Loida Garcia-Febo: Welcome everyone.
Loida Garcia-Febo: Welcome to wellness for Librarians a webinar presented by e flat continuing professional development in workplace learning cpd wl and evil, a new professional special interest group and P s ID.
Loida Garcia-Febo: This is part of the new Librarians global connections best practices models and recommendations webinar series started by cpt wl in NPs ID in 2012.
Loida Garcia-Febo: My name is Lloyd Garcia FIBA am the Moderator of this webinar today and a speaker on the top week later on.
Loida Garcia-Febo: Since March 2020 Librarians along with entire roll have been experiencing acute levels of stress in and say it costs, like the pandemic.
Loida Garcia-Febo: Recently stressors related to civil conflict have accelerated panic levels, today we are going to hear examples of how libraries.
Loida Garcia-Febo: can help in our healthy exhausted library workers serving exhausted library patrons, we will also hear about resources to help library workers with burnout and anxiety.
Loida Garcia-Febo: and help them with wellness in different areas of their lives next life like Bernie Brown said we don't have to do it all of these alone, we were never meant to we are here today, sharing resources to help us all in our wellness your.
Loida Garcia-Febo: I am a firm believer that the library workers to be able to give they also need to be able to.
Loida Garcia-Febo: have something in them right, because this is what we do when we provide library programs and services so library workers need to be equipped with tools to help them with their own.
Loida Garcia-Febo: Overall wellness there are not magical solutions, but we are all working together, and, over time, we can build networks to support each other.
Loida Garcia-Febo: Before continuing, I would like to spank cpd who in Italy or their support in various tests make this webinar happen.
Loida Garcia-Febo: incense to ISA MPs at GE for partnering to present this webinar Thank you out to these and speakers from different parts of the world.
Loida Garcia-Febo: Where perhaps some of them are speaking when it's nighttime or very earlier in the morning and our speakers today are, and I will start with myself.
Loida Garcia-Febo: lawyer Garcia few international library consulting expertise library services to diverse populations and human rights, and President of the American library association.
Loida Garcia-Febo: She served two terms on the Governing Board and it's a member of the CBD who advisory network and co founder of E flat new professionals.
Loida Garcia-Febo: She also coordinates information for the management of library association section of the flow, we also have Bobby Newman.
Loida Garcia-Febo: From that usc a librarian writer consultants library advocate and international speaker she is the author of the.
Loida Garcia-Febo: Forthcoming book fostering wellness in the workplace, a guide for libraries.
Loida Garcia-Febo: Newman serves as a member of the Advisory Board for let's move in libraries she's currently the Community engagement and outreach specialist for the network of the National Library of medicine region six at the University of iowa.
Loida Garcia-Febo: hey look closer from Germany is responsible for international cooperation within the network of excellence for libraries at the German library association in Berlin.
Loida Garcia-Febo: Member of ISA management of library association sections member of a plus Europe regional division and Deputy President of a leader in Europe European Bureau of library information and documentation associations.
Loida Garcia-Febo: Or we can learn from Germany Wednesday June 2020 he was head of the education and training department at this date and university library Hamburg.
Loida Garcia-Febo: also responsible for health management conflict management diversity and management in addiction prediction member of the German library association co Chair of the.
Loida Garcia-Febo: cpd who our session and was member of the education and training section of eclipse and he's a convener of the eighth luck coach each each of you.
Loida Garcia-Febo: Magdalena come Wonka from Poland works at this lesson library Inc police pollen she is a senior librarian in the advisory and training department which coordinates the work of public libraries in this list yeah region.
Loida Garcia-Febo: Magdalena is a member of the Polish Librarians association and a convener of the eighth learner professional special interest group.
Loida Garcia-Febo: gets arena is birthed from Sweden to the library director Helsingborg city library since 2013 member of the Management and marketing section of the flux.
Loida Garcia-Febo: and doing 2019 to 2021 guthrie know served as division cheer in on the effect Governing Board in the ether Congress Advisory Committee in professional Community because arena also serve two terms, as a member of each class if you don't do.
Loida Garcia-Febo: Dr sadie gene have from Singapore she's the president of the library association of Singapore, he is the head of learning and knowledge curation at the Singapore Institute of management.
Loida Garcia-Febo: samantha shear from Singapore librarian at the lead roar.
Loida Garcia-Febo: Empty you library service and innovation and excellence team, where she drives projects of innovation, to create an enhanced services to elevate user experience within that low racing network.
Loida Garcia-Febo: she's also a member of the staff engagement committee which cares for the welfare of the library staff in plants event to facilitate funding.
Loida Garcia-Febo: We have some experts in the area of wellness and libraries with us today, and with further to do, I would like to welcome our first speaker and she eat Bobby man welcome.
Bobbi Newman: Thank you Laura, thank you for the introduction, I am very delighted to be here with the my fellow panelists and I am.
Loida Garcia-Febo: going to.
Bobbi Newman: Start sharing my slides and get started, it is early in the morning for me here.
Bobbi Newman: i'm so i'm really looking forward to today and I got up extra early for it, I want to talk about wellness for Librarians.
Bobbi Newman: But first I want to give us a permission slip I want to acknowledge that we're in the midst of the global pandemic and collective trauma.
Bobbi Newman: I encourage you, as both presenters and attendees to prioritize your wellness during this webinar we may cover some triggering topics.
Bobbi Newman: please feel free to doodle color knit eat drink move your body in a way that feels good to you take a break and whatever else you need to do to take care of yourself.
Bobbi Newman: Your wellness is more important than anything, including this webinar I am going to turn off my video, since I have two screens and it looks like I might not even be paying attention to myself.
Bobbi Newman: I want to give a definition of health and health and wellness before we get started, and I particularly like this definition from the World Health Organization.
Bobbi Newman: Because it stresses that health and wellness is not just the absence of a disease or infirmity, but it is a state of complete mental physical and social well being.
Bobbi Newman: When we talk about wellness at work, and when I started my work with.
Bobbi Newman: Our tramp when I started my work on developing a class for wellness in the workplace about four years ago and working on the book I realized.
Bobbi Newman: That wellness was a very broad term and had become a very big deal, and so I needed to clearly define what I wanted to talk about and what should and should not be a part of wellness, especially at work.
Bobbi Newman: And so, some of the things that should be included include our physical health and those are things that you might.
Bobbi Newman: come to mind pretty easily like ergonomics, I think, is one that often has thought about less is the access to natural light and nature.
Bobbi Newman: And there's a growing body of research on the importance of that not just in our hours away from work, but while we're at work, we spend a significant portion of our life outwork.
Bobbi Newman: Air quality and noise and those kind of things in our physical environment at work.
Bobbi Newman: But also, I think the part that often goes overlooked is emotional health and wellness, and these include things like stress compassion fatigue burnout of is invisible and emotional Labor, and these have a very significant impact on both our physical well being and our mental well being.
Bobbi Newman: I also found as I began, looking into the research that I needed to put some things outside of the box and I want to talk about why we don't talk about these as part of wellness at work first is weight weight loss than any movement based programs.
Bobbi Newman: Discussions of weight and weight loss often result in eating disorders and unhealthy ideas and and relationship around food and exercise.
Bobbi Newman: If we focus at these programs at work, they may exclude staff members, they can result in people feeling isolated and ostracize and not part of the team, they can resolve and people withdrawing and eating lunch and other snacks away from work and hiding their food.
Bobbi Newman: Movement based programs are are very able list, many people may not be able to walk or move in ways.
Bobbi Newman: That these programs require and adjust isn't our place to do that the focus of wellness at work should be empowering people to make their own health decisions not dictating how they do that.
