DIVERSITY SPOTLIGHT

DEIA initiatives must be mission-centered and measurable to be meaningful

For the past few years, there has been an emphasis on increased diversity and inclusion efforts across all industries. Journalism outlets have responded through various avenues: crafting statements of commitment, offering workshops and training, developing source trackers and inclusion indexes and engaging with survey work.

However, these initiatives still fall into the same DEIA (diversity, equity, inclusion, and accessibility) traps that have stifled growth and understanding in this area.

1. The focus is only on demographic shifts.

These surveys/ assessments typically evaluate what the makeup of the newsroom looks like but fail to consider structures that have made it hard to diversify newsrooms. While useful on some level, the data does little to increase the understanding of why some newsrooms cannot retain diverse talent.

2. Engaging in DEIA activities without clear outcome goals.

When someone describes a workshop or training they are attending, my first question is, “How is the experience going to impact your approach to your work?” Often there is not a clear connection between the training and its implementation. And that reduces any training — no matter the quality — to something that simply checks a box. Specific and measurable goals can produce meaningful change.

3. DEIA work continues to be siloed.

Diversity initiatives are often seen as optional or framed as not mission-essential. This is more readily seen in inclusion indexes that continue to frame diversity and DEIA as work that benefits only marginalized communities. It overlooks the fact that even spaces that are 90% white would benefit from implementing DEIA strategies. Discussing and implementing DEIA frameworks should be as commonplace as discussing your editorial strategy — no matter where your newsroom is located or who it serves.

4. DEIA work continues to focus on the problem rather than solutions.

We know what the problems are in newsrooms, and we know that some newsrooms have mandated training and issued statements to combat these issues.

However, this work often focuses on what organizations are doing wrong rather than proactively offering concrete solutions and steps to solve their diversity problems.

All of this isn’t to say that the work that has been done is wrong or isn’t helping to start the conversation.

The issue is that the impact of DEIA initiatives, statements and activities aren’t being tracked. As a result, we can’t say what is or is not working.

If, as an industry, journalism wants to be a change leader, newsrooms should consider the following:

1. Stop only relying on checkbox diversity.

While diversifying staff and having representation is extremely important, this alone will not solve the diversity problem. There need to be resources and structural changes within the organization to support and retain a diverse staff.