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Founded in 1977, the Maynard Institute for Journalism Education fosters diversity in newsrooms through improved coverage, hiring, and business practices. The organization offers newsroom training and professional development programs that promote diversity, equity, inclusion, and belonging in journalism. In 2018, the organization launched the Maynard 200 Fellowship as a call to action for the industry. The program provides training and mentorship to mid-career journalists of diverse backgrounds in order to advance their career growth and ability to take on expanded leadership roles.

Director Odette Alcazaren-Keeley kicks off the 2023 Maynard 200 fellowship program.

To date, 146 fellows have completed the program. These diverse media leaders, storytellers, and entrepreneurs are not just equipped to lead within media organizations, or their own endeavors. They also form a community of support that grows every year, which is especially critical amid turbulence in the industry. Maynard 200 Fellows are part of what its director Odette Alcazaren-Keeley describes as “a mini-movement aligned with our mission of dismantling structural racism in America’s newsrooms and media spaces.”

Alcazaren-Keeley recently received the SPJ NorCal Excellence in Journalism “Unsung Hero” award, primarily for her work directing the program, which they cited as “as one of the most powerful incubators for journalists of color in the country.” Here, she discusses the state of newsroom equity, what’s changed – and what has not – and offers insight and advice for media leaders who want to support diversity, equity, inclusion and belonging (DEIB) in tangible ways.

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Describe the current state of diversity in newsrooms as you see it:

There has been progress but there is still so much work to be done to grow diversity, equity, inclusion, and belonging [DEIB] in newsrooms. Three years after the Summer of George Floyd, many newsrooms still continue to struggle with racial equity.

Given economic uncertainties, many newsrooms find themselves at crossroads. News organizations can choose to continue to build on the momentum of the racial awakening of 2020. But the work is not easy. And as some newsrooms struggle with financial sustainability, they may be tempted to abandon efforts before reaping the benefits of this work. We’ve seen this reported in other industries. For example in tech, where DEIB roles saw high attrition rates – and even layoffs – earlier this year.

Of course there is reason to hope and we can point to metrics of progress. For example, the American Journalist Study of 2022 found that the number of full-time journalists of color increased from 10.8% in 2012 to 18% in 2022.

But again, this progress has been mixed as found by the Pew Research Center survey of almost 12,000 journalists last year. For example, journalists surveyed gave their news organizations highest marks for gender and age diversity – but the lowest for racial and ethnic diversity.

Our organization has been doing this work to help diversify the profession so that demographics of newsrooms better reflect the demographics of the U.S. for decades and the marathon continues. This is why we are so passionate about the successes of the Maynard 200 Fellowship program. We designed the program to train journalists of color and their allies. The program’s curriculum is both skills-based and centered on DEIB principles. The investigative reporters, editors, managers, executives, and media entrepreneurs who participate in the Maynard 200 Fellowship go on to become change agents in their organizations. And we can see that this is something the media industry clearly needs more of.

Are you and your fellows seeing change on the inclusion front?

Marla Jones-Newman, VP of People and Culture at Mother Jones, and a 2022 alum of the executive leaders track of the Maynard 200 Fellowship, recently wrote an insightful piece about the industry’s fluctuating commitment to diversity, equity, inclusion, and belonging.

Media advocates and journalism funders relay reports of DEIB leaders across newsrooms who share that they do not receive an authentic infrastructure of support and are not able to sustain their work. This has led them to fail their mission in shifting cultures of toxicity and racial inequity inside media organizations – the very reason for their roles.

It can often feel like two steps forward and one step back – or one step forward, two steps back depending on the backlash. When newsrooms are inconsistent with their commitment to DEIB, it can feel performative and actually hurt their reputations among audiences and employees.

[Disclosure: Mother Jones is one of the news organizations participating in the 2023 Maynard 200 Fellowship business case study challenge, where fellows are tasked with designing solutions to challenges faced by today’s media organizations.]

Many media organizations have pledged to improve their racial equity. Have they?

This work can be difficult to track – especially when previous efforts to survey the industry have faded out due to “crushing resistance” like the American Society of News Editors annual diversity survey which had been conducted since 1978. So few news organizations contribute data about their racial equity, that some industry leaders want to make diversity reporting a requirement to receive prestigious journalism awards, like the Open Letter to the Pulitzer Prizes published last year.

Again, we can point to some progress. But if news organizations want to thrive they must quicken their pace. The younger generation coming out of journalism schools today has higher expectations. To refer back to the Pew Research Center report again, the numbers that jump out the most come from younger respondents. For example, 68% of journalists ages 18 to 29 say there is not enough racial and ethnic diversity at their organization, compared with 37% of journalists 65 and older.

In some ways, the culture of society is changing faster than media organizational culture is changing. Younger generations in the U.S. are more diverse than previous generations, if media organizations want to recruit the next generation of journalists, they need to catch up.

What are the barriers that need to be addressed to improve equity in media organizations?

There are many, but the primary barrier to address is systemic racism. More than 50 years ago, President Lyndon B. Johnson appointed a committee to investigate the rise in U.S. racial conflicts in the late 1960s. The outcome of that investigation, known as the Kerner Commission report, warned that: “Our nation is moving toward two societies, one black, one white – separate and unequal.” The report also stated the news media was “shockingly backward in seeking out, hiring and promoting” people of color.

In response, the news media claimed it was a “pipeline problem” in that they could not find qualified candidates from diverse backgrounds. In 1978 at a pivotal meeting of top brass in print, Bob Maynard declared it was time to remove this excuse from the equation. “We will not let you off the hook,” he said. “We must desegregate this business.”

This climate propelled our Institute’s namesake Robert C. Maynard to gather a diverse group of journalists and found the Maynard Institute for Journalism Education with the mission of promoting diversity and antiracism in the news media through improved coverage, hiring and business practices.