Bobbi Newman: In particular, at least in the United States, the BMI the body mass index is often used in weight loss programs, both in our health system.
Bobbi Newman: And in programs that work there are some very serious racist routes around that program and it really needs to go away, in fact, it was just sort of arbitrarily changed about 20 years ago.
Bobbi Newman: And suddenly a lot of people who were not considered overweight or obese were so this is not a good scientific based method for health there's plenty of new research indicating weight is not the best or the only indicator of physical or mental well being.
Bobbi Newman: And finally, depending on where you are there may be legal and ethical reasons surrounding work weight loss and movement based programs at work.
Bobbi Newman: wellness as a commodity, the wellness industry is almost a trillion dollar industry today and I apologize that as US dollars.
Bobbi Newman: Most if not all of our wellness efforts can be accomplished without cost, there are absolutely some wonderful things that you can purchase to facilitate your journey or make it easier, but those should not be the basis.
Bobbi Newman: And then finally Fo health and wellness, and these are things like social media influencers celebrities who write books or create brands to sell products.
Bobbi Newman: It matters because there's an increase my employees who are healthy and well have a number of increased benefits for both themselves and the library and I just want to highlight a couple.
Bobbi Newman: It improves job satisfaction and performance and improves productivity, but also can increase positive reactions with our patrons.
Bobbi Newman: and include the Community perception of the library, so, in addition to benefiting the individuals having a healthy workplace really benefits the library and the community that you serve.
Bobbi Newman: burnout is something we've been hearing a lot about both in relation to the pandemic, but also outside of it, and this definition is from the World Health Organization, and so they recognize this as a problem and.
Bobbi Newman: Prior to the coven pandemic, but the pandemic has only exacerbated, it is chronic workplace stress that's not successfully managed and I really want to highlight that work burnout is.
Bobbi Newman: A cause of issues at work and not individuals, more importantly, recovering from burnout takes a significant amount of time we're talking anywhere.
Bobbi Newman: from six months to years and so addressing this ahead of time it's one of these things that you're far better off to make changes to address this ahead of time.
Bobbi Newman: Another.
Bobbi Newman: topic we've been hearing a lot about is compassion fatigue, and this is something that started in the nursing profession.
Bobbi Newman: But has been expanded to look at any service based professions so libraries are a service based profession and we're offering helping people or animals who are in distress, and it is this.
Bobbi Newman: preoccupation with the suffering of people that were help, so it is creating a secondary traumatic stress for the helper and we have seen an increased.
Bobbi Newman: amount of webinars and information around trauma based care and trauma processing channel internally for library staff, as well as for our patrons.
Bobbi Newman: Any service profession does emotional Labor and I think, arguably, we all do, as we move about the world.
Bobbi Newman: it's publicly displaying certain emotions, while hiding others, and this isn't something that's going away or going going to go away or going to stop, but I think as Librarians and people who work in libraries, we have to acknowledge that this happens and consider how we.
Bobbi Newman: provide the space physically and mentally for people who, especially those who are working, a service desk or have strong interactions.
Bobbi Newman: With your communities, how do they have space to process this after they've had to do it, they have to have a break, they have to have somewhere, they can go to have some quiet time and and regroup.
Bobbi Newman: I think one of the reasons we don't successfully address a lot of our issues around health and wellness in libraries is this concept of vocational law.
Bobbi Newman: and philosophy, I wrote about this back in 2018 and I think the relevance of it is only going to continue to grow.
Bobbi Newman: But it's this idea I know personally I went into libraries, because I have this idealistic value about what they do and the services they provide.
Bobbi Newman: And we tell themselves this about our profession, but it also results in this belief that libraries institutions.
Bobbi Newman: are inherently good and sacred and therefore beyond critique and the truth is that we have a lot of practices internally both that we bring from us from our culture and society, but also within the profession that sometimes often contribute to poor mental health and wellness.
Bobbi Newman: So what can libraries do, and I do like to start with libraries themselves and not individuals, because most of what.
Bobbi Newman: needs to be done, does need to be done at the organizational and management and leadership level most of what can be done at the individual letter level is just.
Bobbi Newman: treating the symptoms and not the cause, so we want to empower people to make their own healthy decisions so consider what your environment looks like and what policies you have in place.
Bobbi Newman: Culture, transparency and then physical space is also incredibly important, so I know that this is very difficult, and this is a very short webinar, but there are resources out here out there to dig deeper into this.
Bobbi Newman: So take a look at the changes, you can make as individuals, there are some things that we can do to mitigate stress at work.
Bobbi Newman: These things you've probably heard before and I am certainly guilty of the do as I say, not as I do, so I also struggle to do these things, but they do definitely improve your health and wellness at work.
Bobbi Newman: I like to try recommend mindfulness This is something I myself have gotten into a few years ago, there is an excellent body of research, about the benefits of mindfulness I know it can be frustrating to hear that as an individual to try mindfulness when.
Bobbi Newman: what's happening at work is very frustrating to you, but it really does make a difference.
Bobbi Newman: And I just want to leave us with a few resources that are out there, that I think are particularly good and my slides are available, I know quite quickly mindful and Li s is a both a blog and instagram and Twitter account and has some great resources for everyone renewals work from.
Bobbi Newman: Katrina kendrick Davis has is also a great resource for managing burnout and stress in libraries.
Bobbi Newman: There is a mindfulness for Librarians Facebook group, I am not associated with this, although I am a member.
Bobbi Newman: There is a free online class that I offer from the network of the National Library of medicine and anyone can register for that so that is open internationally and, lastly, as Laura mentioned, I am the author of a book that will be out in the fall.
Bobbi Newman: And I am going to stop sharing and enough the like.
Loida Garcia-Febo: Thank you so much Bobby there is so many different strategies about wellness in done in how libraries can support the wellness your needs of their staff.
Loida Garcia-Febo: And I think is key.
Loida Garcia-Febo: To reach an agreement.
Loida Garcia-Febo: With the library workers on what they feel comfortable as well, in terms of these strategies, so thank you so much for.
Loida Garcia-Febo: So many resources Bobby we should have definitely a longer webinar Now I would like to welcome a lot closer she's coming from Germany, and this is going to be a video presentation.
Dear colleagues, i'm very pleased to participate today in this webinar on the important topic of wellness for Librarians and i'm sorry that I cannot be their life, but only via recording.
Many things to line up for the initiative and thanks to the section continuing professional development and workplace learning in collaboration with a flood new professionals special interest group for the organization.
My name is how are closer and i'm responsible for international cooperation at the German library association in Berlin Germany.
all together, we are a team of 24 people at the head office long before the pandemic, the staff of the head office were offered opportunities to promote their health and prevent illness or stress.
I would like to present these experiences today and hope that they may provide some ideas.
In the office of the German library association people manage and organize but not as in a library run around in the rooms climb stairs bend down to the shelves or stretch upwards to the last bookshelf.
We sit in front of this cream, day after day, an hour after hour, the result is that the backs have problems from sitting so much, and there is a lack of movement.
In order to prevent and contact this a training course was held in 2016 as part of the so called workplace health promotion, which presented compensation exercises at the workplace.
A qualified trainer came to us and showed us the staff various small exercises, that we should do, from time to time directly at the workplace to prevent tension and reduce stress the exercises were easily to be integrated into our work routine.
They are also exercises for the so called moving break the trainer then went from desk to desk and individually gave hints on the equipment.
Did the Chair meet the right requirements, was the screen set at the right height and was the light angle correct.
After that some tears were replaced, and we all one after another, as it is a real investment got height adjustable desks this way I can stand and sit during work, which is very good for my back.
In 2016 we also started turning running classes in the workplace to do this we hired a trainer who came to our office during working hours and trained us for an hour every week.
