As part of the station’s strategic plan, Michigan Radio is committed to ensuring that the station’s staffing mix reflects the diverse communities we serve. Among the actions taken by the station were changing our hiring practices – from pre-screening vacancies to ensure bias-free language; expand research committees to include more diverse reviewers; and standardize our processes to ensure a fair experience for all applicants.
An additional element of this effort is to look at staff turnover at the station, as diversification of station staff can be achieved either by creating new positions or by filling positions left vacant when staff retire or retire. other reasons. Michigan Radio conducts exit interviews with departing staff that are used in this assessment. Collectively, this information is used to inform managers and staff of the progress we are making in this regard and of any further changes that may be required.
Over the past five years, from fiscal 2016 to fiscal 20, Michigan Radio had an average of 52 full-time employees per year. In some years, this number was slightly higher due to the limited-term positions that were created, often linked to grant-funded initiatives like the station program. Opportunity state Where Morning projects. During this same period, a total of 27 employees left the organization, for an average of 5.4 staff departures per year. This ranged from a maximum of nine employee departures in FY’16 to three in FY’17. This equates to an average annual staff turnover rate of 10%. While we don’t have data on how this compares to other public radio stations, this 10% rate is the same as the staff turnover rate of the station’s licensee, the University. from Michigan. It is lower than the average turnover rate of 16-19% of nonprofits nationwide. *
Of the 27 employees who left the station during this period, 41% left to pursue another career opportunity, 19% left due to retirement, 11% for performance reasons, 11% who held fixed-term positions and 19% for other or unknown reasons. And of those 27 employees who left the organization, six (22%) identified themselves as Black, Indigenous, Person of Color (BIPOC).
From FY’2016-2020, Michigan Radio hired a total of 39 full-time employees. This included staff to fill previously noted vacancies as well as several newly created positions and also temporary limited-term positions for specific projects. 32 of the people hired for these positions (82%) identified themselves as white. Although the seven new BIPOC employees hired represent one more than the six who left the organization, this represents a slightly lower percentage of the total staff (18% of the staff hired vs. 22% of the staff who left) since the total size of the staff staff increased. As a result, it didn’t help the station grow into a more diverse organization. In addition, of the 39 positions filled at the station, ten were filled by internal candidates, only one of whom is a person of color.
From 2020, a more targeted effort to mitigate bias in hiring and support a structured and fair experience has been implemented. This includes creating job postings that contain inclusive language, expanding search committees to include more diverse reviewers, using inclusive recruitment best practices that alleviate bias, and training members of the recruiting team to recognize their own biases during the process. The station has also introduced an annual report on the demographics of our staff which is posted on our website so that the public can follow our progress in this regard.
* Source: 2016 survey on employment practices of non-profit organizations