to close it?

The tech industry presents a unique model for this. After Pinterest engineer Tracy Chou asked, “Where are our numbers?” hundreds of companies, both large and small, chose to release the diversity statistics of their staffs in a transparent way. Although the numbers showed a lack of diversity, after they were revealed there was a flurry of activity across the industry to address the problem. We were encouraged to see the brightest and the best minds in technology confronting a decades-old problem with pragmatism, budgets, and goals.

Given this, we were inspired to create our own baseline survey in the hopes that it could serve as a catalyst for the same kind of movement within the publishing industry. The Diversity Baseline Survey we’ve proposed would be the first of its kind for US publishers. It involves creating statistics that do not yet exist by measuring staff diversity among publishers and review journals in four areas: gender, race, sexual orientation, and disability.

There is precedence for a survey like this, not only from the tech industry, but also from the publishing industry in the United Kingdom. Both industries ran surveys as recently as 2014. Even large publishing houses, such as Hachette UK, HarperCollins, and Penguin Random House UK, were among the publishers who participated in the British survey. Hopefully, this is a good sign that these companies might extend their participation to the US version of the survey.

In the past, publishers have usually put the responsibility on readers for the lack of diverse representation in books. The extremely dated adage that “diverse books do not sell” has become a belief that has reached mythical proportions. While it’s important for readers to support diverse books with their dollars and voices, it’s equally important for publishers to self-reflect on how they can do better on their end. We must acknowledge that one factor contributing to the lack of diverse books is the lack of diversity among the people who edit, market, review, and sell the books. Surveying our staffs and reporting on our findings would give us a starting point, not to point fingers or assign blame (especially since most media industries face similar problems) but to bring clarity to the problem so we can understand it better, attempt to correct it, and measure whether or not we are improving.

Publishers, the onus is on us to move forward. Many publishers have said that they support We Need Diverse Books and the movement for more diverse books, but words are not the same as action. If we are serious about increasing the number and quality of diverse books, it is essential for us to be transparent about our own challenges. By surveying our staffs and sharing our numbers, we can work together to put in place sustainable programs that will increase diversity among publishing staffs in the long-term.

Here are some ways you can help:
Sign the petition. We consider transparency in the publishing industry both a social and economic justice cause. If you agree, stand up and be counted. Your name in support of this effort will be used to convince publishers to join this effort.

Place a comment in the comment field of School Library Journal’s article about the survey. Public commentary about this issue from educators, librarians, reviewers, editors, authors, and illustrators helps put a face to this problem. Many of the gatekeepers/decision makers do not understand the problem, but words can make a difference and change people’s minds.

Ask your publishers to sign on. If you are an author or illustrator, contact your editors and other publishing contacts and encourage them to participate in the survey. Your voice in support of this effort can make a difference.

Subscribe to Lee & Low’s blog or social media channels. Understanding the issues is important, but the complexity surrounding issues of race and gender can be daunting. We discuss these issues on a daily basis. Learn through reading and engagement in a safe place to ask questions and stay current on the issues.

Sometimes our books bring people together in wonderful and surprising ways. Here’s an example from just a few weeks ago that we wanted to share:

A few years back, we published a book called The Mangrove Tree: Planting Trees to Feed Families, by Susan L. Roth and Cindy Trumbore:

The book is a nonfiction picture book about Dr. Gordon Sato, whose mangrove tree-planting project transformed an impoverished village in Eritrea into a self-sufficient community. Dr. Sato named his project the Manzanar Project, partly inspired by the time he spent as a child in Manzanar, a Japanese Internment Camp in California.

A few weeks ago, Susan Roth, co-author and illustrator of the book, received this message from someone who had known Dr. Sato a very long time ago (reposted with permission):

A few years ago, Dr. Gordon Sato sent me a copy of your book, “Mangrove Tree” and I would like to share with you the Gordon Sato that I know. I too was imprisoned at Manzanar because I looked like the enemy.  I took 24 units of UC educational  courses to qualify as Provisional  High School teacher at Manzanar. I was selected to teach high school Physics. Gordon Sato was a student in my Physics class. It was some forty years after Manzanar closed that Gordon Sato phoned me and said he wanted to come and see me. He told me that he had received as BS degree from USC 1951 and his Doctorate degree from Caltech in 1955. He said he was ready to go to Eritrea, Africa on scientific project to help Eritrea out of poverty. He said he called The Manzanar Project and handed me a copy of that project. I did not know of all of the scientific research he had done nor the scientific accomplishment he had achieved. While this Nisei who has dedicated his life for humanity, I want you to know the other Gordon Sato.

For a student to seek his former teacher is in itself a wonderful tribute to me. But then, at our meeting, Gordon Sato said he wanted to thank me for inspiring him to get a college education. Two little words, “Thank You” showed me a man who stands tall among all of us with courage and humility.  I too had hoped that something good would come out of that place of injustice. Little did I know that I had planted a seed that would blossom into something beautiful for the world to see. That is the Gordon Sato that I know.

Tadashi Kishi

March is Women’s History Month! It’s never a bad time to learn about the contributions that women have made and continue to make. In honor of Women’s History Month, we’ve put together a list that features some of our favorite historical ladies and great fiction for children and older readers!

History:

1. Little Melba and Her Big Trombone – this award-winning book follows the life of Melba Liston, a trailblazing trombonist, composer and arranger and one of the unsung heroes of the Jazz age.
2. Shining Star: The Anna May Wong Story – Anna May Wong was the first Asian American film star.
3. Seeds of Change – Wangari Maathai was the first African to win a Nobel prize for her
   environmental work in Kenya.
4. The Storyteller’s Candle – Pura Belpre, was the New York Public Library’s first Latina librarian.
5. Catching the Moon – Marcenia Lyle, was always interested in baseball. She grew up to play professional baseball for the Negro Leagues.
6. In Her Hands – Augusta Savage was a renown sculptor of the Harlem Renaissance.
7. Zora Hurston and the Chinaberry Tree – A story of the childhood of Zora Neale Hurston inspired by her autobiographical writings.
8. Irena’s Jars of Secrets – Irena Sandler, a Polish social worker helps to smuggle children out of the Warsaw ghetto during WWII.
9. Hiromi’s Hands – Young Hiromi Suzuki is determined to become a chef in the male-dominated sushi world
10. Dear Mrs. Parks – Rosa Parks, the “Mother of the Modern Day Civil Rights Movement,” answers letters from students.

