ALA-APA’s nationwide campaign provides workers with the tools and training that will allow them to reach the goals they have set for themselves and their institutions. Utilize the following ALA-APA resources in your own campaign to raise the salaries and status of library employees.

Workplace Wellness Survey Analysis - NEW!
Analysis, Part 1 - ALA-APA Workplace Wellness Survey Attracts 2,524 Responses
Analysis, Part II - Workplace Wellness Survey Reveals Correlation Between Work-Life Initiative Availability, Participation
Analysis, Part III - Survey Says Libraries Struggle to Match Supply, Demand in Wellness Initiatives

2007 Library Salary Surveys - NEW!
Ground your salary negotiations in current salary data tailored to your profession. The ALA-APA Salary Surveys offer compensation data for librarians and also for non-MLS positions. Data is arranged by position, organization type and region.
Librarian Salary Survey Database
Access results of the ALA-APA Salary Surveys online.
Salary Survey Summaries
2007, Librarian & Non-MLS
2006, Librarian
2006, Non-MLS
2005, Librarian
These articles and fact sheets gloss past years' data and provide context for current compensation information.
Minimum Salaries by State
Many states have recommended minimum salaries for librarians. Raise the ceiling by raising the floor; use your state's recommendation to draw attention to low salaries and status in your area of the country.
Rural Library Salaries Survey
ALA-APA and the ALA Office for Literacy and Outreach Services (OLOS) shine light on a long-overlooked area of librarianship - the low salaries and status of library workers in small and rural libraries.
Updated Library Workers Salary Fact Sheet
The Department for Professional Employees, American Federation of Labor-Congress of Industrial Organizations (DPE, AFL-CIO) has compiled a list of demographic trends affecting library employment, including diversity, the wage gap and unionization.
Professional Women Salary Fact Sheet
Library workers, predominately female, are underpaid relative to the education required and the complexity of the service we provide. DPE, AFL-CIO outlines gender differences in education, occupational distribution and the "union advantage."
Occupational Outlook Handbook, 2006-2007 edition
The Median Salary Comparison offered by the Bureau of Labor Statistics offers 2002 and 2004 median data for library workers and employees in several comparable, many male dominated, fields. The graph below, using information taken from this site, starkly illustrates the differing salaries of comparable fields.

OCCUPATION	2002 MEDIAN	2004 MEDIAN
Librarians	$43,090	$45,900
Library Technicians	24,090	24,940
Accountants & Auditors	47,000	50,770
Administrative Services Managers	52,500	60,290
Architects	56,620	60,300
Civil Engineers	60,070	64,230
Computer Systems Analysts	62,890	66,460
Customer Service Representatives	26,240	27,020
Database Administrators	55,480	60,650
Paralegals	37,950	39,130
Social Workers	33,150	34,820
Teachers, Post-secondary	49,040	51,800

Response

Library workers are outspoken when it comes to intellectual freedom and other issues that affect library users, but we have not been nearly as vocal on our own behalf. Our challenge is clear:

• We must overcome the stereotype of the library worker as the selfless, dedicated, and devoted worker, who is in the profession to do good and who will accept any pittance of pay.

• We must promote a better understanding of what the librarian does. No one will want to pay us more money if they have no idea what education, experience, judgment, and special skills it takes for us to do our jobs.

• We must contribute substantively to the fight for pay equity-it is our fight, too. Women have been discriminated against in a variety of ways, a primary one being compensation.