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Before my big move to the publishing industry, I worked in the corporate world of fashion and apparel (and a small stint in home furnishings). There were many times when I’d look forward to seeing what new styles would pop up on the runway during NYC Fashion Week. I’d even spend my lunch breaks gazing at every single design captured perfectly by photographers at the right moment. I knew in my head that most, if not all, those pieces I probably wouldn’t wear (and let’s be honest could never even afford), but anyone can dream.

When looking for the perfect piece to add to my wardrobe I’d mainly resort to stores that actually fit my price point including one of my favorites­––Uniqlo. From their simple, yet modern designs to their commitment to quality and longevity, I knew that Uniqlo was the perfect place for me to shop and satisfy my need for stylish and affordable clothing.

Recently, Uniqlo, in collaboration with UK fashion designer Hana Tajima, introduced an entire collection featuring kebayas, headwraps, and hijabs. The Uniqlo website says, “From casual pieces including long, flowing skirts, tapered ankle-length pants, and blouses to more traditional wear like kebaya and hijab, this collection fuses contemporary design and comfortable fabrics with traditional values.”

Rarely have I seen a collection from an apparel company of Uniqlo’s size that directly serves anyone other than the mainstream demographic. And what I appreciate the most is that this collection was done with grace and respect.

Over the years, I’ve seen designers co-opt traditional pieces from other cultures to incorporate into their lines. One can argue that many of these designers have and still continue to appropriate aspects of different cultures in order to look edgy and daring while reaping the benefits of accolades and praise for their “newly inventive” designs. But there’s a huge difference between taking from one’s culture in order to make oneself look edgy, daring, or “exotic,” and serving a community with respect, dignity, and keeping the customers’ needs and values in mind.

Other companies including Oakley and Warby Parker have featured collections that are also designed to serve a specific demographic. A few years ago, Oakley introduced the Asian Fit collection, which Jason Low wrote about here, and recently, my favorite eyewear company, Warby Parker, came out with a Low Bridge Fit collection for “those with low nose bridges (if the bridge of your nose sits level with or below the pupils), wide faces, and/or high cheekbones.” Even Warby Parker’s ad for this collection features only models of color, something that I rarely ever see in the fashion world.

So what does this have to do with the publishing industry and Lee & Low Books?

In the publishing industry in particular, there seems to be this common thread that pops up from conversations regarding diversity and serving marginalized groups. We hear that books (and movies) with nonwhite protagonists “do not fit the mainstream” or “do not sell well.” This is unfortunately why we have such a huge diversity gap in children’s publishing. But what about the opportunities that are missed from ignoring entire demographics? Who’s to say that you can’t serve both? Marginalized readers deserve to see their experiences, their communities, their stories, properly represented in the books that they read and the media that they consume.

That’s why at Lee & Low Books we publish books about everyone, for everyone. Because everyone, no matter who they are, deserves to see themselves in books. Everyone deserves to know that their story matters. Everyone deserves to be properly represented––in books, in movies, in fashion, and in life.

Tiny Stitches: The Life of Medical Pioneer Vivien Thomas is the compelling story of Vivien Thomas, an African American surgical technician who developed the first procedure used to perform open-heart surgery on children. In this interview, author Gwendolyn Hooks discusses the legacy of this medical pioneer and what inspired her to write about a man whose research helped to save countless lives.

What inspired you to write about Vivien Thomas?

A friend’s grandson was diagnosed with tetralogy of Follet. She watched the movie Something the Lord Made which is the story of Vivien Thomas. She loaned me the movie and the rest is history! He is a hero. He did so much and so few know his name. I saw his portrait at Johns Hopkins Hospital and felt him saying “Tell my story.”

In what way is Vivien Thomas a relevant role model for young readers today?

Vivien is a strong role model for young people even after all these years. Sure he was disappointed and mad after he lost his money when his bank closed during the Great Depression. Vivien was tough and resilient. He put aside his college dreams and found a way to support himself. A door closed, but he opened another. I think one of his messages to young people would be to find that other door.

What did you find most surprising in your research of Thomas’s life?

Even as a young boy of 13, his mind was on his future. He worked afterschool and summers with his father. Other boys were playing sandlot baseball and I’m sure Vivien did on occasion, but he was passionate about earning money and putting it to good use. He bought his school clothes and deposited the rest in a savings account.

Is there a fact about Thomas that you didn’t get to put in the book?

Before Vivien found the job at Vanderbilt, he worked for a contractor. One time he had to repair a wooden floor. He repaired it, but it wasn’t his best work. His boss could tell where he laid the new wood and told him it wasn’t acceptable. Vivien did it over and the second time, it was seamless. He learned a lesson that day that he never forgot. Do your best work the first time. In medicine there might not be a second time.

The most painful parts of Tiny Stitches, for us, were the scenes in which Thomas encounters the injustices of racism in spite of his achievements. Why was it important for you to write about these realities, and what do you think young readers can learn from them? 

I wanted readers to know he didn’t lead an easy and carefree life. Despite your intelligence and achievements, there are some who will never give you credit for it. It’s important to know who you are, what you are capable of and never let anyone tell you otherwise.

Vivien Thomas was not given the credit he deserved for his leadership in “blue baby” operations until 1971, how do you think Thomas must have felt once he received recognition?

He was overjoyed that the Old Hands Club asked him to sit for his formal portrait (the one in Johns Hopkins Hospital) and planned a formal recognition ceremony. That and the honorary degree, the faculty appointment were all appreciated by Vivien. He had such a generous spirit. I’ve talked with a former surgical resident who remembers his generous spirit even after his contributions were ignored. I think it’s only human to feel discouraged, but those feelings did not deflate his love of research.

What advice would you have for young readers about following their dreams in spite of obstacles?

If an obstacle is placed in your path, veer left or right, but keep going. Keep stretching and moving forward. Read books, especially biographies, and learn how others did it. Vivien prepared himself for his dream. He was an excellent student. Study. Join organizations in your school or community. This is a perfect way to learn about careers you never knew existed and perhaps find a mentor.

What do you hope readers will take away from Vivien Thomas’ story?

I hope readers and especially young ones will remember that dreams and goals can change, but your life won’t if you don’t go after new ones. If Vivien did it with all that was set against him, you can do it now.

Learn more about Tiny Stitches: The Life of Medical Pioneer Vivien Thomas here.

Gwendolyn Hudson Hooks was born in Savannah, Georgia. Her father was in the Air Force, so Gwen and her family moved a lot when she was a child. Her first stop in every new city was the local library where she got her new library card. Gwendolyn is the author of many books, including Bebop Books’ Can I Have a Pet? and Lee & Low’s Tiny Stitches. Gwen now lives in Oklahoma City, Oklahoma, with her husband and their three children. Visit her online at gwendolynhooks.com.

Earlier this month, we highlighted the impressive work happening in the classroom of Jessica Lifshitz, veteran educator in Northbrook, Illinois. Following her popular essay on how Jessica empowered her fifth grade students to analyze their classroom library for its culturally responsiveness and relevancy, she shares in this interview with LEE & LOW BOOKS why she wanted to take on this project with her students, where families and administrators fit into this process, and her hopes for her students.

LEE & LOW: What inspired you to have your students analyze your classroom library?

After the events surrounding the shooting and death of Michael Brown in Ferguson, I felt compelled to find a way to bring more discussions on race into my classroom. I teach in a suburb of Chicago, where the vast majority of my students are white. There were little or no conversations about race at all taking place. I knew that if things were going to ever have a hope of getting better in this country, my mostly white students HAD to be a part of the solution. They had to recognize the bias that exists in this country and then find a way to fight against it. But that is really hard to do when the concept of race is not one that my students have had much, if any, experience dealing with. So, like with most problems, the first place that I looked to try and find a solution was with the very books that make up a huge part of the work that my students and I do together.

We began by doing a small experiment (explained here) where we looked only at the images on the covers of picture books and made predictions on what those books would be about. Based on our results, we realized that we made MANY predictions because of the race and gender of the people shown on the covers of those books. After a powerful discussion with my students, they crafted the following inquiry question: Where do the biases and stereotypes we carry around related to gender, race, family structure, religion, etc. come from?

We then set out to try and answer that question. This eventually led us to think about the picture books in our classroom and that led us to the work of analyzing our books to look at how they represented or misrepresented different groups of people.

So the short answer really is that this work was inspired by students and the conditions of the world that they are living in.

LEE & LOW: Why do this at all? This project is not a part of the curriculum or scope & sequence for fifth grade—why did you think this was important enough to use instructional time?

