Multitalented Aaron Whitefield joins the hosts and shares insight gained from leading successful multicultural academic programs during the decade he spent working as an educator, library professional and youth development specialist in Columbus, Ohio.
Aaron’s passion for uplifting youth and creating community is apparent, even while navigating systemic issues like sexism, classism, and racism. Those interested in better understanding the “unique experiences, challenges, and triumphs of living as a Black introvert in an ever-changing America” should checkout his podcast, The Semi-Social Life of a Black Introvert.
Website: MU.FA.LI. - Home (iammufali.com)
Hosts: LaRee Dominguez & Roxanne M. Renteria
Date of Interview: February 23, 2024
Multitalented Aaron Whitefield joins the hosts and shares insight gained from leading successful multicultural academic programs during the decade he spent working as an educator, library professional and youth development specialist in Columbus, Ohio.
Aaron’s passion for uplifting youth and creating community is apparent, even while navigating systemic issues like sexism, classism, and racism. Those interested in better understanding the “unique experiences, challenges, and triumphs of living as a Black introvert in an ever-changing America” should checkout his podcast, The Semi-Social Life of a Black Introvert.
Website: MU.FA.LI. - Home (iammufali.com)
Hosts: LaRee Dominguez & Roxanne M. Renteria
Date of Interview: February 23, 2024
[Intro Music Playing]
LaRee Dominguez:
Welcome to OVERDUE: Weeding Out Oppression in Libraries, a podcast produced by the Oregon Library Association's Equity, Diversity, Inclusion, and Antiracism Committee. My name is LaRee Dominguez, my pronouns are she/her. I'm the resources coordinator at the Albany Public Library, and I'm joined by my co-host, Roxanne.
Roxanne M. Renteria:
My name is Roxanne M. Renteria, my pronouns are she/her, and I'm a community librarian at Deschutes Public Library. Aaron Whitfield is a skilled youth and community development specialist, author, motivational speaker, podcast content creator, writer, and consultant. Aaron Whitfield has spent a lifetime creating positive change, inspiring others, and building positive relationships throughout his community. Having spent the past 10 years as an educator, library professional, and youth development specialist, Aaron has invested his skills, talents, and passions directly into the lives of those he meets.
He believes that each day is an opportunity to create a positive impact in the lives of others. For eight years, Aaron led, designed, and directed a multicultural academic program for kindergarten through 12th grade students. Under his leadership, that academic program accomplished a 100% high school graduation rate, with over 94% of students attending a college, university, or trade school. Aaron is the owner of MU.FA.LI. LLC, home to his internationally-subscribed podcast, The Semi-Social Life of a Black Introvert, and is currently employed as Director of Diversity, Equity, and inclusion for the Franklin County Sheriff's Department in Columbus, Ohio.
LaRee Dominguez:
So, Aaron, we like to start off with an icebreaker, and ours for you today is if you could please tell us about a memorable "aha" moment in your life, library related or not, and whether it was a great idea you had, a situation where puzzle pieces seamlessly came together, or an instance of transcendent clarity. Is there a moment of growth or understanding, big or small, that will stay with you forever?
Aaron Whitfield:
Absolutely. And first, thank you both for having me on this podcast to share my library story. Sorry about the pun there, but yes, there's absolutely is a moment of enlightenment that occurred when I was working at the Karl Road Library, which I call home here in Columbus, Ohio. In that moment, as a learning center specialist and having the privilege and the honor of creating a home-like atmosphere for between 80 and 120 kids per day, five days a week, I was blessed with the opportunity to connect with community.
And one of the first "aha" moments really came upon my fourth year, and you spoke puzzle pieces earlier, in our library academic center, someone donated puzzles for the kids in the library, and I thought that, honestly, these kids who play Roblox, who play games on their computers, who play PlayStation, would look at these puzzles and almost laugh at them like, "What can we do with these puzzles?"