At an organizational level, media organizations must strive to create a culture of belonging for journalists and audiences of all backgrounds, rather than othering these groups in their workplaces and their coverage. To push DEIB principles forward – in addition to professional development training programs like the Maynard 200 Fellowship – the Maynard Institute also provides consultation and training to media organizations that address the structural inequities that persist in newsrooms. Using the Fault Lines® training methodology designed by Bob Maynard, the Maynard Institute helps newsrooms come to terms with bias along race, gender, sexual orientation, generation, geography and class lines as they apply to journalists, newsroom collaboration and coverage.

As you mentioned, we often hear about a “pipeline problem” and we’ve seen media organizations work with universities and other organizations to better recruit diverse candidates. Is this working? Is it enough?

Similar to other professions and industries – such as those in the Science, Technology, Engineering, Math (STEM) fields – the myth of the “pipeline problem” has been busted. There is no shortage of qualified candidates of diverse backgrounds. But until media organizations can adopt diversity, equity, inclusion and belonging principles as foundational to newsroom culture, progress will continue to be slower than we would like to see.

Looking at our metrics, we are proud that while there are many newsworthy journalism fellowships, the Maynard 200 Fellowship has consistently served the most diverse group of journalists in the industry. Year after year, the majority of fellows are Black, followed by AAPI, Latine, and mixed race. In addition, since the program began, the vast majority of fellows have identified as women.

Back in 2018, the Maynard Institute created its fellowship with the goal to provide training and professional support to advance the careers of 200 journalists. The Institute will soon exceed that goal in 2024. But the positive impact of the program is already visible, particularly for Black women who have advanced to executive positions in the industry since participating in Maynard 200. One of the things we think sets our program apart is this success at supporting Black leaders in the media. And as news organizations continue to diversify their leadership and c-suite, further success will be measured in the retention and advancement of diverse employees, who feel supported.

What do you see that is working or that has been effective in your program?

Some of the key components of the Maynard 200 Fellowship we find especially effective are the peer learning community model and the year-long, one-on-one mentorship. Because getting journalists of color hired isn’t the end of the journey. The industry must also establish communities of support and pathways to career advancement in order to ensure journalists of color don’t burnout or leave the industry altogether. For example, after Maynard 200 Fellows complete the training curriculum, they are paired with an industry professional who works in their subject area for a full year of mentorship.

What advice would you give to media leaders committed to change?

Remember that this work requires more than just issuing a press release or vision statement about the value of diversity. Organizations need to avoid performative lip-service that doesn’t have a real, tangible impact. DEIB principles must be embedded into organizational culture and business practices.

In order to achieve this, leaders have to acknowledge and leave behind old hallmarks of the profession that reinforced systemic inequity. For example, the myth that journalists must strive for strictly objective reporting is not only outdated, it is harmful. Since 2020, we’ve seen a call from industry thought leaders, educators and award-winning journalists like Wesley Lowery to abandon the myth of objectivity.

What would you like to say to today’s media leaders who are committed to dismantling structural racism?

Media leaders today must embrace the concept of belonging. In the 1980s, the most commonly used term for this work was “diversity.” Over the years additional concepts such as equity and inclusion have been integrated into professional settings. Most recently, the concept of belonging has emerged as vitally important. Belonging describes more than a feeling of inclusion or welcome.

Belonging means having a meaningful voice and the opportunity to participate in the design of political, social, and cultural structures that shape one’s life — the right to both contribute and make demands upon society and political institutions.

At its core, structural belonging holds a radically inclusive vision because it requires mutual power, access, and opportunity among all groups and individuals within an organization.

Leaders must accept that culture change is hard and an ongoing process. Leaders must prepare and build in space for the emotional work associated with these issues to be truly successful. The news organizations with leadership who prioritize diversity, equity, inclusion and belonging make substantial progress. You can look at the success stories of newsrooms for payoffs.

For example Southern California Public Radio used the performance-driven change management tools to assess and track organizational progress on DEIB issues. An independently formed task force made 44 recommendations to leadership that were all accepted and implemented.

Also look to GBH – the largest producer of content for PBS and one of the public media organizations participating in the Maynard Institute’s Newsroom Transformation Program. They’ve invested heavily in weaving belonging into their organizational culture and business practices. For example, GBH has diversified their network of suppliers and transitioned unpaid internships to paid internships in order to create more equitable opportunities. Business practice changes like this can have a big impact. The first year they implemented paid internships, GBH saw a 12% increase in the diversity of their interns.

Our co-executive director of the Maynard Institute, Martin G. Reynolds often says, “News organizations need to learn to operationalize the concept of belonging.” This is very challenging work because it requires an individual and collective unwinding of internalized biases, perceptions, and business practices that have made some news organizations toxic places for so many, particularly people of color. This work must be aligned with a news organization’s business strategy.

What’s the payoff for media organizations that effectively improve the diversity of their teams?

We know that diversity in newsrooms has multiple positive outcomes. In addition to the ethical imperative, there is a strong business case. Having journalists from diverse backgrounds helps improve the quality, breadth and depth of coverage which then in turn, attracts and expands the audience. The term “payoff” says it all. The payoff of this work is long term growth and financial sustainability. A media organization cannot grow its audience and bottom line without doing this work.

For example, if a news organization is eager to reach younger consumers to ensure financial survival then it must implement an approach to diversifying story sources and coverage. Research commissioned by the Reuters Institute for the Study of Journalism at Oxford University found that younger people have a strong interest in coverage that is clearly more diverse and inclusive. Plus, the Washington Post editor, Neema Roshania Patel has found that “Diversity in sourcing is key to reaching and retaining a younger, more diverse set of readers.”

Our Maynard 200 fellows embody a superpower that makes our mission of creating more institutions of belonging possible – courage. In their collective voice and impact, I see the collective power of journalism. And I know other media leaders out there can see it, feel it, and want to be part of it too.