As teachers, we have an incredible opportunity to truly make the world a better place. Not to sit and wait for others to fix the problems, but to ask our students to join us in the powerful work of actually starting to make the world a better.

I think that a lot of times we waste this amazing opportunity because we feel limited by standards and objectives and curriculum. But what I have found is that if I begin with what work I want my students to be engaged in and then work backwards to connect that work to the standards, I am then able to do the work that I feel is most important AND meet the standards and objectives that I am asked to teach.

For example, the work that we did here was a part of our unit on synthesizing. We looked at how we could pull pieces of information together in order to gain a better, more complete understanding. So we took the issue of stereotypes and biases and that is what we worked to understand. We looked at advertisements, fairy tales, modern day picture books and novels. We pulled all of these pieces of information together to grow our understanding of how biases form. This allowed us to cover many standards and learning targets.

But more importantly, the kids were learning about their world. They were studying the problems that surround them and thinking of ways to begin to solve those problems. That is learning that will last. That is learning that will make a difference. So if I am able to help them to do that kind of work AND I am able to cover the skills I need to teach in the process, then everyone wins and the world gets better.

LEE & LOW: What foundation, classroom work, or background context do you think was imperative before leading your students through this project?

I think that one of the most important pieces of work that allowed this project to happen was that, from day one, we had worked to create a culture of trust in our classroom. We practiced making ourselves vulnerable and we practiced listening to the ideas of others without passing judgments on people. These things were absolutely necessary for our work to take place because part of our work involved sharing things about our own thinking that we weren’t necessarily proud of. No one likes to admit that they carry biases, and yet we all do. Ignoring that doesn’t help anything. Confronting that and working to dismantle those biases is what leads to real change. But that takes a lot of trust. So from the start of the school year we talked about big issues.

We began with during our unit on memoirs and on making connections to the texts that we read. These units became a chance to study the power of a person’s story. We learned the power of sharing our own stories and the power of learning from the stories of others. This work allowed my students to open up to each other about their own lives and also allowed us to practicing listening to people whose lives are very different than our own in order to learn more about them and build empathy. These were skills we needed for this project as well.

When we started to look at biases and stereotypes, we began first with gender before tackling race. We began by looking at catalogues like Pottery Barn to notice the differences in what was marketed towards girls and what was marketed towards boys. We did work that helped us to distinguish the actual things we observed from the more hidden messages that this sent. We started with gender because I think it is easier for kids to grapple with. It is more concrete. While my students had almost no experience discussing issues of race, they did have some experience discussing issues of gender. So we started with where they were and then moved on from there. That was really important because I think that if I had just thrown them in to the discussions of how races were misrepresented in the books in our classroom library, they would not have been ready. The work we did with issues of gender helped us to better understand the work we later did with issues of race.

LEE & LOW: For teachers interested in leading their students through similar thinking and analysis, what would you recommend they prepare either for themselves or their students?

I hope that others want to take on similar work and I know that so many already have. The beauty of this kind of work is that is uses materials that are already present in your classroom. We have books and we can all look more closely at those books.

One thing that I would recommend is a whole lot of communication before beginning. I had several conversations with my principal about the work we were taking on. It was never to ask permission to do the work, but instead to just let him know and make sure I had his support in case of any push back from parents. Issues of race often spark fears and concerns with parents and having administrator support makes all of that much easier. On that note, keeping parents informed of the work was also really important for me. I wanted to make sure that parents knew what we were doing so that the conversations we were having could be continued at home. I also made sure to let parents know how our work was connected to our curriculum and our standards and learning targets. Therefore, when questions were asked, I was able to refer back to the information that I had already shared. This was extremely helpful.

Other than communication, I would also just encourage teachers to not say too much. Instead, allow the students observations to drive the conversation. We began by looking at the infographic and then jumped pretty quickly into the data collection in our own classroom library. I have a terrible habit of telling my students all of the things that I want them to discover on their own. I have really had to work to stop myself from doing that because taking away that power from my students takes the learning right out of their hands. So I wouldn’t recommend preparing too much and allowing the students to really guide this work.

LEE & LOW: Is this only valuable for classrooms with a majority of students of color? What can classrooms of various demographic configurations take away from this project?

As I mentioned before, my students are mostly white. Because of that, this work is especially important for them. So often, our white students do not ever think about race. That is part of the privilege they are living with. But that makes it really easy for them to ignore what others have to deal with precisely because of their race. I believe that my students MUST be a part of a solution to the many problems connected to race in this country. But they cannot be a part of that solution if they are not even able to recognize that the problems exist.

For Further Reading:

• Part 1–Having Students Analyze Our Classroom Library To See How Diverse It Is by Jessica Lifshitz
• Why Do We Need Diverse Books in Non-Diverse Schools? by Taun Wright, Equal Read

Jessica Lifshitz is a fifth grade teacher in Northbrook, Illinois and has been teaching for 13 years.  She believes in teaching her students that reading and writing can make the world a better place and is honored to learn from her students and to be inspired by them every day.  She writes about teaching and learning at crawlingoutoftheclassroom.wordpress.com.

LEE & LOW BOOKS celebrates its 25th anniversary this year! To recognize how far the company has come, we are featuring one title a week to see how it is being used in classrooms today and hear from the authors and illustrators.

Today, we are celebrating Richard Wright and the Library Card, an inspirational story for children of all backgrounds. This book shares a poignant turning point in the life of a young man who became one of this country’s most brilliant writers, the author of Native Son and Black Boy.

Featured title: Richard Wright and the Library Card

Author: William Miller

Illustrator: Gregory Christie

Synopsis: The true story of the renowned African American author Richard Wright and his determination to borrow books from the public library that turned him away because of the color of his skin.

Awards and Honors:

• Notable Children’s Book, Smithsonian
• Honor Book, Society of School Librarians International

Other Editions: Did you know that Richard Wright and the Library Card also comes in a Spanish edition?

Richard Wright y el carné de biblioteca

Purchase a copy of Richard Wright and the Library Card here.

Resources for teaching with Richard Wright and the Library Card:

Richard Wright and the Library Card Teacher’s Guide

Learn more about Richard Wright:

• Richard Wright Biography
• Native Son by Richard Wright
• Black Boy by Richard Wright

Additional LEE & LOW titles by William Miller:

• Zora Hurston and the Chinaberry Tree
• The Bus Ride
• Frederick Douglass and the Last Day of Slavery
• A House by the River
• Joe Louis, My Champion
• Night Golf
• The Piano
• Rent Party Jazz

Have you used Richard Wright and the Library Card? Let us know!

Celebrate with us! Check out our 25 Years Anniversary Collection.

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.

Since its release, the Diversity Baseline Survey (DBS) has become the most visited blog post we have ever produced. The DBS has been widely read and written about, and has opened up a renewed interest in how to improve staff diversity in the publishing industry. In our first piece, Behind the Scenes of Publishing’s First Diversity Baseline Survey, we covered the methodology and obstacles we faced conducting the survey. In this piece we will shed light on what happens next—and what’s already happening to improve the numbers.

We surveyed a handful of the publishers and reviewer journals that participated in the DBS and asked them what initiatives they are planning or already have in place to make diversity a priority in their organizations. Here are some of the responses we received back:

Kiera Parrott, Reviews Director, School Library Journal and Library Journal: Participating in the survey was the first concrete and actionable thing I could do to be part of the solution. Even though I had a fair guess on the demographic makeup of our reviewers (most of them were recruited from ALSC committees, and that group is rather homogenous), I wanted actual numbers. My hope was that the statistics would help me pinpoint exactly where we needed to grow and develop.

The next steps after the survey have been 1) intentionally recruiting more diverse reviewers, and 2) developing diversity/cultural literacy training for our existing reviewers. Sometime in mid-2016, I’m launching a special course just for SLJ reviewers on diversity and cultural literacy. We anticipate this course beginning sometime in late Spring/early Summer.

Editorial note: Kiera also gives a much more detailed report on her progress diversifying her reviewer pool in an interview she gave at the Reading While White blog.

Jason Low, Publisher, Lee & Low Books: While many are aware of our 25-year mission to publish award-winning diverse books, we currently have several other initiatives in place.

To start, since the DBS was all about staff diversity, Lee & Low can firmly state that we practice what we preach. Lee & Low hires diversely and as a result our staff is very diverse. Overall 69% of our staff identifies as people of color (PoC). Departmentally the company breaks down like this: editorial: 50% PoC; marketing/publicity: 75% PoC; sales: 50% PoC; Operations: 100% PoC. We have fluent Spanish speakers in editorial, marketing/publicity, and sales.

Staff Diversity Training: Last year 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. 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.