Fiction

Younger Readers

1. The Hula-Hoopin’ Queen – Kameeka wants to beat her rival Jamara in a hula-hoopin’ contest, but she has to help her mother prepare for their neighbor, Miz Adeline’s birthday.
2. Juna’s Jar – When Juna’s best friend Hector moves away without saying good bye, Juna uses her special kimchi jar to search for him until she finally is able to say bye.
3. Shanghai Messenger – Xiao Mei visits china to meet her extended family. Her grandmother Nai Nai wants her to remember everything she sees.
4. Abuela’s Weave – Esperanza goes with her abuela to the market to help Abuela sell her traditional Mayan tapestries.
5. Drum, Chavi, Drum! – Chavi was born to drum. Even though everyone tells her drumming is for boys, she is determined to play her favorite drums, the tumbadoras, at the festival.
6. Kiki’s Journey – Kiki returns to the Taos Pueblo reservation she left when she was a baby.
7. Juneteenth Jamboree – Cassie who has just moved to Texas, learns about the importance of June 19^th, or Juneteenth, through a family celebration.
8. Tashi and the Tibetan Flower Cure – Tashi’s grandfather, Popola, is sick, so she gathers family and friends to try a traditional flower cure from his village.
9. The Legend of Freedom Hill – Rosabel, who is African American, and Sophie, who is Jewish, become friends. When Rosabel’s mother, a runaway slave gets captured by a slave catcher, Rosabel and Sophie put their heads together to free her.
10. My Diary From Here to There – Amada moves with her family in Mexico to Los Angeles, California.

Older Readers

1. Under the Mesquite – Lupita, the oldest of 8 siblings, struggles to keep her family together in the wake of her mother’s cancer.
2. Summer of the Mariposas – A retelling of The Odyssey set in Mexico.
3. The Tankborn Trilogy – A trilogy about genetic engineering and forbidden love.
4. Cat Girl’s Day Off – Natalie must use her Talent talking to cats to stop a high profile celebrity kidnapping.
5. Rattlesnake Mesa – After EdNah’s beloved grandmother dies, she is sent to live with her father on a Navajo reservation, and then to an Indian boarding school.
6. Ink and Ashes – Claire opens the door to her deceased father’s path and finds a family secret that could kill her.
7. Killer of Enemies – In a future where technology has failed, Lozen has been gifted with a unique set of abilities, magic and survival skills that she uses to hunt monsters for the people who kidnapped her family.
8. Rose Eagle – In this prequel to Killer of Enemies, we join Rose Eagle as she goes on a quest to find healing for her people.
9. Tofu Quilt – Yeung Ying, a young girl who grows up in 1960s Hong Kong, aspires to become a writer, against the conventions of society and family members.

Silicon Valley has been the darling of the US economy for decades. Creativity, leadership, risk taking, and hard work are all attributes of American innovation at its finest. Though lauded as a true meritocracy by the business world, the truth is that Silicon Valley that suffers from a similar lack of representation among women and people of color as other industries. In our past Diversity Gap studies of the Academy Awards, the Tony Awards, the Emmy Awards, the children’s book industry, The New York Times Top 10 Bestseller List, Sci-Fi and Fantasy Films, and US politics, we have shown that there is a disturbingly consistent lack of diversity across the boards.

Those who worked in Silicon Valley knew the industry had a diversity problem. But exactly how big the problem was, was anyone’s guess. That’s when Tracy Chou, an engineer at Pinterest, stepped up and asked a key question: Where are the numbers? She argued that in an industry obsessed with analytics and data, there was no baseline for evaluating the diversity problem and thus no way to track improvement. She wanted to know how many women were working at tech companies, especially in engineering. And she offered Pinterest’s numbers to start.

Then something revolutionary happened—more tech companies came on board and offered their numbers. Soon it wasn’t just small and mid-size companies, it was Apple, Google, and Facebook. In all, more than two hundred tech companies of all sizes have now publicly released statistics about diversity among staff—a bold display of transparency. In response, several companies have stepped forward with solutions, Google has offered to pay for 1,000 women to take coding classes, and Intel has committed $300 million to diversifying its workforce in three to five years. While Silicon Valley has many of the same diversity problems as everyone else, it is addressing the problem in very real and practical ways from which other industries (like publishing) can learn a lot. We spoke to three tech industry professionals and a diversity expert for their thoughts:

Kimberly Bryant is Founder and Executive Director of Black Girls CODE, a non-profit organization dedicated to “changing the face of technology” by introducing girls of color (ages 7–17) to the field of technology and computer science with a concentration on entrepreneurial concepts.

Rosalind Hudnell, Vice President Human Resources, Chief Diversity Officer, Intel Corporation, was recognized in Black Enterprise magazine’s 2011 list of “Top Executives in Diversity.” This recognition places Rosalind in an elite group of diversity officers and vice presidents that are considered to be the nation’s highest-ranking and most influential executives leading corporate diversity initiatives.

Leah Smiley is President and Founder of The Society for Diversity, the #1 professional association for diversity and inclusion. With 15 years of corporate human resources experiences and more than 10 years of experience in diversity, Smiley has served over 400 members and thousands of non-members through the Society for Diversity since 2009. She also has extensive training and consulting experience in every sector, allowing her to obtain publicity in traditional, and social, media outlets throughout the world.

Tracy Chou is a software engineer and tech lead at Pinterest, currently on the monetization team; she was previously at Quora, also as an early engineer there. With initiatives in the workplace and the community, Tracy works actively to promote diversity in the tech industry and has pushed for greater transparency and discussion on the topic with a Github project crowdsourcing data on women in software engineering. She was named Forbes Tech 30 under 30 in 2014 and recently profiled in Vogue for her work.

THE PIPELINE SOLUTION

Jason Low: Let’s start with Kimberly Bryant and Black Girls CODE. Kimberly, why don’t more parents and teachers encourage girls to pursue and excel in STEM subjects and careers? Where does this gender bias come from and why does it persist?

Kimberly Bryant: There are many issues why parents of students from underrepresented communities don’t encourage their girls to pursue STEM subjects and careers. Some of the reasons are culturally based and rooted in the perception of the industry as a male dominated and female “unfriendly” field. These parents are more apt to direct their girls into career fields that are perceived as safer or more welcoming to women (such as medicine, healthcare, teaching, etc). So the stereotypes influence parental guidance. These communities of parents are also unaware of the opportunities, which exist in a more broader section of STEM fields. In this case the lack of exposure to STEM careers is a large driver in parents lack of focus on these opportunities for their girls.

In terms of educators the issues seem to be a bit different. There is still quite a bit of implicit bias exhibited by educators throughout the K–12 pipeline and beyond which reveals itself in some educators becoming the defacto “gate keepers” to a career path in tech for girls. These educators whether willingly or unwillingly carry perceived biases into the classroom which manifest in both explicit and implicit messages which tell female students that they are not equipped to pursue more rigorous STEM study. We’ve heard many cases where girls are discouraged from pursuing classes in technology and science and instead steered into a less rigorous curriculum path. This gender bias is present throughout our society so it also reveals itself in this way in the classroom. There is a perception that one is “born” with talent innately to pursue rigorous study in the field rather than fluidity in STEM subject matter being a learned skill.

