Non-fungible tokens (NFTs) have dominated the headlines of late. Whether Kanye West is dissing NFTs, or Jimmy Fallon is hyping them, hardly a day goes by without a big news story related to virtual property. While the splashy headlines are fun, there is increasing attention on the copyright implications of NFTs. With a growing number of digital publishers looking to cash in, it has become evident that there is misunderstanding around ownership and copyright issues of this burgeoning technology.
“The whole premise of NFTs is that they are unique. But while the token might be unique, it doesn’t mean the item attached to it is,” explains Andres Guadamuz, a Reader in Intellectual Property Law at the University of Sussex in the UK, who wrote a paper on NFTs and copyright.
“Blockchain is public, so anyone can download and view the item for free,” Guadamuz adds. “But these issues are nothing new; they already exist online. You can easily copy and paste an image on the internet.” With this in mind, it is important for publishers to be cautious, and consider the same digital rights management issues that have been a part of digital publishing since its inception.
“The digital rights management aspect might prove to be an important part of NFTs,” says Guadamuz. “But the potential for copyright infringement could have a more immediate effect on the development of NFTs. Given the hype that exists about the technology, as well as the prices that are being paid for NFTs, there is considerable scope for legal action in this area.”
So, while Doug Shapiro claims “NFTs represent a massive financial and strategic opportunity for traditional media companies,” they may also represent a massive headache.
What does it mean to own an NFT?
Each NFT has a unique identifier, with metadata recorded in a public ledger, including who originally minted the NFT and who owns it. The NFT can only have one official owner at a time, and no-one can modify the record of ownership or copy and paste a new NFT into existence.
However, the blockchain is unable to store the actual underlying digital asset. That means when you buy an NFT, you are only buying a link to the item – not the item itself. Aram Sinnreich, professor and chair of the communication studies division at American University, explains, “Mostly, what you ‘own’ is the exclusive right to transact that little entry in the ledger.”
He adds, “For instance, owning an NFT of a song doesn’t mean you own the song — unless the prior owner of a song also wrote a contract saying ‘whoever buys the NFT also owns the song itself.’ In which case, why not just buy the song, and skip the NFT part?”
He does have a point. According to Sinnreich there are two kinds of people buying NFTs: “gullible people and scam artists.” One of the key drivers behind the NFT phenomena is scarcity, because each one is supposed to be unique.
“A creator can write a song, and everyone can listen to it, but the NFT is sold as a unique version of the work, digitally signed by the author,” explains Guadamuz. “NFTs are therefore seen as collectors’ items and not property of the original itself. However, there is practically no ownership transfer involved in NFTs.”
NFT copyrights and wrongs
Confusion about what you own when buying an NFT is further muddied by the aforementioned copyright concerns. The buyer of an NFT doesn’t necessarily acquire its copyright. Similarly, if you already own an original work of art, photo, or song “off chain,” it doesn’t mean you have the right to sell it as an NFT.
This confusion has led to a number of high-profile disputes. An NFT of a Jean-Michel Basquiat drawing was withdrawn from auction on the platform OpenSea, after the late artist’s estate confirmed the seller did not own the license or rights to the work – even if they did own the original piece of art.
Miramax accused Quentin Tarantino of violating the company’s copyright and trademark, when he minted NFTs based on “Pulp Fiction.” More recently, a website called HitPiece was accused of selling iconic songs as NFTs without the artists’ permission.
The sellers of the NFT of Basquiat’s “Free Comb with Pagoda” claimed the transaction would “memorialise ownership” of the physical drawing, as well as “reproduction and IP rights that will be sold to the highest bidder in perpetuity.” While some parts of the law surrounding NFTs remain uncertain, there is no question that NFTs do not have the power to overrule existing copyright protection. Only the lawful copyright holder can transfer the reproduction rights.
Caution: Copyright questions abound
“NFT is a smart contract, but it doesn’t include copyright,” says Guadamuz. “So, you can claim you own the original link, but not the original artwork – unless the copyright transfer is explicitly stipulated.”
According to Sinnreich, one of the reasons NFTs don’t include copyright is because “they are not creative works, and don’t warrant copyright. They’re also not derivative works, so they don’t infringe on copyright.”
Guadamuz adds, “The issue is that an NFT is just code with a link; I don’t even need to have a copy of the work.”
But to confuse matters more, Guadamuz says, “However, most NFTs actually do link to a copy of a work, and that copy could be infringing. So, I could mint an NFT of a picture I don’t own, and I would upload a copy of it to the intermediary, say OpenSea. In this case I am infringing, not by the minting of the NFT, but by uploading an infringing copy to a website, where it is publicly available.”
The bottom line is: The same copyright laws apply to digital art as to physical works of art. The fact that the work has an ownership certificate in the form of an NFT doesn’t change the rules. In publishing, this means ensuring you have permission from the creator of the original content before minting an NFT of their work.
Publishers may be keen to get a piece of this very profitable NFT pie, while the market is booming, but it pays to be cautious and careful when it comes to copyright.
It’s the start of a new year. So, two of the most popular questions I get are:
“If publishers could wave their magic wand, what would they change about media?”
“If you look into your crystal ball, what do you see for the future of publishers?”
You may be surprised to hear this, but I don’t own a magic wand or a crystal ball, although I’d find either quite satisfying. Despite my lack of magic tools, I do have predictions about the future: Publishers have never been closer to having many of their key needs being addressed in the market. I see a steady march towards meaningful change. And now, publishers only need to maintain the drive to follow through on what they’ve wished for.
On both sides of the Atlantic, legislation is emerging that limits the potential for, and real abuse of, market power. This will specifically impact “gatekeepers” like Google, Facebook, Microsoft, Amazon, and Apple. The EU’s Digital Markets Act, which is expected to pass by summer, will put heightened obligations and constraints on gatekeepers. Meanwhile in DC, antitrust reform legislation has gained serious bipartisan momentum.
In particular, two bills are front and center: the American Innovation and Choice Online Act and the Open App Markets Act. These seek to limit platforms “preferencing” – highlighting or promoting – their own products and services, whether in advertising or content discovery and limit app stores in their ability to capture unfair profits. For many years, DCN has played a leading role in documenting the clear imbalance in market power. And now, for the first time, DCN has chosen to endorse legislation in our support of these two bills.
Prediction #1: By the end of 2022, we will have the first laws passed that limit gatekeepers from abusing their market power.
The emperor has no clothes
Years ago, Facebook taught the market that it couldn’t be trusted as a business partner. And it has reinforced this fact again and again and again and yet again.
These days, most publishers treat Facebook as any other marketing channel in which the business value needs to be proved – it’s no longer the new, sexy test bed for marketing ideas. Of late, we see this in the lackluster performance of long-form video on IGTV, causing Facebook to once again pivot to short-form video with Reels. Long gone are the days in which Facebook would say “jump at this shiny new object” and publishers would respond “Yes! How high?”
Through various lawsuits, Google finds itself in a similar situation. Publishers are finding out that the promises made by Google’s external ambassadors often differ wildly from the company’s internal ambitions. We see this in many ways, from how it conducts advertising auctions to its abuse of consumer data or the way it positioned Accelerate Mobile Pages (AMP). DCN recently surveyed our members to understand their thoughts on AMP and learned that more than half were re-evaluating their use and expect to stop participating because it significantly under-delivered on the revenue and promised value by Google.
Prediction #2: Google and Facebook feel significant pressure for the first time to truly appease publishers through their commercial deals.
Value of direct relationships with consumers and advertisers
Facebook’s record one-quarter-of-a-trillion-dollar stock drop last week should signal optimism for publishers. There is significant movement in technology and public policy to align the value of data and attention with the sites and apps we trust — and actually choose to use. The downturn in Facebook’s fortunes is a sign that their core surveillance advertising business model no longer passes muster.
Apple has played a leading role by cutting out much of the tracking done by companies with which consumers aren’t even interacting. This move led to a reduction in Facebook’s revenue expectations by $10 billion, a whopping number that represents more than half of our membership’s annual advertising revenues.
Counter to the sky-is-falling-rhetoric posited by Facebook and Google’s trade bodies, this advertising investment won’t just “vanish into thin air.” Expect further market realignment as regulators flex in the EU and as California’s new law comes into enforcement in January 2023.
Prediction #3: By 2023, the tracking of consumers and the use of third-party data to target them will have changed significantly under the pressure of legislation, lawsuits, and consumer preferences.
Premium means premium
We’ve long established that brands are proxies for trust and, in turn, value for both consumers and advertisers. As the advertising market continues to accelerate away from the 2020 slowdown, there is a noticeable shift appearing – validated in our DCN Benchmark Report – towards premium environments where advertisers can create desire and demand for their products. Often this entails instructing their agencies to be more focused on where their ads appear, a strong advantage for professional media over user-generated content.
Additionally, consumers are speaking with their wallets louder than ever. DCN members are setting new highs for subscriptions across the board – from streaming services to news brands and from local to international. And as our Gen Z research showed, the kids are alright and more likely to put their money behind services that speak to their own values.
Prediction #4: Although 2020-21 was an atypical growth period for subscriptions, expect steady growth in 2022 and beyond.
The future we deserve
If I did indeed wield a magic wand, I would curb data collection and limit it to the services people actually choose to use. I would also wave away the fear of giant gatekeepers, triggered by the sense that we can’t avoid them. They are not unassailable. What we see in terms of policy and public sentiment suggests exactly the opposite.
Right now, the battle for a competitive, thriving, and plural publisher ecosystem sits at the integration of data and competition policy. For media brands to retain value and ensure that their news and entertainment isn’t seen as an interchangeable commodity, we must continue to push against unscrupulous data collection.
Predictions and pressure prevail over magic. I see the power of the progress that has been made from the growing alignment of concerns globally and the education of those charged with regulating and policy making and maybe more importantly consumers and advertisers seeking out the trusted brands of the future.