Author Award Contests: We sponsor two author awards for unpublished writers of color. Our New Voices Award is in its 17th year. The New Voices Award has launched the careers of 14 authors of color (with the work of three more authors currently in development), and we have given honor awards to another 11 authors. In 2013, we launched the New Visions Award, an award for unpublished authors of color who write middle grade and young adult novels.

Diversity in Publishing Internship: To address the lack of opportunities for diverse staff in publishing, we converted our paid internship program to one that is for diverse candidates only. Our internship program is designed to give candidates the kind of publishing experience and exposure they would need to consider a career in publishing.

Lee & Low and Friends Scholarship: In partnership with the Center for the Study of Children’s Literature at Simmons College, we have established a scholarship to increase diversity at the graduate school level. The Lee & Low and Friends Scholarship provides opportunities for students of color to enroll in the most prestigious children’s literature graduate program in the United States.

Diversity Gap Series: We published a series of eight studies that include statistics and interviews illustrating that the lack of diverse representation is a society-wide problem. The subjects covered so far: 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, and Silicon Valley.

Angus Killick, Vice President/Associate Publisher, Macmillan Children’s Publishing Group and Monique Patterson, Editorial Director, Romance and Executive Editor, St. Martin’s Press: Macmillan established a Diversity & Inclusion Council this year aimed at promoting a broader representation of differences—gender, race, ethnicity, religion, sexual orientation, physical ability, age, gender identity and expression, family status, economic background and status, geographical background, and perspective in the workforce and the books we produce. The Council steers Macmillan’s diversity and inclusion efforts, and 1) determines priorities for programs and activities aimed at enhancing diversity in our books and authors and in our recruitment and retention efforts; 2) oversees sub-committees established to focus on individual priorities; 3) measures the results of our initiatives; and 4) reports back to the larger organization.

We’ve formed a number of sub-committees and each is involved in projects. For example, the Outreach Committee is creating a Publishing Ambassador Kit, so any employee can visit a middle or high school and talk about careers in publishing—not just in editorial, but in marketing, production, finance, IT. The Recruiting and Retention committee worked with We Need Diverse Books to expand our Intern pool this past summer and has expanded recruiting efforts to schools outside the tri-state area. The Acquisition and Marketing Committee is developing strategies for editors and imprints to broaden submissions both from the one-on-one meetings of editors and agents and from outreach to organizations such as the Asian American Writers Workshop or historically black colleges and their writing programs. Also, our Council is looking into participating in events such as the Harlem Book Fair and the LGBTQ Graphic Novels event. We have also reached out to the AAP and Young to Publishing to find ways to expand on what already exists. Macmillan joined other publishers in September in a baseline survey on our workforce and added several questions of its own to measure awareness and attitudes about Diversity and Inclusion.

We are in the early stages of exploring what will increase and sustain diversity in our books, our readership, and our workforce. We have much to learn, but look forward to continuing our efforts.

Vicky Smith, Children’s & Teen Editor, Kirkus Reviews: I’m not sure you can call an intention an initiative, but we are working hard to describe race and ethnicity accurately when we see it in the books that we review, as well as sexual orientation, gender identity, and disability. We hope that by including that information in our reviews our readers will be able to make the most responsible purchasing decisions for their homes and libraries. I am also actively recruiting reviewers of diversity (for lack of a better term), who will provide a variety of lenses into the literature.

Paige Mcinerney, Vice President Human Resources, Penguin Random House: Our commitment to fostering diversity is reflected in our day-to-day workplace conduct, as well as by how we continue to find, develop, and publish a wide range of authors from many different cultural backgrounds, across all genres, for diverse audiences of readers everywhere.

At Penguin Random House, we have a robust, paid Internship Program. In recruitment for this program, we actively work with several diversity partners with whom we have longstanding and productive relationships. These include, among others, The Posse Foundation, Prep for Prep, and beginning in 2016, the United Negro College Fund in partnership with the Association of American Publishers. We work with these groups on all internship recruitment and also commit to filling a percentage of our internship openings with qualified candidates from these organizations.

Some of our divisions have employee groups that meet regularly to discuss how to maximize the potential of our diversity-related books, and how to make sure that their division is working toward as much inclusiveness as possible.

This spring, Penguin Young Readers is sponsoring (in a partnership with We Need Diverse Books) a writing contest that will award a publishing contract to a previously unpublished author who self-identifies as a person of color or non-Caucasian.

Karen Lotz, President and Publisher, Candlewick Press: As an independent publisher, we’ve always understood that it’s our authors and illustrators who set us apart. Our roster of creators includes new and established talents from all backgrounds who themselves are committed to ensuring that ALL readers will be able to see themselves and the people they love reflected in the pages of—and on the covers of—the books they read. On the corporate level, from the covers of the Candlewick advertising catalog to our featured titles at conventions and shows, we consistently and consciously make choices to feature characters from many different backgrounds; we choose to illustrate characters of different backgrounds not just in the ‘issues’ books but across the board, to better depict society as a whole. We hope this creates an open and inviting atmosphere where authors and artists from diverse populations will feel welcome to publish. We understand, furthermore, that the economic support and financial offers we make to artists and authors and the quality we invest in producing each and every title are important to attract all authors and artists, certainly including those from diverse backgrounds.

And finally, we are very proud of the recognition our books have come to receive from outside groups, including recent NAACP Image and Honor Awards; Stonewall Awards and Honors; Pura Belpré Awards and Honors; and Coretta Scott King Awards and Honors. We are particularly grateful this year to the Coretta Scott King Committee for their bestowal of the John Steptoe New Talent Award to Ekua Holmes for Voice of Freedom: Fannie Lou Hamer, because at Candlewick we really work very hard to try to discover new talent and give brand-new creators of children’s books a graceful and rewarding entry into the world of children’s publishing.

This same commitment to creating a welcoming environment extends to our staffing. In recruiting, we make every effort to reach out to educational institutions and organizations whose goal is to cater to diverse populations. We have a special art resource coordinator on staff whose role is exclusively dedicated to seeking new talent from art schools and programs; she communicates wherever she goes that Candlewick welcomes artists from diverse backgrounds and with diverse interests. Throughout their careers, we support and encourage all of our staff to continue their participation in diversity studies, panels, and educational programs, including the CBC’s diversity program efforts and other local and national opportunities, including WNDB initiatives. We support our authors when they wish to do the same. We also work very closely with First Book and Jumpstart, as well as other literacy organizations whose goals include getting high-quality and appropriately representational books into the hands of all children—regardless of their families’ compositions, backgrounds, or economic situations.

Marina Tristán, Assistant Director, Arte Público Press: We obviously work to promote Latino books and authors, but we also try to promote books by other minority writers and publishers via our social media pages and in conversations with teachers and librarians.

In regard to hiring, we don’t honestly have any initiatives per se in place, but we do have a very diverse staff—mostly Latino/Hispanic—because we feel it’s important to employ a bilingual/bicultural staff.

Learning from the UK
There’s no way for us to predict how the United States publishing industry will tackle the diversity problem and how successful these initiatives will be. But looking at efforts similar to our own is a useful exercise. The DBS has precedence in a publishing diversity study conducted in the United Kingdom in 2014. The United Kingdom study had a scope larger than the DBS. In the UK they surveyed 66 publishing companies of all sizes, 49 literary agencies, and 536 authors. They spoke with authors, publishing professionals, and Human Resources heads. Earlier this year, we wrote about 6 key findings from that study. Recently we reached out to Danuta Kean, one of the planners of the survey, and asked her about the status of their research.

“After the United Kingdom Survey concluded the findings were launched at the London Book Fair with a major press conference that was attended by over 100 people,” Danuta said. “Coverage in the national and trade press was extensive. All the major publishers expressed shock, but feedback among BAME authors and staff was very good: the report was true to their experiences and there was relief that it was being addressed in a hard-hitting manner. It has put diversity on the agenda.

“Spread the Word [the organization which created the study] has now met with HarperCollins and Penguin Random House and is establishing schemes to improve the situation with them. HarperCollins is the best: John Athanasiou, its head of people, has been a driver for change and asked me to present to the main board. He has also established a company-wide diversity forum and had a conference for staff to address issues raised in the report. The diversity firm, Equip, ran a poorly attended workshop at which I spoke. The feedback and enthusiasm was good, but I question the drive to bring about lasting change.

“Goldsmiths University held a diversity in the media day at which I presented our findings. Discussions have been held at three literary festivals, on national and digital radio, and diversity hashtags have been promoted on Twitter—the latest is #diversitydecember. Spread the Word also hosted a training and awareness day for BAME people interested in publishing and writing. More initiatives and meetings are planned for next year, and we raising funding for follow-up research.”

