Feedback

Please fill out the form

Close this.

Alabama Public Television Diversity Report and Plan of Action - 9/30/2012

Download as PDF

This report highlights Alabama Public Television's (APT) commitment to diversity in both the Alabama Public Television workforce and the Alabama Public Television governance structure. This report also addresses the requirements of Section 4E of the Corporation for Public Broadcasting's FY 2013 Television Community Service Grant General Provisions and Eligibility Criteria.

Section 4E requires Alabama Public Television to demonstrate compliance in four general areas:

1) Review with the station's governing board or licensee official those practices that are designed to fulfill the station's commitment to diversity and to meet the applicable FCC guidelines (47 C.F.R. – 73.2080);

2) Complete an annual report of the organization's hiring goals, guidelines, employment statistics, and actions undertaken to satisfy the Diversity Eligibility Policy and post the report on the station's website (if it has one, or retain it and make it available for public inspection upon request within a reasonable amount of time);

3) Implement formal diversity training programs for management and appropriate staff; and

4) Undertake one of the following four initiatives on an annual basis:

A. Include individuals representing diverse groups in internships or work-study programs designed to provide meaningful professional level experience in order to reflect the diversity of the communities they serve and further public broadcasting's commitment to education;

B. Include qualified diverse candidates in any slate of candidates for elected governing boards that the Grantee controls;

C. Implement a diversity training program for members of the organization's governing board of directors on an annual basis; or

D. Participate in minority or other diversity job fairs.

5) Finally, public television Grantees are strongly encouraged to interview at least one qualified diversity candidate for each senior leadership position hire. The term "senior leadership position" includes: CEO, COO, CFO, and other equivalent positions.

Section 1 Review policy with Station Governing Board/Licensee

Alabama Public Television Executive Management reviewed the station's Diversity Plan with the Governing Board/Licensee on 9/25/12. During the meeting the APT Executive Director outlined the Diversity Plan's practices that are designed to fulfill APT's commitment to diversity and to meet the applicable FCC guidelines. The Governing Board/Licensee received and understood the information and expressed support for the APT Diversity Plan. The Governing Board/Licensee will review action items identified in this report/plan on an annual basis or at any time adjustments need to be made.

Section 2 Annual Report

View copies of the most recent FCC Annual EEO Report. This FCC report illustrates APT's efforts to ensure equal opportunity and diversity in the APT hiring process. The FCC report demonstrates the following:

1) A list of all full-time vacancies filled by the station for the period of the report.

2) For each vacancy the report outlines the recruitment sources(s) utilized to fill the vacancy identified by name, address, contact person and telephone number.

3) The recruitment source that referred the hire for each full-time vacancy during the period of the report.

4) Data reflecting the total number of persons interviewed for full-time vacancies during the period of the report and the total number of interviewees referred by each recruitment source utilized in connection with such vacancies.

5) A summary of the (non-vacancy) recruitment activities undertaken by APT during the period of the report.

In addition, Alabama Public Television complies with applicable Federal and State laws prohibiting discrimination, including Titles VI and VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, Executive Order 11246, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973, the Vietnam Era Veterans Adjustment Assistance Act, the Age Discrimination Act of 1975, the Americans with Disabilities Act of 1990, the ADA Amendments Act of 2008, and the Genetic Information Nondiscrimination Act of 2008 and does not discriminate on the basis of genetic information, race, color, religion, national origin, sex, sexual orientation, age, disability or veteran status in admission or access to, or treatment of employment in, its programs and services.

Age Discrimination Act of 1975
Requires that: "No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity which receives or benefits from Federal financial assistance…" The Act permits specific exceptions, allowing use of age distinctions if it bears a direct and substantial
relationship to the normal operation of the program, activity, or achievement of a statutory objective (for example, if a program provides special benefits to the elderly or to children).

