How might diversity in STEM media be improved?

Let me begin by explaining that, based on the many discussions I have already held with STEM professionals throughout information-sharing seminars that I have been privileged to lead over the years, I have developed a simple five-step model called "START." It is intended to be addressed to anybody in a STEM body or any other institution who wishes to change their image publicly.

START HERE

Support. When asked to speak to the public on any job, it should be valued and regarded as pertinent at all levels of an organisation. Any person frightened at communicating with the press should be calmed down. Any senior media person should take a junior colleague on the field interviews or studio recordings. Internet-orientated harassment is not easy, and therefore, when, as most practitioners do, it is suggested that one engages himself as a commentator on active articles pr; I mean, the authors should come up with the writer's heuristics proactively. The structure you create is the one where the boundaries of your creativity are defined. Make it classy enough.

Train. Only a handful of people are born with a gift that allows them to compress their complex and layered research profiling in a conversational sound bite of seven seconds. However, appropriate media training might equip researchers with the necessary skills and knowledge for media interactions. This includes knowing how the media works and that, in most cases, a newspaper deadline is usually shorter than a research laboratory one.

Advocate. Often, a few high-flyers in every study field are carefully chosen populations that people like to approach for media appearances and speaking engagements. But how do we find new talent if we keep tapping the same shoulders? One suggestion for those who achieve a profile is to harness it, fostering others to get to that profile. Instead of going, suggest a junior staff member, preferably of an under-represented minority, and offer to coach them through the talk or interview themselves.

Reinforce. The "real" work of teaching, conducting research, and writing grants may be burdened by the media and the public that is outreach. The benefit, however, is that the institution benefits from the above coverage. Consequently, such organisations should consider public participation an integral part of work and not an activity to be disregarded and appropriate in evaluating and rewarding employees on work performance and career advancement.

Track. Organisations must keep a tab on the image they carry in the media to assess their "faces, which the public sees." They need to determine how diversified these faces are and where the efforts are likely to yield maximum returns in enhancing that image.

There is no need to fish for emotions initially, so there is no need to listen to Maria Von Trapp's instructions. Monitoring or reinforcing is the first step for your company. People do not just sit back and begin to think of who to campaign for, even if they are doing field research and have a media presence. It does not matter where we start, but everybody has to start somewhere for equity in all its forms

This article comes from Jo Adentunj, an editor at The Conversation UK.