While the time and the scope of the survey did not allow us to document all inclusion initiatives, we encourage publishers, reviewers, and others to add commentary to the comments section below. What is your company or organization doing to address this problem?

Read also: Behind the Scenes Of Publishing’s First Diversity Baseline Survey and Where Is the Diversity in Publishing? The 2015 Diversity Baseline Survey Results

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

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.

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.

This past weekend, LEE & LOW staff attended 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.”

Throughout this weekend we learned about the definition of institutional racism and its historical context. We talked about the impact of racism on everyone, especially communities of color.

Two LEE & LOW staff reflect on their experience below.

Rebecca Garcia, Marketing & Publicity Assistant: When I learned that I was going to an “Undoing Racism” workshop, I wasn’t sure what to expect. Can racism really be “undone” in a weekend? If that were the case, then I had to be doing something wrong because I haven’t “undone” racism yet.

Surprisingly, we did not start out by talking about racism or defining it. Instead, we began to talk about the different systems that affect poor people and poor families. Different factors that are supposed to help poor people can also serve to oppress them. At this point, it still wasn’t anything I hadn’t heard before.

At one point, 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.

Later on, we spoke about the definition of racism. Racism = Racial Prejudice + Power. By understanding what racism is and its historical origins, we then understood that racism and the systems it created and enforces are things that can become undone, even if there is no quick fix. In order to start undoing, or dismantling racism, we have to start having honest conversations about race, even if they will make us uncomfortable.

Keilin Huang, Marketing & Publicity Associate: This past weekend, several members of the LEE & LOW team went to a workshop called Undoing Racism. To be honest, I already had preconceived notions of what the workshop would be like. I assumed we would get together in a group and talk about our own experiences with racism: what we had encountered growing up, the racism and stereotypes that we saw within our own circle of friends and family; the workshop was going to be something like an AA meeting, but for racism.

After Saturday, however, I realized how wrong I was about the workshop. Yes, there was talk about people’s own experiences with racism. There were some tears, some anger, but there was so much more to the workshop than talking about personal experiences.

We delved into how our society has built up the institution of racism and how the system is skewed to give advantage to those in power. We broke down what power means. We talked about the history of racism and really dove into what race itself even means. We talked about the idea of being a “gatekeeper,” and that really resonated with me. I work in the Marketing & Publicity department at LEE & LOW, and I never thought of that as “gatekeeping.” In my mind, the gatekeepers were the editors, people who worked directly on creating and editing a story that would then reach the public. But part of being in marketing and publicity is working with different social media platforms. For example, 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.

Towards the end of the weekend-long session, there was a discussion on culture (what we liked about our own culture and the idea of a “white” culture), and racial oppression that occurs because of racism (the term invisibilized and the gentrification of certain neighborhoods). In the end, we talked about how to organize and process all the information from the weekend, no small task!

One thing that was really emphasized throughout the workshop was the fact that we need to be active participants in undoing racism. For example, we broke out into four different groups to discuss different sectors of society and how these sectors oppress, exploit, and/or reinforce racism. I was in the Social Services sector and, unfortunately, felt like I wasn’t qualified to talk much about racism in this area; however, when I mentioned this after we had all reconvened, 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 hundreds (if not 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.

More Resources:

10 Great Resources for Teaching About Racism

The Opposite of Colorblind: Why It’s Essential to Talk to Children About Race

People’s Institute for Survival and Beyond

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.

In this post, Tu Books Publisher Stacy Whitman discusses why avoiding discussions of race with young people can do more harm than good.

Many African American parents already know what “the talk” is. It’s not the talk that many white parents might expect—we’re not talking about the birds and the bees. No, this “talk” is the one where black parents have to sit with their children and discuss how they might be perceived by the world around them: particularly police, but also teachers, neighbors, and friends who are not from their racial background.

Though the burden often falls on parents of color alone to discuss these issues with their children, in reality all parents should address race with their kids in a conscious and meaningful way. Communities are also seeking ways to address interpersonal racial issues, particularly in schools. Having the tools to know how to discuss racial matters is essential for children from all backgrounds. 

Research has shown that the “colorblind” approach—teaching children that it is racist to acknowledge racial and ethnic differences—is doing no one any favors, and in fact can reinforce racist attitudes and assumptions, and especially reify systemic racism. “Black children know irrefutably that they’re black by the time they’re about 6 years old and probably earlier,” one article noted in our research. Do white children know they’re white? If not, how do they think of themselves?

At Lee & Low, we’ve always believed that even the youngest readers have the capacity to understand and appreciate difference—that’s why many of our children’s books address issues like racism and discrimination. But you don’t have to take our word for it: many experts, educators, and academics have done work on this topic as well and their recommendations can help point parents and teachers in the right direction.

“Young children are hard-wired in their brains to notice difference and to categorize it. So it is vital during early childhood to put some context around making sense of differences,” said Shannon Nagy, preschool director in 2011 at Lincoln Park Cooperative Nursery School in Chicago.

Studies have also shown that not addressing difference does not make children colorblind—it only encourages them to absorb the implicit racial messages of American society. Children learn that race is a category even when parents try to teach them not to recognize race. Much like children learn to perform regional accents even when their parents are from another location, children learn how the larger society around them views race, via inference and transductive reasoning. “In other words, children pick upon the ways in which whiteness is normalized and privileged in U.S. society.”

Teaching children to be “colorblind” has led children (and adults) to believe that it’s rude or racist to even point out racial differences—even kids of color. This makes it exponentially harder to have frank discussions about racial issues when they need to be had.

“Nonwhite parents are about three times more likely to discuss race than white parents,” said a 2007 study. “It’s the children whose parents do directly address race — and directly means far more than vaguely declaring everyone to be equal — who are less likely to make assumptions about people based on the color of our skin.”

One study even had white parents dropping out of the project when the researchers asked them to discuss racial attitudes with their children, even when they went into the study knowing that it was intended to measure children’s racial attitudes.

Many argue that “the talk” should happen far more often than once, and that parents shouldn’t bear the sole burden to teach their kids about race—that it is a community-wide issue.

Erin Winkler provides several ways for parents and teachers to address the biases that children might pick up, including discussing the issue in an age-appropriate way, with accurate information that doesn’t shame or silence children for having questions. They also suggest encouraging complex thinking and taking children’s questions and biased statements seriously—“When children are taught to pay attention to multiple attributes of a person at once (e.g., not just race), reduced levels of bias are shown,” the author notes, and suggests that the most important thing parents and teachers can do is to give children information that empowers them to be anti-racist.

One New York City-area school asked, “Can racism be stopped in the third grade?” They began a “racial affinity program,” in which elementary-age kids were sorted by racial groups for discussions of questions that “might seem impolite otherwise,” and to then come together as a school community to discuss these questions and experiences in a way that fosters greater communication. Parents and students are mixed on whether this program succeeded, with Asian students noting that the discussions of race still focused on the dichotomy of black and white, and some parents uncomfortable with the idea of discussing race at all. The administration notes, however, that many of their students of color needed this program—mandatory for all students—to combat microaggressions between students.

Allie Jane Bruce, the librarian at Bank Street School in New York City, has been discussing race, biases, and stereotypes with the students in her school for three years, using children’s book covers as a launching point. “I’m constantly delighted by the new discoveries kids make, and by the wisdom and insight already present in 11- and 12-year-olds,” Bruce noted in her most recent series of blog posts about the curriculum, which she has named “Loudness in the Library.” She notes especially that kids at this age tend to feel very uncomfortable with discussing race at first. “The fact that race-related conversations are so very fraught is a huge part of the problem. We must be able to communicate in order to solve problems that exist at interpersonal, institutional, and societal levels. If kids in 6th grade already have the inclination to stay silent in conversations on race, how much stronger will that inclination be in adults? And if we can’t talk about race and racism, how will things ever get better?”

Parents, what does “the talk” look like in your home? Teachers and librarians, how do you approach discussions about race with your students and patrons?

Stacy Whitman is Editorial Director and Publisher of Tu Books, an imprint of LEE & LOW BOOKS that publishes diverse science fiction and fantasy for middle grade and young adult readers.

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.

Today is what historians speculate is William Shakespeare’s birthday. Shakespeare was born in Stratford-on-Avon, England in 1564. Shakespeare is arguably the most well-known playwright of all time, and his works have been produced and acted in for the past 400 years!

Ira’s Shakespeare Dream, written by Glenda Armand and illustrated by Floyd Cooper, follows the life of Ira Aldridge, who was known as one of the greatest Shakespearean actors of the 19^th century.