Held virtually January 31-February 3, the 20th annual members-only DCN Next: Summit was a gathering of digital content companies from all over the world.
CEO Jason Kint opened the event by offering his perspective on how the last few years have underscored the need for quality information. He also reinforced the need for trust, particularly as we move toward web3. “Where people have choice and a competitive market, where they spend their time, attention and relationships, trust will matter. Trust matters more than ever,” Kint explained.
Keynotes and discussion sessions touched on subscriptions, paywalls and reader revenue, video, film, audio strategy, and AI. The event also explored the political and technical forces shaping the media landscape today, with sessions focusing on cookies, identity, trust, privacy, and platforms.
The personal is political, and platforms
The opening keynote featured 2021 Nobel Peace Prize recipient Maria Ressa speaking with investigative journalist Carole Cadwalladr. They discussed platforms and the critical role a free press plays in healthy democracies. As Ressa put it, “Until technology gets guardrails around it, until we get to the point where the platforms that deliver the news are redesigned so that lies laced with anger and hate do not spread faster and further than facts, journalists will be under attack.”
Investigative Journalist Carole Cadwalladr in conversation with Maria Ressa, CEO of Rappler
Platform concerns and necessary regulation arose again throughout the event, notably in Thursday’s final keynote. Attendees heard from U.S. Senator Amy Klobuchar, mere hours after a Senate Judiciary Subcommittee on Competition Policy, Antitrust, and Consumer Rights hearing.
Klobuchar, who has been working to hold big tech platform accountable, provided an update on the bipartisan antitrust app store bill that just went through committee, as well as other bills she’s leading. “We just had an incredible vote on a bill that Senator Blumenthal and Blackburn and I … put out a few months ago on app stores: 21 to 1,” she said.
The bipartisan legislation, called the Journalism Competition and Preservation Act would enable news organizations to collectively negotiate terms with platforms to provide fair compensation for news content. Klobuchar told attendees, “The big issue is advertising money and fair compensation. These companies are sucking up the ad dollars using the original content that you produce and they’re using the data they collect from your audiences to compete against you.”
Chris Pedigo SVP, Legal Affairs of Digital Content Next, interviews Senator Amy Klobuchar
First-party data and identity
Unsurprisingly, the upcoming deprecation of the third-party cookie was a topic of much discussion at this year’s summit. The change has destabilized the advertising ecosystem. Experts discussed how to prepare for the post-cookie reality and how publishers could invest in their first-party data.
To prepare for the post-cookie reality, Rachel Parkin, CafeMedia’s EVP, Sales and Strategy, suggested publishers strengthen relationships with advertisers and build up their arsenals and come up with the right framework for identity and authentication for users and content.
TRUSTX CEO David Kohl suggested that publishers, by acting as a group to create scale, can create competitive advantage. ” We are in transition and there’s tremendous chaos in identity and audience data. But here’s the thing: Chaos creates opportunity,” he said. “And the question is, how can publishers take the lead in organizing the chaos? How can we band together? It is time to create an ‘easy button’ for scale.”
Another session discussed how publishers are leveraging consent-based visitor relationship data sources to fuel monetization as the industry moves forward into a cookie-less future. David Rowley, senior director data and identity products at News Corp. said they feel first party data is going to be one of the most important assets to a publisher. News Corp is assessing what’s out there for external identity solutions, Rowley said, and building out a proprietary identity solution.
“Publishers use so many different types of technology, DMPs, CDPs, analytics platforms, you name it, all of them spit out and create their own identifiers. Being able to stitch all of those together to have a unified view of a user is critical, so you can have that one-on-one relationship with a user,” he said.
People and empathy
Another theme that echoed through the conference was that of managing during these difficult times. As Agnes Chu, president of Condé Nast Entertainment remarked, “I think it’s hard to drive change during a time where people are experiencing so much anxiety themselves.”
Lindsay Peoples Wagner, editor-in-chief of The Cut, outlined that it’s important for leadership to have and bring a sense of empathy. Leaders must “be able to step outside of yourself and understand that, yes, we’re all employees and work at a company, but we’re human beings,” Peoples Wagner said. “People, especially in the past couple years, have had a really hard time with mental health or their family issues or being sick. It’s important to understand, I think, that people may need time, and that push and pull as a manager, I think is more important than ever.”
Michelle Manafy, Editorial Director of DCN interviews Lindsay Peoples Wagner, Editor of The Cut
The biggest shift for TripAdvisor’s Christine Maguire when the pandemic hit, was from building products to empathy. “I had to sort of take a step back and realize where everybody was in their journey,” she said. “Having empathy for what goes on in their day to day is so important, because oftentimes we come in to make a change when there is a problem, and that’s too late.”
The future of work
The newsroom of the future may look nothing like the pre-pandemic one. Indeed, as publishers move forward, they’re stepping into a future which doesn’t look much like the past. There’s upside, such as the ability to create more flexible working situations, which facilitates broader recruiting.
However, as author Anne Helen Petersen noted, when companies allow their employees to live anywhere and work any time, they may run into a lot of sticky situations.
“The larger question that a lot of companies are dealing with is if we say that people can have really flexible work schedules and can go in when it is most convenient for them, are we also going to put stipulations on the states or countries where they can live,” she said. “Are we going to say that they get into New York within the day, that they take the train in? Is that okay? Or are we going to say that it’s one flight away? What are our boundaries?”
The future of the industry
On the last day of the summit, Co-founder and CEO of Insider Henry Blodget and Atlantic CEO Nicholas Thompson engaged in a spitfire conversation about the digital media industry. They discussed the complicated relationship with platforms, new technologies like AI, NFTs and blockchain, and made predictions for web3.
Blodget was optimistic about the future of local news. However, he sees a different scenario play out for others going forward. As the industry evolves, he thinks there will be three to five big generalists, a bunch of targeted specialist publications that serve a particular niche, and everyone else is in the middle.
Atlantic CEO Nicholas Thompson in conversation with Henry Blodget Co-founder & CEO of Insider
“I do think we’re all going to face pressure and there’s going to be a lot more consolidation because there are enormous returns to scale,” Thompson replied. “We see that every day with The New York Times, when they roll out some cool new tech feature that they can spread across their 10 million subscribers.”
“Let us just acknowledge that The New York Times is Netflix of journalism,” Blodget said. “My view is in five to 10 years, they will have 25 million subscribers and they will still be growing strong and they will become one of the most powerful English language journalism publications in the world. And the rest of us are gonna have to find places to carve out what is left.”
When we talk about minority groups should we use BIPOC, POC, something different or nothing at all? It’s a question posed in America many times since the death of George Floyd in May 2020 – from Newsweek to The New York Times.
His murder sparked a similar debate across the pond over the United Kingdom’s equivalent acronym: Should BAME (black, Asian and minority ethnic) be used by British broadcasters?
Taking collective action
At the end of 2021, four of the UK’s major broadcasters formulated an answer. They committed to avoid using the collective term in their corporate communications, content and editorial news content. Instead, they would use more specific terms where available.
For Miranda Wayland, the BBC’s Head of Creative and Workforce Diversity and Inclusion, the departure from the catch-all term allows for a greater acknowledgement of the experience of people from different ethnic backgrounds.
“As a creative industry we are focused on increasing representation, so our content reflects society,” she said. “At the heart of representation is how we recognize people’s varied lived experiences and their identity. The more specific we are when describing someone’s heritage, the better we represent them. In turn, we create more inclusive and relevant content for our audiences.”
UK broadcasters – the BBC, ITV, Channel 4 and Channel 5/Viacom CBS UK – agreed to avoid “wherever possible” the BAME acronym following a report the Sir Lenny Henry Centre for Media Diversity. Commissioned by the BBC, the study stated that “A major concern, apparent in recent public responses to BAME, is that it homogenises culturally distinct social groups.”
A question of trust
Through interviews and audience research, the report’s authors found there was a lack of trust around the term BAME because of a belief that it has been used to hide failings in the representation of specific ethnic groups. They wrote: “Several interviewees illustrated this point by saying organisations are quick to announce hitting ‘BAME targets’ but what does that mean if there is still massive black under representation or east Asian representation.”
The researchers did acknowledge, however, that it would not be realistic to remove BAME terminology altogether because it is widely used in society. However, where BAME must be used, content-makers will strive to ensure that any use of the term is accompanied by an explanation. This will be achieved, for example, by stating that ”data for ethnic groups is unavailable.” Another solution is writing out the acronym in full – “black, Asian and minority ethnic” – to recognize the constituent groups that make up the collective term.
Sarita Malik, Professor of Media and Culture at Brunel University London and Academic Lead on the Report, said broadcasters need to acknowledge the importance of language as part of wider work to tackle racial disparities.
“Language is a really important issue for media and cultural organizations to look at when trying to tackle inequalities,” she said. “At the heart of the issue is a power dynamic; a power dynamic between those who have the power to label and those who are labelled. Our research identified a mostly negative sentiment towards the grouping of people under collective terms.”
She added that “Committing to use language in more culturally nuanced ways can help to deepen understandings of different ethnic groups. This is one of the ways in which trust can be built with audiences.”
Supporting cultural nuance
As Professor Malik observes, broadcasters need to give their content-makers the right support and resources so they can get their language right and add nuance to their work. At the BBC, the content-makers’ inclusion toolkit seeks to provide such support. Tools include Ipsos MORI’s Language Matters audience research, which echoes the findings of the BAME report by concluding that “specificity around identity is key”.
“In communicating, we often seek to oversimplify. But, when it comes to identity, ensuring the full nuances of someone’s identity are acknowledged as important,” said the Ipsos MORI researchers. “We see this when it comes to how ethnic and national identity interact with one another and how individuals navigate between these two aspects of their identity.”
Participants in the research succinctly illustrated the point. “I always say I’m Indian even though I am a British citizen. I am proud of my Heritage,” he said. Another explained: “My identity shouldn’t be defined by what ‘colour’ I am. I’m an individual and part of a diverse community with a diverse heritage.”
