The New York Times Company is an Equal Opportunity Employer.
We Take Action on Diversity and Inclusion
Our guiding principles on diversity and inclusion are: Respect and fairness, inclusion of different points of view, work and life balance and development of talents.
That is why our diversity and inclusion programs are varied, depending on the needs of the businesses and geographic locations in our multimedia organization. Here are some examples of how we embrace diversity in several critical areas:
Leadership Commitment / Accountability
Leaders at all levels play an integral role in diversity and inclusion at The New York Times Company by ensuring that diversity of thought and opinion is embedded into our organization, informing all that we do.
Our Executive Committee holds each business unit accountable for setting and achieving diversity and inclusion objectives based on the unique needs of their businesses. There is a committed effort to make greater, faster, measurable strides towards creating the diverse and inclusive workforce that is so crucial to our continued success.
But it goes beyond numbers and statistics. Our senior leaders strive to be exemplary role models. They take a very active role in reviewing all top talent, studying their career development plans and making sure we monitor performance and development of key individuals. Each manager must also participate in diversity and inclusion training, recruiting efforts, mentoring and other activities designed to raise awareness and encourage culture change.
Recruiting Diverse Talent
The New York Times Company has long prided itself on its successful efforts in recruiting, hiring, and retaining highly skilled men and women of diverse backgrounds. Mentoring, succession planning and career development and training programs have been in place at The New York Times Company for many years and play a crucial role in cultivating a diverse and inclusive workforce.
Our extensive recruiting efforts have fostered partnerships with many women- and minority-focused organizations including the National Association of Black Journalists, the National Association of Hispanic Journalists, Asian American Journalists Association and the National Gay and Lesbian Journalists Assocation. We also have a relationship with the local chapters of the National Black M.B.A Association and the National Society of Hispanic M.B.A.s.
The "New York Times Student Journalism Institute" is designed to create pipeline of talented, young minority journalists, this highly successful program is held at Dillard University in New Orleans and allows students to immerse themselves in the field of journalism. Building on the success of the Dillard program, and in partnership with the National Association of Hispanic Journalists, we have established a similar Institute for Latino students at Florida International University in Miami and the University of Arizona, Tucson. The faculty for the Institute is comprised of staff from The New York Times and The Boston Globe.
In support of experienced journalists, we take tremendous pride in our sponsorship of the New York Times Leadership Academy, an all-expenses paid leadership academy intended to help members of the NABJ and NAHJ develop their careers in newsroom management. Participants attend the Maynard Institute Media Academy, a management-training program at Harvard University.
Diane, executive director,