JL: I noticed that there is a NY chapter of Black Girls CODE. I read that BGC has worked with 3,000 girls so far and has a goal of working with a million girls. In order to make a dent in the lack of gender and ethnic diversity in technology will it be necessary to have a Black Girls CODE chapter in every major city? What will it take to replicate the Black Girls CODE model across the country?

KB: We do believe it will be necessary to have a Black Girls CODE chapter in multiple cities across the US in order to reach our goal of teaching one million girls of color to code by 2040. In fact we try to model our organization as the “girl scouts of technology” with this very idea in mind—our organization must become widely available and synonymous with girls of color in tech in urban, rural, and suburban communities across the nation in order to reach this goal. It’s a daunting task to say the least but definitely achievable as we continue to seek support for our growing list of chapter across the country and internationally as well. It will take many additional partners stepping up to support this work across multiple sectors including philanthropic entities, government, and corporate partners to make this reach possible. Yet even if we reach this goal we will only reach a fraction of the girls from underrepresented communities that will compose our population demographics by the year 2040, which highlights the fact that this is not a problem that one organization alone can solve. We stress the need for coding to be taught in all schools in addition to the work that organizations such as Black Girls CODE is doing in the non-profit sector.

JL: There have been a number of recent articles that show that 41% of women leave technology mid career as opposed to 17% of men. This is an equally troubling trend given that organizations like yours are working so hard to make qualified women available for the industry to hire. What are some basic solutions to retain the future pipeline of women coming into the industry?

KB: When we look at the issue of diversity in tech today the issue is often described as a “pipeline” problem. In most cases when this terminology is used it directs the focus to the K–12 sector as representing the tech pipeline. I believe this is an incorrect description of the tech pipeline. If we describe the tech pipeline as more circular and encompassing in this analogy it would incorporate the K–12 segment, post-graduate students, and career women in technology. In this description of a much broader pipeline I believe it becomes very clear that we have leaks in every conceivable segment of this pipeline. With attrition rates for both women and minorities at such high levels it really is indicative of a much more endemic issue in tech culture and structure than simply an early pipeline issue. So although the work of orgs such as Black Girls CODE can go far in terms of front-loading the pipeline, we are preparing these students to go on to careers in technology. If the companies that meet them when they begin their careers are not culturally sensitive to valuing and supporting the career growth and needs for a diverse pool of employees then we will continue to see the high attrition numbers described above. There is a need for some serious analysis and transformation of corporate culture to create more nurturing environments for women and people of color if we truly want to see the diversity numbers improve. One key facet of this transformation specifically is to see broader representation of women and minorities across all levels of the corporation (from the board room to entry level) and then a transformation in corporate culture to a more diverse and culturally sensitive environment.

THE DIVERSITY INVESTMENT

JL: Next up is Rosalind Hudnell. Rosalind, for many years, technology leaders would always state that the industry was a true meritocracy and that the applicants of color and women candidates were simply not out there to hire. Being that Intel is now leading the charge to diversify its workforce, what kinds of programs, partnerships, and/scholarships will Intel be investing in to develop future diverse applicants who will be interviewing for jobs in technology in 3-5 years?

Rosalind Hudnell: Intel has a long-standing history of diversity and full inclusion work and we’ve learned a great deal over the last decade. We intend to apply these learnings in a more intentional way to achieve our diversity goals in hiring, but also in retaining and growing our people, especially women and under-represented program. Research shows that there is a significant dropout between year 1 and year 2 of engineering programs. When we learned this, we launched our Stay With It engineering program. We believe that we can shift students to staying with these careers if we share more of why these careers matter and make a difference while also providing an environment that inspires and gives practical hands on experience with role models and mentors. People connect with what they see and believe for themselves.

JL: $300 million is a substantial investment on Intel’s part toward diversity. What are the advantages of having a more diverse workforce? How will having more equal representation in Intel’s ranks result in better products and a more successful company?

RH: The business case for diversity and inclusion has been widely researched and proven. We believe that full inclusion, without artificial barriers or bias, is critical to Intel’s long-term business success and essential to achieving our vision of creating the world’s best smart and connected technology. Doing so will help us better reflect our customers, consumers and global marketplace. Creating an inclusive culture that consistently leverages the full range of all our employees’ perspectives and capabilities is critical to innovation and achieving our business objectives.

CONFRONTING THE LACK OF DIVERSITY

JL: Now some questions for Leah Smiley. Leah, past and current diversity efforts have mostly been driven by people of color and have largely excluded white people. Last year, you wrote some observations/advice regarding Google’s diversity efforts. “Make current staff part of the solution” was one of your tips. Please expound upon this for us.

Leah Smiley: It’s important to include current staff when transforming the cultural fabric of an organization. But I admonish you to proceed with caution because the knee-jerk reaction can be worse than inaction.

Often times, an organization will gather all of the diverse people and take a lot of pictures for marketing purposes, or they will promote a person from an under-represented group to the role of Chief Diversity Officer. These are examples of knee-jerk reactions—and should be avoided at all costs.

A better approach would be to: (1) clearly define the purpose of the diversity officer role (i.e., how does it correspond to organizational goals); (2) seek to fill the position with smart people who have the skills to accomplish intended results—regardless of race/gender/etc.; (3) create high-profile and high-potential diversity councils or employee resource groups to support the diversity officer role.

Diversity discussions must be led by all people and they can’t exclude divergent thoughts or beliefs. Education and training can always supplement any person who fulfills the role, but there is no substitute for credibility. Placing smart people in the Chief Diversity Officer role (regardless of their differences or similarities) allows the organization to effect genuine change without sacrificing professional integrity.

JL: Addressing inequality issues is often times referred to as necessary but “messy work”. What are some of the most ideal factors that can make diversity work (a) successful (b) sustainable, and  (c) lasting?

LS: I once presented an employee benefits presentation where I was tasked with delivering the bad news: your benefits are changing, your cost are going up and you’re not getting a raise. I did so many of these talks in the past that I could deliver a great message with my eyes closed. But one tech group didn’t receive my message too well. Although they were highly compensated, in comparison to every other meeting I facilitated, these employees went bananas! I didn’t know where I went wrong. When I talked to my boss afterwards, he schooled me about ignoring the elephant in the room. The bigger issue was that the company was in financial trouble, and the benefits were just one of many that had recently changed for the worse. In my arrogance, I proceeded with a “business as usual” attitude, and things went very wrong quickly.

In the same way, addressing “inequality” can be messy if you are not dealing with the bigger issues, which may include, but are not limited to:

(1) Perceptions of management (i.e., Is management too lax? Is the management team akin to the “good ‘ole boys club”?)

(2) Communication (i.e., Was this person hired because he is black or because he is the best qualified for the job? Why was the Office of Diversity created in the first place?)

(3) Informal rules (i.e., Is hiring based on “who you know” or is there a formal process? Is discipline informal or are there written policies?)

