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Commitment to Diversity, Equity, and Inclusion

Diversity Statement

Nine PBS is committed to diversity, equity, and inclusion. We understand the importance of our role as a trusted, community-licensed public media organization and are dedicated to amplifying voices that reflect the experiences of all people across our region. We believe that in order to do this authentically, our team must also be reflective of our community.

We view diversity as the characteristics and attributes that make each of us unique. Diversity has many dimensions. We believe that the collective identities of our race, gender, physical ability, national origin, religion, veteran status, sexual orientation, and age (as well as other characteristics) strengthen us.

Racial equity is a focus of our work. For all individuals in our community to have equitable access to positive health, social, educational, and economic outcomes, we must condemn racism and explore ways to dismantle the structural institutions that continue to further disparities. We believe that to understand each other’s experiences, we must have honest–and sometimes uncomfortable–conversations. Our work increases awareness about racial inequity in our region and provides an opportunity to serve as a convener by bringing our community together to work toward solutions.

As an organization, we are committed to upholding our values. One of Nine PBS’s three key organizational priorities is to have a positive, inclusive, and high-performing culture. The varied identities, experiences, and views of each individual on our Nine PBS team matter. We are committed to fostering a safe and welcoming work environment where staff can be their authentic selves, deserving of and receiving respect and dignity at all times. An inclusive team enables us to engage everyone in our community in meaningful ways.

This work also extends to all aspects of our governing bodies, including our Board of Directors, Community Advisory Board, and program-specific advisory committees whose members intentionally reflect the diverse needs and interests of the communities served by Nine PBS.

As our organizational and community needs evolve, Nine PBS will continue to evaluate our activities and look for ways to improve our efforts. This includes meeting the standards of federal and state law, Nine PBS’s Equal Employment Opportunity Policy, and the Corporation for Public Broadcasting’s Diversity Eligibility Criteria.


Diversity Policy

Purpose

This policy documents KETC-TV’s (“Nine PBS”) compliance with Section 396(k)(11) of the Communications Act of 1934, as amended, (the “Act”) that sets forth the equal employment opportunity requirements that are applicable to public broadcasting stations (codified at 47 U.S.C. Section 396(k)(11)) and the Diversity Requirement contained in the Corporation for Public Broadcasting’s (“CPB’s) Television Community Service Grant General Provisions and Eligibility Criteria (the “General Provisions”).

Background

Section 396(k)(11) of the Act prohibits CPB from distributing its federally appropriated funds to any public broadcasting station with more than five full-time employees that has not filed with CPB an annual statistical report that: (a) identifies by race and sex the number of employees in each of eight full-time and part-time job categories (officials and managers; professionals; technicians; semi-skilled operatives; skilled craft persons; clerical and office personnel; unskilled operatives; and service workers); and (b) states the number of job openings occurring during the course of the year. This Section of the Act also requires that this statistical information be made available to the public at the main business office of the station and at every location where more than five full-time employees are regularly assigned to work.

Additionally, Section 396(k)(11) requires that each public broadcasting station that receives a Community Service Grant (“CSG”) from CPB certify to CPB that the station complies with Federal Communications Commission (“FCC”) regulations concerning equal employment opportunity or any successor regulations. Each public broadcast station licensee with more than five full-time employees must also certify that the job openings identified in the statistical reports described above were filled in accordance with such FCC regulations, or provide a statement of the reasons for not filling the positions in accordance with such regulations.

The Diversity Requirement in the General Provisions requires that each CSG grantee station adopt, annually review, and make necessary revisions to a diversity goal for its workforce, management and boards, including community advisory boards and governing boards having governance responsibilities specific to or limited to the public broadcasting station.

Under the Diversity Requirement, each public broadcasting station must also annually review with the station’s governing board or licensee official: the diversity goal and any revisions thereto; and practices designed to fulfill the station’s commitment to diversity and to meet applicable FCC regulations.

Further, each public broadcasting station must maintain on its website, and annually update, a diversity statement that addresses: the elements of diversity that the station finds important to its public media work; the extent to which station’s staff and governance reflect such diversity; the progress the station

has made to increase its diversity in the last two to three years; and the station’s diversity plans for the coming year.

Finally, each CSG recipient station must undertake one of the following initiatives on an annual basis:

1. Include individuals representing the diverse groups served by Grantee for internships or work-study programs, which must be designed to provide meaningful professional-level experience and further public broadcasting’s commitment to education;
2. Include qualified diverse candidates in any slate of individuals considered for positions on elected governing boards that Grantee controls;
3. Provide diversity training for members of Licensee’s governing body or board of directors;
4. Participate in minority or other diversity job fairs; or
5. Provide diversity training for management and appropriate staff.

