Delivering a Public Service? The BBC Asian Network and British Asian audiences.

This thesis examines how minority ethnic producers employed by the BBC Asian Network, the BBC’s only ethnic specific digital radio station, construct a distinctive audience for the broadcaster. The study looks at the challenges, barriers and conflicts that have emerged as a consequence of BBC strategic attempts to make the radio station relevant for younger British Asian listeners. This research sets out to fill a gap regarding the experiences of ethnic staff working within a public service remit. This type of study is necessary because evidence suggests the number of Black, Asian and minority ethnic staff working in the media remain small and this impacts the views articulated in the media. The study combines a production studies approach with a grounded theory framework for the analysis of thirty in-depth interviews with editors, producers and presenters working at the BBC Asian Network. Three different audience strategies are examined from the perspective of staff working at the station: 2006 young strategy, 2009 friend of the family and 2016, young digital native. What is also exposed through the in-depth interviews is the existence of an internal divide between two groups of minority ethic staff; the older traditional British Asian staff members who are concerned about the dilution of ‘Asian’ identity, and the younger group, comprised of third or fourth generation British Asians, who are likely to be integrated and better placed to promote a broad vision of British Asian identity. The interviews illustrate that a rigid gatekeeping system limits the dissemination of original journalism about the British Asian communities because the wider BBC ignores or marginalises the expertise and stories pitched by minority ethnic journalists working at the BBC Asian Network. Therefore, this thesis evaluates how the BBC as a public service broadcaster, articulates and manages issues pertaining to race and ethnicity within the organisation. The study is significant and timely, because the BBC as a public service broadcaster, is under increased pressure since the Charter Renewal in 2016, to demonstrate that it is taking diversity seriously, and meet its own self-imposed diversity initiatives; in terms of the recruitment of staff from minority backgrounds, both on-air and behind the scenes, and improve the representation of minority groups in content. This study explores the BBC’s endeavours to attract minority listeners through music, news and programme content on the contemporary BBC Asian Network. The study focuses upon a period of time between 2006 and 2018

Two Perspectives on Organizationally-Inspired Barriers to Innovation in Schools of Social Work: Short and Long Term Strategies to Promote National Minority Group Representation

This paper focuses on conditions conceived to militate against innovation and change in organizations adhering to administrative principles found often in many workplaces. While these principles are not peculiar to schools of social work, these schools are singled out along with two related problems identified often by persons employed in these schools as ones for which few effective innovations have been implemented. These problems center upon how these schools may best achieve an adequate representation among faculty members, of minority group staff, and an adequate representation of substantive course offerings focusing upon the experiences of national minority group members. The authors suggest that several administrative principles basic to the organization of most schools of social work preclude the development of an organizational milieu capable of satisfying key work related needs of staff. Elimination of these basic organizing principles results in a more satisfying work setting that promotes quality staff relationships for all staff as well as a setting viewed to enhance the willingness of non-minority faculty to respond positively to the introduction of minority staff and content. Second, the authors propose further that immediate steps requiring little change in the organizing principles of schools may be taken to promote appropriate representation of both minority- related content and minority group staff. This latter strategy amounts to a short-range solution to solve problems associated with minority group representation through the manipulation of rewards viewed as associated with but not fundamentally related to the work satisfaction of social work faculty and staff. In contrast to the former strategy, this second strategy treats the basic organizing principles of these schools as a constant and, while requiring less time for implementation, does not move schools of social work toward humanistic organizational patterns

Current Situation of Building and Development of Ethnic Minority Staff in Vietnam

As a multi-ethnic country, the Party and the State of Vietnam have always determined that ethnic affairs and national solidarity have a huge significant position. Building a contingent of ethnic minority staff in the political system remains one of the solutions to realize equality and solidarity among ethnic groups. The recent building of ethnic minority staff has been paid special attention and achieved certain remarkable results. The quality of ethnic minority staff has been increasingly improved. This importantly contributes to the socio-economic development of Vietnam in the upcoming years. &nbsp

The Impact of Minority Faculty and Staff Involvement on Minority Student Experiences

This study explores the experiences of racial and ethnic minorities on American college campuses as well as the impact the involvement of minority faculty and staff persons has on this experience. Using a phenomenological case study method, this study interviewed participants at a small faith based liberal arts university in the Midwest. Ten individuals in total, comprised of students, faculty, and administrators, participated in this study. This study found significant themes regarding what forms of involvement minority faculty and staff practice. These practices included the creation of a safe space; accessibility; and advocacy and representation of minorities on campus. Significant themes relating to minority student benefits from such involvement also emerged. Students benefitted through, racial identity development (in racially matched pairs), increased sense of belonging, and greater responsibility to minority and campus communities. Higher education institutions should seek to equip, support, and acquire involved minority faculty and staff as minority students who encounter such involvement have an enhanced collegiate experience

Can Student-Built GSAs Provide Positive Development for LGBT Youth in High Schools? A Review of Literature