We are not the same
Understanding this type of nuance is at the heart of the BBC Audience’s BAME: We’re Not the Same report. It explores the culture, identity and heritage of the six largest ethnic minority groups in England and Wales – Indian, Pakistani, Black African, Black Caribbean, Bangladeshi and Chinese.
BBC Senior Audience Planner Helen Xa-Thomas began work on the report after noticing that content-makers had no tools to help them move away from “bucket terminology” and address the “nuance” within groups.
“All our identities are so multifaceted and complex. We are never just one entity of our identity,” she explained. “Labeling is a symptom of the shortcuts that we use as an industry. We all think very much demographic first and that can be problematic. For example, when we say ‘youth’ as if all young people are exactly the same.”
She continued: “It’s about understanding, culture and identity for different groups and making us more consciously aware of those differences. Because we are not the same.”
The BBC Audience’s report is backed by the Corporation’s Director of Creative Diversity, June Sarpong, who encouraged people “to grab a coffee and take a moment out to read this insightful BBC Audiences research”.
“This report starts to unpack ‘BAME’ because a ‘one size fits all’ approach doesn’t help us appreciate the complexity and richness of identities that fall within it,” she wrote in her foreword to the report. “One of the barriers we face when seeking to address the diversity deficit is the limits of our own perspective.”
She also pointed out that “The catch-all term of BAME may feel a like a convenient box for those interested in counting people. But when you fail to acknowledge the difference in people’s lived experience and history then people won’t feel like they count.”
Universal takeaways
As stated previously, four of the UK’s major broadcasters have committed to ensuring that people feel better represented by avoiding the use of BAME.
Marcus Ryder, Head of External Consultancies at Sir Lenny Henry Centre for Media Diversity, applauded the decision to adopt the report’s recommendation. He believes there are wider themes that can be taken from the research and applied by content-makers – trust, transparency and the need for bravery.
“As a Black person, when I see the Covid reports I am thinking ‘how does it affect Black people?’ When a journalist just stops short and says People of Colour, it feels as if they’re not representing me properly,’ he said. “So even if you don’t have the information you should acknowledge it as you’re acknowledging that question of how it affects me.
“Admit what you don’t know. If the story was ‘Covid affects People of Color or BAME more according to the latest statistics’ but there’s no breakdown, then say that they have not provided us with more detailed information as to how it affects individual specific races.”
Ryder also said content-makers need to ensure that they are not using BAME, or BIPOC or People of Color because they are “scared to use the term white”.
“Sometimes collective terms are used as a way to avoid using the word white and so we should also ensure that we aren’t just using a term as a way to avoid white,” he explained.
“Lots of studies have shown that white people often think of themselves as being raceless. If we want to have a serious conversation about race, then we need to ensure that we don’t just talk about race of non-white people.”
What each of the reports and research illustrate is that catch-all terminology erodes the trust of the audience, which could cause them to tune out (or worse, log off). As we address increasingly diverse audiences, there is an altogether reasonable expectation that our language, and its use, adapts.
The metaverse doesn’t exist. The term is a framework for discussions around Web 3, NFTs, decentralized virtual spaces, and the gaming landscape. Despite the fact that it does not yet exist, there has been a huge amount of money invested into the metaverse, from people purchasing virtual real estate adjacent to celebrities to building out festivals within platforms like Roblox. Despite its hypothetical state, it’s already lucrative.
There’s an early mover advantage for news and magazine publishers to launch on new platforms. While only 8% of news publishers currently say they intend to invest in metaverse products, the need to discover younger audiences and to discover new revenue sources is a powerful lure. But as we saw with the overreliance on platforms in the era of Web 2.0 — and the terrible consequences that wrought — there is enormous danger for publishers when it comes to building strategies around platforms they don’t own.
So how can publishers take advantage of the potential of the metaverse without making the same mistakes around platform over-reliance? More importantly, to what extent can media companies help define the metaverse, and take a leading role in its development?
The lure of new platforms
The appeal for news publishers is obvious. We know from recent forays into NFTs that they are hungry for new sources of digital revenue, particularly those that do not just replicate non-digital revenue strategies online. Much of the early pitch to brands of the metaverse is around selling persistent virtual products, which are being marketed as a new form of social status for particularly younger consumers.
Andrew Kiguel is CEO and co-founder of Tokens.com, which builds and sells services and real estate within the metaverse. He says, “The metaverse is the next iteration not just of gaming, but of social media. Right now, the status symbol on Facebook or Instagram is posting a picture of the restaurant or whichever resort you’re at. What’s going to be the status symbol soon in the metaverse [is] you walk around with your NFT Gucci bag or your Nike running shoes.”
The bigger draw, however, is that of creating touchpoints for new audiences. We’ve seen newspapers experiment with virtual reality spaces before, from The Wall Street Journal’s 2016 foray into VR real estate to the virtual town halls run ahead of the 2016 elections. Persistent and long-lasting communities are being built in those unreal spaces, based in no small part on lessons learned from social media and gaming. Friends lists, followers and gaming clans have formed the basis of how we will keep track of and communicate with friends and co-workers in the metaverse space.
That’s an opportunity for the news publishers who are making access to a community a big part of their offering. Start-ups like Tortoise make its community “Think-Ins” part and parcel of its marketing. And legacy titles, including The Telegraph, organize exclusive events for subscribers. The ability to open those events up to audiences who wouldn’t otherwise be able to attend is a big opportunity. We’ve already seen them experiment with these in Twitter Spaces and other remote meeting tools during the pandemic.
In addition, we’ve already seen early examples of news outlets within metaverse platforms. The Second Life Enquirer, for example, maintains a newsroom on Second Life. And other titles and magazines create their own communities from audiences already on metaverse platforms.
Decentralizing the threat
So, if the benefits for entering the metaverse space early are obvious, how do we go about building those spaces without becoming over reliant on the platforms? One of the criticisms already being levied about platforms like Roblox is that its publisher, Roblox Corporation, controls both a portion of any sale and the data of its users. That’s not tenable for media companies in 2022, who are only just rediscovering the value of their first-party data.
Instead, the media industry could look to spaces like Decentraland, which aim to build upon the promise of Web 3 by taking the power away from any one platform or owner. That, in theory, would allow them to control not just the look and feel of their own virtual environment, but also the sale and revenue options of any virtual products (or subscriptions!) sold in those spaces. As Matthew Lines writes, news is inherently linked to crypto payments already:
“Real world cryptocurrency analytics companies like Messari and Coincheckup are starting to display ‘news’ sections. These amalgamate different articles which address a specific metaverse platform and its associated crypto token. In a similar vein, websites like NFT Plazas also display an individual ‘news’ page, showcasing all the latest stories occurring in specific metaverse platforms like Decentraland.”
Dream or reality?
It’s a utopian idea, one that potentially extends a newspaper or magazines’ community far beyond geographic bounds. It also allows them to monetize audiences directly through crypto payments.
However, there are huge questions around the extent to which these decentralized platforms actually are immune to the bottleneck of control that plagued Web 2 for publishers. Between the countless current rug-pulls, crypto scams, lack of interoperability and the funnelling of funds to a handful of big players, the promise of that decentralization is under threat already.
That utopian ideal also relies on companies like Meta – whose relationship with media companies is already fraught – not seizing control of the metaverse through the scale of its investment alone. By inserting itself into the conversation as forcefully as it has, it raises the possibility that it will also try to control payments and data on its metaverse platforms as well.
Years of uncertainty
While virtual real estate is relatively cheap (and potentially comparable to the purchase of Manhattan according to Time), it is still an outlay for publishers already stretched to cover existing platforms. The BBC was recently criticized for ignoring TikTok, despite the fact that it admitted to lacking resources to do so effectively. If even the BBC can’t spread itself across the biggest social networks, can we expect most publishers to invest in an untested space like the metaverse?
Building offices in the metaverse is a nice stunt for marketing companies. But without the surety of return on investment and a lack of time to maintain it, many newspapers and magazines are adopting a wait-and-see attitude to the metaverse.
There may be huge opportunities for community development and creating audience touchpoints, but the revenue model is currently unclear. And it is likely to remain so for years. As tech giants struggle to control it, the metaverse might never even live up to its initial promise.
It is incumbent on newspapers, broadcasters and magazine companies to ensure that any forays they make into the metaverse are shored up by solid revenue and data strategies. Otherwise, it’s just a gimmick, and one that risks the industry repeating its platform-dependency from web2.0.
From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
CHECK OUT THE FULL SERIES: Featuring Summaries, Key takeaways, and Video Highlights
The saying goes: What doesn’t break you makes you stronger. That seems to be the case during the pandemic for Robin Hood Foundation, the largest poverty nonprofit in New York City. Because of catastrophes like 9/11 and Hurricane Sandy, Robin Hood already had procedures in place that enabled it to act decisively and respond quickly supporting at-risk communities during the pandemic.
At the start of Covid-19, Robin Hood raised $90mm for grants across the city to improve the lives of people who were experiencing poverty as a result of the pandemic. But they’ve got their work cut out for them – now, and always.
To gain greater insight into how the organization appears to be thriving through the pandemic and the overlapping racial justice movement, we sat down with the organization’s Chief People Officer, Stephanie Royal.
As Stephanie recounts, “the murder of George Floyd really helped to inspire, mobilize, and accelerate action that had already started. There was such a tremendous outpouring of support within our organization to take the work that had already started even before I got here, and to really accelerate it to help us move toward becoming an anti-racist organization.”
The phrase “becoming an anti-racist organization” stands out. Few I’ve spoken to call out the issue so overtly. This sentiment is indicative of Stephanie’s self-awareness and of the culture being nurtured at Robin Hood. When asked to comment on her upbringing in an upper middle-class Black family, Stephanie shared a sobering dose of realism:
“We’re not far from people who experience poverty on a daily basis within our own family. While my dad was able to go to college — he’s a graduate of Fisk University, a historically Black college — his education changed the game for our family. Part of why I’m so committed to the work that we do at Robin Hood is because we know that access to good quality education is a lever for economic mobility.”
