Omnia Blog

“The Inflamed Egotism of Women” on Nursing Clio

At the end of an alimony hearing in Chicago in 1919, Emma Simpson brandished a gun and fatally shot her husband in a courtroom full of witnesses.

Head over to the Nursing Clio to read my latest piece on the murder trial of Emma Simpson in 1919. Was she a hysterical victim or dangerous New Woman? Read to find out!

Let’s Change the Way We Talk About the Midwest

Movement, changing urban landscapes, and environmental violence are all Midwestern stories. A 4-11 Fire Alarm, Chicago. Source: The Newberry Library

For the past several years, articles on Midwestern History and Culture seem to follow this same basic outline:

~ Personal anecdote about author’s small town roots or first visit to the Midwest~

~Inevitable description of a cornfield~

~Cutting remark about liberal coastal people’s perceptions of the Midwest made by an author from a liberal coastal publication~

~Tired revelation that Midwesterners are not simple provincial folk~

~Obligatory reference to 2016 election~

~Cautionary warning against generalizing a region at the end of an entire article generalizing the Midwest~

Even as Seemingly Every Article on Midwestern History and Culture aims to complicate understandings of the Midwest, they still start with the assumption that the Midwest is a static, white, rural place. This assumption is not reflected in the historical record, contemporary scholarship, or the lived experiences of so many Midwesterners (including myself); rather, it is a harmful and political statement. For example, in Minnesota the narrative justifies elevating violent legacies of colonizers while erasing past and present Indigenous presence in battles over place names at Bde Maka Ska and Historic Fort Snelling at Bdote. Meanwhile, the Board of Regents at the University of Minnesota is unwilling to reckon with the racist histories associated with campus building names. The nostalgic characterization of the Midwest as perpetually white and simplistically rural is not cute or benign—it perpetuates the violence of colonization and racism and should no longer be entertained as the uncritical starting point for the next reflection on America’s heartland.

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Reflections on #NCPH2019

Wow, what a conference. I met and reconnected with so many public historians doing fantastic work and had many opportunities to reflect and work on my own complicity in oppressive structures that shape our field. I also spoke to many fellow practitioners who are struggling to make a living or secure health insurance as they cobble together jobs or rely on partner incomes. There are too many stories of public historians lacking support when facing sexual harassment (see Dr. Lyra Monteiro’s Twitter thread or Hope’s blog post) and others who risk losing their jobs while trying to do ethical public history within inflexible institutions.

I was disappointed to hear a few well-established public historians I respect dismiss some of these concerns as “career anxieties” or “entry level” folks needing to “pay their dues.” This is not an issue relegated to a few nervous emerging professionals—the widespread inability to earn a living doing public history affects the ability of a diverse range of people to access and sustain involvement in the field. Labor conditions also profoundly affect the (lack of) racial and gender equity within the field. Addressing public history as work is a critical link within the broader repair work discussed at #NCPH2019.

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Omnia History’s Guide to NCPH 2019

Rachel Boyle and Hope Shannon co-authored this post.

Like many of you, we’re gearing up for our trip to Hartford for the National Council on Public History’s 2019 annual meeting. We’ll be there by Wednesday afternoon and look forward to immersing ourselves in the camaraderie and paradigm-shifting conversations so typical of this conference. This is our favorite annual meeting and our intellectual home base and we’re so thankful to everyone involved in its organization. We’re especially grateful to the NCPH staff, program and local arrangements committees, sponsors, and other volunteers who build such a welcoming space year after year.

One of our favorite things about the NCPH annual meeting is the plethora of ways to meet and engage other conference attendees outside of traditional sessions. NCPH does a great job making these events as meaningful and productive as everything else on the conference program. Below, we share some of the non-session events that we’re most looking forward to and offer some thoughts on why you should include an ample number of these in your conference schedule. This guide is not meant to be an endorsement of these particular events or a slight to those we didn’t choose—we just want to highlight some of what makes NCPH’s annual meeting a highlight of our year!

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Questions to Ask Before Adopting a Digital Tool

After announcing Omnia’s database management services in my last blog post, I now offer a broader reflection on the role of digital products for small cultural organizations. Specifically, I want to assert that digital services and platforms are not ends in and of themselves, but merely tools to advance an organization’s mission. This is certainly not a new sentiment in the digital humanities world, but it bears repeating especially for small organizations with precious limited resources. It can be all too easy for institutions to spend money on digital tools or produce digital products that do not meaningfully engage audiences or advance an institutional mission; on the other end of the spectrum, some organizations are understandably wary of engaging with digital services because of the initial cost of change. I believe there is a middle ground where cultural institutions can responsibly approach digital services by asking how the tool will help the organization accomplish its work. To that end, here are three critical questions for cultural organizations to ask before adopting a digital tool, whether for social media, digital collections, database management, and beyond:

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Using Database Management to Help Cultural Organizations Thrive

We are excited to announce that Omnia History is officially offering a new service to help cultural organizations center the needs of the public and thrive as agents of social change: database management. We have been doing this work for years and are intentionally growing it into a core part of Omnia History because we have witnessed how effective database administration can positively impact cultural organizations.

Five years ago, Hope and I became involved with a local historical society that was financially struggling and working to reorient its strategic priorities. Among other issues, the organization’s mailing lists, event registrations, membership rolls, donations, and volunteer information were all located in different software, spreadsheets, and physical files, if they existed at all. In an effort to prioritize outreach, a team of volunteers and I decided to install and maintain CiviCRM, an open-source constituent relationship management system that could consolidate the organization’s contact data. Since then, I have transitioned to a contracted consulting role as I continue to refine the system, streamline data input, and integrate forms into the society’s website.

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Dealing with Workplace Discrimination and Harassment at Small Public History Sites and Museums

Let’s talk about discrimination and sexual harassment at small public history sites, history museums, and related organizations. A large number of public history organizations run with staff of three, two, or even one and many public historians spend part or all of their careers at places run by only a handful of employees.1 Work under these conditions can be incredibly joyful, impactful, and fulfilling, but people working in these settings seem to face a special set of challenges related to harassment and discrimination. They routinely work one-on-one, sometimes alone, with board members, members, and donors, and often lack human resources departments or other internal mechanisms designed to help them seek protection and recourse against inappropriate and predatory behavior.

I recently asked a few senior public history professionals for advice on how we might better support people facing these kinds of challenges. One person advised me, a young female professional, to avoid drinking at work functions and to bring my husband with me whenever possible. This is unhelpful at best, victim blaming at worst, and it misses the point. I’ve already learned these lessons through personal experience and from whisper networks of women and others who have dealt with this their entire lives (hold your keys in your hand when walking home/to your car, don’t walk outside at night, never leave your drink unattended, don’t dress provocatively, and so on). Responses from the others were more helpful, though just as discouraging. They agreed that this has been and continues to be a serious problem, that little sustainable action has been taken to remedy it, and that we need to do more to support people working in vulnerable positions and who have few or no avenues of official recourse.

So, how do we deal with this? How can we better support people facing harassment and discrimination at small and under-resourced public history organizations? And, though the onus shouldn’t be on victims to stop predatory behavior, what can employees do to protect themselves?

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