5 Things to Remember When Your Boss Doesn’t Advocate for You in Academic Libraries

Advocacy from supervisors is one of the most valuable currencies in the workplace—especially in academic libraries, where hierarchical structures, tenure processes, and institutional politics can shape the trajectory of a librarian’s career. But what happens when that support isn’t there? Whether it’s intentional or simply a symptom of competing priorities, lack of advocacy can leave you feeling stuck, unseen, and professionally vulnerable.

If you find yourself in this situation, here are five things to remember—and act on.

1. Your Work Still Matters

It’s easy to second-guess the value of your contributions when they’re not publicly acknowledged or championed by leadership. But your work does matter. Academic libraries rely on countless invisible tasks, from instructional design and reference work to digital preservation and licensing. Just because your boss isn’t spotlighting your efforts doesn’t mean they’re not essential. Keep a personal record of accomplishments, outcomes, and feedback to maintain perspective and document your impact.

2. You Can Build a Network Outside the Org Chart

Advocacy doesn’t have to come only from your direct supervisor. Build relationships across departments, campuses, and professional associations. Mentors, collaborators, and peers can open doors and amplify your voice in ways your manager may not. In many cases, this network becomes a more enduring and empowering source of professional support than any one supervisor could offer.

3. Learn the Politics Without Playing Dirty

When you’re not being advocated for, it’s tempting to disengage or speak out in frustration. But academic libraries are political institutions, and understanding how influence flows can be a survival skill. Observe who gets heard and why. Practice speaking the language of institutional goals and strategic priorities. By aligning your work with these priorities—even if your supervisor doesn’t—you can still build visibility and credibility.

4. Document. Document. Document.

If your lack of support turns into active undermining—missed credit, denied opportunities, or unaddressed concerns—start keeping a log. Save emails, note dates, and record decisions. This isn’t just for HR; it’s for your own clarity. You may decide to escalate, seek a transfer, or look for another position. Whatever you choose, documentation helps you understand the full picture and act with confidence.

5. You Deserve More—And You’re Not Alone

Finally, remember that you’re not the problem. Too many library workers have experienced the sting of non-advocacy from leadership. Whether due to burnout, managerial inexperience, or systemic issues in academia, these gaps are not a reflection of your worth. Talk to others. Share stories. Explore new environments if necessary. You deserve a workplace where your contributions are not only seen but championed.

Academic libraries need leaders who advocate for all levels of staff—not just those with titles or tenure. If you’re navigating the professional terrain without that support, don’t lose sight of your value or your voice. Advocacy can come from unexpected places—including yourself.

Want to talk more about leadership, power, and visibility in academic libraries? Let’s keep the conversation going in the comments