As the licensee of KETC-TV, St. Louis Regional Public Media, Inc. receives a CSG for the operation of KETC-TV. All CSG grantees, including St. Louis Regional Public Media, Inc., must annually certify at the beginning of CPB’s fiscal year that they are compliant with the public broadcasting provisions of the Act and CPB’s General Provisions in order to receive their CSG.

This policy will improve the reliability of St. Louis Regional Public Media, Inc.’s certification that KETC-TV complies with the provisions of 47 U.S.C. Section 396(k)(11) and the Diversity Requirement in the General Provisions.

Policy & Procedures

KETC-TV will comply with the provisions of 47 U.S.C. Section 396(k)(11). KETC-TV will comply with all Federal, state and local laws, as well as FCC regulations and its own human resources policies, concerning equal employment opportunity and non-discrimination.

KETC-TV will file annually with CPB the statistical report described above and will certify that the job openings identified in the statistical report were filled in accordance with FCC regulations or provide a statement of the reasons for not filling the positions in accordance with such regulations.

KETC-TV will make this statistical information available to the public its main offices, located at 3655 Olive Street, St, Louis, MO 63108-3601, and at any other location where more than five full-time employees of KETC-TV are regularly assigned to work. This statistical information is contained in the Station Activities Survey (“SAS”) that KETC-TV submits to CPB each year. As such, KETC-TV will make the employment statistical information contained in KETC-TV’s SAS report available to the public. This same SAS information will remain publicly available for three years after the spending period for the CSG requiring compliance concludes.

A photocopy of the employment statistical information described in the preceding paragraph will be provided to any member of the public requesting the report. The photocopy will be available for pick up by the person requesting it at the address listed in the previous paragraph.

It is the goal of KETC-TV to have a workforce, management, governing board, and advisory boards that are diverse and reflective of the communities that KETC-TV serves. KETC-TV management will annually review this diversity goal with its governing board and make revisions to the diversity goal that the governing board and management deem to be necessary. KETC-TV management will also annually review with its governing board KETC-TV’s practices that are designed to fulfill the station’s commitment to diversity and to meet the applicable FCC equal employment opportunity regulations.

KETC-TV will post, and annually update, on the ninepbs.org website a diversity statement that meets all of the requirements contained in the General Provisions. KETC-TV will also participate in at least one of the annual initiatives listed in the Diversity Requirement in the General Provisions.

KETC-TV understands that CPB strongly encourages each CSG grantee to interview at least one qualified diversity candidate for each senior leadership position hire. The term “senior leadership position” includes: Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Chief Content Officer, General Manager, and other equivalent positions. KETC-TV will endeavor to include such candidates in its interview process for senior leadership positions.

KETC-TV will maintain documentation evidencing compliance with this policy, including screenshots of the material posted on the Website, for three years after the spending period for the CSG requiring compliance concludes.

Diversity Summary

Nine PBS (KETC-TV) primary broadcast signal area encompasses the bi-state St. Louis MO-IL Metropolitan Statistical Area (MSA), which includes 7 Missouri counties (St. Louis, St. Charles, Franklin, Jefferson, Lincoln, Warren and Washington), the City of St. Louis, and 8 Illinois counties (Bond, Calhoun, Clinton, Jersey, Macoupin, Madison, Monroe and St. Clair). The MSA has a resident population of approximately 2.8 million according to population estimates from the U.S Census Bureau. While the Nine PBS's reach through its broadcast signal, cable and satellite extends beyond the MSA to span approximately 100 predominately rural counties in Missouri and Illinois, the MSA represents the primary center of population, the majority of Nine’s viewership, and the only source of Nine Network staff and board.

Following are the statistics that gauge our community’s diversity as compared to the diversity of the Nine PBS workforce.

Ethnicity: | MO-IL MSA | Nine PBS
White | 77% | 79%
Black or African American | 18% | 18%
All Other | 5% | 3%

Gender: | MO-IL MSA | Nine PBS
Female | 52% | 63%
Male | 48% | 37%

On a historical basis, over a two-year period, Nine PBS 2016 minority employment was 21.0% compared to 24.3% and 25.8% for 2015 and 2014 respectively.

Following are the statistics that gauge our community’s diversity as compared to the diversity of the Nine PBS board of directors.

Ethnicity: | MO-IL MSA | Nine PBS
White | 77% | 93%
Black or African American | 18% | 7%
All Other | 5% | 0%

Gender: | MO-IL MSA | Nine PBS
Female | 52% | 36%
Male | 48% | 64%