Melissa Gonzales, Candidate for Nominating Committee

Professional Experience: Archivist/Librarian, Witte Museum, 2014–present. University Archivist, University of Texas at Arlington, 2012–2014. Texas Labor Archivist, University of Texas at Arlington, 2012–2013. Processing Archivist, National Cowboy and Western Heritage Museum, 2010–2012. Goliad County Archivist, Goliad Public Library, 2009–2010.

Education: MSLIS, Archives Management Concentration, Simmons College. BA, Art History, The University of Texas at Austin.

Professional Activities: Society of American Archivists: Career Development Subcommittee, 2013–present. Appointments Committee, 2014–2015. Mentoring Program Subcommittee, 2012–2014. Chair, Students and New Archives Professionals Roundtable, 2013–2014. Steering Committee, Students and New Archives Professionals Roundtable, 2012–2013. Bylaws Subcommittee, Students and New Archives Professionals Roundtable, 2012.  Archives Leadership Institute: Attendee, 2014. Society of Southwest Archivists: Member, Executive Board, 2014–present; 2012–2013. Co-chair, 2018 Annual Meeting Local Arrangements Committee, 2015–present. Twitter Administrator, Publications Committee, 2012–present.  Member, Ad Hoc Retention Schedule Committee, 2013–2015. Registration Chair, 2015 Annual Meeting Local Arrangements Committee, 2013–2015. North Texas Newsletter Liaison, Publications Committee, 2012–2014. Member, Membership Committee, 2010–2014. National Historical Publications and Records Commission: Peer Grant Reviewer, 2012 and 2015.

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Question posed by Nominating Committee:

SAA’s strategic plan emphasizes the importance of diversifying the profession using a broad definition of diversity (race, culture, geography, institutional type, sexual orientation, age, constituent group, etc.). How is SAA currently cultivating a diverse group of future leaders for the organization, and how would you strive to represent this diversity within the slate of candidates?

Candidate's Response:

Regarding the first part of the question, SAA has been making efforts to diversify the organization and profession for over forty years via the Diversity Committee, cultural competency training for SAA Council, staff, and members, the Mosaic Scholarship, and other endeavors. I agree with Elizabeth Adkins’ presidential address when she stated that altering the demographic makeup of a profession is difficult but essential for sustainability and impartial representation. Diversifying our profession is a much bigger issue than simply finding leaders to represent particular communities—it is a systemic and socioeconomic issue too big to solve quickly. However, we can move toward those goals by seeking out individuals representing under-served communities to become SAA leaders and promote the profession within those areas to build a sustainable, diverse future for the organization. 

There is a vast pool of untapped leadership within SAA and beyond that would broaden diversity within the organization, but these individuals may feel they lack the experience or funding necessary to take on roles. If we established a way to emphasize that leadership within SAA does not have to involve travel or extensive training and experience, we could broaden where we discover our future leaders. Collaborating with other groups within SAA to identify and connect with potential candidates who represent under-served communities would be the first step. As a Nominating Committee member, I would strive to find a successful and extensible solution that would encourage those who feel they have little to offer to step forward and represent their groups within the organization, and in turn, also advocate for the profession as a role model within their communities.