(Editor’s note: At the World Association of News Publishers’ annual Congress in early June in Portugal, the news industry’s treatment of women was exposed during a series of events. This prompted an open letter signed by journalists and editors from across continents, highlighting the problem of sexism and harassment in newsrooms. The statement, which follows below, calls for the establishment of 14 principles of gender news equality for the news industry. The image used above is by Helen Pryłowska of Newsmavens.)
The World Association of News Publishers’ (WAN-IFRA) annual Congress in early June is one of the media world’s major industry events – a networking opportunity for close to a thousand attendees from international news publishing, with keynote speakers and panel discussions addressing the future of journalism and the news business in a time of convergent crises. It should be the pinnacle of good practice, shaping the path for industry progression.
But the 2018 World News Congress was a study in contrasts, one indicative of the news industry’s treatment of women: symbolic (and at times substantial) gestures of respect interspersed with real, sometimes shocking sexual discrimination and harassment.
Women in news: moving from the sidebar to the front page
The event began with the second annual Women in News Summit featuring the BBC, The New York Times, former Editor in Chief of USA Today and author of That’s What She Said Joanne Lipman, former CEO of Gizmodo Media Group Raju Narisetti, and many others committed to championing diversity within their news organizations. Their impressive stories and good practices alone made the trip to Portugal worthwhile. However, the Summit was relegated to pre-conference programming – like an asterisk to the main event. And while the Congress curation achieved unprecedented levels of gender balance (46% of speakers were women), the opening ceremony saw a veritable wall of men (we lost count at number nine) speak for 90 minutes before the prestigious Golden Pen of Freedom was eventually awarded to Maria Ressa. The award bestowed on Ressa, CEO and Editor-in-Chief of Rappler.com, recognized her sustained fightback against the gendered, state-sponsored harassment of journalists in the Philippines. It was an important and deeply symbolic decision to select Ressa. But by the time she was allowed to speak, several delegates had left the venue in disgust with the total absence of diversity on stage.
Over the next three days, the event careened between spotlighting gender equality with awards and speeches, and disrespecting women in practice.
Fake breasts and forced kisses
Talking about diversity is not enough to effect change. But, ironically, scandal sometimes is. The rampant displays of sexism and sexual harassment during the gala conference dinner at the Estoril Casino (a venue that inspired Ian Fleming’s Casino Royale) left so many participants and WAN-IFRA employees shaken, that they ultimately triggered significant action.
The evening began with a joke from the MC comparing fake news with breasts. The punchline: in both cases he prefers the fakes. One goal for the sexists.
Then came the editorial leadership awards given to outstanding female editors from Uganda and Jordan. One (important) goal for women in news.
And finally, a closer so awful that many of us present (including WAN-IFRA employees we’ve spoken with) were in shock. At the end of the dinner, the head of the Portuguese press association, Joao Palmeiro, persuaded a group of women who organized the conference to join him on stage, before asking one of them to tie tablecloths around the necks of the others, saying he was giving them wings: "They are my angels and I don’t know if I am prepared to share them with you.” Palmeiro (a former WAN-IFRA Board member) continued, calling himself ‘Charlie’ and declaring: “In the name of all of you, I am going to kiss Christin!”. WAN-IFRA’s Senior Project Manager Christin Herger was one of a number of employees on stage. (Watch the cringe-inducing video)
The audience applauded. And gasped. Christin Herger visibly bristled and withdrew from Palmeiro’s forced kiss, but he was undeterred. “She’s shy, please, please, and I hope you, Portuguese girl, are not so shy,” he said before grabbing the Portuguese WAN-IFRA employee Maria Belem and kissing her instead, despite her obvious discomfort. As he exited the stage, Palmeiro thanked the line-up of women and called them his ‘dream team’, making much of the fact they were all women. He was aiming for ‘gender balance’, you see. Ironically, a new WAN-IFRA-produced handbook on combating sexual harassment in the media was launched during the conference.
Maria Belem, one of the women on whom Palmeiro had imposed himself, posted this message on the official conference app after the event: “We are not angels, and we do not work for Charlie. We are professionals working for press freedom and towards a healthy media ecosystem.”
When ‘platforming’ sexual harassment triggers change
Here’s the good news: despite the (at times) overt sexism and sexual harassment on display during the World News Congress, the events set off a chain reaction that has deepened foundational reform at WAN-IFRA and delivered a chance for much needed reflection within the industry as a whole.
When social media activism called out the misogyny in Estoril, it became a #metoo moment for journalism events. In response to expressions of outrage – both on and offline – WAN-IFRA publicly apologized, openly reflected on the incidents, issued a statement of condemnation via the World Editors Forum, and announced the promotion of women on its board.
The Chair of WAN-IFRA’s board, former Vice Chairman of the New York Times Michael Golden, went on stage the morning after the gala dinner to address the crisis:
"Last night what happened on the stage…with Joao Palmeiro calling up the staff was inappropriate. He imposed himself on our staff - on Christin Herger, on Maria Belem - in a way that made them uncomfortable and that made many people uncomfortable. I am here to say that that was not appropriate. I am here to apologise to our staff for what happened last night and to say that we recognise the extraordinary work they have done and that they did not deserve to be put in that situation.”