But my colleague Fatima brought the puzzles out on a Friday, and she started doing the puzzle by herself, and soon I saw kids just gather around, and communicate, and talk, and create conversations that almost you will have with the family at a dinner table. And I was amazed, power of the puzzle, and I myself even participated in this sort of puzzle experience.
And what I realized in that moment was that everybody in that room, we are all just a piece of the puzzle, and no piece is greater than any other piece. I mean, if we come together, we can create a beautiful picture, just as we did on that Friday. That one experience turned into three years of puzzle... We call them Puzzle Fridays, where we would get a different puzzle and a more challenging puzzle, and I would bake cookies and bring in the hot chocolate. For three straight years, we did this, and it elevated our learning center, our academic center from a community into a family. And so that was my "aha" moment, how to be a piece of the picture and honor every piece in the puzzle.
LaRee Dominguez:
That's awesome. Thank you for sharing that.
Roxanne M. Renteria:
Aaron, can you tell us a little bit about your library journey and how it's led you to where you are today?
Aaron Whitfield:
My library journey started in 1988, when I was four years old. I attended a preschool on the north side of Columbus, and I remember watching, and looking out the window, and seeing a building being constructed, which turned out to be a library. And I would just marvel at the bulldozers and all of the machinery making this, what I thought was like a huge building. That was 1988. In 2011, that very building that I watched being constructed in 1988, I had the privilege to work within, and it was almost like a full circle type of moment.
Prior to working at a library or at the library, I spent years working within youth development, specifically within community centers and community organizations. But my library journey, what brought me to the library, I think was fate. It was purpose. I did not really want to work at a library during the economic depression of 2008, 2009, 2010. I didn't want to work at a library, but I needed the job. And I think, in some ways, the universe knew that I needed that library, because within that library I found safety, I found community, I found people that believed in me and saw the gifts that I couldn't see. And so I believe the universe brought me to the library, and I am so grateful for it. Are you
Roxanne M. Renteria:
Are you able to share the name of that library?
Aaron Whitfield:
Yes, absolutely. The Karl Road Library on the north side of Columbus, in the northern area. It will always have, that area, that community, the people will always have my heart. I will always consider it home.
LaRee Dominguez:
Thank you for sharing your other home with us. In your blog, Freedom of Speech, posted in February of 2023, you discuss the difficulties and challenges of libraries being a neutral space. How does the idea of neutrality affect BIPOC library staff and patrons? I know we all have an idea of this because of how it's happened to us, but can you talk about that in your history with libraries?
Aaron Whitfield:
Yeah, absolutely. You know, I look at libraries as a space and place of meeting, and not only, of course, checking out books, things of that nature, but I think in the grand scheme of things, a place of sharing and exchanging ideas, information, and building relationships. The library is one of the few places that I see, especially in today's world where people both collect and connect. We seem to connect more via technology, in today's world, but the library is a rare place of exchange.
And so one of the reasons why I think that neutrality, especially when dealing, when having to deal with matters of diversity, equity, inclusion, or rights of BIPOC people, or women, or those who are LGBTQIA+, neutrality is dangerous within a library setting, because it's almost as if the library could really... If libraries were more progressive, I believe that they could push a change within communities, but neutrality almost turns a blind eye and a deaf ear to what's going on in the world.
Also believe that, historically, if we look at libraries, historically, libraries have not treated BIPOC, Black and Indigenous people of color, in the greatest of light. There's been a history of being denied library cards, being denied access to information. So, I think at this time in which libraries, and some have almost tried to be more neutral in their stance and regarding current issues, it's almost also ignoring the
past, a past that is sad, to say the very least. And so I hope that libraries not only are progressive, but that they can better serve their marginalized communities, and that can better walk this tightrope of what I will call protest here in America. Take a step, take a leap of faith, be willing to take a stance on the issue, but still recognize and honor the hearts of the people and the community that it serves.
