COVID life has lingered long enough now that I can’t remember The Before, or BC (before COVID). School let out for the “summer” but what does that mean, when school let out in March, really? And what is a summer without vacations or camps or any summertime rituals we’re used to?
The girls didn’t join in any of the BLM protests but Eva has gotten a lot more woke about the mistreatment of Blacks in American society and wants to read about slavery and is constantly aghast about the lack of humanity in the practice. She learned yesterday that Thomas Jefferson and George Washington kept slaves and this shocked her. I explained that while people can do good things, they also do terrible things, and that’s the complexity of life and human beings.
LA County is still seeing climbing numbers, but climbing steadily and not exponentially (like some places, cough Texas cough). Cooped up too long, I’ve relaxed some of my more vigilant anti-COVID practices and have let the girls have outdoor playdates with the siblings Brandon and Emma, with whom we carpooled. The kids sprung to life when they could all be together again, I was delighted for them and sad at the same time, knowing how much socializing they’ve missed.
My friend squads are getting together for socially distanced hangs in the pool or out in courtyards or at parks. Last weekend a bunch of us from NPR hung out together to gossip and complain (as journalists are wont to do) and it felt great. Well, at least until I overheated. I showed up in my “Merry Merry Merry” Christmas sweatshirt so I lasted for about 45 minutes out there in the blazing sun before having to bounce.
There’s no end to this in sight. School probably won’t start in the fall. Uncertainty and just living in the moment is the way forward, as it’s the only option.
“People of color make up about 17 percent of staffs at daily newspapers and 23 percent at digital operations. At print publications, about 38 percent of staffers are women; digital operations clock in at 50 percent women.”
The figures represent an increase in top line numbers, but as I pointed out when quoted for this piece, diversity isn’t just a numbers game. It is helpful to have metrics to see where you’re starting and whether you’re improving, but any diversity efforts have to be interrogated further: What does diversity mean to whoever is championing it? Does it mean just having a mix of people, or does it mean empowering non-white people in a way that’s meaningful, in a way that they’re not scared to share opinions that are out of sync, or might challenge norms and improve the organization?
My personal experiences as a person of color in newsrooms include annoyances like getting confused for another Asian reporter (so often that this is how me and Ailsa Chang became friends), and struggling with feeling like a token or “the only one” in the room. I even used Family Guy‘s token “Asian Reporter Trisha Takanawa” as my Facebook avatar for awhile. To drive home the point of subtle racism toward minority journalists, Family Guy makes it overt: “Tricia’s cultural background prevents her from entering certain buildings. In the series, she cannot go into the Park-Barrington Hotel because ‘they don’t allow Asians inside.'”
The burden of being “the only one” is a tax that we minorities pay over time, and could explain why so many people of color drop out of the field before realizing their full leadership potential. Why do I have to be the only one in a room who speaks up for inclusion? And don’t look at me for what Asians writ large think about things, as I can’t speak for the billions of us. As activist Jesse Williams says, racism is not a black person’s problem or a brown person’s problem. It should be the concern of everyone, so expecting that only people color carry that water is ridiculous:
“[Racism] is not a black problem. This is a white problem. This is an American problem. This is a societal problem. People should be outraged that a man is able to instigate an interaction with kids and then shoot them when it doesn’t go well. It should be an outrage for everybody.”
I don’t speak for my employer. For as long as I’ve been part of it, the organization has been talking about being a more demographically inclusive place. I believe my managers when they say they’re committed to diversity. But we have a ways to go on two fronts: retention of people of color and a lack of people of color in leadership positions. Over the past few years, we’ve lost women of color in top positions, so when I look at the very highest ranks of my company, I don’t see anyone who might have a shared experience with mine. The effects are between the lines. Without underrepresented groups in charge, not only are there likely editorial or hiring decisions that perpetuate a certain lack of diversity but what’s more concerning is that there are blind spots; gaps in experience or perspectives that seem “normal” that aren’t that way to everyone, but go unnoticed because the people at the head tables are racially homogenous.
This can’t just be a long rambling rant, right?
Besides a more thorough thinking through and interrogation of what diversity means to a newsroom, the other thing to think about is having people in power acknowledge unconscious biases transparently and use their power to make a more level playing field. This is important, because the homogeneity in leadership ranks can make newsrooms uncomfortable for people who feel different, and younger staffers may feel pressure to fit in by assimilating to existing culture rather than disrupting and diversifying it. That then undermines the whole point of having a diverse newsroom in the first place. The assimilation in small and big ways is where I feel I’ve compromised myself the most in my journalism career. I feel sad about it and it constantly weighs on me, especially during this presidential election cycle.
As a recruiting tool, it helps to make your women and people of color visible. It’s invaluable. I came to NPR because of the sheer visibility and change making of another person of color, Matt Thompson (now at The Atlantic). He is my forever work spouse and had no small part in recruiting me. He was a champion for recruiting people of color and even mandating that people of color be in finalist pools when we hired.
Beyond the straight transaction of recruitment, I think it helps me and other minorities to see other women and people of color speak up for themselves and own their value at organizations. It sets a great example and makes for places I want to work.