Media Leading The Story Of Inclusion Panel | Tech Inclusion SF 2016

All right. Hello, everyone. Thank you for joining us for our panel on
the media and the story of diversity and inclusion. My name is Marissa Lang, I’m a reporter at
the chronicle, and I’m going to let my panelists introduce themselves before we get started.>>My name is Monalisa, we U.S. veterans magazine,
diversity steam magazine, and diversability, so we basically cover the whole Realm.>>I’ll Megan Rose Dickey, I’m a reporter
at TechCrunch, I cover diversity and inclusion as well as the on demand economy.>>I’m Julie Ann Crommett from Google, I’m
the entertainment educator and chief, a job I made up. True. We work across different media platforms from
digital to traditional looking at the narratives around computer science and engineering and
how can we make those more inclusive so more people actually see themselves in this progression,
literally.>>I want to start broad. When we talk about the media that covers a
whole broad range of organizations and mediums. What is the role or what should be the role
of media when we’re talking about diversity and inclusion in technology and the tech industry? Just jump in.>>Yeah. It’s — it’s funny. I have — I don’t consider myself to be the
media. Like, the media is some other thing that’s,
like, way bigger than what I’m doing that’s out there. But in terms of — I don’t know are we the
media?>>I think when people —
>>Are you?>>I think when people say the media, they’re
talking about the mainstream, I personally think cable news usually.>>Yeah. Like CNN, Fox News.>>Yeah. To some degree, it does feel like this otherworldly
thing that we’re talking about.>>Right. Right. But I’ll just assume the role of media today.>>For today you’re the media.>>For today we’re the media, but we do have
roles of shedding light on diversity inclusion in the tech industry and even outside the
tech industry. I make it a priority to cover company’s diversity
reports and look into them and see if we’re actually making progress or not, usually not. And then ask, well, why aren’t you making
any progress? And really just to keep them accountable.>>I think it’s also based on, like, a reality
check. I think when media can report and be honest
as to what they’re seeing, what they’re reporting, and also giving back feedback to how to improve
it. And I think in media it’s important that stories
are relatable that everybody can understand who and what the people are that we’re talking
about or the problems.>>Yeah. And I think — I mean building on what you
both said is that it’s critical in the sense that any research that’s done around technical
professions, computer science, has shown that perceptions of the career have really mattered. That the loner hacker stereotype of the white
guy who often sits in a closet with no friends usually glasses, this image of a computer
scientist has permeated for so long that we have seen it pop up time and time again. And Google’s research around girls specifically,
it was 30% of the decision. 30% was the perception of the career basically. I mean that’s nuts. The only thing that was within one percentage
point was adult encouragement, which is also driven by perception; right? So who can do something. Who’s capable of it. There’s no stereotypes to become coupled;
right? So I think media and the storytelling, however
you want to encapsulate that has a tremendous impact in how we uncouple the sort of stereotypes
and job visions that we’ve put forward. It’s quite literal. I use the personal example of I’m Latina,
and the first time I saw somebody that looked like me on the screen was ugly Betty. And we haven’t seen anybody since until Jane
the virgin, which was 15 years later, and that’s not even diving into specific jobs
of the technical world; right? So this journey that we’re on in the larger
scope of media and representation, I think does a tremendous disservice, which can be
a tremendous opportunity when it comes to; right? If we’re going to deep dive into that profession.>>Great. So jumping off of that. How do you decide what is newsworthy or story
worthy, I still get handwritten letters from, you know, 75-year-olds in the East Bay who
are reading the physical paper. And they don’t know what TechCrunch is. Who are you writing for and how do you choose
what stories you’re writing?>>Well, for our magazine, a lot of the readers
are the fortune 500 company professionals that are either trying to recruit, they’re
the C-suite, they’re the people really there trying to make a difference, the whole audience
is diverse, whether they’re veterans, people with disabilities. So all the information we report on is mainly
all about diversity. How to get a job. How what did to do. What not to do. Whether you should be an entrepreneur. The value of being certified as a business. How to work with other corporations. So our audience is directly to that audience.>>Yeah. With me, I feel I’m trying to reach a couple
of different audiences. There’s the more mainstream TechCrunch audience,
which is your pretty stereotypical tech person. But then there are the other people, underrepresented
minorities and women and LGBTQ people who are just — who would just love to see themselves,
anyone like them, like, covered on TechCrunch or to see that — to see that TechCrunch is
thinking about diverse people. So when I try to write stories, I keep them
both in mind but in terms of people I’m trying to serve, it’s underrepresented women minorities,
it’s the queer people, the trans people, it’s all of them. And but granted, they make up minority of
TechCrunch’s audience. So a lot of the stories that touch on transphobia
or racism or sexism, a lot of the response is not great from the broader TechCrunch audience. And but at the end of the day, I think it’s
important that the people who get very upset and angry and don’t want to hear about that
stuff end up reading about it. So I just kind of love putting it in their
face because they — I don’t know they can’t really go anywhere. We kind of have them locked into the TechCrunch