Age Discrimination in Employment Act (ADEA) of 1967
Prohibits employers of 20 or more employees from engaging in age-based discrimination against individuals who are age 40 or older, unless age is a bona fide job qualification reasonably necessary to the normal operations of the business. The law also covers employment agencies and labor organizations.

Americans with Disabilities Act (ADA) of 1990
Mandates elimination of discrimination against people with disabilities in employment, access to public facilities and services, transportation, and telecommunications. Title I prohibits employers with 15 or more employees from discrimination against qualified applicants and employees with disabilities in hiring, promotion, discharge, pay, job training, fringe benefits, and other aspects of employment. Individuals who are regarded as having a disability, when in fact they do not, and people who are associated with individuals with disabilities are also protected. Covered employers must provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship. The law covers most private employers, state and local governments, employment agencies and labor organizations.

Title II requires that state and local government services, programs, and activities must be accessible to and usable by individuals with disabilities. Auxiliary aids and services and reasonable accommodations needed to participate in or benefit from a public entity's programs or services must be provided to qualified individuals with disabilities at no extra cost.

Title VII of the Civil Right Act (CRA) of 1964

Prohibits harassment and unequal treatment on the basis of race, color, religion, sex, or national origin in all areas of employment, from advertisement for new employees through termination or retirement. The Act applies to most employers with fifteen or more employees as well as employment agencies and labor organizations.

Title VI of the Civil Rights Act (CRA) of 1964
Prohibits discrimination based on race, color, or national origin in the provision of benefits and services in all programs and activities receiving federal financial assistance.

Civil Rights Act of 1991
Adds provisions to Title VII of the Civil Rights Act of 1964 to strengthen federal civil rights laws, including damages for intentional employment discrimination and right to jury trial.

Title IX of the Education Amendments of 1972

Discrimination against students on the basis of sex is prohibited in education programs or activities that receive federal financial assistance. Requires that: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or
be subjected to discrimination under any education program or activity receiving Federal financial assistance."

Equal Pay Act of 1963
Part of the Fair Labor Standards Act, this act prohibits discrimination on the basis of sex in compensation (including most fringe benefits) for substantially equal work in the same establishment. Wage differentials resulting from seniority, merit, or wage systems that base earning on quality or quantity of production and not the sex of the employee do not violate the act. Most private and public employers are covered.

Executive Order 11141
This order prohibits age bias in employment by federal contractors.

Executive Orders 11246 and 11375
Prohibit employment discrimination on the basis of race, color, religion, sex or national origin by employers doing business with the federal government and requires covered federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of employment.

Immigration and Reform Control Act (IRCA) of 1986
This act makes it illegal for employers of four or more workers to knowingly hire aliens who are not eligible to work in the United States. Employers are required to verify an individual's eligibility to work in the U.S. by examining identification documents required by law. The act also prohibits employers from discriminating on the basis of citizenship or national origin against legal aliens.

Pregnancy Discrimination Act of 1978
Amends Title VII of the Civil Rights Act to prohibit discrimination against applicants and employees on the basis of pregnancy, childbirth or related conditions. The act bars mandatory leave policies that require women to take leave at a predetermined time before their delivery date or refusal to grant leave when required under doctor's orders where such leave would be granted for other medical problems to non-pregnant employees.

Section 503 of the Rehabilitation Act of 1973
Prohibits employment discrimination based on disability and requires covered employers (federal contractors) to take affirmative action to employ and advance in employment qualified individuals with disabilities who, with or without "reasonable accommodation," can perform the essential functions of the job. The regulations implementing the act require reasonable accommodations to known physical and mental limitations of qualified individual with disabilities.

Section 504 of the Rehabilitation Act of 1973
Requires that: "No otherwise qualified handicapped individual in the United States shall, solely by reason of his handicap, be excluded from the participation in, be denied the benefits of, or
be subjected to discrimination under any program of activity receiving federal financial assistance."