DIVERSITY ACTIVISM MEANS EVERYONE

JL: The last question is for Tracy Chou. Tracy, your initiative to create a gender baseline for the Silicon Valley’s workforce was an important first step toward improving representation. One question: Pinterest’s diversity numbers among tech workers has grown from 13% to 20%. This news, along with Intel’s recent announcement of committing $300 million dollars toward diversifying their workforce is great news for diversity. What do you think the future looks like for addressing this issue and are you encouraged?

Tracy Chou: The first part of addressing this issue, which is already underway, is heightened awareness and sensitivity to it. We still have a long way to go on this front, though. In the immediate future, we’re still working towards broad-based awareness, a more nuanced understanding of pipeline and retention issues, cutting across gender, race, and other lines, to drive a deep commitment to change. It’s not enough for PR to pay lip service to change and throw some money around. It’s everyone’s job to care and to ensure that change is effected at all levels. To that end, the next part of addressing this issue is an orientation towards outcomes; we need to try different approaches, learn which ones work and which ones doesn’t, and iterate. This will all go much faster if we are honest with each other and willing to work together. In the same way that publishing statistics on current demographics has been critical to establish a broad baseline and thus our starting point, continued transparency on the various strategies and tactics being deployed, and their efficacy, is important for us as an industry to figure out the right direction to go and how to accelerate our movement in that direction.

I’m generally very encouraged by the heightened discourse on diversity issues in the past year; it’s starting to reach prominence even in mainstream media. I see momentum and I am hopeful we can capitalize on it.

—

Special thanks to all who contributed. More to come.

Read more Diversity Gap studies on:

The Tony Awards
The Emmy Awards
The Academy Awards
The children’s book industry
The New York Times Top 10 Bestseller List
US politics
Sci-Fi and Fantasy Films

Further resources on how to teach content and visual literacy using Lee & Low Books’ infographics series on the Diversity Gap:

Using Infographics In The Classroom To Teach Visual Literacy

For press inquiries or permission to reprint, please contact Hannah Ehrlich at hehrlich[at]leeandlow[dot]com.

Getting your book published is difficult, and unfortunately it tends to be much harder when you’re a Person of Color. While there are more diverse books being published, there’s still a lot of work to do!

Fortunately there are awards and grants out there help writers of color achieve their publication dreams.

We’ve created a list of awards and grants to help you get started!

New Voices Award – Established in 2000, is for the unpublished author of color for a picture book manuscript.

New Visions Award – Modeled after LEE & LOW’s New Voices Award, this award is for Science Fiction, Fantasy, or Mystery middle grade or YA novels.

SCBWI Emerging Voices Grant – This award is given to two unpublished writers or illustrators from ethnic and/or cultural backgrounds that are traditionally under-represented in children’s literature in America and who have a ready-to-submit completed work for children.

The Angela Johnson Scholarship from Vermont College of Fine Arts – This scholarship is for new students of color of an ethnic minority for VCFA’s MFA program.

Vaunda Micheaux Nelson Scholarship from Hamline College – “Annual award given to a new or current student in the program who shows exceptional promise as a writer of color.”

We Need Diverse Books Short Story Contest - This short story contest was inspired by Walter Dean Myers’ quote, “Once I began to read, I began to exist.”

The Scholastic Asian Book Award – This award is for Asian writers writing books set in Asia aimed at children 6-18 years of age.

Octavia E. Butler Memorial Scholarship Fund – This fund enables writers of color to attend the Clarion writing workshops where writer Octavia Butler got her start.

SLF Diverse Writers and Diverse Worlds Grants – These grants are new works and works in progress. The Diverse Writers Grant focuses on writers from underrepresented and underprivileged backgrounds, and the Diverse Worlds Grant is for stories that best present a diverse world, regardless of the author’s background.

Eleanor Taylor Bland Crime Fiction Writers of Color Award – This one time grant is awarded to an emerging writer of color of crime fiction.

NYFA Artists’ Fellowships – These fellowships are for residents of New York State and/or Indian Nations located in New York State.

Golden Baobab Prizes for Literature – These annual awards recognize emerging African writers and illustrators.

The Sillerman First Prize for African Poets – This prize is for unpublished African poets.

What other awards and grants do you recommend for authors of color?

A new year means a new chance to get to all the things you didn’t get to last year. And by “things,” what we really mean is BOOKS. We also know that reading diversely doesn’t happen by accident; it takes a concerted effort to read a wide range of books.

So, we thought we’d help on both counts by offering up a list of the diverse authors we’re resolving to read in 2015. Some are new, and some have just been on our list for years. This is the year we plan to get to them – perhaps this will be your year, too?

1. Valynne E. Maetani, Ink and Ashes

Ink and Ashes is Tu Books’ first New Visions Award winner! This debut novel follows a Japanese American teen named Claire Takata. After finding a letter from her deceased father, she opens a door to the past that she should have left closed.

2. Joseph Bruchac, Killer of Enemies and Rose Eagle 

The award-winning Killer of Enemies follows seventeen-year-old Apache monster hunter Lozen in a post-apocalyptic world.

The prequel, Rose Eagle, follows seventeen-year-old Rose of the Lakota tribe.  After her aunt has a vision, Rose goes on a quest to the Black Hills and finds healing for her people.

3. Jacqueline Woodson, Brown Girl Dreaming

Everyone’s talking about Brown Girl Dreaming, Jacqueline Woodson’s memoir in verse about her childhood in the American South and in Brooklyn that recently won the 2014 National Book Award for Young People’s Literature. But have you read it yet?

Her other novels include Miracle’s Boys and If You Come Softly.

4. Junot Diaz, The Brief Wondrous Life of Oscar Wao

 Junot Diaz’s Pulitzer-prize winning novel follows Oscar, an overweight, ghetto Dominican American nerd as he dreams of becoming the next J.R.R. Tolkein. This book is filled with Dominican history, magical realism, science-fiction and comic book references.

5. I.W. Gregorio, None of the Above 

In this debut novel, Kristen, has a seemingly ideal life. She’s just been voted homecoming queen and is a champion hurdler with a full scholarship to college. Everything unravels when Kristen and her boyfriend decide to take it to the next level, and Kristen finds out she’s intersex. Somehow her secret is leaked to the whole school.

6. Edwidge Danticat, The Farming of Bones

This novel covers the Parsley Massacre of 1937 in Dominican Republic. Anabelle Desir and her lover Sebastien, decide they will get married at the end of the cane season and return to Haiti. When the Generalissimo Trujillo calls for an ethnic cleansing of the country’s Haitians, Anabelle and Sebastien struggle to survive.

 7. Eric Gansworth, If I Ever Get Out of Here

Lewis “Shoe” Blake, a boy growing in the Tuscarora Indian Reservation in upsate New York in 1975, isn’t used to white people like George Haddonfield being nice to him. Lewis is also the target of the bully Eddie Reininger. Will George still be Lewis’s friend when he finds out the truth of how Lewis actually lives?

