As political winds shift and some organizations quietly scale back their DEI commitments, new research suggests this retreat comes at exactly the wrong time. In Tickaroo’s Next-Gen Journalism Report, almost 90% of the 172 journalism students and early-career reporters surveyed said diversity and representation are essential to journalism’s future. Nearly three quarters called for systemic changes in hiring, decision-making, and access to opportunity.
For digital media leaders, these findings offer more than just a temperature check. They provide a strategic warning as well as a roadmap. Embedding diversity into newsroom culture and content is not an HR initiative; it’s a growth strategy. Publishers who embrace this reality will win audience trust, engagement, and establish long-term resilience. Those who don’t face a credibility gap that the next generation of journalists – and audiences – will not overlook.
The risks of DEI pullback
Political and commercial pressures are reframing DEI efforts as expendable. As budgets tighten, organizations scale back hiring programs, pause training schemes, and treat diversity as a “nice to have”. But in digital publishing, this pullback runs counter to key audience trends.
Younger audiences increasingly expect to see themselves represented in the news they consume and quickly disengage when they don’t. Representation has therefore become central to maintaining relevance, building loyalty, and sustaining long-term audience relationships.
In other words, deprioritizing diversity actively widens the gap between publishers and the people they hope to reach.
What the next generation sees
Our survey reveals a profession struggling to reconcile its democratic mission with its internal structures. While young journalists overwhelmingly believe in journalism’s public interest based purpose, their lived experience of entering the industry tells a different story: 74% want improved hiring practices and more inclusive editorial processes, and 72% cite lack of paid opportunities as a barrier to entry. Many describe newsrooms as “exclusive” or “closed to those without privilege.”
In their own words, respondents criticized “surface-level DEI efforts” that fail to impact coverage priorities or shift who gets to tell which stories. This isn’t abstract critique; it is a generation identifying structural weaknesses that directly affect publishers’ ability to innovate, build trust, and grow.
Diversity: Moral framing, or business imperative?
Digital media executives are already familiar with the pressures reshaping the industry: fragmented audiences, advertiser skepticism, rising misinformation, and platform volatility. Diversity is not separate from these challenges: it is one of the most effective levers for addressing them. Newsrooms that reflect a range of lived experiences consistently produce stronger, more accurate journalism because they are less likely to miss important angles or reinforce blind spots that audiences, particularly younger ones, spot instantly.
Diverse teams are more likely to challenge assumptions and create new storytelling approaches that resonate with wider audiences. Just as importantly, representation strengthens trust. When audiences recognize themselves and their communities in coverage, they are far more likely to engage, subscribe, and stay loyal. Without that connection, trust erodes, and with it the revenue models that rely on sustained audience relationships.
Lessons from those getting it right
Luckily, there is a new wave of publishers and organizations demonstrating how embedding representation into workflow, commissioning, and leadership supports audience growth and editorial excellence.
Community-first publishers such as The Mill (UK) and A Mensagem (Portugal) are thriving precisely because they reflect the identities, concerns, and rhythms of their communities. Their growth shows that audiences reward authenticity and representation with attention, trust, and subscriptions.
With a clear global DEI strategy, a dedicated head of editorial standards, and programmes like the New Voices media training initiative, Bloomberg’s structural approach to diversity means it invests not only in who gets hired but also in who gets heard. It is a reminder that inclusion is an editorial responsibility, not a box-ticking exercise.
Bodies such as JournoResources & We Are Black Journos are also building pathways for underrepresented journalists by offering training and support. Their work strengthens the pipeline and ensures that talented reporters lacking traditional access routes can enter (and stay) in the profession.
The commonality across these examples is simple: successful diversity is woven into an organization’s operating system, not pinned to its noticeboard.
What effective integration looks like
Achieving meaningful diversity requires structural integration, not one-off initiatives. It begins with widening access: transparent recruitment, paid early-career roles located beyond a single metropolitan hub, all help ensure that entry into journalism isn’t limited to those with financial privilege and proximity.
Editorial processes must also evolve. Commissioning that intentionally considers underrepresented voices, supported by broader source databases and community engagement, improves accuracy and relevance in ways that top-down planning alone cannot.
Cultural change is equally critical. Newsrooms need environments where a wide range of journalists can thrive, backed by mentorship, fair pay, and sustainable workloads. Diversity cannot be confined to junior levels; it must be present in the rooms where editorial decisions and organisational priorities are set.
Finally, integration must extend to skills and innovation. Our research shows that young journalists feel least prepared in AI, data, and digital competencies: the very skills shaping journalism’s future. Organizations that invest in training and inclusive product development not only broaden their talent pipeline but also accelerate their ability to innovate responsibly and remain competitive.
The commercial case: Diversity drives sustainability
Ultimately, digital publishers cannot afford to treat diversity as optional. The business case is clear:
- Represented audiences engage more.
- Representative storytelling strengthens loyalty and subscription revenue.
- Diverse teams improve organizational adaptability: crucial in volatile markets.
- Authenticity is becoming a competitive differentiator.
The next generation of journalists, the very people who will shape this industry for decades to come, understand diversity’s relevance instinctively. They are not calling for tokenism; they are calling for transformation.
Diversity is a strategic response to the most urgent challenges facing digital media: trust, innovation, and sustainability. The publishers who succeed in the next decade will be those who understand that representation is a growth driver and who build their organizations accordingly.