Stephanie helps to illuminate that, for many of our DEIJ leaders, it’s not enough to strive for and achieve excellence. There are headwinds that make achieving and maintaining excellence more difficult. It’s imperative that we have people in leadership roles who have purview into what’s required to overcome poverty, and what’s needed to create a sustained cycle of mobility.
She notes that, “We all know how disproportionately affected communities of color were with health disparities and Covid just made it even worse. We knew that we had to mobilize quickly, and do so in a way that was intensive and meaningful and really holistic.”
Through this learning and growing process Royal has seen that creating a culture of inclusivity and vulnerability requires an evolution of emotional intelligence across the organization. It means ensuring that everyone has the safety to respectfully express their views and ideas. Equally important to working to foster safety for underrepresented and under resourced groups, is having empathy for every voice in the room. Stephanie describes this need well:
“I can only imagine what it must feel like to be someone entering a conversation about race, never having done it before. Feeling like they should not be in the conversation because of a certain aspect of their identity, or having anxiety around it. It requires vulnerability, and it requires an incredible amount of self-reflection. Based on that, we do have responsibility, those that are further along this pathway, to bring along those that are not there yet.”
In our conversation, Royal offered insights from her journey as a professional, from Wall Street, to the classroom, to her current leadership role as Chief People Officer at Robin Hood. Her story is inspiring for those among us, who could direct our intellect and energy almost anywhere, but choose a path of curiosity, compassion, and purpose.
Here are a few highlights from our conversation (full transcript), curated to help any individual or organization seeking to adapt to societal change and create a safe space for employees of all backgrounds, orientations, races, and beliefs.
“We could not have meaningful conversations about DEI without reflecting on who we were as an organization. Were we reflective on racial, ethnic, gender, sexual orientation, ability, and cultural identifiers. Were they reflected in the staff at the time? No.”
“We took a comprehensive approach to how we’ve recruited, how we made decisions about hiring, how we onboarded our staff, how we made decisions about advancement and promotion, so we could embody the values that we set forth.”
“During Covid, we engaged an outside consultant to continue the work of a wholesale cultural assessment. That was a very intensive process. A deeply meaningful and personal process. I know that the results will help to inspire that next level of work.”
“I think our staff would say they are happy to be here, very much committed to the mission. They’re participating and helping to develop a culture where everyone can be their authentic selves, continue to learn, grow, thrive and contribute to advancing our mission.”
Act:
Today, a commitment to DEIJ is crucial to the overall health of organizational culture. True commitment requires the willingness to continue finding and repairing gaps in equity and justice proactively. The investment of time and effort might be challenging. However, the rewards from meaningful education, engagement, and growth can be seen in employee values alignment, retention, and output in times of crisis and for years to come.
2. Understand the influence of policy
Listen and learn:
“After we worked on the talent side, we wanted to dig into policy, practices, protocols, procedures. Were they equitable? We continued to dig into the policies related to HR, vendor selection, legal, through a lens of diversity, equity and inclusion. I’ll say it’s a different organization now.”
“There are policies within our cities and at the state and federal levels, that don’t make it easy to access fundamental needs such as quality affordable housing, high quality food, basic clean water. These are not distributed equitably across all communities in this country. Where you see inequity and lack of access somehow seems to align with under-resourced communities populated by people of color.”
“We are trying to address issues of people experiencing poverty through grant-making to the amazing non-profits here in New York City, and across the country, so that direct service can be administered, so that people can access good quality food, quality education, and enter the sectors where jobs are abundant.”
Act:
We are all pieces of a larger puzzle. Being a proactive ally for DEIJ requires understanding the rules, procedures, and policies that affect inequity on a micro (in your lives and offices) and macro perspective (in our communities). Start by looking at areas of improvement within your own organization. Examine the procedures that might contribute to inequity and lack of representation. Compassion for our own areas of growth yields ideas and solutions that positively affect the collective.
3. Recognize the link between inclusivity and innovation
Listen and learn:
“We are a place that is welcoming to all people however they show up. I reinforce that in every conversation. I want people to be free, because if you’re not, you can’t do your best work.”
“One of the things that we are most proud of is our Design Insight Group. DIG emerged from the work of our tech incubator Blue Ridge Labs, which works to help founders create tech solutions to some of the drivers of poverty. We invite people from under-resourced communities to work alongside our program officers to develop programs to help in relief efforts.”
“We can, in a very respectful way, engage the experiences of people who have lived experience with poverty and get their input, get their expertise, intelligence, and deep understanding around problem solving to help us find solutions. It’s also important that we compensate them at a level to help them gain sustained economic mobility, for themselves and their families.”
Act:
Great ideas can come from anyone, anywhere. In the case of fighting the causes of poverty, it takes first hand experience to illuminate the real problems and the blind spots in existing solutions. When wealth, education, security and power gaps exist, it can be difficult to build trust. Attention to thoughtful engagement and trust building, as well as ensuring fair compensation, can yield needle-moving collaboration and innovation alongside the communities that you serve.
4. Invest in building trust and progress toward anti-racism
Listen and learn:
“In this type of work, which is so human, you won’t be successful unless you have a culture of trust and mutual understanding rooted in safety.”
“What results from those moments are meaningful relationships, deeper friendships, the willingness to step out of your own space and join someone. These are the experiences that make for a stronger team in this culture.”
“There are people who are at different places on their journey of being able to address race, class, privilege, but we’re all on board. It is okay to be at the beginning of that DEI journey.”
“You have to be ready and open and provide the psychological safety for people to show up as they are, no matter where they are on their DEI journey.”
Act:
Language is important. So, leaders need to speak about the importance for all to be bought in and supported, no matter where they are on their DEI journey. At Robin Hood, becoming an antiracist organization is essential to their health and culture. They see the results in retention, innovation, and passion. Combining the business imperative with examples of tangible and measurable benefits of anti-racism help organizations and the people they employ stay committed to long term DEIJ goals.
5. Gather a community of support and collaboration
Listen and learn:
“I found my tribe when I first came to New York City. A small group of Black women all working at banks. We relied on each other to make it, to draw upon each other’s good energy, and to share experiences so we could grow and thrive in a foreign world.”
“In my professional life, my responsibility is to care for others.There’s a team of people that look to me for support, for answers, for guidance, and that can be very lonely if you don’t have your own place of respite.”
“I know that I’m a role model to our junior staff. I have to show up for them and be my best self and make myself available to help them understand that this can be their seat as well.”
“We want to be partners with other nonprofits, other philanthropies, government, corporate communities, because we know that philanthropy cannot solve poverty alone.”
Act:
You can’t go it alone. Whether you are early in your career or sitting at the top, resilience requires teamwork and support. This is crucial for individuals from under represented groups because of the combined psychological and systemic hurdles that lay as obstacles. Peers and mentors illuminate roadblocks and strategies for presenting your best self. For marginalized individuals and groups, allies, and institutions, we get further by identifying values and goals alignment, and pursuing necessary work, in partnership.
Watch or listen to highlights of Michael and Stephanie’s conversation:
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
CHECK OUT THE FULL SERIES: Summaries, Key takeaways, and Video Highlights
One wish that I have for America is for more organizations to have the clarity of logic, depth of commitment, and force of execution happening at NPR as they address their businesses challenges and needs concerning Diversity, Equity, and Inclusion.
In January of 2020, NPR President and CEO John Lansing made audience diversity NPR’s number one priority. Since that time, the organization has shared its progress across workplace, content, and audiences. This includes a three-year strategic plan that opens with the words “NPR must change to survive.” To get a first hand view into this progressive change agenda, I had the privilege of sitting down with the Chief Marketing Officer of NPR, Michael. The conversation that unfolded might be considered a masterclass on establishing a long term DEI strategy.
According to Michael, the business imperative for DEI is simply “believing in the strategy that to serve a more diverse America, you need to have a team of people whose life experience is more in line with the customers that you’re serving.” That sentiment is shared from NPR CEO, John Lansing down through the organization.
“NPR came out of the Great Society program of the 1960s, where the government set up the Corporation for Public Broadcasting, which helped launch NPR and PBS. Their mission was to create media resources that weren’t being fed by the commercial media.”
Back in 1971 when NPR launched, their audience was in line with the United States. About 80% white and 20% diverse audience, similar to the country at the time. Today, their radio audience is still about 80-20, while the composition of the American population has shifted to 60-40. And, of course, the country has made a massive switch to digital in the intervening years as well. In order to get back in sync with America, NPR has been prioritizing efforts to make the network younger and more diverse.
Michael says that NPR has a fiercely loyal audience, because their values align with those of the audience. However, he says most Americans are not even aware of NPR. “We know from research data that only 30% of all Americans have actually even heard of NPR, which is maybe surprising to people who are big fans of the brand. There’s a huge swath of America that we need to make aware of the great work that we do, and a lot of that audience are younger and more diverse people.”
As impressive as NPR’s DEI strategy and tactics are, so too is Michael Smith. The second son of “immigrant strivers” from Jamaica as he describes, Michael was raised by a single mother, gained admission and scholarships to Stanford University. Now, he is living his childhood dream of being a leader in media and entertainment.
“I’ve always had this feeling of being the new kid and being outside, and I think there’s something actualizing about the power of being able to have your voice heard, even if it’s not being heard in your day-to-day life. You feel like if you’re making media content, you can be heard by the world. So I think that’s what drew me to it.”
The beneficiary of an 1980s minority-focused internship program at the San Francisco Chronicle Foundation, Michael, like myself, took advantage of internship opportunities designed to address diverse pipeline issues. I benefited from a program at Viacom that still exists, which recruits and trains underrepresented media talent. Throughout our conversation, Michael offers insights from his four decades of navigating the media industry, from an intern to founding the Cooking Channel to the CMO of NPR — as a Black man.
