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Scripps is committed to an equitable, diverse and inclusive workplace that reflects the communities where we live, work and play. We define workplace diversity as inclusive of every employee, including the extent to which they are similar or different. At this time, we will focus on four pillars (i.e., Racial/ethnic; Gender equity; Lesbian, gay, bisexual, transgender, queer, intersex and asexual, or LGBTQIA; and Veteran status). We believe this approach improves our news coverage and content, our business practices and performance, and our employee experience.

Leading Scripps’ diversity and inclusion strategies across the enterprise is Danyelle S.T. Wright, vice president, employment and labor law, and chief diversity officer. Wright and her team are partnering with business and human resources leaders across the company to develop and implement an action plan that continues to evolve Scripps’ equity, diversity and inclusion (EDI) commitment.

Scripps’ overarching EDI strategy is framed through three key areas, which are highlighted below along with a few examples of the work to date in each pillar:

  • Awareness: Building awareness of the importance of EDI in our workplaces and communities.
    • Scripps has partnered with a local research firm to evaluate how we are addressing EDI issues in our Local Media communities. We are talking to real people and news consumers about the ways in which our news coverage impacts, incorporates or validates their life experiences.
    • Our executive and corporate Local Media division leadership team attended implicit bias education and dialogue sessions at the National Underground Railroad Freedom Center, which is steps away from our corporate headquarters, and this messaging has cascaded to the expanded Local Media team as well as other leaders in our company.
    • Scripps is growing its team dedicated to EDI with the addition of Larissa England, who reports to Wright as diversity, equity and inclusion business partner. England will work with Wright and other business leaders in the company to create, implement and measure the effectiveness of a companywide EDI strategy.
  • Action: Empowering leaders to lead the EDI charge in their business units or reporting structures.
    • Stitcher is entering its second successful year with its Underrepresented Fellows program, which allows for a competitive work fellowship in the podcasting space.
    • Scripps is poised to launch programs/initiatives such as reverse mentoring programs and to partner with existing business resource groups (i.e., the 312 Women’s Committee, WCPO African American Inclusion Resource Group) to assist with mentoring and development initiatives to cultivate, retain and promote diverse employees.
  • Accountability:
    • By division, Scripps tracks its equity, diversity and inclusion efforts, which culminates in regulatory reporting (Equal Employment Opportunity-1 reports), divisional analysis, as well as regular reports to The E.W. Scripps Company Board of Directors.

Scripps’ comprehensive EDI strategy will be finalized by the end of 2019.