We’ve heard about the role of diversity in business, why it’s important and the strategies and challenges involved in seeking and managing a diverse workplace. But how well is that diversity reflected in the media? And what role does the media play – and what role should it play – in promoting and shedding light on the diversity agenda?
As journalists, it’s our job to hold a mirror to the business community and the nation’s workplaces. Our role is to challenge, to champion change – to act as a medium through which change is championed by others – to moderate and filter.
The media has been an agent of change for diversity. If you have any doubts about that, compare any of the daily newspapers through the decades and the differences will be stark – both in editorial and advertising content.
From the media’s perspective, however, seeking to reflect diversity can be fraught with unexpected pitfalls.
There are some senior women in business, for example, who flatly refuse to be interviewed about gender issues. They argue that there is more to being a successful woman in business than simply talking about women in business. They do not want to be seen through the prism of gender activism.
Diversity can be a sensitive topic, and occasionally in the eye of the beholder. One manager of Asian heritage told me of his annoyance at being asked by his company’s in-house communications team to be featured in a story about diversity. This man was a fourth-generation Australian and he resented being seen in that light.
In 1998, I was a staff writer with The Bulletin magazine and I covered what was dubbed “the Gutnick tapes” affair. The story involved the disclosure of taped telephone conversations in which employees of Melbourne stockbroking firm JB Were were heard to make anti-Semitic comments about businessman Joseph Gutnick and other Jewish investors.
My story examined the question: is there an undercurrent of anti-Semitism in Melbourne’s business community? I spoke to and featured comments from several Jewish community leaders and businessmen, and Gutnick himself.
The story won praise for shedding light on the contentious and uncomfortable issue of anti-Semitism; but it also attracted criticism, from members of the Jewish community, that the story might potentially fan anti-Semitic sentiment. These critics were basically arguing against rocking the boat. One Jewish leader who had become aware that I was writing the story contacted my editor to express his concern.
It’s important to write such stories, even when they may cause discomfort to some. Experience shows that lasting and substantive change doesn’t just happen. Discredited attitudes take root in silence and indifference.
Recently on my site I revisited the subject of anti-Semitism, which in recent years has assumed a much higher and more disturbing profile. To eradicate anti-Semitism it must be confronted, but it’s a subject that still causes great discomfort, within the Jewish community, and within the media itself.
When ‘the right thing’ is not so obvious
Sometimes the media can tie itself in knots in attempting to do the right thing.
A few years ago, an internal debate raged at a Fairfax magazine when it was proposed that magazine run a list of Asian directors on the boards of ASX 200 companies. The story was framed in the context of the Gillard government’s Asian Century whitepaper and its call for more Asian experience on company boards. Internal critics of the list argued that such a list was racist.
In the end a list was run, but it was limited to Asian-born directors on the top 100 boards – that is, not the original list which would have also included Australian-born Asians. This distinction, it was felt, removed any racist overtones.
BRW magazine used to run several very popular lists throughout the year: the top entrepreneurs, the fastest 100 growing companies, the leading franchises, the best companies to work for… and so on.
With each ranking came the usual complaints: why aren’t there more women on these lists? The answer was simple: these lists were dependent on individuals and businesses nominating themselves: but relatively few women did, even when they received a prod from us to do so.
In 2012, I wrote a cover story for BRW about Carolyn Creswell, the woman behind the hugely successful Carman’s range of muesli products. Carolyn is a very warm, very successful entrepreneur who many women – men and women, but certainly women – find inspirational. Even so, I wasn’t really surprised when we started receiving letters from readers complaining that it was typical that a “male-centric magazine” like BRW should feature an attractive woman on the cover. (At the time, the editor of this “male-centric” magazine was Kate Mills.)
It’s just a fact of life that you can’t please all of the readers all of the time. Editorial judgment doesn’t get side-tracked by that kind of criticism. But it can be tricky terrain.
Most prominent women in business would assert that the business media is sexist.
Melbourne company director Carol Schwartz is perhaps the most vocal critic of the business media for being dominated by male editors, male journalists and male businessmen. I just don’t think that’s true anymore.
Overall, I believe we are seeing more female bylines and more ethnically diverse bylines, and we are seeing more women and non-Anglo people in the business media.
But it does raise the question: How far should the media go in ensuring diversity is well represented in its content?