This was not so much about doing intense exercise, after all, we return to our workplace after the hour and showered but more about stretching learning exercises to strengthen the back, finding balance.
The probe the programs for 10 weeks each included yoga exercises for improving coordination and body awareness relieving the shoulder neck area building up the core muscles.
For this class we rented a bigger an empty room in the office building as our meeting room was too small, then we agreed on a date that suited as many of the team as possible and then with yoga mat and in casual sports where we went to the neighboring office for the appointment.
After that, as I said, we got on with our work.
It couldn't have been easier to squeeze an hour of sport into the working week, in addition, it promoted team spirit, because it is a different perspective and really experience.
To suddenly find oneself, together with colleagues in an environment that does not really belong in the professional CEO but rather in the private sphere.
After a few of these courses, we ran out of steam a little and pause.
And you impetus and new start of the program came with a new colleague in our team in times of the epidemic and that's in times of Home Office.
The new colleague took over the organization which means agreeing on a weekly date the focus of the movement choosing the trainer and weekly reminders.
Now, of course, the exercise class was also moved to Home Office.
It took place virtually, however, no recordings were used but life participations of trainer and participants so that one could also see each other into the trainer during the lesson some of the classes were recorded for the follow up use of the group only.
The key.
of online sports courses during the pandemic was that there was initially and alternative to sports courses that were not allowed to take place because of the lockdown.
So these online courses were at least a small substitute, not only for practicing a sports program but also as a team building measure for a personnel exchange among colleagues.
And an important point is that also the isolation of Home Office was East a little.
Colleagues, with smaller children also reported that they enjoyed this hour of sports per week, as they would otherwise, certainly not get to do any sporting activities on top of their jobs and family demands.
And if they don't if you don't even have to go to the gym or out of your flat, but just look at the computer it's print out your mat in front of it, that is, of course, one hurdle less.
So how were these courses financed.
First of all, the employer in our case, the German library association recognize the sports lesson is working time indeed it assumed that the lesson was within the core working hours of all employees.
Many people in Germany are insured for illness within a national health insurance scheme.
There are different health insurance companies, but all of them offer financial support for prevention courses.
So if I, as a member of a health insurance company participate in a certified sports course in my regular participation is confirmed, I get a large part of the cost for this sports course reimbursed by my health insurance company.
So the employees, took part in the course the trainer confirmed this and the employees applied to their health insurance company to have the costs covered.
If this was refused was not possible or only part of the costs were reimbursed the employer stepped in and the Association paid the costs of the remaining some that's the employees, did not have to pay anything themselves.
Conclusion the employers offered to to sponsor sports courses, is also an appreciation towards the employees and shows that the employer is concerned about the health and well being and motivation of his employees.
It supports with working time financially the course does not have a significant impact on the employer, because the majority of the costs are covered by the health insurance companies.
For the employees This offer is an opportunity to take advantage of a sporting balance to the everyday working life in an online course independent of location.
Very low threshold and simple to strengthen themselves physically and mentally through exercise and to value it as a shared group experience as part of team building.
So that's it once again, I would like to thank liner and the other organizers for this webinar for the invitation, and I wish you all the best and stay healthy Thank you.
Loida Garcia-Febo: Thank you, Sir Hello ash is always a great collaborator and it's very good to see today examples from different areas of our profession that was next sample from a library association.
Loida Garcia-Febo: office in a now we are still stay you in with the same country, Germany and we're going to hear from Rica line.
Ulrike Lang: i'm my presentation is mostly a look.
Ulrike Lang: back because.
Ulrike Lang: As you mentioned before, and to June 2020 I was responsible for the health management at the state and university library.
Ulrike Lang: In Hamburg, Germany, I must confess I don't know what is happening now in this area, even in times of the pandemic when most of the colleagues are still in Home Office.
Ulrike Lang: But we all hope to go back to normal very shortly, and I hope that the colleagues will then find the way back to some confessions.
Ulrike Lang: The library of finance for me university studies beside my regular working hours to get a degree in economics, with a focus on health management.
Ulrike Lang: They paid for the enrollment and I had to spend the hours on weekends, a very fair agreement and very successful for the staff from my point of view.
Ulrike Lang: First of all, the leadership is responsible for the health of their staff, and not only for the working hours, but for their whole life.
Ulrike Lang: And every option offered by the institution will help the staff, not only for the working hours, but for their whole life too.
Ulrike Lang: So the argument I heard sometimes the library offers health related education, because they want me to run faster is wrong it's the responsibility for the staff overall.
Ulrike Lang: We started in Hamburg in 2013 with creating a Health Day every second year alternate with the Health Day at the university where our staff members could also participate.
Ulrike Lang: We have a wonderful exhibition and performance area, you can see, on this picture in our old building where we offered the exhibition.
Ulrike Lang: Business company presented the so called airborne mouse which can measure the position of your spine, while you are sitting or standing.
Ulrike Lang: They will give you hints how to change these positions, for example in height of the Chair compared with the table, if you should use a foot rest, etc.
Ulrike Lang: We had a complete were office working place with table chair and screen to demonstrate distances and heights which are optimal to relieve eyes and body why working and showing that every working players individually to the size of a human being.
Ulrike Lang: health insurance company offered fruit and vegetable smoothies with recipes.
Ulrike Lang: They were information about the correct way of lifting and carrying weights, the participants were connected with a monitor and had to lift a beverage CRATE with empty bottles.
Ulrike Lang: The system could change the weight of the CRATE to demonstrate the weight you usually have to carry on a screen the load on knees shoulders spine etc was visible.
Ulrike Lang: And an advisor gave suggestions for changes our handbook company physician participated in an extra room with a measuring the blood pressure and blood glucose as well as cholesterol.
Ulrike Lang: She also checked the vaccination certificates and gave advice for fresh ups trainers from the University were there to offer trial lessons up to 30 minutes with yoga step aerobics mental relaxation, etc.
Ulrike Lang: And we created a wishing wall, where the colleagues could mention what they would like to have in the future.
Ulrike Lang: These brainstorming ideas were very carefully checked and those who included their names got an answer when we will start with the offer or why we can't realize it in the near future.
Ulrike Lang: Some of the suggestions brought us to courses with yoga and progressive muscle relaxation, but also to instructions of balanced diet.
Ulrike Lang: The courses were scheduled usually for 10 meetings one to two hours long and in the rooms of the library somewhere in the working hours, some have to be visited in the private time of the participants, depending on the topic, but all courses were paid by the library.
Ulrike Lang: And we agreed to contracts with fitness studios where staff members could work out with reduced fees.
Ulrike Lang: once a week we had a 20 minutes moving break with experts from the University also paid by the library.
Ulrike Lang: Three groups of up to 15 persons learned easy exercises in a special room reserved only for health topics.
Ulrike Lang: Our idea was the colleagues will learn some exercises and can repeat these whenever they want in their working spaces by themselves.
Ulrike Lang: But the human being, seems to be a bit lazy and we learned that we might always need an instructor and advisor, who is also a motivator.
Ulrike Lang: By the way, much more women participated than men in every health oriented course or often in times of Home Office and lockdown during the pandemic we offer this moving break as an online tool.
Ulrike Lang: We also had an office massage by a professional he came once a week with the special chair and the staff members could subscribe for 20 minutes massage this had to be paid by the colleagues themselves.
Ulrike Lang: A contract with the health insurance company, where the most of the staff is insured gave us more.
Ulrike Lang: We started to have special trainings at the working places for all staff members working in the lending department, the reading rooms and the magazines with instructions to lift and carry in weights.
Ulrike Lang: After a short theoretical input they had to show how they lift at their specific work in place, for example, from a book trolley to the table, or from the conveyor.