8. Alex Sanchez, Rainbow Boys

Alex Sanchez’s debut novel follows three boys, Jason Carrillo, Kyle Meeks, and Nelson Glassman, as they struggle with their sexualities and their friendships.

9. Natsuo Kirino, Out

Masako Katori lives with her dead-beat husband in the suburbs of Tokyo, where she makes boxed lunches in a factory. After violently strangling her husband, she uses the help of coworkers to cover her crime.

10. Guadalupe Garcia McCall, Summer of the Mariposas and Under the Mesquite

Summer of the Mariposas is a retelling of the Odyssey set in Mexico. When Odilia and her sisters find the body of a dead man in the Rio Grande, they decide to take his body back to Mexico.

In Under the Mesquite Lupita is an aspiring actress and poet, and the oldest of 8 siblings. When Lupita’s mother is diagnosed with cancer, Lupita struggles to keep her family together.

11. Naoko Uehashi, Moribito: Guardian of the Spirit

Moribito: Guardian of the Spirit, which is set in a fantasy Asian-inspired world, inspired an anime of the same name. Balsa is a body guard who is hired by  Prince Chagum’s mother to protect him from his father, the emperor, who wants him dead. A strange spirit possesses Prince Chagum that may be a threat to the kingdom.

12. Nnendi Okorafor, Akata Witch

American-born Sunny is an albino girl living in Nigeria. Although she doesn’t seem to fit in anywhere, Sunny discovers her latent magical abilities and joins 3 other students to learn how to control her powers. Sunny and her friends have to capture a career criminal who uses magic as well.

13. Zadie Smith, White Teeth

White Teeth focuses on the intertwining stories of two wartime buddies living in London with their families, and addresses topics such as assimilation and immigration in the U.K.’s cultural hub.

14. Aisha Saeed, Written in the Stars

Naila’s conservative immigrant parents say that they will let her wear her hair how she wants, choose what she will study and be when she grows up, but they will choose her husband. When Naila breaks this rule by falling in love with a boy named Saif, her parents take her to Pakistan to reconnect her with her roots. But Naila’s parents’ plans have changed, and they’ve arranged a marriage for her.

15. Alex Gino, George

Everyone thinks George is a boy, but George knows that she’s a girl. After her teacher announces that the class play is Charlotte’s Web, George hatches a plan with her best Kelly, so that everyone can know who she is once and for all.

Ink and Ashes by Valynne E. Maetani is Tu Books’ first New Visions Award winner. Seventeen-year-old Claire Takata discovers a secret about her deceased father that should have remained a secret.

The New Visions Award, modeled after LEE & LOW’s successful New Voices Award, is for unpublished writers of color who write science-fiction, fantasy, and mystery YA or middle grade novels.

Ink and Ashes is set to be released Spring 2015!

Claire Takata has never known much about her father, who passed away ten years ago. But on the anniversary of his death, she finds a letter from her deceased father to her stepfather. Before now, Claire never had a reason to believe they even knew each other.

Struggling to understand why her parents kept this surprising history hidden, Claire combs through anything that might give her information about her father . . . until she discovers that he was a member of the yakuza, a Japanese organized crime syndicate. The discovery opens a door that should have been left closed.

The race to outrun her father’s legacy reveals secrets of his past that cast ominous shadows, threatening Claire, her friends and family, her newfound love, and ultimately her life. Winner of Tu Books’ New Visions Award, Ink and Ashes is a fascinating debut novel packed with romance, intrigue, and heart-stopping action.

Thanks to the following blogs for participating in the Ink and Ashes cover reveal:

YA Interrrobang

RT Book Reviews

YA Highway

We can’t wait to hear what you think of the cover! Thanks to Sammy Yuen of Sammy Yuen Interaction Art and Design for the cover design.

November is Native American Heritage Month, which is as good a time as any to discuss the slight issue we have with observance months. Native American Heritage Month and Black History Month, for example, were established to celebrate cultures that otherwise went ignored, stereotyped, or otherwise underappreciated. Educators often use these months as a reason to pull titles by/about a particular culture off the shelf to share with students.

While we can generate a recommended reading list just as well as the next publisher, the problem we find with Native American Heritage Month is that it puts Native American books—and people—in a box. The observance month can easily lead to the bad habit of featuring these books and culture for one month out of the entire year. Ask yourself: Have we ever taken this approach with books that feature white protagonists?

On the other hand, observance months can definitely do some good: they remind educators to highlight the achievements of particular cultures, and can make students from those cultures feel acknowledged and appreciated. But wouldn’t it be better if that feeling and effort could be maintained all twelve months of the year?

brochure/all inclusive reading poster

For us, featuring diverse books throughout the year is second nature. Our approach is to dig deeper and go beyond just one month. We identify the various ways our books can apply to everyday, universal experiences and communicate this as widely as possible. We developed a ten-step process for becoming a more inclusive reader, part of a brochure that folds out to a poster (see right).

Educators stuck in the heritage month mindset can instead use the recommended book lists for those months as a jumping-off point to permanently diversify their collections. If you use particular books during a heritage month, ask yourself: What other themes does this book touch upon? How can I connect it to other parts of the curriculum or use it to teach additional skills?

Our book Buffalo Song by Joseph Bruchac is often included in roundups and recommendations for Native American Heritage Month. The book is a biography of Walking Coyote, who brought the buffalo herds of the American West back from the brink of extinction. While this book is certainly a good fit for Native American Heritage Month, it can also be used to teach about many other things, such as:

• Environmental conservation
• Nonfiction and biography
• Core values like perseverance and respect

Our literacy specialist even details ways it can be used in conjunction with trips to state and national parks.

Now here’s a challenge for you: Take the books used this month to celebrate Native American Heritage Month and brainstorm ways that they can be used throughout the year. We’d love to hear your thoughts in the comments below.

Today is Mix It Up At Lunch Day, an annual day started by Teaching Tolerance over a decade ago to encourage kindness and reduce prejudice in schools by encouraging students to sit and have lunch with someone new, one day out of the year. Teaching Tolerance offers some great resources to help schools celebrate Mix It Up At Lunch Day, and we thought we’d add our own list of recommended books that encourage kindness, giving, bravery and open-mindedness!