As a young boy in 19^th century New York City, Ira Aldridge greatly admired the works of Shakespeare. He wanted nothing more than to act in Shakespeare’s plays against his father’s wishes.

Ira later set sale for England, where he ran small errands for theaters. He was also hired as an understudy. Ira got his big break acting when a fellow could not perform. However, he was not well received. He had little training and critics felt that he should not take roles from white actors.

Through his determination and perseverance, Ira Aldridge went on to become one of the most well known Shakespearean actors of his time, especially for his role as Othello. Ira Aldridge’s name is inscribed on a bronze plaque in the Shakespeare Memorial Theatre, in Stratford-on-Avon, Shakespeare’s birthplace. He is the only African American among the thirty-three actors to have achieved this recognition.

Ira’s Shakespeare Dream will be out this June.

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.

Amy Koester is the Youth & Family Program Coordinator at Skokie Public Library, where she selects fiction for youth birth through teens and oversees programming aimed at children through grade 5. She is the chair of the ALSC Public Awareness Committee, and she manages LittleeLit.com and is a Joint Chief of the Storytime Underground. Amy has shared her library programs, book reviews, and musings on librarianship on her blog The Show Me Librarian since early 2012.

This post originally appeared on her blog The Show Me Librarian, and is cross-posted with her permission.

There is a conversation happening on the Storytime Underground Facebook Group right now. It’s been going on for a few days, actually, and it seems to have started innocuously enough: with a question about folks’ thoughts on the Youth Media Award winners, asked by a person who expressed “major shock” and disappointment (via frown-y face emoticons) about one of the Caldecott honors. As I said; innocuously enough.

Some folks who added to the thread brought up the perennial gripe that not all the recognized titles seem to have much kid appeal; other voices jumped in to clarify that kid appeal is not part of the criteria for any of the major YMAs awarded by ALSC and YALSA. I find this argument annoying the same way I do a mosquito bite, because it pops up every year around the same time and is irritating but will disappear in a week. After all, there are awards that take kid appeal into account.

But. Then something ugly and uncomfortable popped up. People started talking about certain books not appealing to kids or their entire communities for one reason: because said certain books have diverse protagonists.

Things people have said*:

• “Sometimes I pass on even well reviewed books because I know they just won’t circulate. There aren’t any Greek gods in it! I also have a difficult time getting uh, diverse books to circulate in my community. When I started my job and weeded the picture books a huge number of non circulating titles had POC on the cover. ‘Brown Girl Dreaming?’ That’s a hard sell.”
• “You can have my copy then. Because it won’t circulate where I am.”
• “I just know it’s going to be a hard sell.”
• “We have a copy, but I can count the number of black patrons my library has in two weeks on one hand. It is rural, middle class, white West Michigan. The only black author that circulates…at all…is Christopher Paul Curtis and that’s because some teachers require it. It’s not just the race of the characters either. If our young patrons want sports fiction they are going to choose Mike Lupica or Tim Green. The crossover has not circulated even one time since we got it. It’s not like Kwame can’t write. Acoustic Rooster checks out frequently.”

After reading the full thread and seeing this build-up of negative dialogue specifically around diverse award-winning titles in collections, I responded:

“I find it extremely problematic to suggest that a library doesn’t need a book–award-winner or not–that features a minority protagonist on the basis that there aren’t many readers of that minority who use the library. To me, that suggests both a bias on the part of selectors as well as a lack of trust in the readers we serve. We know verifiably that young readers do not only want to read about characters whose lives are like their own, and keeping them from even having the option to try a book about a person who is different from them is bordering dangerously on censorship. If a particular child does not want to read a particular book, so be it; but, especially in a public library, children should have that option.”

I am going to expand on that a bit.

First, and frankly, I find the position “because we don’t have X readers in my library, we don’t need X books” to be racist. This position implies that we as selectors view diverse books as inherently less-than. If we argue that only black youth will want to read about black youth, we are really saying that the experiences of black youth have no relevance or meaning to youth of any other race. We are saying that the experiences of the youth in the books we do buy have broader relevance and resonance. That is the very definition of otherizing and making a particular perspective, experience, or group less-than.

The position that “because we don’t have X readers in my library, we don’t need X books” also denotes a fundamental lack of respect for the children we are supposed to be serving. It suggests that we think our young readers cannot handle, relate to, or be expected to understand an experience that does not mirror their own. Not collecting—and collecting but not promoting—titles with diverse protagonists projects the selector’s own bias onto the reader instead of letting readers freely encounter stories and information.

Also, I feel very strongly that if the excellent diverse books in your collection do not circulate, you are not doing your job of getting great books into the hands of readers. As librarians, we can sell any great book to the right reader. We can find the aspects of a title that will appeal to the range of readers we serve. Diverse books have the exact same appeal factors as the whitewashed majority of children’s publishing. So we can be professionals and make our readers’ advisory about appeal factors, or we can continue to always take kids interested in sports reads to Matt Christopher or Tim Green instead of to Kwame Alexander. But if we do the latter, we are part of the problem. If we omit diverse titles from our RA even though those exact same appeal factors are there, we are perpetuating a racist status quo.

I want to take a moment to step outside of what I have to say on this topic and share what some other professionals have said*:

• “Good collection development policies should emphasize a variety of things, but one of them should most definitely be diversity. The goal of a public library is not just to serve as a mirror for our community, but to serve as an open door to the world, which includes giving our communities opportunities to walk in the shoes of characters very different from them. This, to me, is part of our education goals, to help our patrons gain a broad perspective of the world. If books don’t circulate there are things we can do to help promote circulation, including book displays, book talks, sharing book trailers and more. Yes, budgets are tight every where, but we should absolutely make sure that we actively are working to build diverse collections because it is an important part of helping us fulfill our primary mission to our local communities. And the idea that not one single person in our local communities wants or needs to read books that highlight diversity concerns me because it suggests that we don’t have enough faith in our kids to learn, grow and step outside of their comfort zones.”
• “I think it is a PRIMARY JOB of librarians, specifically youth services librarians, to promote and encourage diversity in our collections, budgets be damned. After all, I spend way too much of my money on crap like Barbie and Disney princesses … which circulate like *gangbusters*. But if I went on just that, I’d have a very shallow collection.”
• “The point: if the only way you know how to sell a book is ‘it’s got brown people’ then you might’ve missed the point of the story.”
• “If you want to champion diversity in a place where people are resistant, sell the story, not the character’s color or orientation.”
• “And I absolutely hate that people use the excuse ‘well, they just don’t circulate in my library.’ That speaks the the librarian’s failings.”

When it comes down to it, a major aspect of this topic is selection/collection development, and the fact that selection is a privilege. If you select materials for your readers, you are privileged to get to influence not only what children read, but what they have access to in the first place. And when I read arguments against including diverse titles, or questions about why we have to talk about this topic, it puts into sharp focus for me the fact that we have to recognize our privilege as selectors, and, more than likely, as white selectors for diverse readers.

If you find yourself thinking “I don’t need this title because we don’t really have many X readers here,” your privilege is showing. You have probably never had to open more than one or two books in a row in order to find a character who looks/speaks/lives like you do. That is privilege. And whether we intend it to or not, our privilege influences our thinking and our decisions. This is a problem because our decisions affect the capabilities of young readers to find books in which they can find themselves and in which they can meet new people.

Confronting our privilege is hard. It is uncomfortable. I am acutely aware that, because of my privilege as a white woman, I don’t have to write this post. No one would begrudge me for not speaking up on this topic publicly. In fact, it would probably be a lot easier, and I would seem a lot nicer, if I didn’t write this post.

But that course of action is no longer acceptable to me. I am no longer going to privately roll my eyes when professional colleagues make privileged statements about their exclusionary practices, or when reviewers ignore microaggressions in books for youth. I am going to say something, because ignoring it only lets it perpetuate. And when someone calls me out on something I say or causes me to think critically about my own practice, I am going to try really, really hard not to get defensive and to just listen and reflect and improve. It is hard. And I don’t need to do it.

Except that I do, because the ability of every child I serve to feel valuable and see themselves as a beautiful, complex individual is what hangs in the balance.

This is not about our comfort, or our personal convictions, or what we think we know definitively after doing this job a particular way for so many years.

It is about the children we serve. Every single one of them.

*Because these conversations have been happening in public forums (a public Facebook group and on Twitter), I feel that sharing direct quotations is not a breach of anyone’s privacy. I have made the decision to share these quotes without identifying the speakers, as my ultimate goal is constructive conversation about privilege in selection for youth libraries, not alienating or shaming members of the community.