Diversity, Equity & Inclusion | Industry-Research | Supporter Spotlight

Growing audiences–and your media business–through diversity

May 30, 2023 Rumyana Nikolova, Manager – FT Strategies

Is our organization serving the right audiences to expand the reach and impact of our journalism? Are we fulfilling our social mission to inform the public and represent the variety of viewpoints of our society? Are we relying too heavily on one type of reader to sustain us financially in the future?

Those are some of the questions that dominated the discussions over the course of FT Strategies and Google News Initiative’s Audience Diversity Academy. In this inaugural six-month programme, six publishers across Europe came together to better understand and address the needs and behaviors of younger and women audiences. This article summarizes our approach and subsequent report, Seizing the diversity opportunity: enabling growth in the news business. Here, I will focus on strategic guidance, and you can read the full report for case studies, practical experiments and more.

Why should I care, you ask?

Besides being preoccupied with questions similar to our participants’, the social turmoil that rippled from societal uprisings across newsrooms in the U.S. continues to cause further pressure. Heavily influenced by uprisings following the #MeToo movement and murder of George Floyd, America’s media organizations are reckoning with the lack of diversity internally and in their coverage. There’s significant room for improvement to be sure: for example just one woman’s voice exists to every 1.7 male voice in stories and the 21% of women of color in the population is reflected by just 3% of editors in politics.

For the skeptics out there, addressing such organizational and coverage disparities can lead to commercial upsides, among other things. Growing diverse audiences and ensuring a more diverse organization can help your company respond to changing consumer behaviors and economic headwinds. It can also help organizations proactively gain a foothold in the increasingly aggressive battle for talent.

So how can I seize the opportunity of audience diversity?

Our framework below was crucial to building an audience diversity strategy for the participants:

Start with a clear case and diversity goal, backed up by leadership

There are many aspects to consider when baking audience diversity into your strategy. However, a few influential leaders working with a group of highly engaged employees, who strongly identify with the mission, is a great place to start. This means ensuring enough traction at the top to prioritize audience diversity and communicate across the business, while the grassroots can generate practical ideas and excite colleagues. The publishers who moved ahead quicker are those who created a clear goal with hypotheses to test, measuring their progress with defined metrics.

Create regular, authentic mechanisms to listen to your audience and act on their feedback

Journalism is no longer a monologue; the more you invite the underrepresented segments to be part of a conversation, the more heard they feel and the better you understand their needs. Go beyond ad-hoc feedback such as with regular initiatives to collect qualitative and quantitative information such as interviews, surveys, newsroom tours, video calls, website analytics. Make sure you can include audience suggestions on the content and product in your strategic activities in order to create a more diverse proposition. At the FT we have an Audience Engagement team that advocates for high quality, diverse readers.

Sustain the effort to connect to an audience with content for them, experienced in ways that suit their needs

While it is important to avoid negative media stereotyping, underrepresented segments should have access to authentic, equitable and representative content. Having the data in the newsroom to track coverage across communities, how they engage with the stories and the amount of voices, images and sources included can shine light on the limitations of existing content and encourage more diverse commissioning decisions.

This partly lies with the newsroom. But marketing, product and data should work in cross-departmental teams to ensure there is a variety of tactics to acquire and retain audiences. For example, we found that women are often confined by time, so offering them alternative methods of consumption, such as audio or newsletters, strengthens their engagement with the product.

Reflect the society you serve in your organizational make-up–but look beyond hiring

It is challenging to create a diverse product without a diverse employee base to weave their ideas in stories, design, production and delivery. However, we found that publishers look at their employee data split by (e.g.) gender and tend to conclude they are 50:50. Certainly, you should recognize this achievement. However, it is also critical to examine how employees from minority groups feel at the workplace, how many progress upwards, and what their tenure is, in order to measure your ability to both acquire and empower talent. We experimented with a group of women writing on rotation a newsletter on topics that matter for women. The results showed better individual recognition and a higher uptake of the newsletter by women readers.

I want to note that we cannot reduce diversity to simply age and gender, and diversity is the first step in a long journey towards a more inclusive and equitable audience and organization. However, for the purpose of the programme, we focused on age and gender to make our efforts most impactful. We believe that the approach and the learnings are applicable to other diversity aspects.

Diversity is not simply about representation in the newsroom, or in the content we produce. It serves our readers by better reflecting society. And it serves our business by attracting a broad talent pool, and better meeting the expectations of our audiences.

About the author

Rumyana is a manager at FT Strategies, and has worked with large media & publishing companies across Europe. She led FT the Google News Initiative Audience diversity programme, and also has experience in content strategy and engagement tactics. She was recently part of the Financial Times’ Audience Engagement team supporting their audience diversity initiatives. Prior to joining the FT, Rumyana was a consultant at KPMG.

Diversity, Equity & Inclusion | Industry-Research | Innovation

What’s behind digital media’s confidence – and priorities?

February 28, 2023 Rande Price, Research VP – DCN

The Association of Online Publishers’ (AOP) new report, Digital Publishing: Outlook and Priorities 2023, offers insight into this year’s top priorities for media companies – which unsurprisingly featured revenue growth. Publishers are also focused on talent and building a diverse and inclusive workplace.

As digital media companies look to grow their businesses, they assess internal strategies and external macroeconomic and legislative influences. Both publishers and solutions providers report being well-positioned for the year ahead and rate their confidence level a 7.2 based on a 10-point rating scale.

The AOP surveyed 92 digital publishers and 16 solution providers; 26% of respondents are at the board level in their organization, and 51% are heads of departments.

Internal business priorities

Revenue remains a top priority for publishers. Subscriptions (17%), sponsorships (15%), and lead generation (13%) rank as top revenue sources for growth among consumer-based publishers. B2B publishers see stronger growth opportunities in lead generation (28%), events (22%), and sponsorship (20%). Digital publishers targeting business and consumer audiences rank developing new revenue streams through product innovation as their highest priority (3.9).