LaRee Dominguez:
Thank you for putting out there that we should say things, we should step up. It's always a hard decision to make, but when we hear others like yourself doing so, it makes it a little easier for the rest of us.
Aaron Whitfield:
Thank you.
Roxanne Renteria:
Aaron, what types of oppression have you seen manifested in the library profession, as well as within physical library workspaces and places?
Aaron Whitfield:
One of the oppressions that people would naturally believe that I've seen would be racism. There have been instances of racism that I've seen within library settings, from everything, from being told by a woman that I need to dress more professionally, and that I look "too hood", and that I "look like a thug", and things of that nature that sort of pop up when you're in these community settings.
I think classism is something that I watched each and every day, and I want to be careful when I say this, but not too careful, and be honest with this. With the community that we served in the library that I worked, we had a large new American population, and with that came questions. With that came worry, fear, and how do we approach such a new population that seems to be so different and of a seemingly lower class?
And to be honest, it broke my heart at times. I think a lot of our colleagues really embraced the challenge to connect these new Americans to the community. There was an embrace, and I think the library tried to embrace, and it continues to try to embrace these new Americans, but you would see patrons not want to sit next to someone who was speaking a different language or report someone else speaking too loudly in a language that may be different from English, or saying phrases, "Poor Black kids," and, "These people."
And there was a certain tone of classism that just echoed, and it goes back to the neutrality of a library. If you allow that to go, if you allow that to be okay, then those things will get worse. And so I am proud of my colleagues and of my overall library staff that I worked with, that when they heard things like that, most of the times, if they were heard, somebody would address such discriminatory language.
And so classism was definitely... Manifestations of oppression, along with racism, along with sexism. Working in a library, you can see, in certain cases, that the positions of power will go to white men, to be quite honest, and likable white men, whether they're qualified on paper for the position or not. So leadership positions were generally dominated by white men.
And so I will always encourage my leaders and colleagues who are women to push for those leadership positions, and that they had my support, because I understand that library culture, as well as organizational culture, not only here in America but across the world, is dominated by men. So it takes someone who is willing to be courageous, take some hits, but also be a pioneer in some regard, to cross those lines when it comes to leadership and women in leadership. So I would definitely say that would be a close third.
Roxanne M. Renteria:
Thank you for speaking to the issue of classism and sexism, which for our listeners, are other forms of systemic oppression that find common ancestry with white supremacy, along with racism. So, thank you for that, Aaron.
LaRee Dominguez:
Aaron, how has white fragility affected the perpetuation of these workplace oppressions?
Aaron Whitfield:
I think white fragility, and that's such a tricky term, because when brought into places of employment, when spoken about places of employment, it instantly triggers. That's almost a judgment, but it has the ability to trigger, almost a wall and a barrier that can cease communication. Even though I get, and I understand, and have used the term, it's definitely affected the perpetuation of the workplace oppressions that I mentioned, because in seeing issues aren't addressed or if they're addressed, they're almost addressed with kid gloves, the fragility subconsciously is always, it seems to be a lot of times taken into regard.
So whether it be with addressing a customer or an employee, at times, white fragility, whether it be spoken or unspoken, the conversations that would happen to perhaps a youth or an employee of color are softened, because of white fragility and/or white tears. And so it's almost a culture of, once again, a culture of silence, or a culture of not wanting to be confrontational, or offend a white colleague. And so change just doesn't happen.
I would tell my leadership and colleagues that conflict can create chaos, but it also can create opportunities, opportunities of change, and that there are times in which, not that employees need to be called out, but a stance needs to be taken, and a conversation needs to be had, regardless of white fragility, regardless of the person. In some ways, wrong is wrong and/or a person's always worthy to have a conversation. And so I encourage library leaders to look past white fragility, to look past the offense, and have those hard conversations or those easy conversations that could perhaps bring change within your library's community setting.
