Successful organizations that emphasize having a diverse work environment can prove that people learn to unite their differences to make the close-neat team. In mixed groups, people still retain their values and mutual respect as unique variables, even if they are brought from different backgrounds or functions of the organization. This paper will present arguments in favor of actively seeking to make media workplaces diverse, explain ethical philosophy that supports these arguments, and present how people benefit from more diverse media workplaces.
Diversity in the media workplace brings substantial positive outcomes and equal rights and obligations for all employees who use information as the main power. A diverse environment brings different people together and encourages them to value their differences and navigate ambiguous situations. While it can be said that it is challenging for people to accept differences, employees can still bring respect, learn from each other, and conduct their work ethically. This argument can be supported by the example of Kant’s categorical imperative that states that the actions can be applied universally and used categorically in response to dilemmas. It suggests that a uniform activity can be applied to different groups and that moral actions are more crucial than individuals and their differences.
It can be stated that two ethics philosophy can be applicable in favor of arguments, advocating the active encouragement to make media workplaces more diverse. Deontology that focuses on the rightness or wrongness of actions emphasizes that journalists should put their efforts over individual differences not only to present news but also to work together. This ethics philosophy can facilitate the process of making media workplace more diverse. Furthermore, consequentialism that focuses on the rightness or wrongness of outcomes/consequences might also be useful to promote proper communication strategies and encourage media workplace employees to be flexible and more open.
A video by Earp et al. (2010) on media violence highlights that “heavy viewers of local news are more likely to perceive black people as violent.” The information presented on TV is influenced by journalists that prepare news, as the video example states. Thus, if there would be a more diverse environment at media organizations, the way reporters present news could change towards a more tolerant interpretation of events. It will be beneficial for viewers because they would get an opener and more objective view on situations.
The same applies to the media coverage and viewers that watch gender-related TV shows, as discussed by Deggans that present specific biases about “ignorance, hypersexuality, and pleasure seeking” (2012, p. 182) black men. The situation could be avoided if employees of media that create such shows would reflect on the relationship between diversity at their workplace and TV shows that could change ordinary viewers’ perception and encourage them to perceive diversity better.
On the one side, it is suggested by researchers that diversity in the media workplace “drives success and better work results” (“Creativity’s Diversity Disconnect,” p. 5). This conclusion highlights that diversity in the media workplace also benefits employees of media organizations. On the other hand, the diverse environment that journalists might have influenced the spread of news and brings awareness about prejudice and biases towards people from minority communities, as Deggans (2012) suggested. The fact was witnessed particularly during Obama’s presidential election campaign that brought substantial discussions about racial issues and benefitted politicians and fighters for equal rights.
To conclude, one can say that diversity in media work can be beneficial for different stakeholders and the society that sometimes heavily relies on journalists’ information. Studies also indicate that companies promoting diversity could also get other benefits, such as higher productivity and revenues. Therefore, the media, as the fourth power, should be represented by different groups of people to present objective information to viewers and be fair towards people from different backgrounds.
References
Creativity’s Diversity Disconnect. (2017). Adobe. Web.
Deggans, E. (2012). Race-Baiter. Palgrave.
Earp, J., Morgan, M., Morris, S., & Jhally, S. (2010). The mean world syndrome. Media Education Foundation.