Developing new audiences is important for revenue growth. To that end, consumer publishers work across multiple platforms to drive content discovery while B2B publishers are more reliant on LinkedIn (44%).

For advertising, publishers targeting consumer audiences report they depend more on advertising deals in the open marketplace. In contrast, B2B publishers divide more evenly across open and private marketplaces and non-programmatic. Further, 44% of all publishers expect revenue growth from private marketplaces and 42% from non-programmatic revenues.

Publisher respondents appear to be highly focused on their employees. Asked to rate how important different organizational priorities are [where 0 is not a focus at all and 5 is a very strong focus], B2B publishers ranked recruiting and retaining new talent as the most important priority, with a score of 4.1. Consumer publishers ranked ensuring a diverse and inclusive workplace as the most important priority, at 3.9.

External factors

With new legislation a key focus, digital media companies are mildly confident of their knowledge of the UK’s Online Safety Bill. This legislation establishes a new regulatory framework to ensure tech companies protect users from illegal content and activity, specifically social platforms, and other user-generated content-based sites. Publishers rate their confidence in understanding the Online Safety Bill’s impact on their organization at 5.6 on a 10-point scale and solution providers at 5.3.

Some publishers report that their companies are preparing for this new law by consulting with their legal teams, providing a comprehensive editorial policy, and relying on browser options. However, many also reply that no actions are needed because quality content publishers do not target children.

Further, publishers’ confidence rating is 6.5 regarding their readiness for the end of third-party cookies, while solutions providers report lower confidence in readiness (4.8). Publishers prioritize their investment in first-party data and user experience in preparing for the end of cookies:

Enhancing the engagement funnel to build better first-party data (23%);
Implementing tech solutions to provide a 360-degree view of audiences (15%); and
Investing in solutions to deliver a more personalized user experience (15%).

With a strong focus on first-party data, 58% of publishers are working to ensure their audience informs their business decisions and their investment in a data-led organization. Another 21% highlight the importance of internally managing and communicating audience insights throughout their organizations.

The AOP provides a snapshot of important focus areas for the year. A strong confidence level among media companies reflects positive internal alignment on essential strategies to develop and grow their businesses further. They are focused on building a diverse and strong talent pool. In terms of strategy, they are taking an audience-focused strategy and look to diversify revenue growth beyond advertising sales and subscriptions and increase sponsorships, lead generation, and event revenues.

Marketing | Perspectives | Supporter Spotlight

How to resource your team for effective subscription marketing

November 9, 2022 Matt Broad, Director of Optimization Services – Piano

As we approach the end of 2022, it’s never too early to plan promotions and set an end-of-year calendar for your organization.

These initiatives often require buy-in from the whole company. While editorial and marketing teams often lead the effort, product, technology, ad sales and senior leaders all play important roles. That’s especially true when an organization is shifting from an advertising-first strategy, focused on pageviews and engagement, to a user-centered strategy. The entire team will need to be aligned on KPIs and work together to execute the digital subscription strategy.

Key roles for successful subscription marketing

The most successful subscription publishers have dedicated resources for their digital subscription business that allow them to market their offerings nimbly, and continuously optimize their efforts. For those building or growing their teams, the following roles are foundational for success:

Head of consumer revenue

A senior revenue leader directly influences the future of the company and its business model, focusing on sales and everything that drives them, like marketing campaigns and product pricing.

This individual sets group goals and KPIs and typically is not executing day-to-day efforts, but does ensure campaigns are focused on the proper channels and customers, using the most impactful messaging. The head of consumer revenue usually has product knowledge and understands what makes the product unique and valuable to users in order to monetize it.

Marketing manager

A marketing manager is typically the person who oversees day-to-day marketing campaigns.

They possess experience identifying target audiences and executing campaigns that target, engage, and convert users throughout the customer journey.

This person should have a background in digital marketing or audience engagement to be most successful at understanding the audience and how to serve them with the right message at the right time in the most impactful way. Their goals are to enhance sales and remind existing users of their benefits. Subscriptions aren’t a set-it-and-forget-it business, so the marketing manager is also important for testing different aspects of the user experience to constantly be iterating and improving campaigns.

Creative team

Every publisher needs a resource with a creative mindset to help provide a frictionless UX while adhering to company brand guidelines. In many organizations, copy comes from the marketing manager and then designers ensure the look, feel and messaging of the campaign are aligned.

When design and copy are complete, a front-end developer may build templates to use with the software that’s serving promotions. Developers are often shared resources, so we always recommend creating templates with content fields whenever possible so that others on the marketing team can create variations—updating messaging, changing headlines, moving forward with new tests or promotions, etc.—without that technical background.

Data team

It’s helpful to have data analysts working closely across functions to help marketers understand what audience segments they are looking at and what information they have about them. Based on this performance, data experts can then help enhance segmentation and build out additional campaigns. They can answer questions like, where are the low-hanging fruit? Where can you drive business? How are campaigns performing among specific audience segments? Where is there an opportunity to iterate and improve results?

As a subscription business grows, the data team ultimately plays a critical role in benchmarking KPIs like cost of acquisition, customer lifetime value, retention rates and more. More sophisticated data scientists can also provide attribution models, revenue forecasting, or even come up with creative algorithms to segment your audience.

Tech team

Although they might not be needed on a daily basis, having a technical team that can support your business is very important. This group is aware and understands the technical objectives and gains knowledge of systems and processes, learning how relevant data is leveraged throughout the organization. They can also make sure integrations are functional and that data is passed correctly between systems, which is important for making strategic recommendations around price, revenue, etc.

If there’s a single most important factor in successfully marketing a subscription program, it’s having a top leader in the newsroom and someone on the business side engaged and in agreement that subscriptions are the priority. The group can build a marketing team to be responsible for executing this strategy.

How trials & promotions can help

Depending on how complex your organization’s audience segmentation is, trials and promotions can be worthwhile for all segments if they’re well-planned and used appropriately. How can you plan now to offer the right trials and promotions in the coming months?