Roxanne M. Renteria:
I absolutely understand and appreciate what you're saying about white fragility. I think what I wish I could tell non-BIPOC is that all of us who are discussing these issues and divesting ourselves of a colonial mindset are experiencing that pain, and anger, and uncomfortableness, and what non-BIPOC are feeling is the same cortisol rush that we do, that cortisol rush that comes with cognitive dissonance, and having to untangle the threads within our brains. We're doing it too, and we want you there with us.
Aaron Whitfield:
I completely agree with you. These conversations are tough, because it really goes against the actual culture of the American workplace. And so I've experienced and seen, witnessed conversations not be had because of white fragility, and/or white tears, and though the tears can be legitimate, as is fragility, the conversation still needs to occur. I can say I've had the privilege of working with coworkers and colleagues who sometimes, to have the conversation with an employee or a colleague who may not necessarily see the perspective of a BIPOC person.
And at times, I don't like having those conversations, because I feel as if the burden is on me. But there are certain times or moments in which conversation is the best tool to create change. And so I can say that that most of the colleagues, most of my former colleagues that I've had conversations with about race, about class, about some of my experiences as a Black man in the library as a Black man in America, but I can say that most of the conversations I've had with my colleagues, that they've been very open to hearing and implementing some of the changes that I recommend and that I say, because I think they have a better understanding of my heart.
I am not trying to come down upon them with a Black iron fist. I'm here to help, I'm here to invest, and your perspective may be different from mine, and vice versa, but we can create change the more that we connect, more that we have conversation, and the more those conversations create implementation in what we do each and every day.
Roxanne M. Renteria:
I absolutely agree, Aaron.
LaRee Dominguez:
Yeah, thank you for that.
Roxanne M. Renteria:
While there have been some efforts, albeit minimal and slow, to diversify the library profession, workplace culture, and retention practices or the lack thereof, performative efforts still make libraries an unsafe place for library workers of color. What can library staff, admin, staff on the front lines, et cetera, do to make the library a safer space physically and psychologically for BIPOC to work and thrive?
Aaron Whitfield:
You know, I think the libraries can do a lot of things, and a lot of it starts with a conversation and a willingness to have a conversation with their BIPOC workers, to discuss their experiences, and as a whole, both good and bad, up and down, high and low. But conversation isn't the end all, be all. There has to be intentionality with libraries to take that conversation and go more toward implementation, seek out professionals that can better or that can add value to the workplace, seek out diverse potential library employees, go to HBCUs, create programs within schools that expose students of color to library work experiences.
Open up the doors of the library and shed some of almost the elitist attitude and environments that are associated more so when it comes to places of academia, knowledge. Libraries are places of information, but as I mentioned earlier, they're also places in which people collect and connect. And so I think of libraries in many ways had conversations with BIPOC employees, and workers, and colleagues, but went out in the community, as opposed to waiting for the community to come to them, with libraries more proactive in their approach of trying to gain a more diverse workforce, as opposed to waiting for the community to protest, waiting for the community to raise its hands, waiting for the community to say something loud, and then reacting. I think that libraries would create a safer place in those two regards for library workers of color.
It takes change also envisioned from library administrators, an intentional vision and change. If you are a library executive leader or a library administrator, and you look around, and you see a lack of representation, say something. Don't just go about the business of saying that, "It is what it is," or, "This status quo," or, "There isn't anybody that's qualified to take the position." If you don't see representation, maybe it's your eyes that can create the change that you see. It's going to take a risk. It's a risk, but the change is so necessary. So I'm hoping that a library administrator that's listening to this, that this will create a spark that perhaps a change starts with you being intentional, being direct, being a person of impact, reaching out, as opposed to waiting for the community to reach within the library, to get more representation within the library space.
LaRee Dominguez:
Oh, thank you for that. It would be wonderful if people would actually act on what they are seeing, and have a conversation about that, and try to make a change. I think that conversation is really difficult for a lot of staff to have with admin, and for admin perhaps to admit to.