1. Lend a Hand: Poems About Giving written by John Frank and illustrated by London Ladd- A collection of poems showing the many ways individuals can make differences.
2. Antonio’s Card written by Rigoberto González and illustrated by Cecilia Álvarez – Antonio’s classmates make fun of Leslie, Antonio’s mother’s partner because of her paint-spattered overalls. Antonio decides to make a card for his mother and her partner.
3. First Come the Zebra by Lynne Barasch –  Abaani, a Maasai boy, sees a Kikuyu boy, Haki, tending a new fruit and vegetable stall alongside the road and they take an immediate dislike to each other.  A short while later, a dangerous situation arises near Haki’s stall and Abaani and Haki must overcome their differences and work together.
4. King for a Day written by Rukhsana Khan and illustrated by Christiane Krömer – Malik wants to become the king of the kite festival, Basant. Using his kite Falcon, Malik becomes the king of Basant! When he sees a bully take a kite from a girl, Malik uses Falcon to give her a nice surprise.
5. Grandfather Counts written by Andrea Cheng and illustrated by Ange Zheng – Gong Gong, Helen’s grandfather who only speaks Chinese, moves in with her family. Helen is worried about not being able to speak to him. She hears him counting train cars in Chinese, and she reciprocates by showing him how to count in English.
6. Sam and the Lucky Money written by Karen Chinn and illustrated by Cornelius Van Wright and Ying-Hwa Hu – Sam  receives lucky money–red envelopes called leisees (lay-sees), from his grandparents that he can spend any way he wants. When he doesn’t have enough money to buy what he wants, Sam instead decides to give his money to a homeless man.
7. Birthday in the Barrio written by Mayra Lazara Dole and illustrated by Tonel – Chavi’s friend Rosario wants to have a quinceñera (sweet 15), but her family can’t afford it. Chavi gathers people in the barrio (neighborhood) and throws Rosario a birthday party in the community center.
8. Brothers in Hope written by Mary Williams and illustrated by R. Gregory Christie – When eight-year-old Garang’s village in southern Sudan is destroyed, he walks thousands of miles with many other boys to seek safety. The boys face numerous hardships and dangers along the way, but their faith and mutual support help keep the hope of finding a new home alive in their hearts.
9. Destiny’s Gift written by Natasha Anastasia Tarpley and illustrated by Adjoa J. Burrowes – Destiny’s favorite place to be is Mrs. Wade’s bookstore; she helps out every Saturday. When Mrs. Wade tells Destiny she has to close the bookstore, Destiny organizes her community to protest.
10. Passage to Freedom written by Ken Mochizuki and illustrated by Dom Lee – Chiune Sugihara, the Japanese diplomat to Lithuania, helped thousands of Jewish people escape the Holocaust by giving them visas to Japan.
11. Goldfish and Chrysanthemums  written by Andrea Cheng and illustrated by Michelle Chang – Nancy’s grandmother, Ni Ni, finds out that her childhood home in China is being torn down. After winning two goldfish at the fair, Nancy keeps Ni Ni’s memories of her garden alive by recreating it in their backyard.
12. Irena’s Jars of Secrets written by Marcia Vaughan and illustrated by Ron Mazellan – Irena Sendler, a Polish social worker, witnesses the injustices committed against Jewish people in Warsaw during WWII. First, she smuggles things they need into the Warsaw ghetto, and then, using false documents, she smuggles Jewish children out of the ghetto. She keeps jars with their information, hoping to reunite them with their families.
13. Puffling Patrol by Ted and Betsey Lewin – Every April, the Westman Islands off the coast of Iceland become home to hundreds of thousands of puffins, small black-and-white seabirds with colorful bills. When the young puffins, called pufflings, are ready to make their way into the sea, they’re helped by the Puffling Patrol, children who help guide the pufflings to the ocean.
14. Rent Party Jazz by written William Miller and illustrated by Charlotte Riley-Webb – Rent day is coming, and Sonny’s mama has lost her job. Sonny isn’t sure what to do, but a jazz musician named Smilin’ Jack hosts a party to help Sonny and his mama raise money for their rent.
15. Aani and the Tree Huggers written by Jeannine Atkins and illustrated by Venantius J. Pinto – While Aani sits under her favorite tree, she hears men coming in to cut down the trees, despite protest from the women in the village. When the men return to cut the trees, Aani hugs a tree to prevent them from cutting it down, and the rest of the people in her village follow suit, saving the forest.

For more information about Mix It Up at Lunch Day and how to participate, click here!

Halloween is right around the corner. There’s no better way to celebrate than by reading books that will scare you to pieces! Here’s a lucky thirteen list of our favorites (all featuring diverse characters or by diverse authors):

1. Half World by Hiromi Goto – Melanie Tamaki lives with her mother in abject poverty. Then, her mother disappears. Melanie must journey to the mysterious Half World to save her.
2. Vodnik by Bryce Moore – Sixteen-year-old Tomas moves back to Slovakia with his family and discovers the folktales of his childhood were more than just stories.
3. The Immortal Rules by Julie Kagawa – Allie Sekemoto survives by scavenging for food by day. She hates the vampires who keep humans like cattle for their food. Until the day she dies and wakes up as a vampire.
4. Liar by Justine Larbalestier – Micah is a liar; it’s the only thing she’ll tell you the truth about. But when her boyfriend Zach is murdered, the whole truth has to come out.
5. Battle Royale by Koushan Takami – A group of junior high school students are sent to an island and forced to fight to the death until only one of them survives.
6. Summer of the Mariposas by Guadalupe Garcia McCall – Odilia and her sisters discover a dead man’s body while swimming in the Rio Grande. They journey across Mexico to return his body in this Odyssey-inspired tale.
7. Devil’s Kiss by Sarwat Chadda – Zombies, ghouls, and vampires all make appearances in the story of Bilquis SanGreal, the youngest and only female member of the Knights Templar.
8. Panic by Sharon Draper – Diamond knows better than to get into a car with a stranger. But when the stranger offers her the chance to dance in a movie, Diamond makes a very wrong decision.
9. Ten by Gretchen McNeil – Ten teens head to a secluded island for an exclusive party…until people start to die. A modern YA retelling of Agatha Christie’s And Then There Were None.
10. Wolf Mark by Joseph Bruchac – Inspired by the Abenaki skinwalker legend, this YA thriller is Burn Notice with werewolves.
11. The Girl from the Well by Rin Chupeco – A dead girl roams the streets, hunting murders. A strange tattooed boy moves to the neighborhood with a deadly secret.
12. 172 Hours on the Moon by Johan Harstad –  Three teenagers win the vacation of a lifetime: a week-long trip to the moon. But something sinister is waiting for them in the black vacuum of space.
13. Anna Dressed in Blood by Kendare Blake – Cas Lowood is a ghost hunter, called to Thunder Bay, Ontario to get rid of a ghost the locals call Anna Dressed in Blood, who has killed every person who has stepped foot in the house she haunts.

What else would you add to the list?

This year’s Emmys had an unfortunate lack of diversity. But, never fear! Fall 2014’s TV season is about to start and there are some amazing diverse offerings on the horizon.

Returning:

Grey’s Anatomy, Shonda Rhimes’s medical drama returns for its eleventh season.

Elementary, starring Jonny Lee Miller and Lucy Liu as a modern day Sherlock Holmes and Joan Watson, returns.