Ulrike Lang: To the book trolley and the shelves the instructor then demonstrated where and how they should change them movements to protect their joints.
Ulrike Lang: European Union so also Germany has strong rules for risk assessments regularly the employer has to measure risk for the health of the staff.
Ulrike Lang: But not only the working conditions, but also the psychological burdens by customers or other staff members working hours or the leadership.
Ulrike Lang: For this measurement we use the so called COP sock the Copenhagen psychological questionnaire.
Ulrike Lang: You will get a comprehensive evaluation after where you can easily see where the red districts or teams are.
Ulrike Lang: For these, it is important to find individual solutions like coatings for department leaders team trainings in stress prevention new concepts for workplaces or team building concepts.
Ulrike Lang: But, from my point of view, part of the health and wellness management is also the conflict prevention.
Ulrike Lang: For this we created a network with other institutions in Hamburg to exchange our specialists in mediation and conflict management.
Ulrike Lang: In an institution with round about 230 staff members, it might be difficult to find in a case of conflict, someone who is educated and neutral for the opponents.
Ulrike Lang: So, to have a pool of educated colleagues who don't know anybody, because they are working in another institution is very helpful again it's networking at its best stress prevention is also very useful as an education, you can offer to your stuff.
Ulrike Lang: and other sub team is black prevention drugs like alcohol gambling or shopping addiction, but also eating disorders, you have to monitor, if you want to improve the health of your staff.
Ulrike Lang: Last area is grief at work, the death of a colleague family member or friend, but also divorce or separation could be very stressful.
Ulrike Lang: In these cases, we have a cooperation with an institution which offers general education in advance, like, how can I support agreed in colleague, but also confidential conversations with moaners the teammates, for example.
Ulrike Lang: If you want to start anything under the line of health and wellness please be aware that you might need patience.
Ulrike Lang: With your leadership that they will give you money space and time and with your staff that they will accept what you will offer so my advice look for partners and don't give up, it might take time to reach measurable efforts but it's always worth doing it, thank you.
Loida Garcia-Febo: Thank you Okay, this is an excellent example on different strategies.
Loida Garcia-Febo: For academic libraries.
Loida Garcia-Febo: And, once again, we see how the participatory approach to a list it suggestions with the staff, then, to adapt those suggestions is important great great approach now, we will have Magdalena Luca.
Magdalena Gomułka: yeah.
Magdalena Gomułka: Hello everyone.
Magdalena Gomułka: And well it's it's so great that did that so many of you were able to join us today, thank you, Lord for introduced me.
Magdalena Gomułka: I work in installation library in Poland, I am instructor and also i'm convenience of evil and your professional special interest group and delighted to take part in this webinar and share a few cases from public view, so let me first open.
Magdalena Gomułka: Open my presentation and.
Magdalena Gomułka: And and give you a brief overview.
Magdalena Gomułka: Okay.
Magdalena Gomułka: yeah great so um please feel free to write your question in the chat box or Q amp a so now i'm going to present a few.
Magdalena Gomułka: So some wellness projects from Poland and which were financed by funds from ministries and European Union and also very well organized by Librarians and for Librarians you will hear examples from cat of itself look clean Polish nita espina and Polish Librarians association.
Magdalena Gomułka: Where there was a time in Poland, when we say wellness with international companies methodology banks and it teams created created.
Magdalena Gomułka: out areas invade buildings were way employees could relax and get rich recharge batteries during work day it helped them to keep the energy.
Magdalena Gomułka: In a positive and creative energy and, moreover, some employees had also a possibility to get cart which allowed them to go to the team swimming pool sound and spare areas without paying a ticket and it was in different parts of the country, I noticed that.
Magdalena Gomułka: More and more libraries also offer this possibility to Librarians and Librarians and didn't have to pay for take it was possible possible because to libraries you pay for the tickets from a social fact.
Magdalena Gomułka: So it was a beginning of the wellness area in Poland and second example was from it's from my library for years ago and.
Magdalena Gomułka: My library a had a project economics at the workplace, it was funded from European social font, as you know, a European Union had a student.
Magdalena Gomułka: To go and study abroad, but also various possibility to ask money for creating project and improve employment as well, so in this project, and nearly 150.
Magdalena Gomułka: Libraries because my library it's quite big I got a new traverse food store screens and it was one big.
Magdalena Gomułka: goal of this project, the second was that we could have money for organizing trainings about first aid about a customer service about avoiding stress and also adopting workplace to human factors.
Magdalena Gomułka: And next example of a project at comes is about workshops on a workshop during the pandemic, I noticed that many of my colleagues, and so that.
Magdalena Gomułka: During the pandemic, they have and having a line between professional and personal life is very important.
Magdalena Gomułka: So in this slide you can see, feel free examples first is from the municipal public library in English nita.
Magdalena Gomułka: And they carried out the project funded by the Ministry of Culture and national heritage in Poland, and this project contain five topics.
Magdalena Gomułka: For example, creating port podcast applications online events and the last but not least, it was about well being during a pandemic.
Magdalena Gomułka: Librarians had a meeting with a coach who had them and presented how to how to take care about to yourself during the pandemic.
Magdalena Gomułka: Speaking with the Director of the library knowledge nita I found out that Librarians notice the meaning of fatality I means that Librarians took took care of themselves because they saw that if they were strong game by who took care about of readers as well.
Magdalena Gomułka: Another interesting example comes from the original public library in look.
Magdalena Gomułka: At online workshops for Librarians also with expert and load them how to organize a day during a remote work.
Magdalena Gomułka: Such as preparing clothes, creating a workplace at home, leaving a comfort zone and treating yourself Rios of with respect and, what is important here.
Magdalena Gomułka: Participants talked with experts and very had meetings face to have with psychologist and how how to manage stressful situation at work, and also at home.
Magdalena Gomułka: and good results of this project were also article in a newspaper newsletter which were sent to Librarians about positive thinking and recording from workshops, which are available on YouTube channel.
Magdalena Gomułka: And Alaska example is from the Polish library association and they organize a free workshop in response of manual request from pls members and this workshop was about.
Magdalena Gomułka: How to deal with with difficult situation and case tips to participants, how to adapt to new situations.
Magdalena Gomułka: And a code presented to metadata metadata training for exhausted and also Stuart Stuart shank on method, how to avoid stressful situation it's very important to think positive about about the change and also.
Magdalena Gomułka: Take care about diet and about about support as well, and this meeting was the first one so and but I i've heard that my association our thing is thinking about another another meetings.
Magdalena Gomułka: which we can organize and to meet libraries in life so to bring my presentation to a close, I would like to recall.
Magdalena Gomułka: And words from my from the library and from the public library invest in that it's on the self apparent and measuring that.
Magdalena Gomułka: said that she regrets not having a special room for yoga in her library, but her colleagues and she care about a relationship.
Magdalena Gomułka: They organize the weekend trips to numerous to endure be mountains and cooking together and walking around and also going to go to the theater and control our institution.
Magdalena Gomułka: And thanks to that and this very are a good team and support each other, this integration influence very work in a good way I see that wellness in libraries.
Magdalena Gomułka: are very important, and there are many areas of this project, but I see that from from measure that that integration and relationship between between libraries can also can also have a can also influence on our our health and our sets.
Magdalena Gomułka: So thank you.
Loida Garcia-Febo: excellent examples from Poland Thank you so much Magdalena for.
Loida Garcia-Febo: It that's hard work compiling all them from their country, I thought it was very interesting.
Loida Garcia-Febo: That you introduced the ergonomic factors for Librarians and how libraries are trying to meet the needs of Librarians because we are all it most of the time, we are seeing you know so that could be a documentary for bodies as well well.