His story is inspiring to anyone who is interested in a career path, but lacks the immediate familial access to knowledge and mentorship in that industry. His combination of hard work, curiosity, creativity and agency provides a blueprint any individual can follow to manifest their professional dreams.
Here are a few highlights from our conversation, curated to help any individual or organization seeking to adapt to societal change and create a safe space for employees of all backgrounds, orientations, races, and beliefs.
This is NPR’s “number one priority. To really diversify our audience to better reflect and serve America. We’ve always been about making a more informed, and more culturally enriched population through our content, but we haven’t always done it. Our commitment right now is to very much reflect all of America, and put the public back into National Public Radio.”
“It’s really one big thing, which is just believing in the strategy to serve a more diverse America. You need to have a team of people whose life experience is more in line with the customers and service users that you’re serving.”
“If you think about when a brand like NPR started in the 1970s, the country was about 80-85% white. If you think about who the listeners were, most of whom were in colleges, who were in corporations, and all kinds of institutions, it was 80-90% white. We’re at a time now where it’s really changed. For the first time in some states like California, the majority of kids who are in elementary school are of color.”
Act:
Change or risk extinction. It appears NPR sees something that many organizations are failing to prioritize. If you cannot relate to your audience, then you will eventually lose them. Our nation has become more diverse and our nation’s media (and other organizations) need to adapt to meet their audiences’ expectations and sensibilities. Once you identify the core business case for diversity, it unlocks the license to infuse DE+I goals intrinsically into your business strategy, goals, and roadmap.
2. Get educated on the headwinds BIPOC employees face
Listen and learn:
“I know from my own career, when I got out of college and business school and was working on Madison Avenue back in the ’80s at Young & Rubicam, a popular and famous agency. There were only two African-Americans, me and one other gentleman, in the entire company – account management – and they had, I think, about 800 different people in account management.”
“One of the things that I had noticed when I was younger is that a lot of senior executives in media: If you looked at their family backgrounds, their fathers were also in media. Or they had brothers or cousins, or there were the people around the dinner table when they were 12 or 14. Their dad was reading The Wall Street Journal and talking about what was going on at work. They just had certain insights that people, especially BIPOC people, we just didn’t have.”
“In terms of discrimination, I think that the biggest thing that I’ve faced, and I think a lot of people of color have faced, is being underestimated, undervalued and marginalized in terms of what people think your potential could be.”
Act:
In today’s job market, if you wish to foster safety and retain high potential BIPOC employees, it is unwise to ignore the effects of race and privilege. Creating lasting inclusivity requires the hard work of building trust and connection for team members to explore privilege and bias. Peer to peer storytelling can be effective when appropriately moderated and as bonds of trust in organizations are strengthened. Ongoing people-manager training, community gathering, and proactive mentorship programs can help to close the trust gap, and reduce missed opportunities between employers and underrepresented talent.
3. Make long term investments in BIPOC pipeline
Listen and learn:
“When you think about diversity and inclusion across U.S. companies, there are two things going on, and they’re both related to this question of the pipeline. One is getting more people into the pipeline. Two is once they’re in the pipeline, making sure that they actually make it through and thrive.”
“You see, what C-Suite leaders need to do to really make diversity a reality is, first get true buy-in to why this matters. Not just the moral reason behind it, but the business imperative. Because your audience is changing and you’re gonna become a dinosaur if you don’t reflect the people you’re serving outside of your company. You gotta get buy-in at first, and then understand the nuances of the situation. It’s a combination of bringing people into your organization, but more importantly, what do you do once they’re in the organization.”
“I give a lot of credit to, as we talk about diversity, to the San Francisco Chronicle Foundation, which is a newspaper foundation that had created a minority internship program back in the 80s. The idea was to help kids of color get exposure to the business. If it wasn’t for that, I don’t think I would have gotten my foot in the door at the TV station that they owned. And then that led to other internships that I got in the industry and started my career.”
Act:
Content is king and content companies are the king makers. In the cases of media and advertising, as the cost of creating content falls and new platforms for brands and storytellers emerge, the competition for all talent is increasing. In order to create long term demographic shifts, investments need to be made that recruit and support the retention of candidates over an extended period. If you aren’t investing in BIPOC talent, stand back as players from all sectors win the love of the talent and audiences that you covet.
4. Measure the impact of investment in DE+I
Listen and learn:
“We measure our social impact on how many people we reach with our content, and how much of a change we make in our society through that content. When we look at NPR historically: We had about 80% white audience, 20% diverse audience, and that was similar to the country. But if you look at us today, our radio audience is still about 80-20, and the country has changed to digital. So we realize that we’ve gotten out of sync with America, and so we’ve been re-doubling our efforts to make the network younger and more diverse.”
“We’ve had great success in podcasting, because that’s the platform that younger people really resonate with. It’s on demand. They listen on their smartphones. We found that our podcast content, whether it’s shows like How I Built This or Planet Money or Code Switch, or It’s Been a Minute, those shows actually have about a 40% to 45% people of color audience.”
“So we see the path forward. Which is to make content and put it on the platforms where younger people are. We have another series on YouTube, which is another place where young people love to go. It’s called Tiny Desk Concerts, and it’s basically live concerts featuring a wide variety of diverse artists. And that series is bringing in young and very diverse people into the NPR fold. So we just feel like it’s about those series.”
Act:
Numbers don’t lie, unless you want them to. For NPR, by focusing on goals of attracting a younger and more diverse audience, they were able to implement strategies that are yielding the processes and connections necessary to produce the content that appeals to their desired audience. Whether your business goal is to appeal to more consumers, employees, clients or potential partnerships, identifying the business imperative for diversity, equity and inclusion and measuring it clearly, is the most effective tactic of assuring your moral goals remain linked to your business health regardless of leadership or cultural changes.
Watch or listen to highlights of Michael Tennant’s conversation with Michael Smith
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
The ecommerce boom was far and away the biggest trend to have come out of the pandemic – at least for digital media companies. Unsurprisingly, media organizations that had already invested in ecommerce infrastructure and affiliate revenue partnerships reaped big benefits. They made hay while the sun shone.
Good Housekeeping, for instance, saw an increase in ecommerce-powered sales of 567% in March 2020, compared to the same period in the previous year.
Some, like Dennis Publishing owner Exponent, even spun off parts of their businesses that were outperforming in terms of ecommerce. Its automotive-based properties were made into their own dedicated business – Autovia – in March of 2021. It was, as its chairman Peter Plumb noted, an opportunity “for those with the broadest and most engaged reach, the richest audience data and the most trusted brands and content.” They were poised to benefit from the rapid growth in ecommerce.
Meanwhile, Dennis’ future owner Future plc has absolutely dominated the ecommerce space. As countless analysts have pointed out, its long-held aim to own every part of the ecommerce journey from ideation to recommendation to purchase has proven to be a lucrative strategy.
But Future was not content to rest on its laurels. After announcing over $1bn in ecommerce and affiliate revenue in 2020, Future made a number of acquisitions to own even more verticals from top to bottom. As a result, it is set to push into the U.S. Overall, it sees a lot of headroom for its ecommerce ambitions.
And it is ecommerce-focused media companies that continue to grow ecommerce revenue even in the tail end of 2021. So, what do Future and the other huge media ecommerce successes have in common? The answer is down to that end-to-end ownership of a vertical. Though it remains to be seen how long that this strategy will suffice when platforms are also banking the benefits of ecommerce growth.
Putting the ease in ecommerce
One thing that needs to be pointed out is that it isn’t all that hard to simply launch an ecommerce strategy. Forbes has started selling branded items and called it its entrance into the ecommerce space, for instance. Meanwhile BuzzFeed has been loud and proud about its expansion into ecommerce partnerships as well. The company predicts that 18% of its total revenue will come from commerce over 2021. Even the companies whose print holdings are the main point of contact have doubled down on ecommerce technology, with fashion magazines like Grazia including scannable images in their pages.
And since the headroom for growth is so great it is also possible – or even likely – to report success in that area. That is itself cause for celebration. Diversification of revenue streams should be encouraged wherever possible. Even the recently announced tie-up of Vox Media and Group Nine was based in part on their shared investment in ecommerce, with the release stating that “both companies have proven success in bringing their brands to life through commercial licensing, affiliate partnerships, and collaborations with major retailers like West Elm, Target and Old Navy and producing premium capsule collections with, for example, Marc Jacob.”
But the corollary of that is that, in order to be one of those huge successes, you first need to be, well, huge. You need a big audience to sell to. You also need a stockpile of existing content to both demonstrate expertise and to repurpose as affiliate sales material. Hearst’s Kristine Brabson, executive director strategy and editorial insights, elaborated on this to Damian Radcliffe. Of its ecommerce growth, Brabson said “We didn’t suddenly create a bunch of new content…” Instead, the company ensured that the products being recommended on its best-performing pages were actually available for sale. It’s difficult if not impossible to do that from a standing start.
Top to bottom
Just as important as enormous scale and longevity, though, is ensuring that your ecommerce operation is layered throughout the entire operation. Meredith, for example, earned $27.7 million from its affiliate operations in Q2 this year, a 26% year- over-year increase from the same period the year before. And it did so without sacrificing any other revenue strands in service of providing the best possible ecommerce environment.
By contrast – though it has been a boon to the bottom line – the integration of Wirecutter into The New York Times’ wider business does not appear to have been quite as successful. Last month the staff of the affiliate publishing business (acquired by the newspaper in 2016) went on strike and actually urged readers not to make any purchases through the site itself. As NYMag explains: “Wirecutter was always treated as a second-class citizen, isolated in its own Slack, its own offices, and its own reporting structure under Perpich. It never joined the newsroom, and its work was openly sneered at by some long-time staffers. Many Times staffers don’t believe their work is journalism at all.”
A similar omission of an ecommerce-focused division occurred at Vice’s 2020 Newfronts. The company barely mentioned Refinery29, which pre-acquisition by Vice in 2019 had been lauded as a trailblazer for the burgeoning ecommerce space.