Within school systems, there are sexual minority students that are not treated with the same amount of attention that the sexual majority gets. These minority students include individuals that identify as bisexual, gay, lesbian, transgender, or questioning. These students would fall under the category of lesbian, gay, bisexual, transgender/transsexual, queer, questioning, intersex, asexual, or pan/polysexual (LGBTQQIAP). Many LGBT students in high school report feelings of isolation, depression, anxiety, and suicidal ideation (Hong, Espelage, and Kral 885- 886). Many of these students, especially in rural areas, require some form of support within the school system for healthy positive development. Gay Straight Alliances (GSAs) are especially notable when they are student-run and student-built. There are many positive correlations between the presence of a GSA and the success of the LGBT students within that school system. Internalized homophobia is a major mental health issue that can be reduced by utilizing certain forms of support for adolescents, especially within school systems. GSAs, especially student-made ones, provide a unique opportunity to help educate not only the student body, but the teachers and staff of the schools as well. The more educated the staff is, the more likely they are to provide some intervention when sexual minority youth are being harassed; it would also provide them with ways in which to deal with common sexual minority issues such as parental rejection and peer rejection. GSAs may provide the necessary feeling of inclusion for LGBT teens that helps reduce the effects of verbal and physical harassment (Russel, Muraco, Subramaniam, and Laub 891-892). This paper first considers research on the consequences of heterosexism or internalized homophobia, research on where heterosexism comes from, covering (hiding) one’s sexual identity, how to reduce heterosexism, and finally how GSAs combat heterosexism in schools

The nature and role of empathy in public librarianship

This article presents two recent studies, an AHRC-funded exploration of the role of empathy in community librarianship (Study 1) and an investigation of the role of empathy in service to minority ethnic users (Study 2). Qualitative elements of each methodology are presented, namely a series of focus groups with frontline staff, interviews with senior managers and a research workshop (Study 1), and a case study investigation of a public library in the heart of a Chinese community (Study 2). Synthesizing the data of both studies, an analysis is conducted of the relationship between the cultural identities of library staff and their ability to empathize with the public. It is concluded that empathy plays a role in facilitating effective communication between staff and users, but that a distinction should be made between intuitive and cognitive empathy, in considering the potential of staff training to develop appropriate levels of emotional response to members of all communities

Transcendence over Diversity: black women in the academy

Universities, like many major public institutions have embraced the notion of ‘diversity’ virtually uncritically- it is seen as a moral ‘good in itself’. But what happens to those who come to represent ‘diversity’- the black and minority ethnic groups targeted to increase the institutions thirst for global markets and aversion to accusations of institutional racism? Drawing on existing literature which analyses the process of marginalization in higher education, this paper explores the individual costs to black and female academic staff regardless of the discourse on diversity. However despite the exclusion of staff, black and minority ethnic women are also entering higher education in relatively large numbers as students. Such ‘grassroots’ educational urgency transcends the dominant discourse on diversity and challenges presumptions inherent in top down initiatives such as ‘widening participation’. Such a collective movement from the bottom up shows the importance of understanding black female agency when unpacking the complex dynamics of gendered and racialised exclusion. Black women’s desire for education and learning makes possible a reclaiming of higher education from creeping instrumentalism and reinstates it as a radical site of resistance and refutation

Examining 'window dressing' : the views of black police associations on recruitment and training

In a previous issue of this journal, Ellis Cashmore (2002 Cashmore, E. 2002. ‘Behind the window dressing: minority ethnic police perspectives on cultural diversity’. Journal of Ethnic and Migration Studies, 28(2): 327–41. [Taylor & Francis Online], [CSA], [Google Scholar] ) discussed two key issues currently confronting police constabularies in England and Wales: the recruitment of minority ethnic officers and civilian staff, and the impact of diversity training now in place for all police officers. Cashmore argued that not only are these policies ineffective in enhancing cultural diversity within constabularies, but that they are harmful, presenting a false outward image of effective action. This article examines Cashmore's arguments and develops them in light of findings from recent research on Black Police Associations (BPAs) in England and Wales. Our findings firstly suggest that, because of heavy involvement with these initiatives and the close relationship BPAs have developed with senior management (in comparison to non-BPA members), they must be considered in any discussion of minority ethnic recruitment and diversity training. In addition, the majority of the officers we interviewed were supportive of current recruitment and training programmes. Secondly, we argue that BPAs are helping to change the nature of the overall police culture to a certain extent. Many minority ethnic officers no longer feel they must downplay their ethnicity as members of constabularies

The physical and mental health of acute psychiatric ward staff, and its relationship to experience of physical violence

To evaluate and describe the physical and mental health of staff on acute psychiatric wards and examine whether violence exposure is linked with health status. We undertook a cross-sectional survey with 564 nursing staff and healthcare assistants from 31 psychiatric wards in nine NHS Trusts using the SF-36, a reliable and valid measure of health status and compared summary scores with national normative data. Additional violence exposure data were collated simultaneously and also compared with health status. The physical health of staff was worse, and their mental health was better than the general population. Physical health data were skewed and showed a small number of staff in relatively poor health while the majority were above average. Better physical health was associated with less time in the current post, a higher pay grade, and less exposure to mild physical violence in the past year. Better mental health was associated with being older and from an ethnic minority background. Violence exposure influenced physical health but not mental health when possible confounders were considered. Mental health was strongly influenced by ethnicity, and further research might highlight the impact on own-group ethnic density on the quality of care. The impact of staff whom are physically unwell or impaired in the workplace needs to be considered as the quality of care may be compromised despite this being an example of inclusiveness, equal opportunities employment, and positive staff motivation

UA3/8/1 Resolution on Minority Recruitment

Documents housed in UA3/8/1 WKU President\u27s Office - Meredith, Correspondence/Subject File Box 18, Folder 10 Minority Recruitment, Resolution. Includes: Meredith, Thomas. Memo re: Resolution on Minority Recruitment to Faculty, Administrative Staff, & Budget Unit Heads, 8/20/1990 WKU Resolution on Minority Recruitment Berry, A. Franklin Jr. Memo re: Minority Recruitment to Thomas Meredith, 5/22/1990 Meredith, Thomas. Memo re: Minority Recruitment to Those Attending Administrative Retreat, 5/21/1990 Resolution on Minority Recruitment, draft, nd The entire contents of the folder have been digitized