brand, like, here’s all of this diversity stuff, deal with it and, yeah. I mean until —
[Applause]>>Until I get fired, like, that’s what I’ll
be doing.>>In a way, you’re actually educating them
at the same time.>>Yeah.>>And making your articles relatable, which
is what I think media has to do. It has to. And from that, you end up educating them.>>I think that’s exactly right. I was going to say you meet people where they
are; right? I think that’s the only way we get this done,
and we bring everybody with us. And not just the people like us, a lot of
us who might be in this room who already care about this issue for personal reasons, for
reasons that, you know, of our career, where things have gone. But those who may not see inclusion as part
of their own narrative and how do we involve them in the greater narrative? And a lot of that is reaching them where they
are. I mean our strategy is always — we’re not
going to reinvent the wheel. We’re going to work with media partners who
already have dedicated audiences; right? Of all different ages. So of course we target girls, you know, between
the ages of, like, 13 and 18, maybe a little bit younger, black and Hispanic boys and girls
in the U.S. who are severely underrepresented across all age spectrums. But then also parents and adults because at
the same time, like, if the influencers in the kid’s life are not on the same page, then
subjectingly that digital divide in the narrative part is also happening.>>Uh-huh.>>And everybody is a part of that conversation. We work with Silicon Valley, so it’s really
about meeting people where they are. You can’t expect — you can’t bring the horse
to water, you know? You don’t work from all the way back there. They have to be near the trough. And then it becomes an derivative part of
the narrative they’re already engaging in. I think that’s the key really.>>Sure. And so jumping off of that, you bring the
horse to water, you put these stories in front of folks, and you say, you know, here are
some really amazing folks who are off your radar who you don’t see every day, you don’t
know about these experiences, you don’t encounter. How then do you make stories of diversity
and inclusion resonate or relevant to people who think that that doesn’t affect them? Well, I don’t really know what I feel about
diversity because I don’t need to know what to feel about diversity.>>Yeah. I mean I think it comes-to-down to bringing
in the human element and showing how it’s really affecting people and, you know, like
telling the personal stories of people’s experiences with racism when trying to raise money or
even in trying to get press coverage. I mean, there’s just — there’s way too many
stories out there just really sad stories that are out there of people being discriminated
against. And the hope is that people will, like, find
it in their heart to, you know, not be a terrible human. I don’t know. And read those stories and try to relate with
them and hope that, like, well, this would really suck if that happened to me or to my
friend or to my mother or — I don’t know.>>And I think a key element is I can’t feel
preachy. Something we talk a lot about with creative
folks is how do you make this — and this is coming from a scripted angle, which is
slightly different from a journalistic angle. But how do you make this fun and relevant
and not something that I’m trying to tell you that you should care about this? Because there’s an allergic reaction to that,
particularly in millennial audiences and younger to be, like, oh, you’re trying to feed me
something. You’re trying to feed me a can of spinach,
and I’m not quite sure what that is, and I’m uncomfortable about it. But what’s the cotton candy about the story
that makes people go, oh, that’s really cool, I never thought about that. And the inception is that they’re seeing different
faces, they’re seeing it from different perspectives and suddenly that becomes part of the way
they think about the narrative. They do this with their engineers. What’s interesting is the group we put together
just may not look like the stereotype. And so when the writers are working with them,
suddenly the conversation becomes “Oh, I know Jamie. That’s the character I’m thinking about. I’m not referencing off the stereotype.” And then that little piece right there translates
on screen and then the audience then feels that same journey. And I think that’s really the key that so
much of this sometimes gets forced where people then shut down, and we have to engage them
and bring them in a way that mix them feel excited because that’s what this is. It’s not a burden, it’s an opportunity. A creative opportunity, and I think that’s,
to me, the key switch.>>When we talk about diversity and the media
criticizes tech companies font being diverse or lacking black engineers or Latino engineers,
the media itself has a long way to go to achieving parody, to achieving representation. Often a vast majority of color in their newsrooms,
in their writers rooms. How does that play out in the coverage that
happens? I mean do you — what are your thoughts on
how the organizations own lacking of diversity or unconscious bias in the media affects the
way that these issues are covered?>>Something — so TechCrunch recently came
out with its diversity report. And I don’t know. It — I’m trying to choose my words very carefully
right now. But so not everyone participated in the survey
because I mean it wasn’t a requirement. I think there were maybe 70% participation. But, like — I don’t know this for a fact
but my understanding is that 100% of the people of color participated in it but not all of
the white people. So it looks like we’re more diverse than we
are. So that — I don’t know. That was just interesting for me, and I mean,
we’re actually — TechCrunch is relatively diverse when it comes to gender and age and
somewhat gender identity. We have a good amount of queer folks on staff. But in terms of on the editorial team, the
racial diversity is definitely still lacking. So granted really enjoy covering diversity
inclusion, it’s something I’m passionate about. But a lot of times if there’s anything diversity