Section 402 of Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) of 1974
Prohibits discrimination in employment practices on the basis of being either a veteran of the Vietnam era or a special disabled veteran and requires covered employers (federal contractors) to take affirmative action to employ and advance in employment qualified Vietnam era veterans and special disabled veterans.

Section 3 Diversity Training

Alabama Public Television is committed to providing management training to ensure Equal Employment Opportunity and to prevent Discrimination. The specialized EEO - Diversity training such as that provided by Melva Tate from Strategic HR Partnerships in October of 2011 will continue to be provided on a regular basis to management and appropriate staff.

Section 4 Additional Diversity Initiatives

As detailed in the FCC EEO report, Alabama Public Television's commitment to diversity is clearly demonstrated by APT's Long Term Outreach Initiatives:

1) College Scholarships

a. The APT college scholarship program provides a $1,000 scholarship designed to assist students interested in pursuing a career in broadcasting.

b. Selection of the recipient is done in a fair and unbiased manner seeking a large pool of diverse applicants.

2) Job Fairs

a. APT participates in Job Fairs at various Colleges and Universities with students from diverse backgrounds.

b. During FY 2013, APT will make special efforts to participate in job fairs at Alabama's Historically Black Colleges and Universities.

c. APT management team members, with the authority to hire, expose a diverse group of college students to the types of positions available in the broadcast industry.

3) Interning with Alabama Public Television

a. Alabama Public Television is a statewide public television and educational network with offices and production centers located in Birmingham and Montgomery, Alabama. Alabama Public Television's programs and services educate, entertain, inform and inspire. The station is an educational resource for people of all ages with on-air and broadband programming ranging from locally produced series, specials, and classroom materials to PBS Programs such as Nova and an award winning schedule of children's programs. APT also operates public radio station WLRH in Huntsville, Alabama.

b. Internship positions (unpaid) are offered for college credit to diverse groups of students enrolled in an accredited college or university. Internships (unpaid) for high school students are also available in limited situations for school credit.

c. Alabama Public Television has several internship opportunities for qualified students. Students must check each individual internship for a position description, school requirements, and desired qualifications.

d. Policies

• The duration of internships will be one academic grading period. In the summer, the length of the internship shall be no less than six weeks nor longer than three months.

• Schedules and assignments will be set by the supervising APT staff member. Interns are expected to work at least 15 hours per week, unless otherwise agreed upon. Some internships may require more hours, and may be as many as 40 hours per week.

• Interns are required to be punctual and conscientious about their work schedules. If an intern is ill or unable to come to work, the intern is expected to call his/her staff supervisor.

• Interns are expected to perform their assigned tasks responsibly and to the best of their ability. If a student has questions about an assignment or encounters problems in its completion, he/she should discuss the assignment with his/her supervisor.

• Evaluations are a useful tool in helping APT and the student intern gauge the progress of the internship. APT will comply with the reporting and evaluation procedures required by participating schools. At a minimum, the intern will meet with his/her staff supervisor at least twice, for a mid-term report and again at the end of the internship for a final evaluation.

• Alabama Public Television will make every effort to facilitate school requirements mandating students complete final projects as part of their internship program. Final projects should be designed in conjunction with the intern's APT supervisor so that a mutually beneficial project can be developed. e. Birmingham Office Internship Opportunities Development/ Membership Education Public Information & Promotions

f. Application

Potential interns may e-mail a resume and cover letter to the supervisor indicated for each internship position. Otherwise, they can mail or fax a resume with a cover letter indicating their area of interest to:

Alabama Public Television
2112 11th Avenue S. #400
Birmingham, AL 35205

Internships fax: (205) 251-2192

4) As openings arise for appointed or elected governing boards, controlled by the Grantee, qualified diverse candidates will be included in the selection process.

5) As senior leadership openings arise in FY 2013 the recruiting process will encourage qualified diverse candidates to participate. At the time of this report the CFO position is open and the recruiting process will encourage participation by a diverse group of candidates.

Travel with APT to Ireland


Join APT Newsletter