Loida Garcia-Febo: Now we are moving to another.
Loida Garcia-Febo: country and we welcome Catherine is BERT from Sweden.
Catharina Isberg: Thank you.
Catharina Isberg: The resilient and sustainable workplace.
Catharina Isberg: That is the theme that I will talk about and thanks for the invitation to this webinar my name is Catalina is by and I am the library director and handsome boy in the southern part of Sweden close to Denmark, as you can see, by the map.
Catharina Isberg: We have had a project or and we do have a project which is called the sustainable or resilient workplace.
Catharina Isberg: And we want to create a more sustainable, a resilient organization, as well as get better work environment and a higher level of wellbeing for our staff at the library and the library has 80 people in the staff, and we are working in five different departments.
Catharina Isberg: We also, of course, want to generate a new scientific knowledge for the library community, as this is collaboration with a researcher, which is his name is Magnus Linden from the institution of psychology at the University of Maryland.
Catharina Isberg: And we actually had a project a couple of years ago, which was called the healthy workplace, and now we wanted to move into a second step, and it was really a lot following up on the pandemic situation and the need that we saw during the pandemic.
Catharina Isberg: We started this last spring, so it's a year ago that we had our first workshop, and the first workshop was under the theme trust trust at the workplace.
Catharina Isberg: Because we see that a higher level of trust among employees is linked to a number of positive outcomes, including better work performance better ability to handle challenging stressful situations like the pandemic or the Ukrainian a situation that we have right now.
Catharina Isberg: get higher job satisfaction and also get greater commitment in the workplace to the work.
Catharina Isberg: and offer the workshop the researcher Magnus he made a research, study of the situation at the workplace and where researchers look into trust at the workplace, they look into three different dimensions ability.
Magdalena Gomułka: Katrina me.
Magdalena Gomułka: and very small problem.
Magdalena Gomułka: Because we see on your first slide.
Magdalena Gomułka: So you need.
Catharina Isberg: Yes, we try to see if we can start this once again.
Yes, I can see, you see.
Catharina Isberg: about this one.
Yet.
Catharina Isberg: So thank you now you all see the cross that the workplace slide Is that correct.
Magdalena Gomułka: Yes, yes, yes, we are on the farm.
Catharina Isberg: Yes, good, thank you, thank you for telling me.
Catharina Isberg: Across the workplace.
Catharina Isberg: Researchers they look into these three dimensions that are all at this slide ability willingness and integrity.
Catharina Isberg: and ability is to have the knowledge that you need for the work the willingness, the want to help and care about each other among the colleagues and the integrity to have a fair and worthy and consistent organization and.
Catharina Isberg: We did look into this and he he found that we have a high level of innovation in our workplace, we have high engagement and positive feelings about the workplace, and also a high group.
Catharina Isberg: connectivity and managers and staff collaborate well, but we also made some findings what we needed to work on more and one of those were feedback.
Catharina Isberg: So, after this workshop we had some seminars on feedback for the employees and now we are also working on weekly feedback exercises.
Catharina Isberg: During the fall in October and November we had our second workshop, and at that time, we decided that uncertainty and dealing with uncertainty was what we needed to work on.
Catharina Isberg: And a feeling of uncertainty in the workplace, usually is linked to employees feeling lower control of the work situation poor adjustment and lower level of trust higher stress and anxiety and most of these factors have been present in various ways in most workplaces during the pandemic.
Catharina Isberg: And we wanted our employees to become experts, or at least become better in managing uncertainty and risks.
Catharina Isberg: And from a resilience perspective, it is important that we strive to be proactive rather than reactive when it comes to dealing with uncertainty try to look into the future.
Catharina Isberg: And this can be achieved by strengthening the employees a personal ability to handle uncertainty and also by having flexible and healthy work structures.
Catharina Isberg: And of course we also looked into what does it look like it our workplace and the staff, they said that during the pandemic they felt that they got continuous information and communication from the management, both on the situation as well as all the measurements that were taken.
Catharina Isberg: They felt that the employees were involved in the decision making, they also felt that that are clear routines, but there is also space for creativity and you could see that we have quite a high level of the innovations today in the workplace.
Catharina Isberg: If you have too many clear routines you won't get.
Catharina Isberg: Any innovation.
Catharina Isberg: And then also they felt that the measurements that would take and create a feeling of security.
Catharina Isberg: and moving into the employees.
Catharina Isberg: As such, they felt that they got more resilient view of themselves, they learn to be positive about change and have confidence in their own ability, as well as into management ability.
Catharina Isberg: They gained an increased insight that they are capable of adapting to new circumstances and greater focus on the importance of highlighting what is positive, not the negative issues of the positive about clicks.
Catharina Isberg: As important work for democracy that the staff at the library performs That is also something that you really a make uncertainty go away, you feel that you're making a difference.
Catharina Isberg: And now we are moving into workshop three and four, because this is a two year project.
Catharina Isberg: The third workshop will be on our identity and the fourth one is on our strings our individuals ring.
Catharina Isberg: And that would be done during the rest of this year.
Magdalena Gomułka: Katrina excuse me Okay, and because I see that zoom.
Magdalena Gomułka: makes a joke again and we see on you before slide.
Catharina Isberg: There we go, yes, if the slides.
Magdalena Gomułka: Yes, and if you are on the PowerPoint might be various at swear this is so beautiful language but maybe there is a possibility to to to choose presentation mode mode.
Catharina Isberg: I have done that but it's really yeah I think we skipped the slides and we move continue, and I will share the slides on words, we can see them afterwards it's something that is not really working as it should be.
Catharina Isberg: Because I think that the most important part for us now is to really work on this, the learnings and we get continuously.
Magdalena Gomułka: In the daily business.
Catharina Isberg: because, together, we will create the sustainable workplace, and that is something that we do together at the workplace.
Catharina Isberg: So I stopped there and i'm really sorry that the the screen sharing didn't work.
Catharina Isberg: But as I said, I will.
Catharina Isberg: share the slides of the words we can see.
Loida Garcia-Febo: Thank you so much katarina we have a question for you the the initiatives their wellness initiatives are they meant only for Librarians or every library staff.
Catharina Isberg: All the library staff we are always working with everyone, and we really don't really care about if you are a librarian library assistant, or whatever role you have everyone is important in order to for us to perform our work.
Loida Garcia-Febo: Wonderful yes and that's why we met with library workers with today will this will library workers.
Loida Garcia-Febo: To include not only Librarians but everybody that's working in the library Thank you Katrina in yes, we will share Katrina.
Loida Garcia-Febo: slides because I think they're important in the sense that they present another view.
Loida Garcia-Febo: Because these libraries part of the city, so this is part of a you know city initiative that has a good the library and continues, so we have different type of examples today, and now we are welcoming Dr sadie Jing hospital, Singapore and these is a video presentation.
Catharina Isberg: greetings and salutations good morning Good afternoon, good evening wherever you are at, thank you for being part of this.
Catharina Isberg: session, my name is ED Jean and I am the President of the library association of Singapore here to speak about volunteer to be one of the speakers to speak about very pertinent topic.
Liberians and the mental health.
Now coffee 19 as ever norse hit all of us like a hurricane.
Especially for team needs for the managers, etc, all of us had to scramble to find ways, not only to adapt, but also to talk.
and change the way we do things.
Now SP all Clement to meet the needs of many, many users.
Who was looking after the needs of all Liberians mental health now what's interesting is that mental health has been a taboo topic for yarns aeons however it's only because coffee at 19 in fact.
Not at startup covet 19 but much later on that mental health started to be less taboo, something that we could discuss something that we could.
Not.
feel like we're going to be judged, should we bring it up.