Trials are a way to offer sampling; in other words, trying the product before a user makes a long-term and possibly expensive commitment. In subscription, these can have a big impact on conversion rate: At Piano, we’ve seen between a 20% and 150% lift in conversions after users enter a trial period.

However, free trials on annual subscriptions are not recommended. These typically result in very low retention rates and negate much of the benefit of offering a trial in the first place. One exception is to offer introductory pricing for annual subscribers. This can be an effective way to incentivise choosing a longer subscription.

Nonetheless, promotions are a way to encourage conversion among users who might otherwise consider a product too expensive, or who previously passed on an offer to subscribe. Through pricing research, you should be able to map out a revenue curve that helps you understand what different user segments might be willing to pay and how that impacts your overall revenue projections.

Running promotions creates a sense of urgency and pushes users to convert: At Piano, we’ve seen a 64% lift in revenue during a month with promotional offers, relative to the month prior. But the key is making these promotions targeted, temporary and irregular. Keep the offers in the market for a week or two at most, allowing the most motivated, price-sensitive users to respond.

The right team will help guide you on the effectiveness and performance of trials and promotions. With strong leadership, there’s still time to put in place a strong subscription marketing plan for the rest of the year and beyond.

Diversity, Equity & Inclusion | Featured Post | Innovation

Explore newsroom innovation with USA Today and Axios

July 7, 2022 Michelle Manafy, Editorial Director – DCN

DCN’s editorial director Michelle Manafy interviews Nicole Carroll, the Editor-in-chief of USA Today and Aja Whitaker-Moore the Executive Editor of Axios on Newsroom innovation: What’s the future of storytelling at the Collision conference, which was held in Toronto, Canada June 22-24, 2022.

[Full transcript below.]

WATCH/LISTEN TO THE INTERVIEW

Diversity, Equity & Inclusion | Featured Post | Perspectives

Five big leadership challenges facing the media industry

May 12, 2022 Damian Radcliffe, Carolyn S. Chambers Professor in Journalism – University of Oregon

Anita Zielina founded the Executive Program in News Innovation and Leadership at CUNY in 2019. Since that time, she has shaped the leadership skills of executives from local media, start-ups and major outlets such as The New York Times, Reuters, Bloomberg, and ProPublica.

Now, on the eve of her departure as Director of Strategic Initiatives at the Craig Newmark Graduate School of Journalism in New York, she shares her perspective on some of the biggest leadership challenges the media industry faces – one of which is leadership training itself.

“I just built the program that I wish I had a bit earlier in my career,” explains Zielina. Like so many in our industry, she says “I started out as a journalist and I never had the management training, the product training,” she says. “I never learned how to speak the language of the business and strategy side of things.”

An Executive MBA at INSEAD, addressed some of those needs, but “there was not one other person from media in my class,” Zielina observes. In a cohort of 120 people, all of her peers were from consumer brands, oil and gas consultancies, banks, and the like. Nonetheless, she says, “I loved the experience.” But she could see that there was a need for such a program tailored to the media industry.

Zielina has set out to fill this need at CUNY. She built a program offering elements of a traditional MBA – with classes on strategy and organizational change – alongside a “comprehensive leadership growth development program,” and a focus on media best practices.

In a wide-ranging interview, Zielina – who is returning to Austria to launch her own consultancy focused on digital and leadership transformation – shared her views on the key challenges facing the news and media industries.

Here are five of the core elements that emerged from our conversation, with a focus on supporting future leaders – and the challenges facing them – in the media industry:

1. Training the next generation of leaders

Zielina has extensive leadership experience in media including stints as Chief Product Officer & Editor-in-Chief Digital at the Swiss-based NZZ, Digital Editor and Deputy Editor-In-Chief at Stern the German current affairs magazine, and as an Editor at the Austrian newspaper Der Standard. Looking back at previous roles she says, “I think I did a decent job. But I had to teach myself a lot of the skills you need as a leader.”

Those skills include an ability to navigate the intersections of business product, audience, editorial, technology and innovation. They are not necessarily acquired in the newsroom, she suggests, and the media context is often missing from traditional business programs.

“Our industry has a tradition of people rising to leadership roles,” she says. “They were great journalists. Then suddenly they become managers, and they do not get the support that they need.”

The need for this type of support is clear when looking at the graduates from CUNY’s executive programs. “Half of the people in that cohort that just graduated have taken on a larger role throughout the year or immediately after the program,” Zielina told us, “either in their own organization or in a different organization.” The training CUNY provided has been crucial to enabling them to effectively step into these leadership roles.

2. Strategic vision and execution

“There are some similarities in organizations whether they are large or small,” Zielina says when asked to share the biggest challenges for participants in the CUNY’s Executive Program in News Innovation and Leadership. “Number one is strategy.”

Shortcomings in communication, as well as the need for strategy to continually evolve and be updated, are key factors. Even when strategy exists, she says “it’s not clearly communicated. In other cases, the strategy “is old, it’s faulty, it needs to be adapted to new challenges.”

To address this, Zielina encourages leaders to think about whether their organization is prepared for transformation. They must focus on which audiences they want or need to reach, and how to ensure that appropriate resources are prioritized. Integral to this is a “talent pipeline” as well as clarity about the type of work culture you want to instill.

“The difference between an organization that successfully manages transformation, and an organization that doesn’t, is not necessarily that one has a strategy paper or slide deck while the other does not.”

At the heart of this are leader who can turn strategy “into products, into audience work, into services, into organizational structures, and the daily execution routine.”

3. Detoxifying the workplace

Implementation is about more than just the products you build, and the platforms you use, Zielina reminds us. People, ethics, and culture must not be overlooked.

The workplace is an area in which she believes change is long overdue. If not, then talented people will leave. For good. In fact, Zielina says, many are already gone.

