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Ethics of journalism case study
Minorities and marginalized groups in media
Journalism ethical issues
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Recommended: Ethics of journalism case study
Ethics in Journalism: Diversity in newsrooms not a trend in the new millennium
My interest in the lack of diversity in newsrooms across the United States began
while I was enrolled in an ethics course in the journalism department, this semester. I
hadn’t realized until this semester that diversity was integral to good, accurate, and fair
reporting, and that it is also widely lacking in newsrooms. While the subject of diversity
was only discussed over a few class sessions, it became a noticeably important issue for
me, especially as I am an aspiring journalist. As a top editor at the Massachusetts Daily
Collegian, a student-run newspaper at the University of Massachusetts that has almost no
minority representation in the newsroom, I’m realizing that the problem is increasingly
important, yet increasingly ignored. Diversity in the newsroom is an important issue in
corporate-owned newspapers, private-owned newspapers, and at university and college
newspapers. Statistics show that diversity in newsrooms is especially low for the years
proceeding 2006, and, in some cases, is declining. Similarly, while many editors endorse
diversity and believe that a representative newsroom provides fair and accurate reporting,
statistics show that diversity is not an important priority for newsrooms. Though many
newspapers are working towards diversity goals, the minimal progress that is being made
in some places is especially slow, and not enough newspapers are taking part.
The percentage of diversity representation in the newsroom has an effect on
credibility. Without a significant representation of reporters who come from diverse
backgrounds equal to the percentage of minority readers, information and content have a
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... Nov 2006. (copied in ethics class course
pack).
Heyboer, Kelly. “Losing Ground.” American Journalism Review. 2001 June. p. 43
(copied in ethics class course pack).
“The Lackluster Racial Record of University Student Newspapers.” Journal of Blacks in
Higher Education. No. 2 (Winter 1993), p. 28. JSTOR. 28 Nov 2006. <
http://links.jstor.org/sici?sici=10773711%28199324%2F199424%290%3A2%3C28%
3ATLRROU%3E2.0.CO%3B2-1>
Hold the Presses! Blacks Now Making Gains on Editorial Boards of Student Newspapers.
The Journal of Blacks in Higher Education, No. 18 (Winter, 1997-1998), pp. 33-34.
JSTOR. 29 Nov 2006. < http://links.jstor.org/sici?sici=1077-
3711%28199724%2F199824%290%3A18%3C33%3AHTPBNM%3E2.0.CO%3B2-
8>
Tobar, Hector. “Attempting to Bridge the Divide.” Nieman Reports. Fall 2006.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
In conclusion, black reporters’ role in journalism and the way they were treated by whites changed as they helped the Civil Rights Movement progress. The dearth of African Americans in reporting reminds us of job inequalities today in other workplaces, and of injustice toward women seeking employment and equal pay. The issue of equal rights in journalism also raises the question: Why does our society still have a lower percentage of black people in journalism compared to the whole population? Ultimately, we must agree that people should not be judged by their racial background and that the inequalities of racism can cause differing perspectives to be lost. The evidence strongly suggests that black journalists advanced the Civil Rights Movement through their news reporting and magnanimous determination to overcome discrimination.
"Minorities in the Media: Stereotypes and Negativity." Temple Journalism Review. N.p., 26 May 2009. Web. 12 May 2014.
According to McCormick (2007), the first form of workplace diversity happened in 1948, when President Truman approved Executive Order 9981 whose main purpose was to advance equal treatment and opportuities in the armed forces. Therefore, scholars cite it as the origin of workplace diversity because President Truman the committee tasked to implement the executive order, used it to pursue desegregation in the armed forces. In the business world, many companies long held the belief that the assimiltion of new recruits in an organization required their socialization to adapt to the organization’s existent culture. However, over the last few decades, business organizations have realized that because of various reasons, the orgnizational culture must conform if it must attract and maintain a competitive workforce. This change has been steered by variety of workplace diversity initiatives. Despite the proliferation of such initiatives, the term “workplace diversity” is virtually never defined. Many attempts at defining the term are often in a circular or conclusory manner that does little to strengthen a collective understanding of this term.