Let me ask you something well Okay, since i'm not physically there or or virtually there.
Let me just ask you to think about this, what.
Are you doing for your Liberians for your colleagues.
Prior to covert names you.
know all the issues that they've been facing.
But that different from what's happening now, of course, everything got escalated and having to digitize everything quickly to be.
You know it savvy and stuff like that that's another layer of stress, but, honestly speaking prior to 19 how did you help your staff your colleagues deal with mental health.
yeah something to think about yes, because what i've noticed is a lot of us just you know feel like, for example, our library front liners.
As part of their job they used to it.
or even like you know it's not like the only deal with one person by now they'll know how to you know cope with what ever has been thrown at them, and unfortunately that's not necessarily the case now let's put it this way, if a user is.
Highly strung highly stressed out by their own personal issues, sadly, more often than not they tend to take the front liners as they're punching bags, I do not condone this, but you all know, this happens and when that does happen.
Ask yourself this, but your staff or does your colleague know how to deal with the situation.
Not just during the situation you know the service excellence and all that stuff but you didn't know how to deal with it.
Post event, so that they are mentally and emotionally not broken after being verbally abused or if it's physically abuse, I mean honey shall you better be doing something by you know, for your staff or your colleagues early on, but verbal abuse somehow tends to be a little bit.
pushed aside to certain extent, but the impact of words can be worse than a page.
Now.
I would actually develop a very short checklist and with this checklist I would ask myself this.
doesn't have to be long, even if it can be like you know, three to five questions or three to five things to think about.
For example.
If it's your colleague, who was just you know verbally abused after that event has happened, how would you help your colleagues.
As Liberian receiving the abuse, how would you personally manage that situation noted down.
As the overall in church, whether you're a team lead, or whether you're even the head Liberians, how do you manage both the user and, more importantly, how do you manage your Liberians mental health, after the event.
Now this is something that I think should be discussed, and you know, then written in like three to five points as to serve as a reminder, and the reason why I suggest that we do this is because at that point in time, that men that abuses hold you might be thrown into shock.
And you know you may not know how to deal with it and he's going to refer to this old post it with the five points there and.
Just one know trigger or even a safe word even or say phrase that you can just tell you click and they'll know okay.
um you know, a ch and just being verbally abused by a user and you know she said she's she's given me a heads up that she needs, you know 15 minutes to just consolidate all the thoughts and.
Emotions and stuff in order to be less upset or she needs to have a cup of tea to just calm down a little bit he won't be able to take on a new call.
or sit at the front desk for about 15 minutes, just to you know recover and everything like that things like this if they are in place it's not too much to us and you can test it make really, really be something that can help people.
Having motivational.
quotes and stuff like that it's all well and good, but, honestly, on a personal level, I don't think it really does very much for not going to listen to your staff as to give you feedback and things like that what's really the point.
Now for me personally, I feel that it is very, very important for all of us, especially if the heads of department or head of the library or team need even or even as a cozy.
To find ways to better approach mental health issues, we can talk about it, we can write about it.
We need to make this less taboo, this is a very important topic, and we need to make it less taboo that's one.
And two we really, really need to not like push it to a corner and ignore it.
So great job as law on you know, promoting mental health amongst Liberians and and bringing this as a topic of discussion.
It shouldn't be a one off, it should be something that we can work with other people who deal with mental health issues, we can collaborate with them, we did something at the library association of Singapore with this group called mental access G, and it was a huge success in fact.
There were a lot of people were actually asking for a follow up whether a workshop or another session of the talk and so on, so forth.
Most importantly, one thing that I noticed is everyone who submitted questions and there were tons of Christians 10 standard standard questions.
Not one person was brave enough to actually put their name down so even asking a question they help they had this sense that that they will be stigmatized.
Especially if their bosses or team needs or kalisa to find out who it was that submitted the question, so I found that interesting, I think, also when you verify to put in my name but you know um yeah.
we're dealing with a situation where we've got colleagues who are getting terminated retrench.
Because of budget cuts or libraries are closing down and all that, and this causes a lot of stresses everyone's not just.
dealing with difficult users and i'm not saying all of us have difficult users, but there will be that one person or two teams around.
But the fact that you know we're seeing our colleagues leave libraries are seeing or hearing about budget cuts and things like that.
And we couldn't help but feel scared about our own rice balls what's going to happen, how am I going to feed myself and my family.
These are all very big concerns now i'm no mental health expert, but sometimes all you need to remember that we are human beings with empathy well, I hope, most of us are.
And you do not need to be an expert in an area, but the minute you find that you are unable to help your colleagues or your staff.
As it's beyond you know just listening to them, and you really do need help, please, please I advise you to get them to seek help um you know talk to a shingle call one of those free help lines and stuff like that and get the help that they need.
I really do hope that things get better for everyone, and there was a saying that I came across the other day that I really liked, and I hope that you know it helps.
If we speak kindly to plans and it helps them grow.
Imagine what speaking tiny and being kind to each other as human beings can do and reset should you wish to contact me.
You can email me at President at le s dot orgy SG.
President at l E s dot orgy SG Thank you very much for this opportunity and I hope I gave you some food for thought to those.
Loida Garcia-Febo: And we thank and the third shady Jane ha from that Singapore vs in the live session in Singapore, whether each resting.
Loida Garcia-Febo: views as well on the work of library associations and also the libraries are doing and wellness we are so pleased to have police from different regions of the world today, and now I would like to welcome samantha she's also from Singapore.
Loida Garcia-Febo: Okay.
Samantha Seah (she/her) - NTU Library: Hello everyone.
Samantha Seah (she/her) - NTU Library: Hope everyone is having a good start to your day or.
Samantha Seah (she/her) - NTU Library: End of your day as it is for me.
Samantha Seah (she/her) - NTU Library: So thank you for inviting me to this.
Samantha Seah (she/her) - NTU Library: Sharing i'm quite.
Samantha Seah (she/her) - NTU Library: As watching all the panelists and all your discussions is very enlightening it was very interesting to see.
Samantha Seah (she/her) - NTU Library: What everyone is doing around the world.
Samantha Seah (she/her) - NTU Library: So let's just talk about a small little microcosm in Singapore enter your library.
Samantha Seah (she/her) - NTU Library: Oh, before I start I guess yeah i'm samantha I am the acting lead for social innovation excellence in empty library, and I am also a committee Member for the staff engagement Committee, I hope you can see my slides.
Samantha Seah (she/her) - NTU Library: Okay, so first i'll talk a bit about the staff engagement committee.
Samantha Seah (she/her) - NTU Library: In so we're trying to focus more on like navigating staff bonding during the pandemic.
Samantha Seah (she/her) - NTU Library: And so, a little bit by entity library is that we have around 70 staff spread out across seven library officers and we have this thing called the staff engagement committee which is made up of seven to eight staff.
Samantha Seah (she/her) - NTU Library: The committee runs on a two year voluntary basis and we organize events and look after the general welfare matters of the library so pass events before the pandemic would have to be included in person crosswalk sharps.
Samantha Seah (she/her) - NTU Library: Organizing of like games sporting events visit to cultural sites will fail Angeles, which was very popular.
Samantha Seah (she/her) - NTU Library: And so the current committee die in part of we took office in 2020 right after the pandemic started and.
Samantha Seah (she/her) - NTU Library: We what we had to kind of scramble to kind of think of like Oh, how should we.
Samantha Seah (she/her) - NTU Library: We organize our events, how do we still have bonding events, when we are all separated and we can meet up right, so the goal of it, which was supported by our library management and university librarian.
Samantha Seah (she/her) - NTU Library: was to feel connected right, so we still have that bonding thing, so we have we are trying to feel connected with each other and to lift each other spirits.