Aaron Whitfield:
Absolutely agree. It's one of those, like who's willing to be the person? I think a lot of us see change, changes that can occur, but we don't often talk about how change does create conflict. When you do something outside the box, even amongst people who you've worked with and for in a company that you've invested your time, your energy, your sweat, your tears into, if you step outside of the culture, there will be conflict. I can guarantee you, there will be conflict, but you can't have change without conflict. You can't have change without conflict.
And so, yeah, if someone takes that step, if you see the change, perhaps you are the person, the only person in the room that sees that needs to be changed. Instead of waiting for the next person to come down the line, five years, three years, one month, two days, or whatever it is later, you be bold, you be brave, and you create the change. You create the space, you create the opportunity that someone else needs, who perhaps may not have a seat at the table today, but you can create that seat tomorrow, the next year, in the future, going forward.
It's going to take people being bold and understanding that their job positions are important, but their purpose in life is even greater. I hope we have some professionals out there that are willing to sacrifice, and lead, and be the change, as opposed to waiting for someone else to assume that role.
LaRee Dominguez:
Yeah, those are good points. I like that, you got to create the opportunity occasionally and not wait for it to happen. Thank you for sharing those. You've shared with us that you have encountered and witnessed racism in libraries. Would you be willing to share a story or two about the effect on library staff and on the community when these instances occur?
Aaron Whitfield:
Yeah, yeah. In serving a population, a very diverse and young population in the north side of Columbus. I brag about, I call them my babies. They're my kids who have graduated now and in the learning center that I worked. And in my mind, it's the most diverse experience I've ever been in. You talk about kids from 20, 25 different nations, mainly East and West African, Central American with a growing East Asian population, kids from Africa, from specifically Guinea, Sierra Leone, Ghana, Nigeria, Eritrea, Somalia, Ethiopia, and Kenya.
I've never worked in a place that just looked so beautiful, that was so vibrant with energy, and yet people, when seeing these beautiful, wonderful kids, will often, at times, react in fear of seeing Muslim girls with their hijab, and making comments such as calling them, whether it be "rag heads", or, "Take that off, you're in America," or things of that nature, talking to youth in that manner, and it's not appropriate whether you do it with a youth or adults.
And so those instances, and that's not just existing with white customers, it's also happened a couple of times with Black customers speaking to youth in that manner. It broke my heart, but I always addressed it with the customers when I saw it and heard it, because these kids, and being new Americans, much like myself, they too were searching for a home. And as the protector of that home, I would always be sure to say something to the individual, escort them out of the library, and also come back and console, and listen to a youth that had perhaps their heart broken in that moment.
Instances of racism could also include customers not wanting myself to... Well, let me give this story. This is, in some ways, a good one. I was told by a colleague that the shirt that I had on was offensive to a customer, and I looked at the shirt. I had on a Harriet Tubman shirt, and it was offensive, and the customer had a huge issue with me, because I'm a Black man with a Black woman on my shirt, a Black woman who ran and who got others to freedom.
And it made the customer so uncomfortable that they approached my manager and leadership about my shirt, and how uncomfortable it made them. And the conversation popped up, "Would I be willing togo home and change my shirt?" And I wasn't. I wasn't. And it may seem small, it may seem like, "Why, Aaron, didn't you go home and change your Harriet Tubman shirt?" And the customer said that it was that the shirt was, that he was offended by it and that it was a political shirt. And I made the comment that she was running for freedom and not for office. It is completely two separate things. That's my inside joke. But I wasn't willing to compromise. I wasn't willing to take the shirt off, because Harriet Tubman means something to me. The shirt is not offensive. "You're offended and that's your right, but it's also my right to wear this shirt."
And there's several instances like that popped up, my eight years of either passive-aggressive or just simply aggressive customers within the library setting, that I believe were more aggressive with BIPOC youth or BIPOC colleagues, because we were in fact the minority within a space that is predominantly and historically led by white men and white women. It's a tough place at times to be. Library work is not for the faint of heart, it's more than books. It's having to navigate both the beauty of society, but also some of the pains of the history of America, and how do you manage your emotions, how do you manage other people's emotions? But still, how do you see the beauty within it all? And I'm appreciative and glad that I still see the beauty within a library. I still see the community. I still see the people. I love to see the diversity, and I refuse to allow a couple folks, a handful of folks to ruin that experience for me.
