Here are a few more ideas of where we, especially news leaders, can do more: All together, this is a promising start to identifying a weakness inside our newsrooms, and a small part to help the industry as a whole.Īs journalists gather in person this year at journalism conventions for the first time since the pandemic, it’s a good time to pick up the conversation about fresh ideas to ensure our newsrooms represent the communities we cover.
Many other newsrooms have started similar programs, partnering with HBCUs and other groups. Our goal is that they will get multiple job offers by the end of their time with us.įour jobs aren’t going to change the bigger picture overnight. But we do offer something sorely lacking in newsrooms: intentional opportunity to get to the next level. We can’t promise to hire the fellows at the end.
Soon we’ll be announcing we hired our first cohort of four journalists who will spend a year in a new fellowship, honing their skills to become a health car e reporter, a climate reporter, a world news reporter and a race/justice reporter*. Here’s what we’re doing at Axios: We decided that if we couldn’t find enough diverse candidates for specialized beat reporting jobs, we’d develop the talent ourselves. I suggest we start by treating diversity like any other business challenge: Define the problem we’re trying to solve. The hard truth about building a diverse workforce in news is that old approaches don’t work.
Just think about the majority of reporters who cover the Fed, energy, crypto, health care policy, politics - just to name a few. It is not hard to find diverse candidates for entry-level jobs, but when it comes to hiring reporters for more specialized beats and roles that command top salaries, white men dominate the candidate pool. For more than 10 years as a hiring manager in the news business, I got tired of seeing the same problem.
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