#nasig2023 — Public Fediverse posts

A simple workflow template to follow is Who What When Where Why How. Include an introduction. Use style sheets for consistency and especially for accessibility. #nasig2023

For resources that are exceptions to the usual workflow, keep notes in the order record rather than cluttering up the main documentation. #nasig2023

Create/update documentation when: you’re doing the task, when a change happens, or when established procedure doesn’t work anymore. Ask someone else to test it out and to ask questions. #nasig2023

Document the main steps of a workflow, not all the fiddly exceptions. Include skills needed and relevant links or file paths. #nasig2023

Three jumping evening social tables happened at #nasig2023 and I was happy to re-acquaint myself with #Illimat, a very good game.

Trying to do more with less sucks, but having enough staffing for people to focus fully on only one or two aspects of departmental work can lead to siloing. Communication throughout and across workflows is key. #nasig2023

“…so god help you people in Acquisitions, thank you.” 😂 #nasig2023 Seriously though the MSI Fullerton Men of Color Collection is lit. 🔥 https://www.fullerton.edu/msi/

A good example of valuable work often performed by marginalized communities in libraries is https://homosaurus.org/ … recently called out by Tucker Carlson, “but he just got fired, so joke’s on him.” #nasig2023

People who ask what you are or where you really come from are either deeply ignorant, deeply dickish, or both, and definitely racist. [my opinionated paraphrase] #nasig2023

Good first full day of #nasig2023. Good night, NASIGteers!

Where your institution puts its money does reflect its values. #nasig2023

Embed EDI in OD (Organizational Development). “It’s impossible to remove the eggs once you’ve made the batter.” (And where are we without batter?) #nasig2023

Retention (compared to recruitment) is harder; it involves changing the culture. Some things are likely beyond our control, BUT we can provide systems of support and set people up to succeed (and what does “succeed” mean?). #nasig2023

Be honest to candidates about where the institution is — and isn’t — on the process of fostering inclusivity and diversity. Correct processes centered on whiteness and the dominant culture. Consider who benefits most from existing structures and dynamics. Eliminate extractive labor practices! (Remove barriers) #nasig2023

Rather than focusing how individuals can bring the organization diversity, create a environment of inclusion and care including accountability. #nasig2023

The business case for diversity focuses on the benefit to the organization and the “extractive value” of an individual to it. Tokenizes: Promotes capitalistic and colonialist notions of diversity. Focusing on people with less power to fix the problem. #nasig2023
Diverse populations really are stronger and better, but the usual avenue of emphasis (the business case) is… gross.

Excited for first Vision Session of the conference, from Tarida Anantachai from NC State. She’s already urging us to consider from what positionalities we each approach the world, because it does affect what we do so we should be aware of them. #nasig2023

“I was able to pull this licensing report in five minutes.” “What a time to be alive!” #nasig2023

Trying to think of an evergreen topic tackling a problem, like workflows for tracking e-resource perpetual access, that eventually faded away because a real solution happened. #nasig2023

How you know its NASIG. #nasig2023