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?

Chicago, IL, January 30, 2015
photos courtesy of Dan Bostrom

This past weekend, I went to Chicago to attend the first ever Day of Diversity organized by the Association of Library Services for Children (ALSC) and Children’s Book Council (CBC). This event, which took place in conjunction with ALA’s Midwinter Conference, brought together 100 people from all parts of the book world including publishers, editors, librarians, booksellers, and authors. It included a mix of noted diversity advocates and newbies. The ultimate goal was to inform, engage, and ultimately find ways to turn talk into action.

I was part of a History and Myths panel.  The myth busting parts of our talks were as follows:
Jason Low (publisher): Lack of diversity is only a problem in children’s literature
Gene Luen Yang (author): diverse graphic novels are only for diverse readers
Adriana Dominguez (literary agent): Diverse authors are hard to find
K.T. Horning (director of CCBC): We are in a post-racial society

Important takeaway: Diversity sells! Gene Luen Yang proved this when he announced that Ms. Marvel is now the top selling comic at Marvel, even outselling Spiderman. Ms. Marvel is a superhero originally embodied by Carol Danvers as a white, blond woman but who was recently recast as Kamala Khan, a Pakistani American, Muslim teenager from New Jersey.

The rest of the day had distinct highs and lows for me. First a high:
the Lightening Talk speeches were excellent since my views of the diversity issue are often from a macro perspective. The Lightening talks reminded me of the very personal reasons people become diversity advocates, which helps to put a human face to the movement.

Important takeaways:
Author Sara Farizan’s retelling of her struggles with sexual identity was quietly funny to the point that she should consider a side career in standup.

Author/Co-founder and President of We need Diverse Books (WNDB), Ellen Oh’s story about her family acting as the inspiration behind why she writes was moving. I will admit I was surprised that she didn’t toot WNDB’s horn a little louder, as she has every right to do. After all, WNDB’s energy and contribution to the diversity movement is that important.

Author Cynthia Letich Smith’s talk created a sense of urgency for me and humanized what is truly at stake. Readers of middle grade and YA novels age out every four years. How many kids have we lost already to adulthood?

Editorial Director of Dial Namrata Tripathi offered a beautiful illustration of the responsibility that comes with being an editor of color and the acceptance of that responsibility. And I wasn’t the only one who thought it was pretty great. While I was complimenting Namrata on her speech, Roger Sutton appeared and asked Namrata if he could reprint her speech for The Horn Book, so look for it in the coming months.

The low points of the day were the breakout sessions. The ambitions of the Day of Diversity were clear: ask hard questions and lean into discomfort. But the format of the breakout sessions lacked the kind of structure and experienced mediators to accomplish this task. Expert diversity trainers would have played a key role in helping to guide discussions into and out of difficult topics. Putting a bunch of people in a room together does not automatically result in sharing, especially when it comes to tough topics like race. Advance preparation with diversity trainers and publishing professionals to familiarize breakout leaders with obstacles and how they relate specifically to publishing’s unique set of problems might have gotten things moving.

The big obstacle that was not addressed (and still needs to be) was:
White privilege. White privilege is the big one. It is the proverbial elephant in the room. It essentially impacts all of the above, from editors, sales staff, and marketing staff to reviewers, librarians, and booksellers. It is the main reason inequality has persisted for so long.

The next day, after the day of diversity had ended, I had a brief conversation with a white editor who had attended the previous day’s event. She stated she wanted to help, but was uncomfortable with her role as a white gatekeeper. Satia Orange’s social justice “Braveheart” call-to-action moment during her closing speech in which she urged us to “do something dramatic,” had struck just the right chord to me, but it was perplexing to this editor. Satia referred to “lives being at stake” and this editor simply did not know what she was talking about.

For those who are not dialed into the lack of diversity and social justice as everyday issues that affect millions, the call to actions may be a couple steps beyond what people new to this issue are ready for. We cannot expect that because someone attends a one-day event on diversity that they are trained and ready to start incorporating diversity into their library, author pool, or marketing plan.

In my mind, different parts of this discussion could be broken out to different venues. For example, an editor who wants to learn more about how to acquire and develop diverse manuscripts should have a place to learn directly from other editors who have developed skills and experience in this area. Conferences like SCBWI often bring editors together on panels to discuss subjects such as these, but those panels are usually attended by authors and not fellow editors.

At the end of the conference, I learned that thirty librarians were invited to the Day of Diversity. Many of the librarians were more at the beginning stages of their journey in realizing how detrimental racial inequality is to publishing. Perhaps next time, if there is a next time, there could be two conferences, the first for diversity beginners and the second which would go beyond this and would be intended for seasoned diversity advocates only.

While I may sound like I am being hyper critical of the Day of Diversity, the truth is I sincerely appreciate what the organizers did. The scope of the day was ambitious and I applaud tenacious efforts like this to tackle a problem as big and complex as diversity. The diversity problem in publishing is huge and will require many years of trial and error. As we inch closer to answers we will discover that the diversity gap will never conform to a one size fits all solution.

Other recaps of the Day of Diversity:

Debbie Reese from American Indians in Children’s Literature

Librarian Edi Campbell

Children’s Literature Professor Sarah Park

Bookseller Elizabeth Bluemle

Author Janet Wong

In celebration of MLK Day today, we wanted to share two perspectives from Lee & Low staff members on why you should see Selma, the new movie based on the life of Martin Luther King, Jr. Much has been said about the lack of Academy Award nominations for the movie, but nevertheless moviegoers are uniformly in agreement that Selma is one of the best movies of the year. It offers a meaningful historical context for current events and a springboard for deep discussion, making it a valuable learning experience as well as a straight-up great movie.

Here’s why we think seeing Selma is one of the best ways you could spend MLK Day:

Jason Low, Publisher: The director of Selma, Ava DuVernay brings the audience a lean, gritty fight for voter rights during the civil rights movement. The depiction of Martin Luther King, Jr. is especially poignant. The name Martin Luther King, Jr. is a household name and a holiday. His name is the stuff of legend. But what many fail to realize is that Martin Luther King, Jr. was a man with faults and insecurities just like everyone else. The film does not shy away from King’s marital problems caused by his infidelities or self-doubt and indecision resulting from the battle fatigue and weight of leadership when so much is on the line. DuVernay’s King is so human that we fear for his life even during the quieter scenes because humans are vulnerable and these were dangerous times.

Conversations between President Lyndon B. Johnson and Martin Luther King, Jr. are riveting. The political needle was just as difficult to move in 1965 as it is today. The Voter Rights Bill was as messy an issue as any US president would have to face. The bill was steeped in violence and racism and Johnson’s instinct to postpone action was derailed when John Lewis and Reverend Hosea Williams tried to lead a march of six hundred protestors over the Edmund Pettus Bridge. The nonviolent protestors were savagely beaten by state police and news cameras captured a brutal, bloody war for all Americans to see.

I brought my family to see this film. Bearing witness to the bravery it takes to protest nonviolently for equal rights was (to me) the chance to see history at its most heroic. Although fifty years has passed since Selma took place, the film feels eerily current. Protests over police killings of unarmed black males are happening all over the country and continue to be front-page news. Watching a film like Selma is difficult, but all the more reason to see it. Great movies will move you, make you feel something and Selma does all of these things very deeply.

Rebecca Garcia, Marketing and Publicity Assistant: During Common’s acceptance speech for the Golden Globe for Best Original Song, he said, “Selma is now.” Even though the Selma to Montgomery Marches were fifty years ago, this film reminded me that the Civil Rights Movement was a hard battle and took a long time to take effect.

David Oyelowo does an excellent job as Dr. Martin Luther King, Jr. Dr. King in this movie struggles with self-doubt, isn’t the perfect husband, and even makes decisions that have other leaders in the Civil Rights Movement question his leadership skills. But this is the Dr. King we all need to see. He’s human and flawed, but is still inspiring and courageous.

While watching the movie, I was reminded of the many protests happening around the country in the wake of the Ferguson and Staten Island grand jury decisions. Change doesn’t happen overnight. Change is an arduous and bitterly long process. Selma serves as a reminder of what has been accomplished and what we still need to accomplish. Selma doesn’t hold back when it comes to the violence faced by protesters.

Ava DuVernay presents us with a flawed, realistic and ultimately human Dr. King. While David Oyelowo does amazing justice to Dr. King, I felt that the talented actresses in the movie (Carmen Ejobo, Oprah Winfrey, and Lorraine Toussaint to name a few) weren’t utilized to their full potential. Even so, Selma is a relevant and timely film that everyone should see. Take tissues with you.

