DIVERSITY – Public Media Work
Nashville Public Television is committed to fostering, cultivating and preserving a culture of diversity and inclusion. We see this as a part of our public trust. NPT benefits from hearing diverse voices, and we are accountable to the community we serve. We are a stronger organization when we have people of diverse backgrounds, people who bring to bear innovative thinking, and those who have faced different challenges in life.
In compliance with the requirements of the Corporation for Public Broadcasting (CPB), NPT’s Diversity Annual Report provides the organization’s diversity policies and efforts undertaken during the reporting period. This report is posted on NPT’s website at wnpt.org and will be made available for public inspection upon request.
DIVERSITY – Staff
During the reporting period, NPT’s workforce was comprised of 35 employees. Our workforce ranged in age from the early-20s to the mid-70s, and our female to male staff ratio was approximately 46%/54%. The racial and ethnic diversity of NPT’s staff represents the spectrum of diversity of talent available in the local market, and includes employees who identify as: White (83%), African-American (11%), Asian-American (3%), and Hispanic (3%). NPT’s workforce incorporates the broadest spectrum of diversity, reflecting the inclusiveness of NPT’s employment practices and of our workplace.
DIVERSITY – Governing Board
Board appointments are based on merit and candidates will be considered with due regard for the benefits of diversity on the Board. We are committed to a diverse and inclusive culture where Directors believe their views are heard, their concerns are attended to, and they serve in an environment where bias, discrimination and harassment on any matter are not tolerated.
The Nominating Committee has developed the following measurable objectives for monitoring diversity progress on the board. When a vacancy occurs, the Nominating Committee will . . .
1. Review the population statistics in NPT’s designated market area (DMA), compared to the current make-up of the board as it relates to race and gender diversity.
2. Determine the DMA statistics in which the board is achieving success and where the board has less than the desired percentage of the DMA.
3. Select candidates based on the skills, knowledge, and experience he/she can bring to the board, with due regard to the area(s) of diversity where the board has less than the desired percentage of the DMA.
Gender: Male (45%)/Female (55%)
Non-Minority: 85%/Minority (15%)
DIVERSITY - Hiring & Diversity Goals
To implement these broad objectives, NPT has established the following formal diversity goals/actions:
• Review recruitment practices for the Board to determine whether those practices accomplish the inclusion of diverse candidates for Board election slates.
• With respect to the Community Advisory Board (CAB), review community organizations represented on the advisory board to ensure representation of the diversity of the community.
• In order to ensure recruitment of individuals from a wide variety of sources, with special attention to seeking out candidates from groups that are currently under-represented in our workforce, NPT will:
1. Continue to participate in minority or other diversity job fairs each fiscal year;
2. Continue to make clear in our recruitment practices at all levels that we evaluate candidates based only on job requirements.
3. Continue to provide regular, periodic training to managers and staff on diversity, non-discrimination, and equality of opportunity in the workplace.
4. Assess the diversity of our workplace by completing an annual report of NPT’s hiring goals, guidelines, employment statistics, and actions undertaken in these areas and posting the annual report on NPT’s website.
It is acknowledged that these goals and actions will change from time to time to reflect changing circumstances and opportunities.