Women and Their Accomplishments

TANISHA SRIVATSA

By devaluing the work of women of color in the media and simultaneously limiting their avenues for career growth, mass media is able to profit off of their struggles and uphold systems of racial inequality.

More than 34% of women working in the media or entertainment industries reported witnessing sexist behavior in the last one year, and almost half believe that women are held to higher standards at work compared to men in similar roles. Women of color in the media industry suffer on another level through microaggressions and mansplaining at a higher rate than in other industries, according to analyses from the Pew Research Center.

The McKinsey study showed that external hiring ( a business looks to fill a vacancy from outside of their existing workforce) for executive-level management was skewed heavily toward male candidates, with only 27% of C-suite positions being held by women. This goal can also be achieved by establishing senior sponsorship programs for women in entry-level positions. Formal sponsorship programs that connect high-potential job candidates to more experienced professionals in a similar line of work can inspire more women and people of color to stay in these industries and improve the overall attrition rates for the media and entertainment

industries.

To combat the low rates of female attrition at news

organizations, companies ought to invest in programs that prioritize listening to and valuing women’s perspectives on issues like gender-based discrimination in the workforce, working as allies for women and people of color, and promoting diversity in hiring.

While current statistics show that progress has been made in achieving a 50-50 gender balance in the media and entertainment industries, much more work must be done to dismantle the systemic barriers that prevent women from achieving more in the workplace.

To this end, companies can address the lack of minority representation and toxic work environment through several anti-discrimination measures, taking example from companies like Buzzfeed, who boasted 61.1% female managers and 50% female executive editors in 2017. Specifically, Buzzfeed improved their diversity metrics by partnering with diversity organizations, hosting recruiting events, and reaching out to organizations like the Multiculturalism Advertising Internship Program, the Council of Urban Professionals, and Historically Black Colleges and Universities (HBCUs) to hire employees.

Despite the favorable metrics that show male vs. female employee percentages as nearly equal in entry-level positions, the media and entertainment industries have a lot of work to do before true equality is reached. By committing to more inclusive policies and standards, companies can work towards dismantling sexist barriers that women face in this industry, aiming for a more equitable future without the glass ceiling.