Roxanne M. Renteria:
We can't fix what we don't acknowledge, so thank you for sharing those stories with us. And I just want to say that I firmly believe human rights shouldn't be political. So I love that line, Aaron, to quote, "She was running for freedom, not political office." Put that on a shirt and I'll buy it.
Aaron Whitfield:
I would be sure to. Yeah, I will be sure to. Now that was the line, and that was a marker in my career. "Are you willing to go home? Are you willing to take a stand? Are you willing to make someone else uncomfortable, perhaps a manager or a leader? Are you willing to?" And we face these types of challenges often within the workplace, but sometimes you have to take a stand, and it's bigger than a paycheck. It's bigger than some PTO. You're taking a stand for your ancestors, you're taking a stand for yourself.
You're taking a stand for people in the future. And I had just the honor of working with incredible youth. And so a lot of the stands that I took weren't just for me. I did it so that I could show them that you don't have to sell yourself. You don't have to compromise your culture. You don't have to compromise yourself or water yourself down just to appease people. Stand strong, embrace the challenge, and your reward, your gift, your power will just grow from that point on.
Roxanne M. Renteria:
How do socioeconomic factors influence an individual's experience and opportunities within the library profession?
Aaron Whitfield:
You know, I think this is an interesting question. I think socioeconomic factors definitely influenced the individual's experience within the library profession. And I've seen it... To be quite transparent, I grew up, I would say middle class, upper middle class, to put it kindly. And one of the things my parents instilled in me is that, "You're more than a worker. You are more than... In fact, you work with your mind more so than your body." And understanding that, just because someone gives you a check, just because someone gives you some pay, does not mean that you are owned, that you owe them. And just because someone gives you a job does not mean that you aren't worthy and that you owe everything to your employer.
And I bring that back to socioeconomic factors, because I think at times, libraries, and really just organizations as a whole, create a culture in which people are elevated into positions, and they are
made to feel as if they aren't qualified to be in such positions, and that they're essentially being pulled up not based upon their qualifications, but based upon someone in power recognizing them as someone who is likable, someone in power recognizing them as someone who has potential, someone in power opening up a door that wouldn't generally be open.
And it creates this culture of the elite admin, executive leadership, and the lowly workers at the bottom, always trying to move their way up, and waiting on the door to open from the person in power. And that goes back to me, it goes back to class, it goes back to socioeconomic factors for library workers. And one of the ways I think that that issue, that hierarchy can really be addressed, is once again through conversation, but also, like I said, it takes leadership to recognize that this is a potential problem.
When I have coworkers, and colleagues, and employees, I make sure that I tell them, "You are here based upon A, you can do a job, B, you're overqualified perhaps even for the job, and, C, you are here because you've earned it. You're not here because I opened up a door or a gateway for you. I'm not that powerful. I don't have that much power in the universe to open up a door for you. I am not the source of your blessing. I'm here to work with you and to create opportunities, to help create opportunities not only for myself, but for you." And that's the power of teamwork.
But I see that within library settings at times, it really is that it's almost a favor for a favor type of deal when it comes to promotion. So I hope I answered your question. I know it's probably like a roundabout way of addressing socioeconomic factors influencing an individual's experience within the library profession. But I definitely wanted to harp on and talk a bit just about that sort of handshake, and how I am, how I've seen people in power utilize their power and their economic prestige, their almost elitist attitude, to show that they are holding the keys to the gate, they're gatekeepers for the next, to help a lowly worker achieve more economic strength and freedom, when it comes to gaining another position within power.
LaRee Dominguez:
The next question we have for you, Aaron, is about the Homework Help Center. How did its creation come about?
