Fluorescent lights with white walls everywhere aggravate my headaches. They have cushions to stand on behind the desks, but then push us to stand in front, on the hard marble floor, for hours. I had a shift where I was standing for 3 hours straight. Ableist/ inaccessible practices, such as refusing to let Customer Service have chairs at their desks by default. Claims to care for employees but pays below a living wage for the area We do what we can, but being exposed to a large amount of systemic issues we can't help with, or mental health challenges that the caller refuses to see a professional about, it can make you feel hopeless. As a public institution and safe space, people facing difficulty will call and talk about their problems unprompted. Emotionally taxing work we were not trained for. So, add unclear and spontaneous changing of expectations to this list of cons. Though, in fairness to the security officers, I've also witnessed a Branch Manager tell a security officer how to handle a situation, the security officer did exactly as they were told, only to then have the same manager criticize their handling of the incident. Most security officers I worked with escalated incidents. MGMT also seems to have a hard time hiring capable security personnel. depending on when a Sunday rotation falls, you might only have one two-day weekend a month. Every other Saturday and every fifth Sunday. I know of at least one manager who was shunted to at least two different branches because he was having inappropriate relationships with direct reports. It's not just that the library is slow to change, it's that often management views new ideas or critiques as hostile and moves to squash any discussions around them. I've commiserated with too many CML staff over how discouraged they've become when advocating for new programs or policies. For an organization that wants to "continually improve" they are loath to do any real soul-searching or to utilize their platform in Columbus to advocate for real racial equality and change. There is so much more the library could do to advance racial equity (not just within the library system, but also the community). This is an odd approach to problem solving because library staff are expected to be trusted and knowledgeable for our customers, and yet our expertise is too often derided and intentionally overlooked by MGMT.ĬML's approach to racial equity begins and ends with DEI training. Decision making from library management is opaque and often ignores recommendations from staff.
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