Meeting: September 17, 2019
Award winning journalist and human rights activist Amira Elghawaby attracted a roomful of people interested in hearing her talk about ‘Diversity and Representation in Media’, although no one from main stream media attended. Her message to those at the September 17, 2019 Media Club of Ottawa meeting, was hopeful but also noted that statistics show “the dial hasn’t moved on mainstream media in the past 20 years.”
She told us that several studies have been done on diversity in Canadian newsrooms. However, information about Quebecor is not included, as they don’t release statistics.
According to the studies, she said, just “11 per cent in newsrooms are people of colour.” She continued, saying that even the CBC has a very low percentage when it comes to hiring people of colour. Elghawaby pointed out that prior to the ‘Little Mosque on the Prairie’ program airing on CBC t.v. the station’s ratings were tanking. But after that program appeared CBC’s ratings broke all-time records for viewing, reaching 2.1 million viewers. “Diversity,” she suggested, “is a winning equation.”
Elghawaby mentioned two groups that have made a difference in diversity inclusion: Informed Opinion, founded by Shari Graydon in 2010 to amplify women’s voices and ensure diverse women’s perspectives and priorities are equitably integrated into Canadian society; and New Canadian Media that George Abraham launched in 2017 to showcase perspectives of Immigrant Canada. For those who would like to explore the impact that diverse demographics and multilingual media are playing in the upcoming election she offered a website to check – diversityvotes.ca
In order to improve diversity and reprsentaion in media Elghawaby suggested “Think about who’s not here. We need to do the work in our own communities.”
After her talk a number of people lingered, discussing the messages she left with them and the informative handout she provided.
Amira Elghawaby Handout
Some points from her handout, entitled Perspectives: How to Ensure Diversity Inclusion and Representation:
“The world we inhabit is a world of representation. Media do not merely present a reality that exists ‘out there’: nor do they simply reproduce or circulate knowledge. As active producers of knowledge, media construct and constitute the very reality of our existance.”
Augie Fleras and Jean Lock Kunz, Media and Minorities: Representing
Diversity in a Multicultural Canada.
The narrow range of images of ethnic minorities has effectively decreased the ability of minorites to be seen as positive contributors to Canadian society.
“Media researchers have pointed out that these negative stereotypes are
cause for concern, because it creates a divide between ethnic minorities
and so-called ‘real’ Canadians. Visible minority Canadians are seen as
‘others’ or ‘foreigners’ who potentially have the power to threaten the
nation.”
University of Toronto associate professor and past journalist Minelle
Mohtani.
JOURNALISM WHILE BROWN AND WHEN TO WALK AWAY
October 29, 2018
. When a story or column does not adequately, if at all, understand or
consider the perspective of the nonwhite people it involves, what do you
say? When a story involving people of colour is assigned with a colour blind
lens and a false sense of objectivity, what do you say?
. When you pitch projects based on race and multiple times see the boss
prefer a race-related story pitched by a person who is white, regardless of
your read of the room, what is your recourse? When you ultimately stop n
pitching stories on race to preserve your own sanity, what good are you
doing the very nonwhite people whose perspectives you deem yourself to be
in the newsroom to share?
. How many battles do you have in you?
DIVERSITY-IN-PROGRESS
. In 1994 2.6% of 2,620 news professionals in Canada were non-white.
Canadian Daily Newspaper Association (John Miller)
. 2004 slight improvement, but commitment to hiring diverse staff dropped in half.
. CANADALAND tried to follow up. Only 3 top newsrooms out of 18 agreed to provide data.
. Toronto Star – 11% of employees were from diverse backgrounds.
. CBC – in 2016 nearly 90% white.
. CBC – between 2017-2018 27.8% new hired are of diverse backgrounds.
. CBC – mandated to increase diversity, private companies lack will, money.
DIVERSITY
Diversity is a broad term that refers to the variety of differences among people.
. Diversity is commonly understood to include differences based on race, age, place of origin, religion, ancestry, Aborigional status, skin colour, citizenship, sex, gender identity, sexual orientation, ethnic origin, disability/ability, marital, parental or family status, same-sex partnership status, creed, language, educational background, literacy level, geographic location, income level cultural tradition and work experience, but not limited to these.
INCLUSION
. The principles of inclusion involves a clear recognition that society is not homogenous and diversity is enriching, not a problem.
. The policy recognizes that ideas and practices based on, or modeled after, norms of dominant culture ot society can result in exclusion and discrimination for a number of people in society.
REPRESENTATION
ACKNOWLEDGE YOUR PRESENCE
When we only show certain types of images, it almost invalidates everyone else. It’s saying that the rest of America, the 99% of America that doesn’t fit into this particilar way of looking, is somehow invalid.”
Kathryn Finney, founder digitalundivided
INCLUSION IN AN ORGANIZATION
. Inclusion in an organization requires a straegic process to eliminate barriers and implement change that is based on accepting that many people do not have access to services, jobs, and positions of leadership because of societal and systemic factors rather than because of personal deficiencies.
. This process includes the active and meaningful involvement of people who reglect the diverse groups within a community.
OPPRESSION
. Opression occurs when a group (or groups) of individuals uses one or more forms of power to supress another group (or groups) in order to maintain or improve their own economic or social position.
. Opression can be overt, for example, the use of police or other bodies to repress a group of individuals or covert, woven through the social institutions social relationships and group interactions of everday life.
ANTI-OPRESSION AND DIVERSITY FRAMEWORKS
. These include knowledge of cultural dynamics, understanding legal respnsibilities and recognition of the impact of diversity on organizational effectiveness.
. An anti-opression framework, implemented through culturally competent practice further recognizes when core cultural and institutional structures, ought to change and that changes in our personal attitudes are critical as well.
. It explicitly examines power relationships and sees the parallels, intersections and distinctions between all forms of oppression and the ways in which they manifest themselves. Anti-opression also recognizes dominsnt group privilege and internalized opression and sees the overlap and distinctions between both.
REFLECTIONS
. Reflect on your community media
. Which communities are included/excluded?
. What efforts have been made to be more inclusive?
. What possible barriers exist towards participation?
. What conversations need to be had and with whom?
WHAT’S YOUR ACTION PLAN
. Identify steps you can take to improve diversity and inclusion in our media institutions
. Identify steps to advance equity in our spaces
. Determine what policies are required or exist to support the efforts
. What does success look like?
. How do we bridge divides?