Referenced in Academic Preprint

10 Ways Historic Preservation Policy Supports White Supremacy and 10 Ideas to End It by Jeremy C. Wells

“In the United States, policy-driven work in historic preservation comprises about three-quar- ters of the field’s work. Preservation policies, especially through rules and regulations, directly impact millions of Americans and redistribute billions of taxpayers’ dollars each year. These policies princi- pally revolve around federal regulations that arise from the National Historic Preservation Act of 1966: the National Register of Historic Places, the Secretary of the Interior’s Standards, environmen- tal (preservation) reviews of federal undertakings, and the Rehabilitation Tax Credit. At the local lev- el, the most important policies are embodied in preservation ordinances that require property owners to retain the “historical integrity” (or authenticity) of locally-designated buildings when changes are proposed to these properties.
Support for White supremacy is a cultural practice that places a high value on perfectionism, the means justifying the end, protection of power, objectivity and measurability, dominance of the written word in communication, binary thinking, paternalism, fear of open conflict, workplaces that reward individuals and not teams, and a definition of “progress” that is synonymous with continual expansion. To be clear, this paper does not address contemporary individuals who hold or act upon racial bias; it only and very specifically focuses on how preservation policies support White supremacy.”
— Jeremy C. Wells

Cited in Academic Works

What’s Your Status? A Strategic Guide to Social Media for Historic Preservation Nonprofits by Victoria Vanhuss

“The purpose of this paper is to explore how historic preservation nonprofit
organizations use social media and if they follow best practices. The paper blends
together three subject matters: 1) nonprofit organizations, 2) social media marketing, and
3) historic preservation. It creates a comprehensive guide for organizations to use. The
literature review was sourced from scholarly sources and industry leaders. Additionally,
the paper includes five case study organizations, an online survey of historic preservation
nonprofits, and an observational survey of each participating organization’s social media.
Finally, recommendations are given.”
— Victoria Vanhuss

Cited/Interviewed in Academic Works

Understanding Millennials and Historic Preservation by Kelly Schindler

“A 2017 study of millennials conducted by American Express and the National Trust for Historic Preservation shows that 97% of millennials “feel it’s important to preserve and conserve buildings, architecture, neighborhoods, and communities.” As the preservation movement seeks to replace an aging and financially dwindling supporter base, leaders in the field must consider ways to expand and change what defines a “preservationist” and how to capitalize on millennials’ high value for preservation while responding to the unique conditions that shape this generation. This project provides strategies for preservation professionals to engage millennials and make the preservation movement more inclusive and financially sustainable in the future.”
— Kelly Schindler

Mentioned in Academic Works

Handcraft as urban intervention: In recognition of the Rochester Ladies’ Anti-Slavery Sewing Society by Honda Mandell

“In 1851, in Rochester, New York, a group of nineteen women banded together as the founding members of an anti-slavery group in order to support the work of the abolitionist, writer, orator and newspaper publisher, Frederick Douglass. They were the benefactors of Frederick Douglass, himself regarded as the founder of the twentieth-century Civil Rights movement. They called themselves the Rochester Ladies’ Anti-Slavery Sewing Society, although they dropped ‘Sewing’ from their group’s name in 1855. Yet the fact that ‘Sewing’ was included in the original name of this reformist group indicates the foundational role of craft not only as a guiding activity, but also as a key activist mechanism to abolish the institution of slavery. This article explains how a contemporary craft intervention in downtown Rochester, New York, involving 400 swatches contributed from across the United States, sought to honour and reclaim the history of this social-reformist group, at Corinthian Hall, the physical location where they held their abolitionist fundraising bazaars in the nineteenth century. That building is now a parking lot in the heart of central Rochester. Ultimately, yarn is argued to be a social-action tool to help reverse historic erasure in a crowded urban environment.”
— Hinda Mandell

Cited in Academic Works

Preservation without Representation: Making CLG Programs Vehicles for Inclusive Leadership, Historic Preservation, and Engagement by Dr. Andrea Roberts

“This article examines public historic preservation agencies’ ability to support social inclusion aims within the context of the Certified Local Government (CLG) program. Though administered by the Texas Historical Commission, Texas’ State CLG program is federally-funded and makes available special access to technical assistance, grants, and loans to qualifying communities contingent on compliance. Program surveys the state staff administered to city and county historical commissions with the CLG designation indicate challenges around diversifying their leadership and identifying training opportunities. This article reviews those surveys to detect insights into how the state CLG program can create spaces in which local commissions can increase their “representativeness” through changes in assessment and training content. Specifically, I analyze two government assessment tools used to evaluate local CLGs’ ability to meet federal and state training and participation expectations. I compare these survey results to self-assessment activities and questionnaires collected during a pilot training on implicit bias, outreach, and cultural resource surveying I conducted with multiple CLGs in Gonzales, Texas. Findings suggest more creatively designed training and capacity building is necessary around inclusion, identifying structural barriers to participation, and foundational knowledge of historic preservation and planning practice, and ethics.”
— Dr. Andrea Roberts

Elected to the National Council on Public History's Nominating Committee

It is a pleasure to share that I have been elected to the National Council on Public History’s Nominating Committee. The purpose of the Nominating Committee is to identify, determine the eligibility of, and recommend to the Board of Directors persons to be considered for elected offices of the organization. I look forward to serving on this committee - working to assist in identifying prospective officers and board members who can not only assist in supporting the organization’s mission but can be a part of pursuing meaningful organizational growth. 