Sleepy Hollow normalizes POC characters as leads in a fantasy-world setting, in which their POC-ness isn’t an “issue” but definitely a part of who they are as characters. It tackles historical issues like slavery head-on (for example, Ichabod’s reaction to Abbie being a cop), and it centers Abbie’s experience as the hero of this tale.

Ultimately, it’s epic and funny and fascinating—it tells a good story.

Scandal, Shonda Rhimes’s political thriller, returns with Kerry Washington as Olivia Pope.

Premiering:

Fresh off the Boat is the first sitcom starring Asian Americans since Margaret Cho’s All American Girl in 1994. There are 18.9 million Asian Americans in the US. It’s time to see some positive representation! 

The Minority Report with Larry Wilmore will replace Comedy Central’s Colbert Report.

Black-ish, starring Tracee Ellis Ross and Anthony Anderson, follows a middle-class African American family in a mostly-white neighborhood.

Selfie looks fun and funny, a fresh take on My Fair Lady, with a nicely diverse cast across the board.

Cristela, “in her sixth year at law school, is finally on the brink of landing her first big (unpaid) internship at a prestigious law firm. However, she’s a lot more ambitious than her traditional Mexican-American family thinks is appropriate.”

How to Get Away with Murder stars two-time Oscar nominee, Viola Davis, as “the brilliant, charismatic and seductive Professor Annalise Keating, who gets entangled with four law students from her class “How to Get Away with Murder.””

Jane the Virgin is a retelling of Venezuelan soap-opera Juana la Virgen staring Gina Rodriguez.

Survivor’s Remorse, produced by LeBron James, follows Cam Calloway, a young basketball prodigy who is thrust into the limelight after getting a multi-million dollar contract with a professional team in Atlanta.

Honorable Mentions:

Galavant is about a dashing hero, determined to reclaim his reputation and his “happily ever after” from the evil King Richard. Karen David stars as Isabella. It’s unclear from the previews what role Isabella will ultimately play overall, but Karen David is the top-billed woman in the cast, so we have hopes her character will be important!

Gotham, WB’s new origin story on Batman and several villains, will have Jada Pinkett Smith in the role of Fish Mooney. Zabryna Guevara will star in the role of Sarah Essen.

Have we missed any? Let us know in the comments what diverse shows you’re looking forward to this fall!

Summer blockbuster season is in full swing. For many moviegoers, that means escaping to a galaxy far, far away—or perhaps just a different version of our own planet Earth—through science fiction and fantasy movies. As fans clamor for the latest cinematic thrills, we decided to focus our next Diversity Gap study on the level of racial and gender representation in these ever-popular genres that consistently rake in the big bucks for movie studios. We reviewed the top 100 domestic grossing sci-fi and fantasy films as reported by Box Office Mojo. The results were staggeringly disappointing, if not surprising in light of our past Diversity Gap studies of the Tony Awards, the Emmy Awards, the children’s book industry, The New York Times Top 10 Bestseller List, US politics, and the Academy Awards, where we analyzed multi-year samplings and found a disturbingly consistent lack of diversity.

The Diversity Gap in Sci-Fi & Fantasy Films infographic (click for larger image)

Among the top 100 domestic grossing films through 2014:

• only 8% of films star a protagonist of color
• of the 8 protagonists of color, all are men; 6 are played by Will Smith and 1 is a cartoon character (Aladdin)
• 0% of protagonists are women of color
• 0% of protagonists are LGBTQ
• 1% of protagonists are people with a disability

The following interviews with two prominent entertainment equality advocacy groups shed more light on the subject.

Marissa Lee is co-founder of Racebending.com, an international grassroots organization of media consumers who support entertainment equality. Racebending.com advocates for underrepresented groups in entertainment media and is dedicated to furthering equal opportunities in Hollywood and beyond.

Imran Siddiquee is Director of Communications at the Representation Project, which is a movement that uses film and media content to expose injustices created by gender stereotypes and to shift people’s consciousness toward change. The Representation project was the follow-up to the critically acclaimed documentary Miss Representation.

Jason Low: Do these statistics surprise you? Why or why not?

Marissa Lee: The statistics are certainly striking, especially since sci-fi and fantasy belong to a genre that prides itself on creativity and imagination. These statistics aren’t necessarily surprising, since lack of diversity in Hollywood films is a well-known problem. There have been enough studies and articles, and any moviegoer can pause to notice there is a disparity. . . . Hollywood can’t go on pretending that this isn’t a problem.

JL: Do you think the American movie-going audience would support a big, blockbuster sci-fi/fantasy movie with a diverse protagonist if a studio made it?

Imran Siddiquee: Yes, definitely. But I think an important thing to understand about Hollywood blockbusters is that they are almost never flukes; they are preordained. Sure, we have the occasional surprise indie hit, but you need a lot of money and marketing behind you to become a blockbuster. Just look at the top ten films in each of the last five years: nearly every single one had a budget of more than $100 million (a lot of them were also sci-fi/fantasy films).

Meanwhile, there hasn’t been a single film released this year starring a person of color with a budget of more than $50 million, let alone a sci-fi film, which is naturally going to be more expensive. The same goes for most of the last decade. So for anyone who might say “people just don’t watch sci-fi movies starring people of color,” or “there’s no evidence that this would work,” the truth is that we have no evidence that it wouldn’t work.

Studios take a couple of massively expensive chances every year on mostly unknown actors or directors—aka giving the Spider-Man franchise to Marc Webb and Andrew Garfield in 2012—but they just don’t take those kinds of chances on people of color. In other words, if Hollywood wanted to make a blockbuster sci-fi/fantasy film starring a woman of color, they definitely could.

ML: I think American audiences would support a film with a diverse protagonist, because we already have. One pullout statistic from your infographic is that Will Smith leads six of the top 100 big sci-fi/fantasy films. His race wasn’t a huge impediment to box office success and may have, in fact, been part of what made him all-American and relatable. That was back in the late 1990s, but since then, Hollywood hasn’t tried to find a new Will Smith. This is kind of ironic, given that Hollywood likes to stick to formulas and sequels! They could push forward another actor—or actress—of color with Smith’s charisma. They haven’t.

The American movie audience supports any movie that Hollywood successfully markets well, especially—but not always—if the film is well produced. Hollywood has managed to market some weird stuff, like a tentpole movie about talking teenage turtle martial artists, or cars that change into space robots, and so on. I don’t buy that when it comes to marketing diverse leads, suddenly this giant industry can’t do it.

I’d be interested in seeing how many of these top 100 grossing sci-fi and fantasy films star non-human leads. I wonder if there are more films with non-human leads than minority human leads on the list!

(Side note: Does the infographic count Keanu Reeves as white or as a person of color? I think he has more than one movie on this list given The Matrix trilogy…)

Editorial note: Yes, Keanu Reeves is counted as a PoC and did make the list for The Matrix. The second Matrix film, The Matrix Reloaded was the only installment of the trilogy to make the top 100 list.