Aaron Whitfield:
You know, I think this is one of the definitely highlights of working at the Columbus Metropolitan Library system. The Homework Help Center was meant to address a gap in the community when it came to education. And the Columbus Metropolitan Library has done a wonderful job of establishing these centers in all locations. I believe they're up to 26, 27 locations, providing someone like myself as I did formally, but also other great people, to meet the students after school, provide them with snacks, and provide them with community spaces and places, yes, to get homework done, but also to build relationships, also to be socially invested in the library.
I'm not sure of the year creation for the Homework Help Centers, I believe it to be early 2000s, 2004-ish, but it was designed to create a community's needs, and I can tell you that the Columbus Metropolitan Library's Homework Help Centers, they meet the community's needs and exceed the community's needs. And so there's also here in Columbus, there's a third grade reading guarantee that the Metropolitan Library system has, I'm sorry, that the Columbus City schools has, that the Metropolitan Library system supports, by having, during Homework Help Center time, a program called Reading Buddies, in which library workers read with youth for, I believe, to be 15 minutes.
Those reading buddy sessions go on for three days, two or three days, throughout the week. And families show up, especially new American families show up, and it's a great time to build connections with youth, build connections with family, to help out kids when it comes to doing some early elementary homework, and really just build the legacy of the library. So kudos to the Columbus Metropolitan Library system and the Homework Help Center or the learning center specialist employees, patrons out there, because you all do such a great job with that.
LaRee Dominguez:
Oh, I love the sound of that help center. We have in Oregon, and in other places, there have been several libraries that had Read to the Dogs, that really helped a lot of kids that were struggling, because the dog's not going to do anything but love on them while they're reading. So that was so encouraging, and the help centers sound fantastic. Thank you.
Aaron Whitfield:
Thank you.
Roxanne M. Renteria:
How have you created a space for teams at your library that operates with its own set of values within a larger system, with a conflicting value system?
Aaron Whitfield:
You know, that's an interesting question. And when I first started working in the Homework Help Center, to be quite honest, I was intimidated walking into a space of 80 to 120 kids, like, "Oh, my gosh, what can I teach them?" And, "Oh, my gosh, I can't help you with your calculus or your chemistry." And those were the main questions on the first day.
I felt on the first day that I was going to completely fail at my job. Toward the end of that first day, I knew one student from a prior work experience, and we had some kids that were eating at the library. They were eating jollof rice, which is a staple of many African countries and cultures. And these students were sitting, eating jollof rice, and at first I thought it odd to be eating in the library. I'm sure it goes against many rules, so I apologize for those who are frowning at that sentiment, but they were eating rice, and I asked them how the day went, and they said that the day was going fine, and they asked me if I wanted some of the rice, if I wanted some of the rice that they had in the bowl.
And I took that rice, and I ate that rice, and it was delicious. And normally I don't do stuff like that, as a germophobe, and normally, and I'm sure that crosses some sort of lines of eating in the library, as I mentioned before. But in that moment, I realized that although I can't teach these kids chemistry, calculus, trigonometry, what I can do is help create and build a space of community for them, and that the value of sharing, in this case rice, but essentially giving your heart. They gave me their heart and they shared with me their heart.
And so I set out on that day to create space for teens in the library in which they feel represented. Within the teen space, within that academic center, we will often hold what we call family dinners, in which kids from various cultures, as I mentioned, they will bring in food representing their culture, their heritage, their family, their country, and we will sit around, and you're talking about 60, 70 kids, people sitting around tables in a conference room, eating as a family. And it was beautiful.
That one bowl of rice that was shared with me soon turned to dishes that served the kids and served our Homework Help Center staff in such a beautiful way. And so I, along with my colleagues, were very intentional in creating community, having family dinners, having family meetings in which we will go over and ask the kids, "What values do you want represented here in the center?" Empowering them to speak up, empowering them so much so that even when conflict popped up, I don't need to grab security when conflict pops up between two youth or a group of youth. We handle it in-house with the, as I will call them, the elders of the center, the high school sophomores, juniors, freshmen, and seniors who've been in the center a while, who I can count on to provide wise counsel and resolution in bringing issues to the table.