Society of Architectural Historians Changes Career Center Standards

“With the unanimous endorsement of the SAH IDEAS Committee, the SAH Executive Committee reviewed and updated the SAH Career Center policy in response to the Labor Equity Campaign organized by heritage resource consultant Sarah Marsom. The decision to require salary information for jobs listed in the SAH Career Center is in alignment with the Society's commitment to equity, which includes reevaluating policies and practices that may perpetuate inequity, particularly racial and gender inequity in this case.”

Visit this link to learn more.

Quoted in "The Women Behind Historic House Designs" Bloomberg Article

It was a pleasure to connect with Alexandra Lange, while she researched and wrote about the newly rechristened Edith Farnsworth House. The way we work as architectural historians/ historic preservationists/ storytellers has been shifting to acknowledge a structure is more than an object. It is an honor to be quoted in this article about the value of telling women’s histories.

“Sarah Marsom, a preservation consultant and creator of the Tiny Activist Project, says that telling more inclusive house stories “is architecture history that moves beyond the architect or style. It’s about what we cannot see, shifting the narrative from buildings being seen as art objects to them being seen as spaces that have served as places for people.” She remembers being scolded by an architecture historian for referring to a famous building as a “home,” focusing on the domestic, rather than as a “house,” the architectural term for a residence. “I think that this renaming of Farnsworth House is a simple step toward bridging the disconnect,” she added in an email.”
— Alexandra Lange, The Women Behind Historic House Designs

"A Return to Craft as a Form of Communication and Community"

Thanks Kathryn Foster for mentioning my work in the National Trust for Historic Preservation blog “A Return to Craft as a Form of Communication and Community"

Here is a snippet:

“A DIY Connection: Zines

Less visually present in historical spaces, but still an important display of craft, has been the return to zines. A zine (short for magazine) is a small, self-published work of original or appropriated texts and images, often produced via photocopier. Making zines is accessible, and they’re easy to distribute. 

Individuals such as Sarah Marsom and Sarah Mirk produce zines that celebrate history, preservation, and recording of the present day as they see it. Both of these authors often capture stories of social justice taking place in their communities. “ To read the full article visit this link.

Call to Action: Labor Equity Campaign Phase 2

To promote the Cultural Resource field as a professional discipline and to increase our capacity to sustain our ability to support our communities, we must advocate for cultural resource professionals to receive equitable compensation. 

There are two areas to address to promote salary equity: 

  1. We can no longer support unpaid internships in our field

  2. We can no longer allow organizations and job boards to impede salary transparency by omitting compensation in job descriptions.

  • (in no particular order)

    Society for Historical Archaeology (nonprofit/ professional organization)

    Society for American Archaeology (nonprofit/ professional organization)

    Western Museums Association (nonprofit/ professional organization; they suggest salary disclosure, but do not require it)

    Museum Savvy (managed by a volunteer; they suggest salary disclosure, but do not require it)

    Submit additional job boards for inclusion on the list via me@sarahmarsom.com

  • 1.Unpaid internships devalue all preservation professional positions.

    2. Unpaid internships limit professional development opportunities to the few instead of the many.

    3. Statistically women and people of color are less likely to negotiate salary. Not disclosing salary in a job listing puts these individuals at a disadvantage and perpetuates the wage gap.   

    4. If you are an organization looking to hire someone, you will be starting the relationship out with full honesty and transparency. You’ll also generate an applicant pool that will confidently be interested in accepting this position knowing that the compensation will provide a sustainable income.  

  • Sample Letter 1: 

    Dear >Insert Organization Name<, 

    Thank you for providing an accessible platform for preservation professionals to seek jobs.  If the cultural sector wants equality we can no longer support unpaid internships and we must elevate the standards for job listings. Please modify your job board to no longer allow unpaid internships/fellowships and to require the posting of salary ranges. 

    For years the cultural sector has discussed the negative implications of unpaid internships and it is now time to stop this practice. Unpaid internships systematically devalue all preservation professionals’ work and ensure only a limited number individuals can pursue entry level positions in the field. If your organization believes, as it has said in the past, that the cultural sector should diversify who it hires; this is a fundamental step. 

    Adding salary ranges is also integral to salary equity. Women and people of color are statistically less likely to negotiate, thus not sharing a salary rage furthers the wage gap. These standards not only benefit the job seeker, but they will also benefit the employer. Job seekers will not waste their time on job applications if they do not know if the job will provide an income needed to take care of themselves and/or their family. I was told recently by someone who has helped hire preservation positions for their workplace " I've seen this first hand with our job applicants- when we list a range- especially a competitive range- we get better quality applicants. Hands. Down."