Additional Resources:

John Lewis in the Lead: A Story of the Civil Rights Movement

Free tickets to see Selma for 7th, 8th, and 9th grade students

Essay about challenges to the historical accuracy of Selma

Did you see Selma? What did you think?

Released in September of 2014, Little Melba and Her Big Trombone is the story of Melba Liston, a little-known but trailblazing musician who broke gender and racial barriers to become a famed trombonist and arranger. We interviewed author Katheryn Russell-Brown to get a better sense of the research that went into writing the book.

Were you able to talk to any of Melba’s friends or family when doing research for the book? If so, what was that like?

Katheryn Russell-Brown: Yes indeed. I spoke with Leslie Drayton who co-led a band with Melba. Melba did not have children of her own, but she considered Leslie her “musical son.” He talked to me about Melba’s personality, how she carried herself and some expressions she used. I still keep in touch with him.

What jazz music did you listen to while working on this story?

KRB: Melba recorded only one lead album, “Melba Liston and Her ‘Bones” (1958). I listened to it many, many times while writing and revising Little Melba.

What aspects of Melba’s story inspired you to write this story for children?

KRB: The more I read and learned about Melba Liston, the more impressed I was with her talent. By every account she was a phenomenal arranger and a master trombone player.

Melba’s mother and grandfather play a large role in encouraging Melba’s trombone playing. What word of advice would you give to parents to encourage their children’s talents or interests?

KRB: What I love is that Melba’s mother, Lucille Liston, followed Melba’s lead even though she wasn’t thrilled with Melba’s choice of instrument. She thought the trombone was too big and that it wasn’t for girls! However, at Melba’s urging, her mother bought the trombone and supported her throughout her career.

What aspect of Melba’s story do you think is especially relevant for young people today?

KRB: Try to find something you love to do and do your best with it.

What’s one fact about Melba you learned that didn’t make it to the book?

KRB: Melba appeared in two major motion pictures. In “The Prodigal” (1955), Liston played the harp and appeared in scenes with Lana Turner. She was also a member of the palace orchestra in “The Ten Commandments” (1956).

How difficult is it to play the trombone?

KRB: As I write in Little Melba, “the trombone was no piece of cake.” First, holding it properly is a challenge. Second, it’s heavy, long, and bulky. Third, you have to purse your lips just right, move the slide, and blow!

Even though Melba quits playing the trombone for a while, she eventually returns to it. What would you say to young people that are thinking of quitting something they enjoy doing or are good at?

KRB: If you’re going to quit, quit for the right reasons! Don’t quit because something is hard or challenging. If, however, something that brought you joy is no longer bringing joy, it’s OK to take a break.

Melba loved music and really loved the trombone. However, being on the road was tough for her—times could be tough and sometimes she felt lonely. After going on tour with jazz singer Billie Holiday, Melba decided to take a break. She got a job as a clerk for the Los Angeles Board of Education. She was lured back to music when Dizzy Gillespie asked her to re-join his orchestra and travel to South America.

In addition to your work as a children’s book writer, you are also a Professor of Law and Director of the Center for Race and Race Relations at the University of Florida. How do you think your work as a professor informed the way you decided to tell Melba’s story?

KRB:It certainly did inform my approach to writing Little Melba. I love doing research and I love writing, re-rewriting, and editing.

In August we wrote to you about the death of Michael Brown in Ferguson, Missouri. Our publisher said then that the matter of representation was urgent; now, four months later, we see that urgency for what it is: a matter of life or death. Michael Brown’s name now sits alongside new names like Eric Garner, Tamir Rice, and Akai Gurley. How many more names will need to be added before things change?

Protests around the country remind us that we are not in a post-racial society, that inequality is still here. This can be a harrowing reminder, but it is also an important teachable moment for young people. How do we put current events in context and help young people engage in today’s big questions?

In difficult moments, books are often a good starting place for conversation. Books that touch on history can be read with fresh eyes in light of current events. For example, in Love to Langston, author Tony Medina describes when a seventh-grade Langston Hughes in 1914 peacefully protests his teacher’s segregation of black students to one row in the classroom. Even when he is expelled, Hughes fights for what he knows is right and his community joins beside him. The teacher is forced to integrate the classroom:

Jim Crow Row
from Love to Langston
By Tony Medina

In the seventh grade
in Lawrence, Kansas
the teacher puts all
us black kids in the same row
away from all the white kids

I don’t roll my eyes
or suck my teeth
with a heavy heavy sigh
and a why why why

I make signs
that read
that read

Jim Crow Row
Jim Crow Row
we in the Jim Crow Row

Jim Crow is a law
that separates white and black
making white feel better
and black feel left back

So we protest
with our parents
and let everybody
know about

Jim Crow Jim Crow
not allowing us
to grow

Jim Crow Jim Crow
don’t put us in a
Jim Crow Row

Whether it was this event or the lifetime of experiences of racism, Langston Hughes was profoundly transformed and wrote about and advocated for equality and justice throughout his life.

I, Too
By Langston Hughes
From the Poetry Foundation

I, too, sing America.

I am the darker brother.
They send me to eat in the kitchen
When company comes,
But I laugh,
And eat well,
And grow strong.

Tomorrow,
I’ll be at the table
When company comes.
Nobody’ll dare
Say to me,
“Eat in the kitchen,”
Then.

Besides,
They’ll see how beautiful I am
And be ashamed—

I, too, am America.

How will today’s children be impacted and awakened as activists by images of and participation in the protesting in Ferguson, New York City, and around the nation? In what ways will this moment and experience affect our children’s lens by which they view the world and influence their life’s purpose or calling? What art will they create to express this moment and themselves?

A photo from one of the recent protests in New York City.

Further reading:

• How to Teach Beyond Ferguson from Edutopia
• Teaching Ferguson Syllabus from educators (also follow the hashtag #FergusonSyllabus on Twitter for more teaching ideas)
• Resources for Addressing Ferguson in the Classroom from Education Week
• Teaching About Ferguson: Race and Racism in the United States from Teaching Tolerance
• Teaching About Ferguson from Teaching for Change
• Ferguson in the Classroom from PBS NewsHour
• Lee & Low’s Thoughts on Ferguson
• Talking to Kids About Current Events and Conflicts
• 5 Books that Build Confidence in African American Children

Books on Protest:

• John Lewis in the Lead: A Story of the Civil Rights Movement
• Lakas and the Makibaka Hotel
• Dear Mrs. Parks: A Dialogue with Today’s Youth
• The Bus Ride
• Paul Robeson
• Love to Langston
• As Fast As Words Could Fly

On October 11, 2014, I attended a colloquium called Mind the Gaps, hosted by The Horn Book at Simmons College in Boston. There was an all-star line up consisting of Peter Brown (Mr. Tiger Goes Wild), Gene Luen Yang (Boxers and Saints), Andrew Smith (Grasshopper Jungle), and Steve Sheinkin (The Port Chicago 50), to name a few. Roger Sutton, Editor in Chief of The Horn Book, played a big part in pulling all these folks together for a day.

One of the highlights was the keynote by author/librarian Vaunda Micheaux Nelson (No Crystal Stair). Here’s a snippet from her speech:

Keynote speaker, Vaunda Micheaux Nelson. Photo credit: Shara Hardeson

“We are here at Simmons trying to solve this problem while one of the biggest stories in the news is that Apple released a new iPhone. Yet ALA struggles to get a one-minute spot on one network to announce the nation’s most prestigious children’s book awards. Is this our world now? To quote one of my favorite library patrons, ‘Have we dumbed down society so much that what is truly significant is not considered important?’ This conversation is significant. So how do we make it important?”

I participated in was called Publishing for the Gaps. The other panelists were Arthur Levine, publisher of Arthur A. Levine Books at Scholastic but more famously known for bringing Harry Potter to the United States, and Ginee Seo, children’s book director of Chronicle Books. The moderator was Roger Sutton. We covered a lot of ground, from the acquisition process to responding to Roger’s charge that publishers often put out “derivative crap” (Roger’s words, not mine) when it comes to blatantly duplicating what works. This statement was met with Arthur’s vehement defense that he sorely doubted that publishing executives would order their editors to make “more derivative crap!”

While I have been on many panels over the years, what was nice about this one was that the audience of 150 was predominately white. Non-diverse audiences like this usually benefit from hearing about the diversity problem, since some may be hearing about it for the first time. Publishing for the Gaps for me is about publishing the stories about people who are left out, which are most often people of color. I discussed LEE & LOW’s efforts to offer clarity and perspective, to help define the scope of why diversity is met with obstacles across most media channels, and how this remains a society-wide problem.

