Los Angeles Times Next Steps

Los Angeles Times Next Steps

Pearlstine, Norman

Thu 6/25/2020 6:49 PM

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Dear Colleagues.

Thank you for your time yesterday as I talked about how we got to where we are, and how we plan to improve representation and cultural issues here at the Los Angeles Times. The masthead and I are committed to fighting the systemic racism that so many of you and our former colleagues have painfully described. I have read the #BlackAtLAT testimonials, and I am grateful for the effort put into them, but I also understand that listening must be paired with action. Here is where we stand with our most recent commitments.

-- Metpro: The program is now being administered by Steve Padilla with John Canalis supporting. We will notify the 2018 class about hiring decisions by mid-July. Overdue evaluations for the 2018 and 2019 classes are being completed now. Efrain Hernandez and Sonja Sharp have also offered their assistance to the current classes. While we expect the senior editor to have a large role in overhauling the program, we are currently taking input from current and former fellows now for immediate improvements.

--Masthead editor for talent and culture: We posted the senior editor role (you can find it here: https://nantmedia.wd5.myworkdayjobs.com/en-US/LATimesCareers/job/El-Segundo-CA/Senior-Editor-for-Talent-and-Culture_REQ_000519-1) We’ve already received several applications and are starting the screening process. We will be convening a panel of management, staff and MetPros to interview candidates. Please let me, Kimi and Shani know if you’re interested in joining the panel, and share the listing on your social networks.

--Recruiting and hiring: Shani will be convening the first hiring committee meeting next week with management and guild members. That committee will begin by surveying current hiring practices, before making recommendations. HR will be surveying staff on their experiences being hired, the week of July 6, with an eye to understand where the biggest issues are. HR will be refreshing their training around hiring best practices over the next two weeks and implementing the new training in mid-July.

--Black Caucus letter: The senior team has begun taking action on some of the requests in Tuesday’s letter (including setting up one-on-one meetings with everyone who has asked) and will be meeting tomorrow to discuss the requests yet to be addressed. Some of these will need to be discussed with Dr. Patrick.

--We are also setting up a masthead meeting with NABJLA.

--We are taking immediate steps to make diversity in hiring and retention part of the management evaluation process.

--In recognition that change must happen at every level, managers are meeting with their teams to make department-level process and workflow adjustments to improve hiring, coverage decisions and assignments. We will share some of their plans next week.

r--Diversity and Inclusion trainings: HR has identified several trainings that they will be making mandatory for managers, with announcements coming next week.

--"Looting/Looters”: The Standards and Practices Committee has made a recommendation for changing our house style, which is currently under review. We should have final language early next week.

--Black vs. African American usage: Following our change in capitalizing the “b” in Black, Scott Kraft is working with the S&P committee on a change in using these identifiers in our house style. Expect an update in the next week.

--George Floyd protest coverage review: Loree Matsui and Chris Stone are presenting top-level data to the masthead next week, with help from Kim Janssen and Alexa Sonnenfeld. Once that information is collected, we will announce next steps on refining and analyzing it, with more to come next week.

--Create a “Convergence Zone” for Diversity: Beginning next month, I will be hosting “The Convergence Zone,” a regular salon where Times journalists from across the newsroom – chosen from applications or by invitation -- pitch cutting-edge, unorthodox ideas that augment and amplify coverage of race, representation and identity to senior editors and invited guests.

--Companywide diversity report: Following the release of the editorial preliminary diversity report, HR will be crunching numbers next week with an eye to release a companywide report next month.

These changes are long overdue, and they must be just a beginning. I know you are looking for actions, not words, and that we must act now. Thank you again for fighting for change and to make this a better institution.

Norm