7 Signs You’re Undervalued at Work: An Academic Librarian’s Perspective (And What to Do About It)

As academic librarians, we often find ourselves in roles that are critical to our institutions but not always fully recognized. Drawing on the ideas from Viral Justice by Ruha Benjamin, which emphasizes how hidden, often-overlooked actions contribute to systemic change, this post explores how to identify when you're being undervalued—and, crucially, what you can do about it.

1. You’re Excluded from Key Decisions

The Issue: Important decisions are made without your input, even though they directly impact your work and the library.

What to Do About It:

• Advocate for a seat at the table. Request to be part of committees or meetings that make decisions related to academic resources, information literacy programs, or student success.
• Frame your request around how your expertise can contribute to institutional goals. For example, highlight your understanding of research trends or student needs to demonstrate your added value.
• Build alliances with faculty and administrators. Attend faculty meetings, and participate in cross-departmental projects, positioning yourself as a strategic partner. Consistent engagement increases the likelihood of being included in future decisions.

2. Busywork Takes Priority Over Impactful Projects

The Issue: You’re constantly assigned routine tasks while more meaningful or high-impact projects go to others.

What to Do About It:

• Have a direct conversation with your manager. Share your interest in taking on projects that align with your skills and long-term career goals.
• Identify and propose specific projects. Whether it's creating digital archives, managing institutional data, or improving access to special collections, demonstrate how you can take the lead.
• Align your ask with the library’s mission or institutional strategy. Show how your contributions can make a broader impact on student learning or research output.

3. You Lack the Tools to Succeed

The Issue: You don’t have the training, resources, or technology needed to excel, leaving you feeling like you're constantly behind.

What to Do About It:

• Request a one-on-one meeting with your manager to identify the tools and support you need. Outline how these resources will enable you to contribute more effectively.
• Propose a professional development plan. Seek training on emerging technologies, digital humanities, or information literacy trends that are relevant to your role.
• Advocate for institutional support. Connect your resource needs to larger institutional goals, like improving student success or increasing faculty research visibility.

4. Your Role Expands Without Proper Recognition

The Issue: You’re taking on additional responsibilities—whether it's overseeing open access initiatives or teaching information literacy workshops—but there’s no discussion about compensation or advancement.

What to Do About It:

• Schedule a formal review. Present evidence of your increased responsibilities and how they align with your library’s strategic goals.
• Ask for a title change or pay increase. If formal promotions aren’t possible, advocate for a shift in title (e.g., from Librarian to Senior Librarian) or additional compensation to reflect your expanded role.
• Build a case for long-term career growth. Show how your contributions set the stage for further advancement in the future, ensuring there is a clear pathway for your development.

5. Your Efforts Go Unrecognized

The Issue: You consistently go above and beyond in your work, yet your contributions are overlooked by leadership or colleagues.

What to Do About It:

• Track and regularly share your achievements. Whether through weekly reports, team meetings, or newsletters, keep leadership informed about your accomplishments.
• Seek recognition opportunities. Nominate your work for institutional awards or highlight your contributions in annual performance reviews.
• Promote your own work through presentations or publications. Share case studies or success stories related to your library initiatives in professional forums or academic journals.

6. Your Career Growth Has Stalled

The Issue: While others in the institution are advancing, your career has plateaued with no new challenges or promotions on the horizon.

What to Do About It:

• Ask for a development plan. Meet with your manager to create a roadmap for your career growth, outlining clear steps and timelines for your next role.
• Seek out lateral opportunities. If promotions aren’t immediately available, look for ways to expand your skill set by working on cross-departmental projects, collaborating with faculty, or leading new library initiatives.
• Engage with professional associations. Join committees, present at conferences, or publish research to increase your visibility in the broader academic library community.

7. Inadequate Compensation for Your Contributions

The Issue: You’re consistently exceeding expectations, yet your pay does not reflect the value you bring to the library or institution.

What to Do About It:

• Gather data to support your case. Use salary surveys from professional organizations like ALA, ARL, or your regional library association to show where your compensation falls compared to the market.
• Build a case for a raise. Highlight your impact on the institution’s goals, such as improving student outcomes, increasing resource accessibility, or enhancing faculty research support.
• Frame the conversation in terms of retention and investment. Show how investing in your compensation will ultimately benefit the library and institution by increasing staff retention and improving services.

Moving from Hidden to Recognized Value

Academic librarians are often the hidden engines that drive an institution’s success—curating collections, guiding students through research, and supporting faculty initiatives. However, like the hidden, often invisible actions highlighted in Viral Justice, this work sometimes goes unnoticed or undervalued.

By advocating for yourself, connecting your contributions to institutional goals, and building a case for recognition and support, you can move from being undervalued to being fully seen for the critical role you play. You deserve to have your work acknowledged, your career supported, and your contributions properly compensated. If you recognize any of these signs in your own experience, now is the time to take action.