The space that was created was very intentional. I started off in my first couple of years identifying individuals who I knew could lead those individuals. I connected those individuals and brought them into small groups, where they could lead together. Those small groups in years three, four, and five formed diverse communities, in which were had, and then toward the latter end, toward year six, seven, and eight, those communities came so close. Individuals in those communities became so close that they established families, which is my fourth tier of how to establish community.
And so it was just an incredible experience, in which our values echo the organization's values, but our values that we had as a community collective, some ways were more endearing, more present, more relatable, and we were very fortunate for those. And so to all the kids who may be Homework Help Center alum under, I would say, my leadership in that, I don't like to use that term, I'm always thinking about you. I love y'all and y'all have truly changed my life, and made my life valuable, and I hope that I did the same.
Roxanne M. Renteria:
Thank you, Aaron.
Aaron Whitfield:
Thank you.
LaRee Dominguez:
I love that you were able to create these spaces for the teens without having a group of teens that come in and sort of suggest what all teens want. Sounds like an awesome community gathering, and I appreciate that, especially with the teens.
Aaron Whitfield:
They are the population that many people frown down upon. I remember what it was like to be a teen. I remember those awkward years of being sort of grown, with a sort of mustache, but also people looking at me like, "We don't want you around, because you're going through an awkward phase, an awkward phase in between being an child and being an adult." And I had people in my life who... I had family, of course, but also had people in the community that saw me in my awkward phase and loved me anyway, saw me in my awkward moments of being overly emotional, or experiencing self-doubt or a lack of self-esteem, and they put their arms around me anyway, and provided me with a space, and love, and care.
And that's what I tried to do for the kids in that center. You're going through a time of your life in which society has labeled you, society, in some ways, parents, communities, perhaps you've experienced some rejection, some abandonment, but here you have home. Here, you are seen, acknowledged, here, your voice matters, and if your voice matters here, if you are seen and acknowledged here, take that same power and go into the world. Like I said, that whole experience changed my life. I'm so grateful so, so, so for it.
LaRee Dominguez:
That's awesome, thank you for sharing that with us.
Aaron Whitfield:
Thank you.
LaRee Dominguez:
Thank you for joining us today, Aaron. This has been a really wonderful conversation, and I hope everybody that listens to it has gained some knowledge and will also check out your website and podcast.
Aaron Whitfield:
Yes, absolutely. Check me out at my Instagram handle is @blackintrovertpodcast, and my website is iammufali.com. I would love to come and speak in your libraries, to your employees about how to build community. If you're in need of community, if you're in need of community engagement regarding teens and new Americans, I would love to come to you, speak to you all, and turn your library environment into a safe place for all. So, thank you. Thank you so much for having me on this podcast. I'm grateful, and hopefully we could speak again.
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OVERDUE: Weeding Out Oppression in Libraries would not be possible without the generous support from the Oregon Library Association and the State Library of Oregon, whose mission is to provide leadership and resources to continue growing vibrant library services for Oregonians.
We would like to take time to acknowledge historical injustices. We recognize Oregon was established as a white sanctuary state, with the intent to exclude African American and Black people on ancestral lands stolen from dispossessed indigenous peoples. We recognize and honor the members of federally recognized tribes and unrecognized tribes of Oregon.
We honor Native American ancestors, past, present, and future, whose land we still occupy. This acknowledgement aims to deconstruct false histories, correct the historical record, and disrupt genocidal practices by refocusing attention to the original people of the land we inhabit, the slave trade enforced labor that built this country and to the oppressive social systems interwoven into the fabric of our national and regional heritage. We ask that you take a moment to acknowledge and reflect as well.
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