Thank you for putting in a ton of work in all of this to expose this. I can only hope it brings some change even if we are all pessimistic about it. Great work!
Thanks for acknowledging it Skye. Isn't it standard practice to post an editor's note on the blog/article about removing things from that blog/article?
This morning I sent a correction out to my entire mailing list about this; I hope you saw that. I also tweeted about it and added a correction to the original piece. :)
Yikes, I just saw a thread on twitter where said you did not even reach to any current employees of color. Wouldn't it make sense to at least reach out to them so they could decide if they want to be involved in your reporting of what is current at the company ?
To clarify, Logan, I didn't reach out to ANY current employees for this series. I have been very upfront about that from the beginning of my reporting. However, I have responded to all current employees who have decided to reach out to me. This is common journalistic practice.
It is very unfortunate to see these bad experiences. I hope these people are in a better work environment now.
Thanks for responding to my question in Part II of this series, but it does not seem you were able to find an answer.The company not having people of color does not answer the question around your declaration of "legacy of racism" . It certainly does say something about THE priority of DEI, but not necessarily straightup racism. Have you spoken with any employees that were there a long time ago or only those who left in the past several years ? Would be interested in hearing about their experinces in conversations around diversity in the early days.
Logan, just so we're on the same page here, I didn't actually say "legacy of racism." That was a phrase a source of mine used. I wish I could put you in touch with this person so you could work this out, but that's impossible as that person would like to remain anonymous. I have spoken to employees from the early days but they mostly spoke to me off the record and so I can't share their commentary with you. Have a good evening!
Thanks Skye. I went back and reread - Sorry I misread the "legacy" part as something you said. I am a journalism student and you should not mention or be concerned with a reader talking with your sources because that is not how things work. That is a strange thing to say when the previous sentence explained it. I am a neurodiverse person so it takes me some time to take things in for me. I personally want to see PRX improve because i like their content and no one should be in a work environment that is harmful. It just seems like a missing piece of the puzzle to not reach out as you were getting info for your blog series, instead of posting a general blog after, to ask to speak to people of color who still work there after also working there since before or while Ms Shaw's experience was happening. I wonder if the issues at Prx are widespread or just on one or some of the teams? Did you find any infor about that? Did any of the people of color leave because of different reasons like the great resignation or covid- related things?
Thank you for putting in a ton of work in all of this to expose this. I can only hope it brings some change even if we are all pessimistic about it. Great work!
just to be clear, that post-script photo isn't the PRX Training Team...
Yeah, and a quick search would show that's not the training team.
Yes — I fucked up! I tweeted about this mistake earlier today and am planning to write about in my newsletter, too.
Thanks for acknowledging it Skye. Isn't it standard practice to post an editor's note on the blog/article about removing things from that blog/article?
This morning I sent a correction out to my entire mailing list about this; I hope you saw that. I also tweeted about it and added a correction to the original piece. :)
Yikes, I just saw a thread on twitter where said you did not even reach to any current employees of color. Wouldn't it make sense to at least reach out to them so they could decide if they want to be involved in your reporting of what is current at the company ?
To clarify, Logan, I didn't reach out to ANY current employees for this series. I have been very upfront about that from the beginning of my reporting. However, I have responded to all current employees who have decided to reach out to me. This is common journalistic practice.
It is very unfortunate to see these bad experiences. I hope these people are in a better work environment now.
Thanks for responding to my question in Part II of this series, but it does not seem you were able to find an answer.The company not having people of color does not answer the question around your declaration of "legacy of racism" . It certainly does say something about THE priority of DEI, but not necessarily straightup racism. Have you spoken with any employees that were there a long time ago or only those who left in the past several years ? Would be interested in hearing about their experinces in conversations around diversity in the early days.
Logan, just so we're on the same page here, I didn't actually say "legacy of racism." That was a phrase a source of mine used. I wish I could put you in touch with this person so you could work this out, but that's impossible as that person would like to remain anonymous. I have spoken to employees from the early days but they mostly spoke to me off the record and so I can't share their commentary with you. Have a good evening!
Thanks Skye. I went back and reread - Sorry I misread the "legacy" part as something you said. I am a journalism student and you should not mention or be concerned with a reader talking with your sources because that is not how things work. That is a strange thing to say when the previous sentence explained it. I am a neurodiverse person so it takes me some time to take things in for me. I personally want to see PRX improve because i like their content and no one should be in a work environment that is harmful. It just seems like a missing piece of the puzzle to not reach out as you were getting info for your blog series, instead of posting a general blog after, to ask to speak to people of color who still work there after also working there since before or while Ms Shaw's experience was happening. I wonder if the issues at Prx are widespread or just on one or some of the teams? Did you find any infor about that? Did any of the people of color leave because of different reasons like the great resignation or covid- related things?