As with Forbes’ efforts, mentioned above, simply owning an ecommerce business does not mean that you can take the full advantage of the ecommerce boom. It has to be threaded through the entire business, treated as an integral offering, and allowed access to the entire breadth of the media company’s content. That’s what empowers Future’s success.
The reintegration of platforms
So where does that leave the media companies without the scale to own a vertical or the ability to build ecommerce through the entire business? One early clue comes from LadBible’s recent foray into the space in partnership with TikTok for a two-day “live shopping event”. Sam Oakley, director of social video at LadBible Group, said: “We are always looking for new ways to entertain and give our audience new things to discover and experience. We are proud to work together with TikTok and look forward to seeing our community enjoy a virtual shopping experience.”
While those of us with memories of over-reliance on platforms may balk, the reality is that ecommerce and affiliate revenue already rely in no small part on Amazon and other retailers. It is a growth industry not just for the newspapers and magazines, but for all players. You only have to look at the sheer amount of investment platforms as varied as Snap and Pinterest are putting into their ecommerce tech to spot their intentions are the same as media companies’. In many ways they are outpacing those publishers mentioned above: Pinterest now automatically updates products that are sold out with those that are available. But those publishers do have something platforms can’t replicate so easily – a history of curation and recommendation. Trust, basically. Provided we recognize the value of ecommerce and don’t shunt those teams to the side, we might not end up with the power imbalance between publishers and platforms that we did with advertising. Long may that growth con
Video is the hottest thing in audio right now. Don’t worry, this is not another “pivot to video.” However, an interesting fact emerged as Reuters Institute was formulating the 2021 Digital News Report: YouTube is currently the number one podcasting platform in the United States. According to the report, the video platform is responsible for 26% of podcast consumption in U.S. markets, compared to Apple Podcast’s 22% of listenership, and Spotify’s 17%.
So, why is a platform pretty much synonymous with video dominating the podcast market? We spoke with Damian Radcliffe, digital media analyst and Professor of Practice and Carolyn S. Chambers Professor in Journalism at the University of Oregon, to better understand how publishers can tap into “platform agnosticism” and capitalize on the momentum of this video podcasting trend.
At stake: the ability to deepen audience relationships and build subscriber numbers. Oh, and let’s not forget the $1 billion dollars in ad revenue predicted for the podcasting industry this year ($2 billion by 2023).
Ease of podcast discoverability
Discovery has always been a huge challenge for podcasters. As Radcliffe points out in the report, if you aren’t on the iTunes top 10 or not in the ‘top picks’ on a homepage, it can be really hard to reach audiences.
However, by diversifying away from audio-only products, and incorporating audio into supplemental forms of media, publishers can address that discoverability issue, simply by being in more places. Video platforms like YouTube not only make podcasts easier to discover, they also make them easier to share and to share on social feeds.
“Word of mouth has always been the most powerful marketing tool,” explained Radcliffe. “Being able to tap into the power of peer recommendations is potentially a really powerful and potent tool that podcasting could be doing more with.”
If a dedicated listener is learns from their favorite podcasting platform that they are in the top one percent of This American Life listeners, for example, they may want to let their social network know. When shareability and discoverability are predicated on distinctions or superlatives, as Spotify’s “Wrapped” feature has so deftly demonstrated December after December, the potential reach of the program within that individual’s network is exponentially expanded.
“People are sharing podcasting recommendations with their friends. But that kind of conversation is happening off-platform and podcasters don’t know where those referrals or audiences are coming from,” Radcliffe points out. He thinks that if podcasters can “find a way to close that loop and reward people for spreading the word around their podcasts, I think that could be a really interesting development.”
Widening your distribution strategy
Despite YouTube’s unexpected dominance of podcast distribution, most podcasters aren’t sharing their programs on video platforms exclusively. Rather, they use sites like YouTube as a secondary distribution channel. As a platform with an existing audience base of over two billion users and robust content discoverability, YouTube offers an attractive means for individual podcasters and established media players to reach new audiences.
“Think about this in terms of being a part of the wider distribution strategy for your podcasts and trying to find as many different ways for audiences to find you,” Radcliffe explained. For example he suggests that publishers use RSS feeds to distribute content to as wide a variety of places as possible. And that “video podcasting is just a part of that mix.”
When watching a video podcast that audiences would otherwise only consume through audio, audiences may also feel they are privy to certain “behind the scenes” elements, particularly when watching video versions of their favorite interview podcasts. As an example, Radcliffe cited a 2019 episode of Hotboxin’ with Mike Tyson, featuring Tyson Fury.
“It was a video podcast, and you could absolutely just listen to it. But there was something quite intimate about being able to watch it and see the interaction and pick up on some of the body language nuances that you can’t necessarily get just through audio alone.”
Leading interview podcasts like Crooked Media’s Pod Save America, the Black Girl Podcast, SmartLess, and others have leveraged video to make audiences feel almost as if they are in the room or ‘part of the gang’ as the interview transpires. Given the increased isolation of audiences at the start of the pandemic, that inclusion has become a value proposition for podcasters.
The advantages of micro-content
As print and online media continue to distill content into easily digestible micro-formats, the same appetite for bite-sized content abounds in video podcasting. (This may be credited, in part, to platforms like TikTok that amplify short video clips across the internet.) This shift in format is something many podcasters have learned to use to their advantage.
“There are opportunities to atomize content to produce clips. [Podcasters] can take an hour-long video podcast and break it up into a series of smaller clips. And those smaller clips may well yield larger audiences than the entire full piece,” Radcliffe explained. “That’s going to help in terms of SEO and search results.” It also helps “in terms of content potentially being shared or reaching different audiences.”
By “atomizing” content and creating shorter, standalone clip videos of key moments from full episodes podcasters are more likely to go viral and gain wider audiences who will then go through and relisten to their archive of episodes. (A great example is this clip from Glennon Doyle’s We Can Do Hard Things podcast.)
“Creators have figured out how to make podcasts work on a platform that wasn’t designed for them, leveraging YouTube’s search algorithm to meet new audiences, make more money, and expand into a medium that’s expected to grow rapidly in the coming years,” The Verge’s Julia Alexander wrote back in 2019. “Creating a separate channel for clips lets podcasters take advantage of YouTube’s recommendation algorithm, which surfaces content on specific subjects a viewer is already interested in.”
Bonus: It’s free!
Another big draw for audiences to consume podcasts on YouTube is a simple one… it’s free. According to Edison Research, the number of Americans paying for audio subscriptions has doubled since 2015. With more and more podcasts and platforms going behind paywalls, and more and more consumers encountering subscription fatigue, YouTube is a (seemingly) egalitarian platform where podcast audiences can consume as much content from shows as they desire, regardless of any paywalls the full-length podcasts may be behind.
Lights, camera, action!
If you don’t have video as a part of your podcast offering, don’t panic. “The thing I would advise against is thinking that you 100% need to do this right now,” cautioned Radcliffe. “You can still have a successful podcasting strategy that doesn’t include video. But increasingly, we will see video as a part of that mix because it enables [podcasters] to reach audiences in different places. It also opens up further opportunities for engagement and interaction.”
Podcasting in the digital age is more than simply audio content, just as written stories are much more than text-only these days. As our digital appetites shift towards brief, shareable video, other media products are certainly not destined for obsolescence. But multimedia is irrefutably the name of the digital game. So it’s only natural that, as podcasting matures, it is branching out of our headphones and onto our screens.
From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
Madison Avenue has long been one of the most coveted industries to work for in America. Today advertising stands among the masses anxiously awaiting the end of the pandemic while striving to adapt workplace culture to address the “great reshuffle” happening in the U.S. job market.
Every major industry has been faced with a reckoning around equitable opportunity and a need to attract and retain diverse talent. For advertising, this has been keenly felt as it becomes increasingly evident that messaging that reflects the audiences it serves is best created by diverse talent. To put this industry’s situation into context: In 2020, major Advertising holding companies responded to the fallout following the rise of the Black and AAPI advocacy movements with grand pledges to correct the inequities being denounced on a National and International level. A full year later, despite what appears to have been a genuine effort across the industry, the incremental advancements have been underwhelming.
Like many of the holding companies, Havas Group released its Diversity, Equity and Inclusion Stats in Q3 of 2021. It showed improvement—and room for improvement. Havas Group North America increased the number of diverse employees across all career levels within its U.S. offices by 3% between July 2020 and June 2021. A closer look at the data shows Hispanics/Latinos were up 1.6%, followed by Asians at 1%, multiracial people at .2%, and American Indians/Pacific Islanders and Black people at .014% each.
But these numbers only paint part of the picture. So, I sat down with Juliana Akoumouh, Chief Culture Officer and Head of Diversity Equity and Inclusion at Havas North America to get a holistic view inside this agency group. Julianna’s job as the NA DE&I lead is to work closely with Havas’s global talent leader, as well as agency CEOs, to help them bring their DEI efforts to life and make them successful.
As Julianana describes it:
“We’re in the middle of the most dramatic talent management situation I’ve ever seen. People are reflecting on the world around them, on their careers, on their lives, what’s valuable to them, what makes them happy. We’re in a major talent shift.”
“We’re in a moment where, and it’s not just us, retention is a challenge. There’s a moment happening right now from a talent perspective where, certainly for under-represented talent, that they’re being sought out. So it is challenging to keep talent.”
Our conversation was a deeply personal interview for myself, an admitted Media and Advertising refugee who went out on my own because of a lack of feeling safe and inspired within workplace culture. A strategic and thoughtful HR leader, Julianna has felt this first hand. Speaking candidly with me, this outspoken change agent reveals that she has seen her fair share of conscious and unconscious biases on her way to excellence in her chosen path.
“You don’t hear it in the words. You may not hear it as discrimination. But I understood that they were talking about me as other.”