When I write a feature on a particular topic I will start by working on a list of sources. Some will come from my own network or knowledge of the subject matter, but in many cases I will also cast the net with PR contacts for someone or some business that may fit the bill.
Thinking outside the diversity square
My priority here is to find a relevant contact, but it’s also a way of ensuring that my stories don’t comprise the usual suspects. When I send out the call for potential contacts, I don’t stipulate that diversity be a consideration: my interest is in finding the most appropriate contacts. But the PRs I approach are free to think a little bit outside the diversity square in who they nominate.
In most cases, that contact list will be a diverse grouping, reflective of the wider community. But it won’t always be the case; and even so it may well transpire that the women or non-Anglos on the list may not be available, or interested or necessarily be right for the story.
The view that there is an institutional gender or cultural bias in the media is wrong. Editors, by and large, are very much attuned to the issue. Diversity is something that most editors are conscious of – as one of the many aspects of a publication that must be considered in producing the best possible product.
At BRW, in recent years, there were conscious efforts to get more women in the magazine. A couple of years ago, BRW editor James Thomson – now companies editor at the Financial Review – dedicated an entire issue of the magazine to women to coincide with International Women’s Day. It was a landmark issue.
Also at BRW, to overcome the male-dominated, self-nominated lists, we introduced lists such as the ’30 richest self-made women’, which was based on our research, rather than relying on self-nominees.
But how far should the media go in ensuring diversity in their publications? In the United States in November last year, Bloomberg took the radical step of introducing a “quota for quotes”. Now retired editor-in-chief Matthew Winkler issued this directive: “All Bloomberg News [stories] must include at least one woman’s voice, and preferably a balance of men and women. Women are engaged in every topic we cover. Our journalism should reflect that variety.”
I can’t see it working, nor do I think such hard and fast rules are desirable. Journalistic red tape is not the answer. And if a quota for female voices is desirable, why not for other groups? That said, I certainly understand the motivation.
Journalists have a critical role in promoting diversity – in many respects simply by doing their jobs professionally rather than taking on the mantle of social activists. Communication practitioners, too, can promote diversity in and through the media.
Most journalists are interested in writing stories that are relevant, accurate and engaging, which necessarily means reflecting their audience and the wider community; and most journalists, I believe, are interested in being socially responsible.
How corporate comms can promote diversity
Communication professionals – whether in-house or external media advisers – can play an active part in advancing the diversity agenda:
01 For communications professionals who want to promote diversity in the media: I will start with this very basic but fundamental advice – understand the media, understand the role of the journalist, understand what is news and what is newsworthy, and always consider your pitch not simply in terms of what’s ideal coverage for your organisation, but what fits the interests and audience of a particular journalist and his or her publication.
02 When pitching a diversity-based story – for example, how a company has implemented diversity management targets – think beyond the HR director as the media contact, avoid diversity jargon, and try not to take the high moral ground. Provide meaningful data, illustrate how the program has worked, provide names and details of people who have benefited from the program, and convince your CEO to be prepared to talk about the program and the value of diversity to his or her organisation.
03 When issuing media releases, provide alternate contacts, even if they don’t feature in the body of the release, to provide journalists with optional contacts that reflect the diversity of your organisation.
04 When arranging speakers for your own conferences, or providing speakers for external conferences, be mindful of the opportunity to promote diversity through your choice of speaker.
05 Compile contact lists for journalists that reflect the diversity of your organisation. A directory is one option, but also consider tailoring a less expansive list to the particular interests of a journalist, with maybe half a dozen contacts. If you’re targeting a writer who specialises in workplace issues, tailor a list accordingly – it may be the chairs of in-house diversity, cultural or LGBT committees, for example, or a list of employees who have won awards or have some special achievement. You can issue a fresh list every month or quarter. Journalists will keep the names they want for their own contact books.
06 Various organisations compile media contact or speaker lists; these are usually for women in business, such as the Women’s Leadership Institute which compiles a Women for Media Database. Encourage notable women in your organisation to be on those lists. If your organisation is part of an industry association, consider the creation of an industry-wide database of contacts.
07 If you’re not already part of the content marketing revolution, becoming your own publisher is an ideal way to promote the diversity of your organisation with key stakeholders, including the media. ANZ BlueNotes is a perfect example.
This is an edited transcript of a presentation to the International Association of Business Communicators (Vic) forum, ‘Driving the Diversity Agenda’, Melbourne, 18 March 2015.