Samantha Seah (she/her) - NTU Library: Right, so we had but lots of virtual activities and games and i'm sure, a lot of people's or mentioned this.
Samantha Seah (she/her) - NTU Library: In your earlier sharing workshops and stuff so we try to focus more on things that were.
Samantha Seah (she/her) - NTU Library: Things that we would have even if they if they.
Samantha Seah (she/her) - NTU Library: If there was no pandemic so things like craft shops, a scavenger hunts we had also virtual stefan's.
Samantha Seah (she/her) - NTU Library: Some music recitals and just sharing from people who we kind of set up as a way to get to know each other, our colleagues.
Samantha Seah (she/her) - NTU Library: When they were when you all are in lockdown and everyone didn't couldn't see each other for very, very long time yeah.
Samantha Seah (she/her) - NTU Library: The other thing yeah so one of the meanings well, one of the bigger things accomplished by the current Committee was the.
Samantha Seah (she/her) - NTU Library: Creating of our secret staff lounge we took an old storage space.
Samantha Seah (she/her) - NTU Library: In the library and we repurpose it.
Samantha Seah (she/her) - NTU Library: into a staff lounge and we got our staff.
Samantha Seah (she/her) - NTU Library: To participate in the creation of this stuff lounge because it was gassed and we thought that this was a way for them to also connect with each other and to connect with.
Samantha Seah (she/her) - NTU Library: The library.
Samantha Seah (she/her) - NTU Library: In creating this stuff now so we got them to.
Samantha Seah (she/her) - NTU Library: Tell us what they wanted to see in it like a TV.
Samantha Seah (she/her) - NTU Library: comfortable space to talk to each other someplace to eat, we have bought games.
Samantha Seah (she/her) - NTU Library: And also, notably, we have the wall, so we had them come in and paint a portion of the wall.
Samantha Seah (she/her) - NTU Library: And we provided stencils and pain for them, and a lot of them said that it was very therapeutic for them.
Samantha Seah (she/her) - NTU Library: So it was kind of like therapy, it does come in the don't think about anything they just paint a little bit on the wall and they leave them out there and every time they go and visit it now they remember it and they also admire the work from the other colleagues.
Samantha Seah (she/her) - NTU Library: Okay The other thing i'm going to talk about today is hookah.
Samantha Seah (she/her) - NTU Library: So who God is a place a space that we launched in nicu library, which is.
Samantha Seah (she/her) - NTU Library: For both our users and Librarians.
Samantha Seah (she/her) - NTU Library: It was launched in January last year, and it has a unique design, in that it encourages self expression self reflection and self care to the experience of calmness and tranquility so who was actually a Danish word for well being.
Samantha Seah (she/her) - NTU Library: refers to factors contributing to everyday happiness, such as coziness absence of annoyance and taking pleasure from the presence of soothing things so.
Samantha Seah (she/her) - NTU Library: to compliment all this sort of a manifesto, we have low lights in the room, we have bean bags and we make sure that it's a no shoes on, so this is to try and get them out of.
Samantha Seah (she/her) - NTU Library: Their studying kind of.
Samantha Seah (she/her) - NTU Library: mindset and our work.
yeah.
Samantha Seah (she/her) - NTU Library: We also managed to collaborate with the museum to host the inaugural inaugural exhibition in hookah that if you are in Singapore, you can visit it until end of May this year.
Samantha Seah (she/her) - NTU Library: We collaborated with a Roma environmental artists and alumnus of empty you and.
Samantha Seah (she/her) - NTU Library: So she is a multi sensory art and science exhibition set in urban construct, and she replicated the tranquility of the forest and night.
Samantha Seah (she/her) - NTU Library: True spatial photographic experience artificial soundscape and common sense, so if you walk around the space, you will hear the sounds of a forest at night, and you will smell a specialty crop of that sense.
Samantha Seah (she/her) - NTU Library: So that was our initiative, yes, that brings me to the end of my presentation.
Samantha Seah (she/her) - NTU Library: Thank you for this opportunity.
Samantha Seah (she/her) - NTU Library: Which i'll stop sharing now.
Loida Garcia-Febo: Thank you samantha today's.
Loida Garcia-Febo: program has been so wonderful with so many different examples, and now I will share examples from that usc African American library association, but I didn't want to.
Loida Garcia-Febo: lose opportunity to say how impressed I am with all these different examples, including samantha's from Singapore on how the input.
Loida Garcia-Febo: And the participatory approach to include library workers is reflected from the world allowing people to paint and also from this time for will be working from home for a long time.
Loida Garcia-Febo: it's wonderful I was trying to take screenshots myself Now I will share my screen, and this will be our last section for today to share examples on what we've been doing at elite level um let's see.
Loida Garcia-Febo: Okay, good.
Loida Garcia-Febo: And these examples are from resources in mechanisms to bring wellness into the lives and workplaces from.
Loida Garcia-Febo: la to its member and also Librarians and us in everywhere, and they my examples, do they come mostly from the Committee on the status of women in librarianship that I share, and they are.
Loida Garcia-Febo: about different views than we have presented today and I will share them now, because everything in our lives.
Loida Garcia-Febo: contributes to our wellness in so Librarians are human beings, and we need to try to address as many topics that are also part of our society, to help us ourselves, and so one, this is the, this is the page of the causal committee on the status of women in librarianship.
Loida Garcia-Febo: And here is one of the topics about wellness, and this is anti racism work and is an issue that affects us all in our profession and in all professions and we want to build.
Loida Garcia-Febo: A professional and a world that we deserve, and so we must acknowledge that cultural and structural racism, as you say, which, with our society operates before we can begin to, for instance dismantle the structures of operation.
Loida Garcia-Febo: And I can't see the chat very well, but i'm going to open you just in case there is something for me okay.
Loida Garcia-Febo: All right.
Loida Garcia-Febo: So as a refresher we have made progress recognize a systems of oppression, however, we must address this fundamental issues in order to truly come together and move forward as a unified Community and with this goal, we present at national webinars.
Loida Garcia-Febo: To this cause, how institutions can adopt anti racism actions that mitigate the damage of the systems to lead indigenous black and people of color and we know that this is a huge topic.
Loida Garcia-Febo: That I wanted to mention, because everything can.
Loida Garcia-Febo: affect our will be at work and so working together, we can all engage more constructively in conversations about racism and actions to continue building.
Loida Garcia-Febo: equity equity diversity and inclusion for deprivation our society and the world that we deserve, and this is one of the events that we presented it is totally available for free on the causal website The next area is equal wages.
Loida Garcia-Febo: And having that same problem, this is not movie This is very interesting so maybe I have to stop and share again.
Loida Garcia-Febo: let's see if this works best i'll just share it this way.
Loida Garcia-Febo: And so the next area is equal wages, for instance, professional tennis player Venus Williams and professional soccer player named don REP know both have won Olympic medals.
Loida Garcia-Febo: In their respective sports in our world, we know athletes and have contact with different products and companies, but even the salary they earn from their sport is not on par with their male counterparts and.
Loida Garcia-Febo: In our library profession, it happens at salaries are not equitable either so in order to promote conversations between administrators in our field we organize an event in the elite and non conference to this cause salaries in working conditions in libraries.
Loida Garcia-Febo: Okay.
Loida Garcia-Febo: Since we have experienced that pandemic is is a very ends have coming in from me.
Loida Garcia-Febo: predominantly female for force the impact of four laws they have paid cuts and slow job market.
Loida Garcia-Febo: Inevitably, is gendered because of the huge workforce that is female or identify view, and so the AU lait.
Loida Garcia-Febo: ap.