To address the ongoing and emerging issues in HR, Julianna describes the all-hands approach she’s part of. It spans a network of hand raisers, executive leaders, and employee resource groups. This community of people within Havas Group have come together to weather these uncertain times, while laying the foundation for a more inclusive workplace.
“I’m really optimistic that our numbers will be better. They could not have gone in the opposite direction with the level of attention and focus that we’ve had in every agency, with every leader, with every open role. So I’m optimistic. We’ll be reviewing our data and sharing [more] in the coming months. I’m really excited to see the progress that we’ve made. I know that it will be in the right direction.”
Below are a few highlights from our conversation (full transcript), curated to help any individual or organization seeking to create a safe space for employees of all backgrounds, orientations, races, and beliefs.
KEY TAKEAWAYS
To read the full interview and to follow the developments of “Driving Change” follow us at Curiosity Lab.
1. Have the difficult but necessary conversations
Listen and learn
“I think there’s a lot of value in just saying how you feel plainly so that we can actually deal with what the matters are at hand, for better problem-solving.”
“It’s difficult for people. And I understand why. But we can still work towards it.”
“I definitely want every individual to be personally accountable and understand their role in change. At the same time, I am very aware of each individual’s challenges in trying to prioritize all of these things that really matter. Our business matters. Inclusion matters in order for us to have a successful business. That’s my belief.”
“When someone identifies a situation as difficult, no matter what it is, I try to break that thing down in a way that’s digestible and give specific steps or a new way of looking at the situation that will help them still move through it.”
“That’s how we’re gonna make that progress consistently: Consistently pushing.”
Act
The tragic events of 2020 and early 2021 made our entire nation stop and pay attention to issues of inequity across our society. However, achieving measurable and sustainable progress will require leaders across all levels to continue difficult but necessary conversations about workplace inequity, safety, and culture change. In an increasingly competitive job market for top diverse talent, this is no longer an altruistic goal. It has become a business imperative to commit to sustaining the conversations that lead to inclusive workplaces and cultures.
2. Invest in this talent-driven market
Listen and learn
“We’re in the middle of the most dramatic talent management situation I’ve ever seen. People are reflecting on the world around them, on their careers, on their lives, what’s valuable to them, what makes them happy, and we’re in a major talent shift.”
“We’re in a moment where, and it’s not just us, retention is a challenge… There’s a moment happening right now from a talent perspective where, certainly for under-represented talent, that they’re being sought out. So it is challenging to keep talent. “
“I hope that all of the angles by which we’re trying to tackle this will signal to any current employees or people joining the organization that we take inclusion, belonging, and safety seriously.”
“I think our recruiters in the past have done a really good job of bringing diverse talent to the table. But we’ve seen in the past, how they don’t make it through. That diverse talent doesn’t make it through to the internship or beyond. So now, as an organization, we’ve been talking about how much this moment of access matters.”
Act
Having difficulty hiring diverse talent? You are not alone. We are in the midst of a hiring crisis, only exacerbated by a reckoning around employee burnout and renewed calls for more supportive work environments. Unfortunately, long standing issues with attracting and retaining under-represented talent creates a further issue in the lack of representation in mid- and upper-level management. This, in turn, makes it a challenge to recruit at all levels. Breaking this cycle will require a significant investment. Hiring top talent will require top dollars and filling the pipeline with good young talent will require proactive investment in training and PR to raise awareness, interest, and access in underrepresented communities.
3. Reshape corporate norms
Listen and learn
“The working environment or what it means to work together in an office space and the experience of collaborating will be changed for the better, for the future.”
“The talent is demanding it. In order for us or any organization in this industry to stay competitive from a talent retention standpoint, you’re going to have to do things differently to keep people and keep them happy. There’s going to be a shift in terms of what we think about the future of work, that people will have to adjust to. Be different and think differently.“
“I think that as we start to see demographics shift, we’ll also see corporate culture shift. Corporate culture meaning, when we think about what’s “professional” or what’s corporate. A lot of those standards have been very white-centered and very eurocentric.”
“From appearance, to tone of voice, to the language that’s used in corporate culture. Even how we interact with people will be different. Because we will have more backgrounds of people that communicate in ways that we hope are based more on empathy. Based more on honesty. Based more in vulnerability and safety. And that will definitely challenge corporate culture.”
Act
Leadership teams that are more male and more white than the populations they support are finding themselves out of touch with the desires of their staff. An inclusive workplace is not one in which everyone is invited to conform to a “corporate norm.” The very notion limits who will raise their hand to participate.
Once we’re able to acknowledge the likely existence of unconscious biases in ourselves and our organizations, the process of deep listening can begin. In order to remake corporate culture to meet the needs of the future workforce we need to involve them in the process. From investing in eye opening programming, to adapting past customs and expectations to address issues of burnout and mental health, staying competitive will require shifts that ask leaders to check their egos and acknowledge their blind spots.
4. Practice gratitude for the wins
Listen and learn
“I’m very grateful that the work that I’ve done over the last year in terms of sharing an approach for employee resource groups and in sharing a framework for DEI initiatives and audits has been received. I’ve been received with very open arms. It means that other people can share their ideas too.”
“I am really grateful for the women of color being added to senior leadership positions within the organization. They are dynamic and wonderful, and thoughtful, and I’m so happy to not be the only at such a senior level. “
“I am grateful for all of our employee resource groups and their leadership. We have staff across the entire network who are so passionate, who have real-life experience and pain that they work through and share with the entire network. And every moment of those shares, I have extreme gratitude for, because people are baring their souls, and everyone has the opportunity to be better for it.”
Act
For DE+I leaders like Julianna Akuamoah, the pursuit of a more safe, equitable, and inclusive workplace is the result of a life of facing and overcoming the very challenges our culture is confronting today. Understanding her experience teaches that driving change is a marathon-like endeavor that requires patience, strategy, and grace — empathetic qualities that all leaders should have. Taking a moment to reflect on and celebrate your wins helps to cultivate the consistency, poise, and resilience required to face these challenges over the long haul.
Watch or listen to highlights of Michael and Julianna’s conversation:
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
From political races to red carpet award shows and global sports competitions, there are very few “franchises” that aren’t being stretched longer and longer to capitalize on the public’s interest. We find ourselves once again at the time of year when industry prognosticators offer their curated lists, social media hot takes, and opinion pieces in an attempt to memorialize the most important events of 2021 and to make predictions for 2022.
In tech and internet policy circles, this cycle seems ironic, given that forecasts are delivered daily – often several times a day, depending on the latest news cycles. But as we head into the final stretch of 2021, I have a few thoughts about how we need to avoid the distractions and stay focused on the one big change likely to occur in the new year.
Reality check
To start, I’ll set the table on what I am skeptical about focusing on as we move forward: anything “metaverse” or “creator economy.” And I’ve got some good reasons to hope that, as we head into a new year, we don’t repeat the mistakes of the past.
Amidst the current hype around virtual worlds, augmented reality has certainly emerged as a powerful tool. And it is entirely possible that virtual reality will have practical applications beyond gaming (and not akin to never-quite-there 3D TV).
However, I feel compelled to remind everyone how the pivot to video became an industry obsession. That massive shift was not because of consumer demand; it was driven by Mark Zuckerberg’s 2016 prediction that nearly everything on his kingmaker platform would be video within five years.
So much has happened in the ensuing five years, not the least of which has been a steady and escalating series of revelations of how utterly deceiving this particular CEO and his company have been. And, unsurprisingly (at least in retrospect), we learned that this prediction was at least partially built on a Facebook deception. And, while we can ask ourselves why we had so many years when Facebook said “jump” and publishers and marketers blindly responded, “how high?” – perhaps the most enduring and meaningful lessons are learned from mistakes.
Facebook is not alone in the self-serving prophecy business though. Google’s Accelerated Mobile Pages also became an industry obsession, not because it was in the consumers’ best interests as Google claimed. Rather, it was simply a function of another industry-take-all-platform shaping the market to its liking. As we recently learned in unsealed antitrust allegations, it was a means for Google to bolster its advertising interests by slowing down competition.
Creative control
The hype cycle is also obsessed with the “creator economy.” There is an absolute flurry of innovation in providing platforms for individual creators. Though this isn’t entirely new. Google’s YouTube, for example, has both inspired and capitalized on it for ages. The same can be said more recently about TikTok.
Yes, it is very exciting to watch. However, these creator models are essentially comprised of typical vendor services: subscriptions, newsletters, distribution and, more recently, audio services. It’s not a coincidence that much of the investment and press hype—bordering on industry obsession—can be tied back to Facebook or its board of directors. Don’t forget that the company has its own Substack-like “creator platform,” Bulletin. Neither the hype nor the investment is surprising, though, given Facebook’s longstanding interest in disrupting media institutions.
What you should really be watching in 2022
The most important industry story of 2022 will continue to be the at-times dull, but critically important, accountability around antitrust and data policy. We can thank Facebook and Google for adding a sprinkle of excitement to these conversations through whistleblowers, code names (Project NERA, Bernanke, Jedi Blue, and Poirot to name a few) and improperly filed redactions. As an increasing number of privacy laws come into effect, regulators may want to consider more Star Wars-inspired naming conventions to spice things up a bit.
Names notwithstanding, we are going to see regulation continue to intensify next year. In the near term, Europe appears set to finalize two landmark regulations: the Digital Markets Act and Digital Services Act. If these prevail, Europe will be first to have a purpose-built “gatekeeper” law for the 21st century.
The Digital Markets Act addresses the imbalance in negotiating power in a networked economy that results in both individuals and businesses lacking autonomy and choice, which harms the public at large. It recognizes that no individual publisher or consumer can truly opt-out of Google’s search engine that scrapes the entirety of our lives via the internet. Almost as impossible to avoid are Facebook, Instagram, and WhatsApp, which connect people to communities. And then there’s the binary mobile and app store marketplace, delivered by Apple’s iOS or Google’s Android.