JL: What challenges have you faced or seen peers facing as a woman/person of color, etc.?

ML: There are films with built-in audiences that Hollywood still insists on whitewashing, which has a very adverse effect on actors of color. Let’s be honest, audiences would have still flocked to see The Hunger Games or Twilight if characters like Katniss or Jacob had been cast with people of color as they were written in the books. An actor with a disability could have played the protagonist in Avatar—if we have the technology and imagination to animate a fanciful world populated by blue cat people, we could have cast an actor with a disability similar to the lead character’s in that role. As a result of these casting decisions, up and coming actors from underrepresented groups were deprived of career exposure from being a part of these established franchises, making it harder for Hollywood ever to try and launch a new franchise with an actor from an underrepresented group.

Every single Marvel Studios movie has centered around a presumably straight, white, male protagonist, even if white women (mostly love interests) and men of color (support roles) have played roles in the film. The franchise is a box office juggernaut and has a ton of movies on this list, but we’ve gotten two to three movies about each of the men on the Avengers and there’s yet to be a film about Black Widow. Both of Marvel’s ensemble films—The Avengers and Guardians of the Galaxy—trimmed down the superhero teams for their film adaptations, and the women characters, save for one, were the first to be cut. Most moviegoers will never know that women of color and LGBTQ characters were cut from Guardians of the Galaxy, but audiences will get to relate to the talking raccoon and the talking tree.

More recently, the Divergent franchise cast Naomi Watts to play a character who was a woman of color in the books. It’s a supporting role for an already established franchise, and for whatever reason the production still couldn’t bring themselves to cast an actor of color.

Trends that fans have noted in the media include that in big blockbuster sci-fi and fantasy films, the presence of a straight, white, able-bodied, cis male in some central role in the story is almost guaranteed, while the presence of characters with “minority” identities (e.g. LGBTQ folks, people of color, people with disabilities, women, etc.) is not. Even when a character who isn’t a straight, white cis male is centered in a story, there’s probably a straight, white, cis male character playing second, if not lead, billing. For example, while we can reasonably assume that the next few Star Trek and Star Wars movies will have some diverse characters, we can guarantee that at least one of the leads will be a straight, white man. If The Hunger Games or Twilight had cast actors of color for Katniss or Jacob, there would still have been plenty of lead roles filled by white actors. DC is including Wonder Woman in an upcoming movie, but the film will also feature Batman and Superman.

This means that someone with a lot of intersecting privileged identities (especially straight, white men) will always be able to walk into a multiplex and find a sci-fi/fantasy movie starring someone who shares those identities. If you have a lot of marginalized identities, then representation is a sometimes thing, never a solid guarantee. There is a very small but vocal minority of people who want to maintain this status quo, and Hollywood seems to cater toward them due to institutionalized racism, fear, and habits. But there are just as many, if not more, people who are willing to support, vociferously, films with diverse leads. I wish our money was as good as theirs.

JL: How can consumers encourage more diversity in movies? 

IS: Avoid buying tickets to films which clearly rely on stereotypes or demeaning portrayals of people based on gender, race, class, age, sexual orientation, ability, or circumstance. And anytime you do watch a film, give it The Representation Test afterward. The test grades films on their inclusiveness pertaining to all those above categories. When a movie scores really low on the test, use #NotBuyingIt on Twitter to let the filmmakers and all your friends know how you feel. Since so much of this industry is based on money, this is one way we can express our discontent and get the attention of the studios.

ML: Media literacy is a huge start. As media consumers, we should feel empowered to critique the media we consume, and to decide what media we choose to consume. Beyond helpful steps like going to see movies that feature diverse leads, it’s just as important to start conversations in our own communities and with our friends and family (the people we consume media with!) to raise awareness about diversity and representation. Even if we don’t go to see movies that whitewash or exclude or present discriminatory content, people we know will. One way we can help change things is by continuing to start conversations. We need to create an environment where it is safe to criticize popular franchises for lacking diversity. We also need to keep drowning out the malcontents who cannot even handle actors of diverse backgrounds in supporting roles. Social media has really knocked down barriers when it comes to communicating our opinions with Hollywood brass. It’s also given us several spaces where we can discuss the media we consume with our friends and family. In addition, the internet has really changed how we access and consume media. There are Kickstarters and indie channels and online comics and other outlets so we don’t have to be reliant on big production studios or publishers as our only sources of entertainment.

JL: How close or far do you think we are from getting these statistics to change?

IS: When you’re talking about representation that is this low, it’s hard to go anywhere but up. For instance, 0% for women of color in top sci-fi films means I’m being honest when I say things will certainly improve soon, but that’s not saying much. I think we are pretty far away from true equality, or a cinema that reflects and includes the broad diversity of human experiences in the real world.

Too many wealthy, white men still run Hollywood, and their decisions still have too much power. As I mentioned earlier, these kinds of movies are very expensive, and so it’s hard for independent or upstart filmmakers to break through or compete.

That being said, the slight increase in success for white women in blockbuster sci-fi movies, such as Gravity, The Hunger Games, and Divergent, means change is possible. And it’s hard to overstate the importance of the Oscar wins for 12 Years a Slave last year, because while it wasn’t a blockbuster, it is a film that everyone in the industry now knows about and has probably seen. And the whole reason we’re even talking about representation in movies right now is because we know how much seeing different experiences on screen can impact people’s real world thoughts and attitudes. So films like 12 Years a Slave are part of the gradual shifting of consciousness that has to happen in Hollywood to get to a point where studios are consistently greenlighting big-budget films starring people of color.

ML: As budgets for tentpole science fiction and fantasy movies have soared, studios have been more reluctant to take a chance on actors or characters that they perceive as risks. Because people of color and women are also already more likely to consume movies than white people and men, maybe they don’t feel an incentive to change what they are doing because, from their perspective, minorities are perfectly willing to watch films starring white guys. Hollywood is pretty stubborn, especially when it comes to tentpole movies. We are seeing more diversity in television, particularly in children’s television, as well as in online content. The establishment will change when someone influential in Hollywood decides to take the risk and make an effort to diversify their film offerings. The stats in this infographic are focused on profit, not art. For things to change, Hollywood needs to believe that diversity can be profitable.

***

This is not an isolated incident, but a wide reaching societal problem.
Read more Diversity Gap studies on:

The Academy Awards
The Tony Awards
The Emmy Awards
The children’s book industry
The New York Times Top 10 Bestseller List
US politics

Further resources on how to teach content and visual literacy using Lee & Low Books’ infographics series on the Diversity Gap:

Using Infographics In The Classroom To Teach Visual Literacy

CONTACT: For more information or to request permission to reprint, please email hehrlich[at]leeandlow[dot]com