    Please amend your job board submission standards for the betterment of the cultural sector. For more information, please read the following articles >Insert Links for Additional Information<. 

    Sincerely, 

    >Insert Your Name<

    Sample Letter 2:

    Dear >Insert Organization Name<

    It is important for >Insert Organization Name< to acknowledge its place as a leader in the cultural resource field. As a leader >Insert Organization Name< has >insert an example or two of how they have been a leader (ex: hosting annual trainings, managing certifications/accreditations, etc.)<. 

    Based on >Insert Organization Name<‘s history of setting professional standards (indirectly|directly though their work), >Insert Organization Name< can set the standard for job boards and employers will comply. This is not an anecdotal stance; this is based on job boards managed by the National Council on Public History, the National Trust for Historic Preservation, and others in the cultural resource sector that changed their policies in 2020. Their policy shifts have led to an increase in salary transparency within certain sectors of the cultural resource field over the past 12+ months. 

    >Insert Organization Name< ‘s suggestion for salary disclosure on the website does not acknowledge the group’s power. Your job board has proven itself as a valuable resource for both job seekers and organizations looking to hire. Studies have shown requiring compensation information benefits both. While I can acknowledge that compensation may not legally be disclosed in RFPs dependent on funder, none of my research has shown that to be true for part/full time positions. 

    Please consider the power dynamics of the cultural resource field and >Insert Organization Name<‘s ability to set the standard for job boards. 

    Thank you for your time and consideration,

    >Insert Your Name<

  • 1.You’re Not Serious About Equity If You Don’t Post Salaries

    2. When you don’t disclose salary range on a job posting, a unicorn loses its wings

    3. If Culture Sector Employees Want Equality, Post Salary and Benefits With Job Descriptions

    4. Salary Is Most Important Part of Job Ad

    5. Take the National Emerging Museum Professionals Network (NEMPN) Paid Internships Pledge

    6. Pay Equity: Performative or Palpable

    7. Reimagining the Internship to Promote Racial Equity

Thank you for choosing to be a part of the labor equity movement in the cultural resource field. Challenging existing constructs is brave and I applaud you for taking the leap to help make change happen.

In 2022, four job boards have changed their requirements thanks to our advocacy efforts:

  • American Alliance of Museums; UPDATE: AAM will require compensation information as of November 14, 2022.

  • American Cultural Resources Association; UPDATE: On June 29, 2022 the board voted to require compensation information and to not allow unpaid internships on their job board.

  • The Register of Professional Archaeologists; UPDATE: On March 15,2022 the board voted to require compensation information and to not allow unpaid internships on their job board.

  • Association for Preservation Technology; UPDATE: As of February, 2022, compensation is now a requirement for all positions listed on the APTI job board. “APTI is committed to equity, diversity and opportunity within the preservation community; in keeping with this commitment, we require that posting include salary or compensation information (a minimum or a range is acceptable).”

In 2021, one job board changed their requirements thanks to our advocacy efforts:

  • Society of Architectural Historians; “To support labor equity in architectural history and related fields, as of November 24, 2022, the Society of Architectural Historians requires all job postings in the SAH Career Center to include salary information (may be compensation, salary range, or minimum salary). Unpaid internships will not be shared on the SAH website or in the Career Center.” Link to learn more on SAH’s decision process.

In 2020, five job boards changed their requirements thanks to our advocacy efforts:

  • Preservenet; UPDATE: As of October 2020, all positions listed must include compensation.

  • Preservation Directory; UPDATE: Preservation Directory is in the process of updating their language for job board submissions.

  • National Council on Public History; UPDATE: As of September 9, 2020 all positions listed must include a salary, salary range, hourly rate, salary code, or some other measure of compensation. 

  • National Trust for Historic Preservation; UPDATE: The National Trust for Historic Preservation has modified their job board for available NTHP positions to include salary information. Their FORUM job board as of October 13, 2020 now requires “all listings to include at least a salary range (or a minimum salary)” and they “will no longer accept uncompensated internships for listing.”

  • The Historic Preservation Professionals group on Facebook was not a part of the original list of job boards to be petitioned for change. As of December 2020, the group moderators voted to require compensation for part time or full time jobs and to no longer allow unpaid internships.

This page will be updated when the respective job board policies have been modified.

Guest Blog on History @ Work: Crafting Herstory

Vote Banner Sarah Marsom

“ How women have utilized textiles as a form of activism and therefore, a radical act of self-care, has recently garnered attention through publications such as Crafting Dissent: Handicraft as Protest from the American Revolution to the Pussyhats. Fabric banners and sashes were integral to women’s rights movements around the world; they were utilized in protests, hung from buildings and vehicles, and worn during meetings and on the streets. When assessing how to connect people to the past, garner an understanding of the efforts to pass the 19th Amendment, and address issues related to voting rights today, I decided to take a “craftivism” approach. Craftivism, as defined by crafter and activist Betsy Greer, is “a way of looking at life where voicing opinions through creativity makes your voice stronger, your compassion deeper and your quest for justice more infinite.” Enter the Crafting Herstory workshops.” Click here to keep reading.