She notes a generational shift whereby Millennials and Gen Z “are not willing to put up with the not-so-great culture and ethics anymore.” “They are opting out,” she says. Unfortunately, “these people are never going to come back if we lose them now.”

According to Zielina, the size of this issue is one that too few industry leaders grasp, although she believes the trend is “becoming more obvious.”

“Younger colleagues in this industry, are waking up to the fact that they don’t have to stay in places that are toxic. They don’t have to stay in places that don’t let them have impact.”

“I think it’s the big the big issue that we’ll have to tackle the next few years,” she says.

4. Making DEI commitments a reality

“A lot of tensions obviously revolve around women, people of color, [and people] from different socio-economic backgrounds, finally saying, ‘I want a seat at the table. And if I don’t get a seat at the table, I’m going to leave.’ So really prioritizing DEI is so crucial.”

Zielina feels that “there was a certain reckoning after the murder of George Floyd and we see movement there.” However, many organizations are failing to deliver on their DEI promises.

Too often, she says, we hear companies say “yes, we are prioritizing, but it was so hard to find a woman and it was so hard to find that person of color. So we took another white man, but next time, we’re definitely gonna do it.”

“If we don’t tackle the big underlying cultural issues of this industry, if we don’t make this industry more attractive, if we don’t make this industry more equitable, if we don’t make this industry a healthier, better and more supportive space, we are going to lose all those people,” she adds.

5. Updating outdated modes of human capital

Making the industry more attractive, Zielina suggests, includes learning from the creator economy and the great resignation.

“More folks are realizing maybe I don’t want [to work for] an employer, maybe I want to do my own thing. But I don’t want it to be a kind of hockey stick startup with venture capital, I just wanted to work for me. I want to tell my stories. I want to serve my audience, who I care about.”

“We are going to see more of that,” she says, which means rethinking collaboration and working with creative/journalistic talent. She also believes we will see increased emphasis on impact, flexibility, and hybrid work – issues that matter to growing numbers of the workforce.

“There is a huge disconnect between the corporate world, and specifically corporate HR and applicants and employees,” she cautions. “And this disconnect is getting bigger.”

“You can start that tomorrow,” she says, urging organizations to ask “whether our incentive systems, our HR processes, our way of work is still adequate for this day and age.”

Future plans

After she leaves CUNY, Zielina plans to continue to focus on ensuring organizations have the structures, skills and talents they need, “in the space of digital leadership and product.”

Zielina sees signs that a famously myopic industry is starting to look beyond national markets for solutions. “It makes me optimistic that it seems that we are getting a bit more global and a bit more international as an industry,” she says.

“Those best practices are really starting to be shared across borders, and that that I think is an a fantastic development. We need more of that,” Zielina adds, “and I hope to play a part in that in at least bridging that gap between the U.S. and Western Europe.”

Diversity, Equity & Inclusion | Industry-Research | Revenue

Data and revenue diversification dominate publisher strategies

March 18, 2022 Michelle Manafy, Editorial Director – DCN

Publishers continue to remain highly focused on revenue diversification and the value of first party data according to new research from the Association of Online Publishers (AOP), a UK industry body that represents digital publishing companies. The AOP undertook its Digital Publishing: Meeting the Future survey to provide “a snapshot of how digital publishing companies across the UK are continuing to respond to the challenge to change.” The research offers a look at publishers’ business priorities and the future-readiness of the media industry.

The AOP carried out its survey between January 5 and February 9 of 2022. Of the 111 responses, 83% were from publishers and 17% from organizations providing solutions to the publishing sector.

Diversifying revenue streams

Across all types of publishers (B2B, B2C, or a combination), respondents said that their highest priority is developing new revenue streams through product innovation. Ensuring data privacy compliance and transparency ranked second.

The AOP’s publisher respondents ranked opportunities for revenue growth over the next three years. More than half (55%) feel that subscriptions are the big revenue opportunity right now, with lead generation-based revenues ranking second (33%). The report concludes that these findings mean that publishers are highly focused on building direct relationships with audiences and leveraging their first party data.

Audio and ecommerce tied for third (31%) in terms of revenue priorities, which points to continued revenue-model innovation. The research finds that both B2B and B2C publishers agreed that subscriptions have the most potential for growth. However, publishers that target both B2B and consumer audiences saw ecommerce as the most promising revenue generator.

Data dominates

While publisher concerns about ensuring privacy and providing transparency rank high, they clearly know the value of their first party data and seek to maximize its use. According to the report, publishers are focused on building the right ecosystem of commercial, data, and tech partnerships.

In the shadow of cookie deprecation, some publishers are considering collaborating on data initiatives. AOP found that, while 12% of publisher respondents are unsure of their next moves and 12% do not expect to collaborate, many publishers are either already collaborating (20%), are discussing collaborating (16%), or are open to the possibility of collaboration (40%).

The majority (75%) of publishers said that they are working to ensure that audience data informs everything they do and that they are investing in tools to help achieve this. Despite the emphasis on data, however, only 17% of publishers said that all their teams are aligned internally around their audience data. Half of the solutions provider respondents suggest that, while publishers understand being joined up internally around audience data is important, many don’t yet have a strategy in place to achieve their goals.

Workforce and workplace concerns

Interestingly, recruiting and retaining talent, and ensuring a diverse and inclusive workplace, are rated higher (tying for third place with “developing new first party data strategies”) than the tech-based challenges you might expect the digital publishing sector to be focused on.

Most respondents (75%) report that “supporting and retaining current employees” is their top priority when it comes to recruitment and workforce development. This was followed by adapting the publisher’s offering to appeal to new talent entering the industry.

Putting in place recruitment processes that eliminate bias and support the development of a more diverse workforce is ranked third here. However, when asked how they would describe their organization’s diversity, equity & inclusion (DE&I) strategy, respondents suggest confidence in their progress on this challenge. Just over half (51%) believe they have made good progress with areas for continued improvement, and 24% believe they have an effective DE&I strategy. Only 5% of respondents don’t believe they have a clear strategy on DE&I.

