Our work as a campus newspaper will be strongest when we tell the stories of the different communities on our campus in a respectful manner and create an internal environment where everyone—particularly those who have traditionally not had a place in news media—is welcomed. Since many of this paper’s past initiatives in this realm have fallen short, we are including a tracker that lists progress on our DEI work. As the fall semester begins, we are currently in the process of fine-tuning our DEI initiatives and putting these plans into motion over the long-term.
If you have suggestions about what StudLife can do better in this realm, you can email [email protected] or fill out this form. We will update this page with our progress on various initiatives by November 1, 2021.
This tracker was last updated October 6, 2021
|Ensure DEI initiatives remain a key focus for StudLife||Create a standing DEI team||Members selected with first meeting to occur in mid-October|
|Ensure DEI initiatives remain a key focus for StudLife||Start keeping track of what, who and how our content covers, as a way of creating and improving upon a baseline for the future||Managing editors have begun to update internal trackers so that there is data for the DEI team to analyze later this month.|
|Decrease financial barriers to entry for staffers||Move senior staff stipends from a semesterly basis to a monthly basis||First stipends will go out at the end of September / early October, instead of end of December|
|Decrease financial barriers to entry for staffers||Increase the amount of money allocated for staff stipends||Initiation of conversations with WUSMI members and plans for alternative revenue streams to augment existing pool of money|
|Provide more clarity about our content, policies and how we operate||Update About page with expanded information about our content, better explanations of policies and other details||The new page is live now (including this tracker!)|
|Engage in more informed, sensitive reporting on topics relating to marginalized communities on campus||Hold regular trainings facilitated by outside groups focused on topics such as implicit bias and sensitive reporting||Completed training with the Center for Diversity and Inclusion Sept. 26, with more trainings in the works for later this fall.|
|Create a list of common microaggressions / misrepresentations that have appeared in our recent work and make sure that the list is distributed to reporters and editors so that we know what to avoid||Initial list development to commence mid-October, with a goal of completing it by the end of the month.|
|Give readers and community members more opportunities to provide feedback||Create general feedback form, pitches and tips form and Forum feedback form||The forms are now included on the updated About page|
|Create a more welcoming and supportive environment for students of color, low-income students and others who have historically not been included in media||Introduce private staff support groups outside of our Slack workspace||Space request form is pinned in Slack so that staffers can request the creation of a space at any time.|
These charts show the demographic makeup of the Student Life senior staff for the 2020-2021 year and the 2021-2022 year, respectively. Numbers on the charts represent percentages.
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