With this level of market power, publishers and consumers have little to no choice in negotiating rights to their data and consent with these powerful gatekeepers. The European approach mirrors the work of Australia’s competition and consumer protection regulator — and it looks like U.S. authorities are headed in the same direction. In a market dominated by superpowers, regulation follows to govern how that market power is used or abused.
The Digital Services Act will then modernize the rules for content liability and possibly how advertising can be targeted when based on surveillance capitalism by companies that, in many cases, consumers don’t even intend to interact with. The DSA and DMA have two main goals: First, to create a safer digital space in which the fundamental rights of all users of digital services are protected. And second, to establish a level playing field to foster innovation, growth, and competitiveness, both in the European Single Market and globally. Not many can argue against these goals, it’s only a matter of whether the legislation will achieve them.
Bringing it home
In the U.S., California’s CCPA is currently the strongest data protection law for digital advertising stateside, followed closely by Colorado’s new law. However, as state and federal laws are negotiated to carry the baton, all eyes and minds are on Europe. There is an acute concern about making sure to address market power and create a sustainable path for publishers going forward, one that isn’t determined for us by industry gatekeepers like Facebook, Google and Apple. This likely requires laws that directly integrate competition and data policy rather than developing rules in the same room as the industry titans, which has failed to result in anything fair if even legal.
So, as we look forward, let’s not repeat the mistakes of the past. When the dominant digital power players press their self-serving agendas, we do not have to buy in. We don’t have to follow their lead. We don’t have to amplify their messages. And for goodness’ sake, we do not need to pivot.
Instead, we should stand our ground, steady on the bedrock of consumer trust and responsible business practices. If 2021 showed us anything, it is that consumers value great content. It’s what we do. And we will continue to do it well. Nothing meta about that.
From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
CHECK OUT THE FULL SERIES HERE: Summaries, Key takeaways, and Video Highlights
During the same summer that two billionaires made private space travel a reality, NASA announced an $18M investment in STEM diversity. But what’s it look like behind the headlines?
NASA’s investment in STEM diversity signals that the importance of recruiting, training, and maintaining a diverse workforce has risen in priority. This is a positive sign following a year that saw our nation wake up to the realities of injustice and inequality and their effect on government public service (law enforcement in particular). With government agencies under a microscope in the wake of an embattled and racially charged Presidential transition, we were grateful to have the opportunity to sit down with Edward Gonzales, Diversity, Equity and Inclusion lead for Heliophysics at NASA Goddard Space Flight Center, as part of our series Driving Change from the Inside.
Eddie describes his childhood in West Covina, California as something like “Leave it to Beaver,” the idyllic 1950 tv series. However, he says his neighborhood started to change when he was about eight due to a growing gang – and police – presence. He describes it as going “from crayons to handcuffs in a very short time.” When he was 13, his father passed. Then, just months later at age 14, he was heading home from baseball practice when he heard sirens. Suddenly, police cars were everywhere and he knew something bad was going down. What he didn’t expect was to end up brutalized and handcuffed in the back of a police car.
Turns out the suspect they’d been chasing was a 6’4″ blonde haired 30-something. Given his treatment at the hands of the police, his family filed an accusation of police brutality. He describes that as game changing; it ruined his life at the time.
“When I walked to school, I was harassed by the police. When I was old enough to drive, I was pulled over probably about five to six times a week. Most times, they’d make me late for school. Try to explain that to a homeroom teacher. They never believed my reasons for being late because a lot of teachers, families, and students saw what happened that day and assumed that I deserved it and must have done something wrong. No one would listen to me. It really had a domino effect. That one day of being harassed and complaining about it. I paid the price for it throughout my high school years.”
Right out of high school, he got his girlfriend pregnant and worked multiple jobs to support his young family. But a neighbor who believed in him suggested he take a job at an LA law firm in the mail room. He did. And like an American dream, he worked his way up from the mail room to coordinator, then supervisor, then manager. He credits much of this to his father instilling a work ethic in him at an early age.
And – though he passed decades before Eddie took his first role at NASA – his father was instrumental in that move as well. When Eddie was five, his father brought him into the house and said,
“I want you to see this. It was Apollo 13. Not the movie. The actual Apollo 13 when it was happening for real. And for those of you that are unaware of Apollo 13, I encourage you to Google it. These astronauts were on their way to the moon. They ran into an anomaly, and not only were they not gonna make it to the moon, there was a good possibility that they weren’t gonna make it back to earth. But the flight director, Gene Kranz, and the amazing people that worked at NASA as a team brought those astronauts home safely.”
Beyond the clear fact of introducing a young Eddie to the otherworldly idea of supporting missions to outer space, he says it shaped his thinking in a way that persists today. “Failure is not an option. Let’s come up with solutions … watching that whole thing take place, I thought, I want to work for NASA. Not as an astronaut. But as some sort of problem solver. And if I could help people, that would be my dream.”
He joined NASA in 2001. His 20 years there has seen him in many roles. However, from his first day on the job he found himself naturally drawn to the role of mentor and connector. Yet it was not until 2018 when his title first recognized his passion as Principle of STEM Engagement for Underserved and Underrepresented. And just this year he was named Diversity, Equity and Inclusion Lead. In a wide ranging interview, Eddie describes his early childhood, the persistent cultural forces, and the work journey that led him to the role he has today. He also outlines the evolution of NASA’s equity journey – both highs and lows.
KEY TAKEAWAYS
Here are a few highlights from our conversation (full transcript), which should be helpful to any individual or organization seeking to create a safe space for employees of all backgrounds, orientations, races, and abilities to feel confident that they will not be exposed to discrimination, criticism, harassment, or any other emotional or physical harm.
1. Inclusion takes active leadership
Listen and learn
“One of the things that I’m really excited about is our leadership. Not just in Heliophysics, my division, but as a center. They want to make a difference. They want to make a change. I mentioned to them that conversations are going to be uncomfortable, and if they weren’t uncomfortable, then we’re not talking about diversity. So they’re in it. I’ve seen a lot of changes already. I’m excited about it.”
“It’s gotta come from our leadership. They have to be champions of this work, and they are. It also takes community. I love celebrating the role our affinity groups play. Using the AISES group as an example, which is a Hispanic, Latinx affinity group at Goddard, they are amazing at not only taking care of “their own,” but supporting others who are moving to the area and in need of advice. The types of advice that make people feel important, make people feel safe, make people feel equal. The affinity groups are playing a huge role. Whether they’re an ally or whether they actually belong to that affinity group. I think that plays a huge role in being successful. Having a place where people feel equal, important and safe.”
Act
We hear it all the time: change starts at the top. But the reality is that leadership comes from every point in an organization. Not only do we need to see diversity reflected in all levels, we need to actively infuse our management and hiring processes with the tools to empower leaders to do more than set goals, but to achieve them.
2. Say it loud, and outloud
Listen and learn
“In 2008, a memo went out to everyone at NASA Jet Propulsion laboratory. In that memo, it said, if you have any piercings, if you have any tattoos, if you’ve got pink, green, purple, whatever color your hair is, we want you to bring your personality to work. We are eliminating the dress code. Now, as long as it’s not of a sexual nature, or it’s going to offend somebody, feel free to be who you are.”
Act
Maybe your organization doesn’t yet reflect the diverse picture you imagine. Maybe there are issues of diversity you’ve not yet considered. From “professional hair” to “business attire” we create limitations on who can (or “should”) belong in our organizations. Making a clear statement that everyone is encouraged to openly express who they are, to truly be who they are, opens a door to diversity.
3. Active listening is essential
Listen and learn
“When I went to NASA Goddard in 2018…if you will recall, after Rodney King there was George Floyd, may he rest in peace. Because of that, our Center started having listening sessions. People would talk about different things that have happened to them in their childhood.”
“The people that work at Goddard, specifically, the white people, if you will, don’t take the approach of making all these necessary changes. They’re here to listen. “What is it that we can do to be a better ally for you?” They’re not trying to overstep, saying, “Okay, I have a Mexican friend, so therefore I’ve got this all figured out. No. They’re really in it to win it. And they’re doing all of the necessary things. I believe. It starts with educating yourself. Figuring out ways to do that. You could then go to some of the affinity group meetings and listen. You could go to different listening groups and hear the challenges that under-represented groups may go through, that they may not have ever gone through.”
Act
From coffee carts to moderated chats and regular listening and discussion sessions there are many ways that organizations can create discourse among different employees. And differences range from race and class to job titles, departments and divisions. Organizations that encourage open communication foster a level of understanding that will fuel compassion and creativity.
4. Mentorship is a valuable investment
Listen and learn
“Our network is our net worth. It really is. There are non-traditional ways of bringing in people of color from underserved, underrepresented communities. They just need the opportunity. We want to make sure that we create and tell them about those opportunities.”
“NASA continues to collaborate and partner with organizations to let them know that we’re here and we’re going to let them know about internship opportunities, early career hire opportunities, mid-career opportunities, and so on. If we are looking for a specific engineer, say, in Computer Science, that knows how to use a specific coding software program. We can go to minority serving institutions, HBCUs, and so forth and ask them to pull resumes that match. We can provide resumes that NASA may not have been able to see or have access to…. We’re letting the lab chiefs and people in decision making positions know that these organizations exist.”
“When I mentor students, they ask me, “Eddie, what can I do to pay you back?” And I always say “pay forward.” Mentor the next generation of leaders that are coming. If somebody asks you a question, respond. Respond to your emails. If you do a presentation at a school or an elementary school that you used to go to, notice if there’s a child in that room that really needs help. Help that person.”
Act
Identify organizations, universities, and community groups with which you can partner to open new pathways to success. Recognize that excellent employees come not just from “top universities” but may well have had to attend night school or community college while supporting a family and being an excellent employee at several part time jobs. And, as an individual, invest your time and energy in conversations with new hires or information seekers. The investment will pay dividends.
Watch or listen to highlights of Michael and Eddie’s conversation:
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