Palmeiro stepped up to the stage next, saying sorry “...from the bottom of my heart” (WATCH: Palmeiro apology). However, that apology seems hollow when viewed in the context of an interview he gave later that day to journalist Yusuf Omar (WATCH: Palmeiro interview). Echoing sentiments that had been hinted at by WAN-IFRA executives, Palmeiro blamed his behaviour on Portuguese culture, claiming that such conduct was “absolutely OK” and “normal” in Portugal.
But that was not a view shared by Portuguese women, including those on the stage: “I felt humiliated as a professional, as a woman and as a Portuguese person, it was not cultural,” one told us.
In the aftermath, WAN-IFRA announced South African Editor Lisa MacLeod as the new vice president of its board (which represents many of the world’s biggest news brands) - the first woman in the organisation’s 70 year history to hold the position. It also publicised the appointment of two new women to the board, and the promotion of four women to the board’s Executive Committee. But it remains heavily male dominated, with women still comprising just 14% of board members (The World Editors Forum board has achieved 35% female representation). Nevertheless, WAN-IFRA CEO Vincent Peyregne celebrated the progress, acknowledging that: “We have a lot more to achieve in the coming months.”
#TimesUp for newsrooms, publishers and event organizers worldwide
The Palmeiro incident didn’t happen in isolation. It followed a sexist trajectory deeply rooted in stigmas that marginalize women across all news organizations (and throughout society). Though many can point proudly to diversity goals displayed on corporate websites, and the injection of influential female voices into content and conference programs, women in the media continue to be under-represented in bylines, behind editor’s desks, and in boardrooms. They’re also still paid substantially less than their male counterparts.
Our industry has a responsibility to lead on gender equality in, and through, the media – broader social change depends upon it.
And we, members of the international journalism community, are not prepared to sit through another ‘manel’, support organisations that disingenuously claim credit for gender equality initiatives, nor stay silent when female colleagues are sexually harassed before our eyes.
We are done pandering to the egos of change-resistant influential men in the hope that our gentle lead will eventually encourage them to join us on a meander towards gender equality in the news business. Time is well and truly up.
14 principles of gender equality for the news industry
Here are 14 principles and recommendations for the global news publishing community to use when auditing their efforts on gender equality, and on diversity more broadly - some of which were inspired by WAN-IFRA’s pioneering Women In News Summit
1. Insist on gender equality in and through the media: Globally women represent well under 30% of leadership positions in newsrooms making the narrative of most publications skewed to the male perspective. Recent studies also show that mainstream newspaper journalists and commentators are dominated by men talking about what other men are doing. This imbalance is directly reflected in content, and in curation of panels and moderators at events throughout the news industry. It’s 2018 - push back and make sure you/your organisation are not contributing to the problem. Bloomberg News’ recipe for embedding gender equality is a useful guide.
2. Use data to drive inclusive representation on panels, in leadership, on stage: “If you can’t count it, you can’t change it.” This great point from Joanne Lipman is an important starting place. Most organizations feel that gender inequality is not their problem. But taking the time to map and measure is the only way to be sure. Track the gender of bylined authors, sources, speakers and editors to see how balanced your teams and content really are. Simply counting can lead to change. (Read about/listen to Lipman’s approach to leveraging data in the cause). Check out the BBC 50:50 gender balance challenge created by Ros Atkins, and see the toolkit produced by Gender Avenger. Also consider sharing these metrics so you can be held accountable in a spirit of transparency which should also help build trust in your organisation.
3. Call out sexual harassment and tackle it head on (on and offline): “I deeply believe we need an overall code of conduct for men to LEARN how not to treat women in professional setting. There is a lot to learn,” Mariana Santos, Founder of ChicasPoderosas, has said. News organizations certainly need detailed policies that deal decisively with harassment – on and offline. See Press Forward’s resources and read Julie Posetti’s 11-step guide to managing online harassment in newsrooms.
4. Don’t ghettoise gender-equality initiatives: Schedule/feature content designed to empower women sources, journalists and editors on the main program, center stage, and on the front page. This is vital if the issues are to be taken seriously, and to ensure male participants are also educated and motivated to embrace change and collaborate on gender equality initiatives. “To relegate issues about women is double-binding - because it makes it a ghetto”– Catarina Carvalho, Editor in Chief, Global Media Group, Portugal
5. Conference organizers: create opportunities for women’s active participation Consider sponsoring women (particularly those in low socio-economic circumstances) speakers and moderators – they generally have less economic power than their male counterparts. And what about sponsoring creche places to accommodate female professionals with primary care responsibilities for young children? (See also Hannah Storm’s 13 suggestions for a more inclusive conference.)
