January 21, 2020
MuseumsEtc, an independent publishing house based in Edinburgh and Boston on books for museum and gallery professionals, published the book For Love or Money: Confronting the State of Museum Salaries edited by Dawn E Salerno, Mark S. Gold, and Kristina L Durocher. I chose this book because museum salary is still a relevant topic in the field, and I have wanted to write this book review for a while. Now I am glad that I am re-visiting this book since I am going to be writing more book reviews for this blog. I recommend checking out this book, especially for individuals who are new to the museum field, since each section is incredibly detailed in the topic of what is going on for museum salaries.
It is also a relevant topic now as the pandemic hit the museum field hard (like most if not all professional fields). Many museum professionals faced layoffs, furloughs, salary cuts, schedules cut, et. cetera when museums closed or continue to offer online experiences as a result of the pandemic. There are some that have re-opened their sites to limited capacity and some even require purchasing tickets ahead of the visit. As we continue to move forward, we need to revisit museum salaries. We as a museum field need to continue to make progress in equity for gender and salary, and having these conversations as well as sharing our thoughts, ideas, and actions are important steps in improving the state of the museum field.
For Love or Money is a collection of chapters written by various museum professionals within the museum field. Inside the book, there are twenty-four chapters and are divided into four sections: the state of museum salaries, causes and effects, addressing the issues, and turning talk into action. There are at least 29 museum professionals who have contributed their thoughts and research to this book.
I appreciate that not only are there table charts but also cartoon depictions to illustrate and stress the points being made inside the book. In Taryn R Nie’s “Far Too Female: Museums on the Edge of a Pink Collar Profession” for instance, they included a table chart of compensation expenditure as a percentage of the operating budget and a table chart of gender ratio by position; an example from the gender ratio (according to the AAM 2017 National Museum Salary Survey) is the amount of museum professionals who held the position of volunteer coordinator who identify as male was 12.5 percent and those who identify as female was 86.8 percent.
In Emily Tuner’s “What’s Going on In This Picture? Museum Education as Undervalued Labor”, she included a number of cartoon panels that describe and illustrate the points she made in her chapter of the book. One of them labeled The price of entry to full-time museum education work displayed a hopeful candidate asking a museum professional about a full-time museum education position but was told despite her experience she was qualified for a part-time museum education position.
Also, I appreciate how much detail each writer put into their chapters as well as the amount of research they have included within the text and in their resource sections. In Charlotte Martin, Sarah Maldonado, and Anthea Song’s “A Case for Salary Transparency in Job Postings”, for instance, their chapter described how salary transparency in job postings is a relatively easy step towards the goal for assuring diversity and equity in museum and cultural institution employees, and they described New York City Museum Educators Roundtable’s (NYCMER) transition into changing their policy for all posting jobs on their job board to have salary transparency.
On an additional note, I thought it was really awesome to see a tweet I had posted during the NYCMER conference in 2018 on the announcement of the policy change for their job board.
I recommend checking out this book for yourselves to learn more about what each museum professional has discussed about museum salaries and salary transparency.
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