(L-R) Arthur Levine, Jason Low. Photo credit: Shara Hardeson

From the editorial side, the lack of representation can be greatly improved by decision makers who feel a personal stake in publishing diverse books. Ginee, as one of the few Asian American women at an executive level, can and does make a difference. Arthur Levine remarked that it was a part of who he is (as an openly gay and Jewish man) to publish inclusively.

The panel was recorded and is an hour. Note: Since the video is stored on Simmons College’s Google drive you’ll have to log in to view it. I also apologize in advance for the sound quality.

When the colloquium was over, I asked one of the moderators, Nina Lindsay, how she thought the day went. She said, “I was pleased with the colloquium, but feel like we just got the conversation started, then everyone went home. I’m hoping the momentum continues to build on this, and that we don’t all suddenly assume we’re enlightened and part ways.”

Recap of Publishers Weekly Diversity Panel, October 16, 2014

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!

The following is a note from our Publisher, Jason Low, published in this month’s e-newsletter:

It’s been a hard few weeks for those of us following the news out of Ferguson, Missouri. While the exact details of Michael Brown’s death remain unknown, we can already see how this latest incident fits into a larger narrative in this country in which people of color are routinely discriminated against and subject to violence based on the color of their skin. Healing and change cannot begin until we as a country acknowledge the role racism plays not just in events like Michael Brown’s death, but in the everyday lived experiences of the 37% of America that is not white.

From a distance, it can seem like our book-filled corner of the world doesn’t have much to do with Michael Brown’s death, but we know better. The need for more diverse books and better representation is urgent. Poor representation doesn’t just damage self-esteem and confidence of children of color, it also perpetuates a skewed version of society as a whole. How can true equality ever exist if we are literally not even on the same page? Promoting diverse books is about creating a safer space for all children.

There are no easy ways to teach children about what’s happening in Ferguson, but here are couple links we’ve come across that help illuminate the issues and, perhaps, let us find teachable moments:

The Murder of Sean Bell: From Pain to Poetry

What did you tell your kids after the Zimmerman Verdict?

5 Books to Instill Confidence in African American Children

A Dream Conferred: Seven Ways to Explore Race in the Classroom

10 Resources for Teaching About Racism

America’s Racial Divide, Charted

The Case for Reparations

Stark Racial Divisions in Reactions to Ferguson Police Shooting

We’ll add more links as we find them; meanwhile, please do share your favorites in the comments.

What an amazing week to see the response of last Sunday’s post and hear what many of you are facing, doing, and aspiring to in schools and communities. In addition to using children’s books to initiate conversations, deepen background knowledge, and humanize the events, here are eleven teaching resources to help you provide the best information, context, and perspective for your students.

1. Colorín Colorado is a free bilingual service that presents information, activities, and advice for educators and Spanish-speaking families of English Language Learners. One of my favorite sections is “Reaching Out to ELL Students and Families” because it gives explicit tools on how to create a welcoming classroom environment, learn about our students’ backgrounds, and reach out to parents of ELLs.
2. Educators For Fair Consideration (E4FC) offers educator guides to support teachers and school staff in supporting undocumented students in school and beyond graduation.
3. Colorlines contributes award-winning daily reporting, investigative news, and analysis on issues of race with a subsection devoted to child migrants. They also have a campaign, Drop the I-Word.
4. The Library of Congress has curated thousands of resources, especially primary sources and online exhibitions, on immigration in the United States providing critical historical context to current events. I strongly recommend checking out the presentation, Immigration: The Changing Face of America, where students can read the immigration history of specific ethnicities and races, and the Themed Resources: Immigration, where students can study the contributions of American immigrants.
5. The staff at the Latin American and Iberian Institute (University of New Mexico) have created and organized thematic guides, lesson plans, and news articles for issues related to Latin America available at the Latin America Data Base.
6. Teaching Tolerance, a project of the Southern Poverty Law Center, provides award-winning educational materials to teachers, including immigration-themed units and lessons.
7. Border Crossers has prepared a list of resources for adults to learn how to teach and talk about race and racial justice with students.
8. The Migrant Policy Institute, a Washington, DC think tank, offers powerful analysis of global and regional migration. I want to underscore their visual tools, such as the International Migrant Population by Country of Origin and Destination map.
9. Accompanying the two PBS documentary series, Latino Americans and The New Americans, are rich lesson plans and activities for grades 7 and up to explore the diverse experiences of coming to America.
10. Latin@s in Kid Lit has an extensive list of children’s literature for those looking for more beyond our eleven book list, as well as interviews and teaching ideas.
11. The MY HERO Project enables students to create, share, and discover stories, audio, art, and films that promote tolerance, peace, and diversity. Teacher resources are available at MY HERO Teacher’s Room.

For further reading:

11 Books on Latin American Immigration and Migration

What resources would you add? What resources do you recommend? Please share them with our community in the comments!

As media coverage has intensified around the events of children crossing the U.S. border, many educators and families are wondering, “What should we tell our students?” For some children, this may be the first time they are learning of these countries. But for many others, these events may involve their own heritage or depict their families’ experiences. Using books to talk about the recent events can be an opportunity to learn about a new region and help children see the cultures and people beyond these events.

We’ve put together a list of 11 books (many of which are bilingual English/Spanish) that teach about the emotional journey families and children must undertake along with the physical journey. These stories allow children to see each other and themselves in characters who are living life to the fullest and refusing to let any obstacle stand in their way.

Whether you are looking to explore the themes of the DREAM Act, learn more about the journey of one’s own family, or see America from a different angle, these books reveal the complexities, challenges, joys, and surprises of coming to a new place. Join these characters as they share their challenges and excitement in moving to a new culture and new school, helping their families adjust, and juggling their home culture with a new culture.

1. A Movie in My Pillow/ Una película en mi almohada

Poet Jorge Argueta evokes the wonder of his childhood in rural El Salvador, a touching relationship with a caring father, and his confusion and delight in his new urban home.

2. Amelia’s Road

Amelia longs for a beautiful white house with a fine shade tree in the yard, where she can live without worrying. In this inspirational tale, Amelia discovers the importance of putting her own roots down in a very special way.

3. First Day in Grapes

Chico and his family move up and down the state of California picking fruits and vegetables. Every September Chico starts at a new school again. Often other children pick on him, but Chico’s first day in third grade turns out to be different.

4. From North to South/ Del Norte al Sur

José loves helping Mama, but when Mama is sent back to Mexico for not having proper papers, José and his Papa face an uncertain future. Author René Colato Laínez tackles the difficult and timely subject of family separation with exquisite tenderness.

5. Home at Last

Ana Patino is adjusting well to her new life in the United States, but her mother is having a difficult time because she doesn’t speak English. After mama agrees to take English lessons, her sense of confidence and belonging grow.

6. My Diary from Here to There/ Mi diario de aqui hasta allá

Amada overhears her parents whisper of moving from Mexico to the other side of the border—to Los Angeles. As she and her family make their journey north, Amada records her fears, hopes, and dreams for their lives in the United States in her diary.

7. The Storyteller’s Candle/ La velita de los cuentos

The award-winning team of Lucia González and Lulu Delacre have crafted an homage to Pura Belpré, New York City’s first Latina librarian. Through Pura Belpré’s vision and dedication, the warmth of Puerto Rico comes to the island of Manhattan in a most unexpected way.

8. The Upside Down Boy/ El niño de cabeza

Juanito is bewildered by the new school and everything he does feels upside down. But a sensitive teacher and loving family help him to find his voice and make a place for himself in this new world.

9. When This World Was New

It is Danilito’s first day in America and he is scared. He has heard that some Americans are not friendly to foreigners. In addition, he does not speak any English. Danilito’s worries disappear when Papa leads him on a magical trip of discovery.

10. Xochitl and the Flowers/ Xóchitl, la Niña de las Flores

Miles away from their home in El Salvador, Xochitl and her family make a new home in the United States, but nothing is the same. It is not until her family decides to start a flower nursery in its backyard that Xochitl begins to learn the true value of community in their adopted country.

11. Calling the Doves/ El canto de las palomas

Poet Juan Felipe Herrera shares the story of his migrant farmworker childhood. The farmworker road was the beginning of his personal road to becoming a writer.

Jill Eisenberg, our Resident Literacy Expert, began her career teaching English as a Foreign Language to second through sixth graders in Yilan, Taiwan as a Fulbright Fellow. She went on to become a literacy teacher for third grade in San Jose, CA as a Teach for America corps member. She is certified in Project Glad instruction to promote English language acquisition and academic achievement. In her column she offers teaching and literacy tips for educators.