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Our equity work – OPB

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Three years ago, OPB embarked on focused, intensive DEI work. We partnered with the Center for Equity and Inclusion to help build a foundation for this work, and established our own employee-led equity team to steer it. Since then, we have made progress in the following areas:

Our journalism and programming

  • We established an internal diversity, equity and inclusion committee within OPB’s content group specifically focused on issues related to our journalism, programming, and hiring and internal practices of the group. They provide recommendations and guidance to reporters and producers through content reviews using an equity lens.
  • We have elevated the voices and stories of marginalized and underrepresented people and communities in our content and coverage.
  • We’ve embedded our journalists into more communities in Oregon and southern Washington to report on the stories that matter to those communities.
  • Like our journalism, we use an equity lens when selecting our TV and radio programming, and are intentional about the decisions we make with regard to elevating the stories and voices of different cultures and backgrounds.

Training and education

  • We’re conducting ongoing diversity, training and learning sessions for OPB staff, individual teams and OPB’s Senior Leadership Group, supervisory and management staff. These trainings are focused on consciousness raising, understanding white culture and decision making through an equity filter.
  • Established employee affinity groups — such as the BIPOC affinity group and the white learning group — to raise awareness around topics, practices and experiences.

Policies and practices

  • In May of 2022, we hired OPB’s first-ever equity leader, Shayna Schlosberg, who is instrumental in helping us move forward in our journey.
  • Participated in Public Media for All – a coalition of public media organizations led by people of color raising awareness around the need for diversity, equity and inclusion in public media, and adopting key actionable, shared practices for addressing it.
  • Conducted an anonymous cultural assessment survey for OPB staff, which provided a baseline to address the causes of systemic racism and inequities in our organization to prioritize our DEI work.
  • Eliminated unpaid internships, offering paid opportunities to existing interns, and created two new paid fellowships.
  • As part of our rigorous onboarding process, we also provide all new OPB employees with a suite of equity materials and introduce them to our equity and inclusion efforts.

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