6. Insist your partner organisations and contracted contributors abide by principles of gender equality: Ensure all conference partners, sponsors, moderators and speakers are aware of, have access to, and abide by organisational policies and codes of conduct on sexual harassment and gender equality to avoid a repeat of the Estoril incidents. WAN-IFRA has a policy in development – could it become a model for the industry?
7. Sponsors: consider using the funding stick to enforce gender equality standards Sponsors of journalism/media conferences and events should make funding contingent upon gender balance in the content, or directly fund female speakers and moderators. Audit content thoroughly after events and publication, and consider withholding funding if equality is not achieved as promised. Facebook, Google, Twitter, we’re looking at you (along with an array of Northern European media development funds and intergovernmental organisations). Alternatively, perhaps consider the carrot of a funding bonus for success?
8. Share the platform: If your event must include speakers or panels from partner organisations or sponsors, insist they nominate a woman/women with expertise. And if you’re a male executive asked to represent your organisation as a speaker, consider nominating a more junior woman to take your place. Experience grows from opportunity.
9. Mind conversation culture: Male dominance on panels and in meetings, interruption of women who are speaking, or explaining to women things they are perfectly aware of (‘mansplaining’) are the most common ways that women’s voices are silenced in work environments. Making your team sensitive to this and measuring contributions with simple apps (like this one) can help foster an environment where women can thrive.
10. Edit bias out of your hiring and selection processes: The human brain is designed to use bias to navigate complex reality. It is not, however, designed to create equitable hiring and panelist selection procedures. We have to do that bit by hand. For help, see Iris Bohnet’s (Harvard Kennedy School) recommendations on designing a bias free organization.
11. Sponsorship from the top: Achieving balance can’t happen as a grass-roots initiative. Without buy-in from the top, gender initiatives will pop up and peter out. Men sponsoring talented women for promotion is one of the best ways to set an example for management and build diversity into leadership. Adam Grant has some great advice on how to do this if men in your organization are nervous about mentoring and sponsoring women in the post-Weinstein world.
12. To pay equally, negotiate differently: The gender pay gap exists in part because men are brought up to be brave and women are brought up to be nice. Orit Kopel, CEO of the Wikipedia foundation and co-founder of WikiTribune, says that the responsibility for equal pay rests with the employer, not the employee. To pay women equally, don’t abuse women’s tendency to undervalue their contribution – give raises to those who deserve them, rather than to those who demand them.
13. Let women pull back and lean in when ready: Just because a woman refuses promotion when she wants to focus more on her family, doesn’t mean she will never want to put her career in high gear again. Many women choose to focus on their children when they are small. Once kids reach a certain level of independence, their parents’ capacity to ‘lean in’ tends to rebound in a big way. So, if a star player refuses once, try again.
14. Apply all of the above in reference to diversity more broadly. This includes race, class, and sexual orientation.
If you’d like to add your name to the list of signatories below — regardless of your gender — please do so here.
Hannah Storm is Director of the International News Safety Institute and a freelance gender and media consultant working with organisations including the UN. She is editor and co-author of ‘No Woman’s Land: On the Frontlines with Female Journalists’ and co-wrote ‘Violence and Harassment Against Women in the News Media’ with the International Women’s Media Foundation. Before joining INSI, she worked as a staff and freelance journalist for the BBC, ITN, The Times and Reuters.
Julie Posetti is Senior Research Fellow at the Reuters Institute for the Study of Journalism at Oxford University, where she leads the Journalism Innovation Project. An award-winning journalist and media academic, she is author of UNESCO’s Protecting Journalism Sources in the Digital Age (2017) and and co-editor of Journalism,‘Fake News’ and Disinformation (forthcoming). A former Research Fellow and Editor with WAN-IFRA/World Editors Forum, she’s been a reporter and editor with the ABC and headed up Digital Editorial Capability at Fairfax Media.
Zuzanna Ziomecka is Editor-in-Chief of Newsmavens.com, a pan-European collaborative round up and current affairs magazine created exclusively by professional newswomen. The project is funded by Google DNI fund and Gazeta Wyborcza in Poland, and aims to answer the question: What will happen if only women choose the news?
Joyce Barnathan is president of the International Center for Journalists (ICFJ) , a non-profit dedicated to advancing quality journalism worldwide. Previously, Barnathan served as the executive editor of BusinessWeek, Asia regional editor and Hong Kong bureau manager. She came to BusinessWeek from Newsweek, where she served as State Department correspondent, Moscow Bureau Chief and Special Projects Correspondent covering presidential elections.
Raju Narisetti is an editor and media executive. He has served as CEO of Gizmodo Media Group, Senior Vice-President (Strategy) for News Corporation, and Managing Editor with the Wall St Journal and The Washington Post.
Mariana Santos is the founder and CEO of ChicasPoderosas, a not for profit organization that seeks to empower women journalists in digital media and leadership, changing the face of media one woman at the time. She has been an ICFJ Knight Fellow and a JSK Fellow at Stanford and helped create the Guardian’s first interactive team. – Rappler.com