As Covid-19 restrictions are being eased in the UK and elsewhere, publishers are evaluating their working environments and plans to return to offices. This survey found that 37% of respondents say their ideal working pattern would be to work from the office two days a week and 24% would be happy to come in for the occasional key meeting, but primarily work from home.

Nearly a third (30%) of respondents expect their employers to be fully flexible and happy for them to choose to work as they wish. However, 66% believe they will be asked to work at least a few days in the office each week.

Clearly, the past couple of years have seen trends like ecommerce intensify and placed increased pressure on publishers to innovate. That innovation has, unsurprisingly, focused on product and revenue. However, it has also required publishers to reexamine workplace culture, recruiting, and retention strategies. The AOP’s survey finds that digital publishing companies that understand the bigger picture challenges and have identified many opportunities. However, it appears that they may still be working through the best tactics and strategies to provide the requisite competitive advantage moving forward.

Advertising | Featured Post | Innovation | Policy | Revenue

Regulation, revenue, and relationships top of mind at the 2022 DCN Next: Summit

February 7, 2022 Jessica Patterson – Independent Media Reporter

Held virtually January 31-February 3, the 20^th 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.”

Diversity, Equity & Inclusion | Featured Post

Reflecting America: Michael Smith on putting the public back into NPR

January 5, 2022 Michael Tennant – Founder of Curiosity Lab, Creator of Actually Curious

Illustration by Rebecca Ustrell

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.

KEY TAKEAWAYS

To read the full interview and to follow the developments of “Driving Change” follow us at Curiosity Lab.

1. Understand the business imperative

Listen and learn:

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.

Diversity, Equity & Inclusion | Featured Post

Precious resources: Havas’ Juliana Akoumouh on the competition for diverse talent

December 2, 2021 Michael Tennant – Founder of Curiosity Lab, Creator of Actually Curious

 Illustration by Rebecca Ustrell

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.”

“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

Diversity, Equity & Inclusion | Featured Post | Perspectives

Going beyond diversity, the Maynard 200 program fosters true equity

April 1, 2021 Evelyn Hsu, co-director—The Maynard Institute

Many white Americans—and American corporations—were shocked into a recognition of America’s ingrained racism, past and present, by the brutal drama that played out in 2020 on the blacktop of a Minneapolis street and under the knee of a former police officer.

The callous murders of George Floyd, Breonna Taylor, and countless other Black Americans spurred millions to finally take a close, honest look at their communities, schools, and businesses. Eyes turned to newsrooms as we sought to understand why the media’s depiction of these institutions do not reflect the diverse reality of our lives.

History lessons

Echoing uprisings in the streets, we saw similar uprisings within America’s newsrooms. The inequities seen in our communities parallel those long in place in media institutions. And our news coverage and the framing of news stories and issues reflect these biases.

Racial disparities in America are older than the Constitution. They began with America’s original sin of chattel slavery. Tremendous leaps and bounds have been made in the fight to realize the promises in our founding documents for all Americans. Yet those words—that all are created equal—remain aspirational.

The Institute for Journalism Education was born out of this aspiration, of the struggle to ensure all segments of our society are fairly, accurately, and equitably represented. This applies not only to the halls of Congress, but to the pages and screens of our journalistic institutions.

Long before the ubiquity of “DE&I” initiatives and Black Lives Matter marches, Washington Post journalist Robert C. Maynard recognized that white men dominate America’s media organizations. Declaring “We must desegregate this business,” Maynard and eight other journalists founded the institute to train and lift up journalists of color. Robert Maynard’s ineradicable legacy as a true pioneer was solidified when the organization he helped create was posthumously renamed the Robert C. Maynard Institute for Journalism Education.

Amplifying voices

The Institute’s flagship program, the Maynard 200 Fellowship, is about building a new and lasting legacy for entrepreneurs, leaders, and storytellers of color who will shape the future of journalism in America. What we are seeing across journalism right now is a modern-day Civil Rights Movement for journalists of color.

In response, we must foster substantive power, belonging, and agency within the institutions that tell the stories of our society and our world. Through Maynard 200, the institute aspires to empower journalists of color to lead and grow organizations to have cultures of belonging. These leaders will help ensure that media organizations continue to serve our democracy. To do so, they must accurately represent the minds, souls, histories, and perspectives of all Americans.

Like many organizations, we’ve had to pivot following public health protocols due to the ongoing recovery from the global Covid-19 pandemic. That means that, for the first time, Maynard 200 will hold an all-digital training component to serve more than 40 diverse media professionals as fellows across the country. The program provides them with tools to elevate their own digital voices through panels, dialogues, and events.

Diversity and equity

For decades, Maynard has been the standard-bearer of aspiration and expertise in its primary mission of making newsrooms reflect America. It has led the re-envisioning, and advancing, of what it really means to be “diverse.”

In fact, Maynard has flipped the prevalent DE&I convention upside down, by bringing equity to the forefront. Without equity, diversity is only performative. By focusing on equity, Maynard has forged a longstanding record of training and advancing individuals from a varied diaspora of racial and ethnic communities throughout newsrooms and media organizations across the country.

Maynard conceived the “Fault Lines” framework for facilitating honest discussion about highly charged issues, through an understanding of how people with different perspectives can view something in completely different ways. In other words, the way we perceive the world and experience each other is filtered by our own backgrounds and experiences. Thus, diversity of perspectives produces a strength greater than the sum of each individual alone.

We belong

And, as a result of Maynard’s framework, a new narrative has emerged: the necessity and power of belonging. It is not nearly enough for organizations to check a diversity box with new hires. The perspectives and backgrounds and ideas that each individual brings to the table must be fully absorbed into the culture and decision-making of the organization itself. Inclusion alone is surface-level; inclusion can be as empty as toleration. But when you belong, you can feel it. And the implications can be felt in the work you produce.

