WGBH | Current EEO report
Supplemental Outreach Initiatives
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1 Participation in at least four job fairs by station personnel who have substantial responsibility in making hiring decisions
2 Hosting of at least one job fair;
3 Co-sponsoring of at least one job fair with organizations in the business and professional community whose membership
includes substantial participation by women and minorities;
4 Participation in at least four events, including conventions, career days, workshops, and similar activities, sponsored
by organizations representing groups present in the community interested in broadcast employment issues;
5 Establishment of an internship program designed to assist members of the community to acquire skills needed for
broadcast employment;
6 Participation in job banks, Internet programs, and other programs designed to promote outreach generally
(i.e., outreach that is not primarily directed to providing notification of specific job vacancies);
7 Participation in scholarship programs designed to assist students interested in pursuing a career in broadcasting;
8 Establishment of training programs designed to enable station personnel to acquire skills that could qualify them for
higher level positions;
9 Establishment of a mentoring program for station personnel;
10 Participation in at least four events or programs sponsored by educational institutions relating to career opportunities in
broadcasting;
11 Sponsorship of at least two events in the community designed to inform and educate members of the public about
employment opportunities in broadcasting;
12 Listing of each upper-level category opening in a job bank or newsletter of media trade groups whose membership
includes substantial participation by women and minorities;
13 Provision of assistance to unaffiliated non-profit entities in the maintenance of web sites that provide counseling on the
process of searching for broadcast employment and/or other career development assistance pertinent to broadcasting;
14 Provision of training to management level personnel as to methods of ensuring equal employment opportunity and
preventing discrimination;
15 Provision of training to personnel of unaffiliated non-profit organizations interested in broadcast employment
opportunities that would enable them to better refer job candidates for broadcast positions;
16 Participation in other activities designed by the station reasonably calculated to further the goal of disseminating
information as to employment opportunities in broadcasting to job candidates who might otherwise be unaware of such
opportunities.
Below is a list of Supplemental Outreach Initiatives that WGBH participated in from November 21, 2007 - November 14, 2008
A) WGBH Mentoring Program
WGBH has launched the fifth year for the Mentor program in September 2007 with 26 participants. The mentor and
protégé team meets regularly to work together to help the protégé achieve his/her professional development goals.
The program's objective is to develop and retain talented, skilled, motivated, and productive employees.
The Human Resources Business partner for National Progeramming and Mentoring Program administers the program.
B) WGBH National Productions implemented and hosted the PBS/CPB Producers Workshop in June 2008, which
brought the station in contact with a diverse pool of participants. The program offers an array of intensive hands-on
workshops with senior staff in various aspects of the art of producing. We continued to cultivate ongoing relationships
with members of past Producers Workshops to generate new potential candidates for future job openings.
This effort is overseen by a senior editorial staff producer.
C) Respectful Workplace Training
Participants will learn about WGBH’s Respectful Workplace Policy and learn through interactive exercises what types of
conduct and communication may be discriminatory and harassing and violate the policy. The training will also provide
the tools needed to handle situations where participants think discriminatory or harassing conduct might be occurring.
D) Bridging the Communication Gap Training
Bridging the Communication Gap focuses on communication styles and chips away at the variables that can have a negative
impact on communication across functions, cubes, computers, conference rooms and desks. Since communication
styles affect all aspects of human interaction and organizational performance, knowledge of their characteristics
and impact is key to working productively and building stronger relationships.
E) Influencing Performance Through Effective Leadership Training
Influencing Performance through Effective Leadership (Day 1) enables managers to determine employee performance
management requirements by assessing employee competence/ability and commitment/willingness in relation to the
range of the work performed by their direct reports, or others whose performance they manage/influence without
the benefit of a reporting relationship.
Influencing Performance through Effective Leadership Training (Day 2) gets participants right into the
“deep end of the performance management pool” by enabling them to use performance feedback and performance discussions
to reinforce desired performance, and to address minor and more serious variations from expected performance.
F) The National Society for Hispanic Professionals Career Fair
The National Society for Hispanic Professionals' purpose is to provide Hispanic professionals with networking
and leadership opportunities and to provide information on education, careers and more. The career fair was held
on May 21st, 2008. Two representatives from WGBH’s Human Resources Department attended the event to
provide information about career opportunities to the several hundred attendees.
G) Idealist Job Fair at Boston University
Idealist.org is an interactive site where people and organizations can exchange resources and ideas, locate opportunities
and supporters, and take steps toward building a world where all people can lead free and dignified lives. Idealist
held a Career Fair at Boston University on February 5th, 2008. Two representatives from WGBH’s Human Resources
Department attended the event to provide information about career opportunities.
H) The WGBH Internship Program
This yearly program, for local college and university students is offered for academic credit. The goal is to provide
a college student with an opportunity to learn and develop practical skills through real work experience.
There are approximately 100 internship opportunities offered annually. Representatives from the Human Resources
department maintain relationships with Career Services at different local, educational institutions by occasional
onsite visits. This year we visited Boston College and Northeastern University.
I) Internship College Fairs
WGBH participated in two Internship Fairs in 2008 at Emerson College on October 22nd, 2008 and
Brandeis University on February 12th, 2008. Human Resources provided many students with information about
different Internship opportunities across the Foundation.
J) The Communications Careers Information Exchange
The College Career Centers of Boston (CCCOB) hosts this annual information exchange in order to give students
and professionals an opportunity to network with different organizations within the Communications industry.
Two Human Resources representatives participated in the round table discussions providing information about
WGBH and job and internship opportunities. The event was held on October 22nd, 2008. Boston College,
Boston University, Emmanuel College, Northeastern University, Simmons College and Suffolk University all participated.
K) Unity is a coalition of the four-minority journalist professional associations (Asian American, African American, Hispanic,
Native American). Along with commercial media and public television and radio colleagues (WETA, Maryland Public Television,
CPB, PBS, NPR, WNYC Radio and Minnesota Public Radio), WGBH recently participated in a Career Fair at the 2008 UNITY:
Jounalists of Color Conference in Washington, DC. About 500 of the 7,000 conference participants stopped by the WGBH
recruitment booth during a four-day period, which was manned by the Director of Human Resources, the Assoc Director
of Human Resources, and Human Resources Business Partner.
L) Commonwealth Compact
WGBH is an active participant in the diversity inititatives group of The Commonwealth Compact.
The Compact, being convened by the McCormack Graduate School of Policy Studies at UMass Boston, seeks to increase
diversity in the Bay State by encouraging people of all races, religions, nationalities, and genders to live and work in
Massachusetts. Meetings are held monthly to discuss and collaborate on engaging and increasing a diverse workforce.