Diversity is a term used most often to describe the different types of race, religion, and nationalities but in today’s business world, it is used to describe the different individual behaviors of employees. Diversity is about characteristics and demographics that differ from person to person and how they affect human behavior. To understand how diversity affects the work place let us look at four types of diversity--Differences in skill and abilities, Values and attitudes, Occupation differences, and Age.
The author cites academic research to support her thoughts on diversity. I thought this was an effective way to help explain context and provide examples to support her ideas. The articles audience is targeted toward communication scholars to support incorporating diversity in their research. The intent of this research was to provide discussion on the importance of diversity in communications. Allen provided research on stereotypes, theory, concepts, value systems, and cultural norms to provide information to support her views. The limitations of this review were how the research only provided the perspective of the author whereas I would have felt an interview or statement from another race or gender would have helped validate differences in how diversity is managed. I felt there was use of too many citations and references to tables from other publications to portray the position of Allen’s opinion. Statistical data cited provided no opportunity for the reader to tie the information back to the point. I felt in order to understand any data points referenced I would have to seek out the cited research while reading this analysis. After review of the article I note that it was published 20 years ago which does not meet the source requirements of this assignment but I left it as part of my analysis to show the progression of this topic over the years. In conclusion, Allen’s research explains a different aspect on a specific group of diversity as she refers to as race-ethnicity which is a term I had not originally considered. “Recent and projected changes in the workplace demographics constitute a complex web of issues that surely will impact organizational communication. Although “diversity” encompasses numerous individual characteristics, race-ethnicity embodies a critical aspect of how organizations are being transformed, and
Beauty is in the eye of the beholder, however what is considered beautiful by some is not considered as beauty when discussing diversity within the media. Society is based on criticism of judging one’s characters body, shape and or race/ethnics background. In the media the society only sees one type that is only focused on perfection to the mind; however within the United States, it is very typical in that the media lacks ethnic representation, cultural identity and gender inequalities. There are no ethnic representation when it comes to the media world and that the media has been trained to believe that the ethnic groups are not valuable. African Americans and Hispanics writers are the minority group when it comes to a social group. According to journalist Prince and Television critic Deggans “CNN , let go one of its most high-profile anchor of color, Soledad O’Brien, replaced her with a white man, Chris Cuomo. Wolf Blitzer gave up one of his hours to another white man, Tapper. Though Zucker met with both National Association of Black Journalists and the National Association of Hispanic Journalist to try and address their concerns, there has been no overt sign from CNN that it is bringing on any more anchors of color, ”(Mirkinson p.1).
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
With the lack of representation that we have in today’s media, it takes away the voice that smaller groups have to express themselves in a safe environment. The act of being a member of a less represented, or even misrepresented, minority and being able to speak out can help normalize the group to the general public. According to Natalie Dulka, a freshman at Concordia University, ”Diversity in media can be a way for less understood and underrepresented groups,
Many students justify their behavior, because of the many examples of unethical behavior in society. For example, in May of 2003, readers of the New York Times were shocked to discover that a reporter, Jayson Blair, was fabricating details and plagiarizing in his articles. The media attention attributed to the Blair affair included a front-page article in the New York Times on Mother’s Day, May 11, 2003 (Barry, 2003).
When most people think “Diversity” they think of the most communal characteristics: such as: Age, race, gender, sexual orientation, body type, ethnicity, and a person’s
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
"Journalists and Social Media | The Changing Newsroom." The Changing Newsroom | New Media. Enduring Values. Web. 05 Dec. 2010. .
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
There are federal laws that prevent discrimination in the workplace which is what the Equal Employment Opportunity Commission (EEOC) is for. They “enforce antidiscrimination laws, and protect individuals and groups from discrimination.” (Plunkett, Allen, Attner). Some of the important laws are the Equal Pay Act, American with Disabilities Act, Title VII 1964 Civil Rights Act and many more. These laws clearly state the provisions that employers must always follow in the workplace.