For the Maynard Institute, pursuing belongingness is about far more than mere integration. Belonging creates the kind of atmosphere where people of color can feel empowered and entitled to bring their full selves into the newsroom, including their history and their perspectives, rather than feeling pressured to contort themselves to fit existing narratives.

Maynard 200 is the institute’s answer to the breakdown in the pipeline of training and jobs for journalists of color. In the wake of the Great Recession, years of progress were decimated in a matter of months. The ongoing public health crisis vis-a-vis the pandemic, America’s widening racial disparities, and the division and hate provoked by the Trump administration have only increased the urgency and salience of Maynard’s cause.

Writing a new story

Repairing all of this damage requires institutions of journalism to be active participants in the dismantling of structures of systemic racism—rather than the enablers of inequity and oppression.

Media organizations can be part of the solution. From the stories they tell, to the sources they use, to the framing of what is news and who is newsworthy, the media is a powerful component in our nations racial reckoning. We believe that strong diverse leadership is critical for this to occur. And so, with this year’s Maynard 200, we renew our commitment to supporting the growth and equity for future media leaders. And it is our belief that these leaders will make an impact that will resonate across all sectors of American journalism and media.

Featured Post | Industry-Research | Perspectives

We must address the war on women journalists, online and offline

February 25, 2021 Kiran Nazish, Founding Director – The Coalition For Women In Journalism

Women journalists work on the frontlines of online and offline violence. In the past three years, The Coalition For Women In Journalism (CFWIJ) has documented a significant rise of organized troll campaigns, as well as physical threats, targeting women journalists. This threat is one that should not just trigger anger and outrage, it must inspire political, structural, and societal change.

From India, the world’s largest democracy, to Northern Ireland, CFWIJ monitored cases of violence and threats against women journalists. We documented how women journalists have been subjected to violence both online and offline across 74 countries. These cases included various forms of physical violations, from kidnapping to murder, harassment, and attacks. We also observed increasing attempts to silence women’s journalistic work through state persecution and the weaponization of law, among other tactics.

In 2020 alone, CFWIJ documented 716 cases of threats and violence against women journalists. This was an increase of 138.6% in comparison to 2019, when we documented 291 cases. These include impediments in the field, detentions, imprisonments, legal harassment, and physical attacks — including four murders.

Signs of the times

The significant increase of targeting emerged right after the pandemic. We found most of these violations to be linked to the widespread efforts to suppress Covid-19 related coverage by many governments. Astonishingly, this includes The United States.

2020 was also a year of protests. Despite the fact that the entire world faced a pandemic, hundreds of thousands of people across many nations — from the United States, through Belarus to Hong Kong — took to the streets in protests against government policies and civilian deaths due to state brutality or its indolence. These protests were covered around the clock by the media.

We saw women journalists on the frontline, consistently targeted while trying to document demonstrations. Police brutality against protesters garnered global attention. However, journalists working on the ground to document these unprecedented historic moments also found themselves among those injured, attacked, and detained. Their press credentials and rights to report were not respected by the authorities. The CFWIJ documented numerous examples of physical injuries and other incidents of harsh impediments to women journalists at work.

Trolls, threats, and power

Our work reflects the deteriorating working conditions in which women journalists continue to do their jobs. They remain alarmingly vulnerable to attacks. Certainly, the physical threats are a major call for concern. However, online trolling remains one of the most critical tools that has been weaponized against women in the media. We tracked the sources of many major troll campaigns. And in many countries like Pakistan, Turkey, Mexico, Egypt, and the Philippines, online trolls were linked to the state or authorities who have also been aggressively trying to silence the press.

We have noticed that these threats have often also leaked from the virtual into the physical world. This has resulted in physical attacks against women reporters. In Pakistan, one of our members and leading news anchor Asma Shirazi has faced many waves of online trolling. These threats became all too real when she was physically approached by her trolls trying to break into her house one night. In Northern Ireland, journalist Patricia Devlin has faced consistent trolling for over a year, to an extent that her child got rape threats. Her reporting is considered biased by some of her readers. Their retaliation has escalated from online trolling to physical threats. Earlier this month (Feb), some of these trolls sprayed threatening graffiti in several locations with a bullet sign. This followed targeting of another Irish journalist, Allison Morris, in a similar pattern, which included graffiti targeting women journalists.

Big picture, big problem

Threats and violations against women journalists have become more than a job hazard. This is a threat to their lives. And it poses a threat to journalism itself.

These attacks are directly linked to the journalistic work of the individuals. However, there is very little thought or resource invested by media and journalism institutions into thinking about solutions for this massive — even deadly — problem.

Media organizations do not take sufficient responsibility when these threats take place. Often, they do not even report on the violations their reporters face. A lack of institutional support can be especially difficult for the many women who are freelance journalists.

Building a support network

In the absence of information about the status of safety challenges journalists face, we cannot grasp the gravity of the issue. Some of the ways we at the Coalition For Women In Journalism try to offer support is by documenting each and every threat and attack we can track down.

We have learned that support systems are extremely critical to ensure journalists that are not dealing with threats on their own. Through our various regional and local support networks, women journalists can report any violations they face and reach the needed help.

When journalists are targeted, they should be able to reach a trusted colleague, mentor, or organization that can acknowledge and advise appropriately. Newsrooms and media organizations can easily build such systems. And they should in order to defend freelancers, staff, and the institution of journalism itself.

About the author

Kiran Nazish is a former foreign correspondent, who reported from several countries like Iraq, Afghanistan, Mexico, Turkey and Pakistan. After working for two decades, she noticed the various difficulties women journalists faced in many parts of the world. To tackle the problems, she launched The Coalition For Women In Journalism, a global mentorship and advocacy organization that aims at an equitable journalism industry worldwide. She is also the Stanley Knowles Distinguished Professor at Brandon University in Canada.