The ratio of risk-takers among the stakeholders is not high enough in public broadcasting to motivate significant change. The ratio can rise, however, if leaders act with that intention and take responsibility for bringing the outsiders into Public Broadcasting.
System leaders, middle managers and board members are eerily homogenous. Among them are the endangered species of public broadcasting: female CEOs and general managers, nonwhite program directors and talent, and people under the age of 40.
The lack of diversity in public broadcasting should be someone’s responsibility. Whose is it? Who gets fired when we fail on our public commitments to diversity?
It’s the people who don’t make it to the meetings who have the best ideas. If the system viewed itself from the bottom up, it would see with many more lenses and speak with many more voices. It would stand a better chance of stimulating creative destruction and true innovation.
To human rights advocates and those who have been doing the hard work of bringing attention to these kinds of labor issues for years, if my failures have made your jobs harder, I apologize. If I had done my job properly, with the skills I have honed for years, I could have avoided this. Instead, I blinded myself, and lost sight of the people I wanted most to help.