Loida Garcia-Febo: salary survey provides statistics on salaries for library positions in the US and the data is collected from public libraries serving populations under 10,000 to more than 500,000.
Loida Garcia-Febo: People in for academic libraries at Community colleges four year colleges and university libraries, all this information is included in the survey and can be useful for hiring managers library directors in human resources staff.
Loida Garcia-Febo: It is also valuable for Librarians seeking employment or considering relocating to pursue professional opportunities.
Loida Garcia-Febo: And so, due to their pandemic, the last data is completely 90 you know you understand that the efforts to compile are currently under way, and this is there a better serve salaries toolkit also available, and this page and they pay equity page.
Loida Garcia-Febo: um support for your viewers of loved ones is another area specifically during the pandemic, we have seen how having to care for sick children.
Loida Garcia-Febo: Parents and friends has also affect people's performance last February, we had a national events where the presenters were directors of academic and public libraries, along with a librarian specializing in people's will be.
Loida Garcia-Febo: Where the presenters recommended to their fellow administrators to explore how employers can create emotionally healthy workplaces.
Loida Garcia-Febo: With policies and relevant procedures, how employers can offer flexible hours in job expectations in how employers can help staff caring for children in or parents during this period of covet 19.
Loida Garcia-Febo: Also, how and can administrators in staff support library work, especially women, because they are the largest workforce in our Community is to.
Loida Garcia-Febo: look into this, that is a women in librarianship and these people are cheering for parents and their children loved ones in Paris during.
Loida Garcia-Febo: And this event is also the recording available free on our website.
Loida Garcia-Febo: And here we have a slide on the caregivers toolkit available as well, and you can consult that.
Loida Garcia-Febo: The last area, I want to mention is empowerment of women.
Loida Garcia-Febo: Despite the larger number of women working in libraries today, many of us, especially women of color regularly experience instances where our contributions opinions and suggestions are undermined at work.
Loida Garcia-Febo: Over time there's results being low morale loss of individual conference confidence ending extreme cases as hostile work environment.
Loida Garcia-Febo: That concept we have developed is to present webinars title bridging the gap in support of women's librarianship.
Loida Garcia-Febo: Where the goal is to better understand the factors that contribute to undermining and undervaluing women in the libraries workplace.
Loida Garcia-Febo: I come in actually in identifies strategies library workers can use to make the workplace, an environment where our many contributions are valued.
Loida Garcia-Febo: To this effect, the committee host a webinar and then we were invited to present an event at the black Caucus of the American library association national conference and at the.
Loida Garcia-Febo: reformer national conference, and this is this slide from that conference.
Loida Garcia-Febo: In reformat is the National Library association to promote library any information services to Latinos and the Spanish speaking.
Loida Garcia-Febo: At this last event we presented an expanded program and this slide is on the screen it included author talks it panel on wellness strategies in Manila when on women and our men and he was wonderful.
Loida Garcia-Febo: The recordings are available for those who attended the conference, but record is about bridging the gap and support women in librarianship are available free on the Council website.
Loida Garcia-Febo: Today, I also want to highlight a la resources to support wellness for library workers, for instance, the La.
Loida Garcia-Febo: association of professional allies wellness website for library workers was revamped.
Loida Garcia-Febo: With new content and this website was originally created under the elite precedent lowering Roi and doing my elite procedures if we worked with a student of Dr Roy to add supplemental information for all the areas to update their website in.
Loida Garcia-Febo: and add another area related to financial wellness in addition to emotional environmental intellectual occupation now physical spiritual and social wellness so we have eight elements and wellness on that website.
Loida Garcia-Febo: We presented some webinars, for instance, this is an example of one of them.
Loida Garcia-Febo: is called strategies for wellness for those experiencing micro aggression blows workplace stress and a recording of this one is available on the emotional wellness page of this website.
Loida Garcia-Febo: or other other times we presented courses, for instance, we did present one with Bobby Nuba on wellness will irie workers, and this was through a partnership with the national network of libraries have many see and they were taught by Robbie.
Loida Garcia-Febo: Also, during the elite conference.
Loida Garcia-Febo: Usually has some recognition awards or citations related to the area of wellness.
Loida Garcia-Febo: and inaccurate a layperson answer sedation for wellness in the workplace, was established during my residency i'm very eager to wellness, as you can see.
Loida Garcia-Febo: and is now House by the elite sustainability Roundtable in this is to recognize wellness air force by libraries, we want to motivate libraries to do that.
Loida Garcia-Febo: And the regional library of Columbia in South Carolina was the first one selected and I want to read what they did because it covers different areas of wellness.
Loida Garcia-Febo: that perhaps we have spoken today in this webinar and I tried to charge during my presentation, for instance, they were selected for creating and sustaining system, why support for library staff.
Loida Garcia-Febo: Through multiple wellness initiatives and their fourth in the project play that's the name project play provided each library department with discretionary funds to support activities they choose.
Loida Garcia-Febo: To improve our staff wellness solutions Bowling karaoke social lunches meditation and coloring.
Loida Garcia-Febo: And day included a goal, it is strategic plan to be the most progressive.
Loida Garcia-Febo: installed after employer in that country, they increase the salary of many workers that were underpaid mostly fire professional staff.
Loida Garcia-Febo: In that went up at least around 24% even the salary, so this was a huge action they revise their policies for medical leave in paid time off.
Loida Garcia-Febo: added a room for staff to exercise in provided an option for staff if they wanted to share bicycles provided by the library to travel to meetings and so that was an incredible.
Loida Garcia-Febo: work they did, but to bring awareness to library worker so big applause i'm.
Loida Garcia-Febo: Doing conference during a lake conferences, a la staff members on I collaborated on a cookie them off, so it was a cooking program during the conference, where I share.
Loida Garcia-Febo: delicious recipes of vegetable juices every instance fruits and veggies stir fry on the cooking stage of the elite annual conference exceeded floor you like also provides room for yoga and meditation.
Loida Garcia-Febo: In terms of publications, and this is very important, because we need to stop sharing what we do to bring wellness to library workers in library association in your academic public school libraries.
Loida Garcia-Febo: And and those libraries that are so connected with this CD, and so I wanted to share two examples one my President elect President column on American libraries, and this is from.
Loida Garcia-Febo: In January 2019, and this was dedicated to encourage library workers to immerse themselves in wellness in a feature examples of libraries provided wellness opportunities for this stuff and resources library workers and.
Loida Garcia-Febo: I also wanted to share there's another blog post on the cpd wl blog about library wellness with many more resources as well.
Loida Garcia-Febo: I hope this information is useful to you and we start sharing what we're doing and I hope you are encouraged to build on this whatever you're already doing, and if you're not doing much to feel encouraged to develop strategies in creating resources for your library staff.
Loida Garcia-Febo: And now we're going to see if there any questions.
Loida Garcia-Febo: For our speakers today.
Loida Garcia-Febo: This is, this is the time we only have just a few minutes, we are a little bit over time, but I wanted to see if there are questions.
Loida Garcia-Febo: If there are no questions I don't see that there i'm going to.
Loida Garcia-Febo: Thank our speakers from different regions of the world from Singapore for Sweden, Germany from iowa here in the states into Poland coming here to share with us if they can turn on their cameras, for the last goodbye for today.
Loida Garcia-Febo: to share these examples we want to encourage everyone to motivate now to you to go back to your teams and talk to your administrators as well.
Loida Garcia-Febo: Because wellness is very, very important, as we have lived during the last two years, so thank you to the speakers, thank you to the attendees their webinar recording will be available soon and will be shared, through the same community communication channels that we have.
Loida Garcia-Febo: Where we distribute it they announced that, for this webinar so with that we will see you hopefully again at another well you know, on wellness Thank you.