related, oh, Megan, do this. And granted at the same time, I said that
I wanted to cover this. I still wanted to. And thankfully there are people who step up
and do cover these issues, like, John is great about that, Cape is awesome. So there are other people, nonpeople of color
who are talking about these issues. But I think it’s just really important that,
like, everyone gets onboard. Like, it can’t just be siloed off to, like,
one person or a couple of people. It needs to be integrated into the stories
that don’t even necessarily seem to have a diversity angle. But, like, if you’re talking about, like,
VR, like — I don’t know figure out what affect it’s going to have on the masses, which means
everyone, which means low-income people. Are they going to be able to access virtual
reality? Like, what kinds of experiences are they goof? And maybe I’m going to get onto this tangent. But at the — I was able to attend the White
House’s south by south lawn festival, this one-day event last month or — I don’t know
what month it is anymore. It doesn’t matter but they had this really
cool virtual reality experience that put you inside, like, solitary confinement, and it
was just — it was in partnership with the guardian and the mill and that was just such
a cool use of technology for good. And virtual reality for good. Because a lot of times you hear about VR in
the context of Palmer lucky and you’re, like, oh. But there are lots of awesome ways to use
VR and looking how it can affect people and everyone and, yeah.>>So I think companies would like to hire
more diverse people, more diverse media. But at the same time, they’re having difficulty
recruiting themselves recruiting in their offices. And I think if they want to do a really good
job, it’s important that they do reach media that is diverse. Because you’re going to report differently
than someone who doesn’t understand or care about diversity, and that’s the whole point
of it. So if a company is trying to seek more diverse
candidates, if it was me, and I was a company, I would want to go to, like, a diverse agency
who’s careful with their messaging, who’s careful with the photos and that they’re real
people, not actors. Not someone who’s in a wheelchair who can
really walk. But show the real photos, you know? At the same time, you know, besides the messaging,
be real. Be out there. Look for them. Hire them. Give people a chance. And with media, that’s the real problem. You don’t see enough diversity in all the
rooms. You go to a press event, there’s hardly any
diverse people? Why? Why not give people the opportunity to do
that?>>100%. I couldn’t agree more. And I think if you look at the data, it’s
actually can kind of freaky the parallelism between multiple industries and representation;
right? You look at, for example, the number of cable
show runners in television and the numbers are fairly identical to our numbers in tech. You look at background casts of women in major
motion pictures, the number is 17, the same number of CS graduates, same numbers of women
in tech. There’s interesting parallelism in the data
across multiple industries. I don’t think we’re having much of that conversation
and how much all of that is influencing each other; right? So representation behind the camera is influencing
what’s happening on the camera, which then is influencing society to think that that
under-representation is normal.>>It’s a cycle.>>It’s a cycle, and I think we need to be
talking about it more in that way that we don’t live our lives in silos, so none of
this exists in silos. And obviously unconscious bias is at the heart
of that; right? Most people are not malicious innocent wanting
to have representation on their staff. They often don’t know how. They don’t know it’s happening. They don’t know the slight cuts that are happening
for some of their employees every day on the job. And one of my favorite examples is Glenn whose
show ran the walking debt and most recently Damion, he’s, you know, self identifies as
a middle age straight sys white man. And I went up to talk to them and he said
watch. We get interrupted. And I was, like, what are you talking about? And next day he watched the behavior of the
writer room and noticed that they were right. He kept getting cut off and his ear was subconsciously
picking up the male voice more than the female voice. He noticed. So what he did then the next day is new radiological
rule. From now on, nobody interrupts anybody in
this room. Period. He didn’t highlight that it was women. He just said nobody interrupts anybody. And what’s interesting is that some of the
men in the room came up to him afterward and said thank you because I was also getting
interrupted. And the thing is he hadn’t even noticed because
of the voice differentiation, he hadn’t even picked up on some of the more introverted
guys in his room were feeling shut down, and they weren’t vocalizing it; right? So by making a new practice, he was able to
make an incollusive environment, and now prophesying this across the entertainment industry. It’s people like who sit in positions of power
and who have influence and are at a certain space in the career in the media space saying
these are Rall ways to move the needle and to start change the environments and the way
that you hire and think about inclusion. Like, that to me is the gold nugget. If we can get a bunch of different people
on that train, we’re going to start pushing in the right direction. But it’s going to take that kind of movement
and not just from us who have already bought in and care about it. But for those who have been in power, held
power for a while, and what do they do about it and how do they identify; right? And that, to me, I think is the parallelism,
and I think the opportunity from this sort of inclusion unconscious bias standpoint.>>Absolutely. I do want to get to audience questions. We have about 13 minutes left. So if anyone has any questions, I think there’s
some mics floating around.>>Thank you, this is a great panel. So for a tech company who is genuinely trying
to improve in this area, what kind of stories are you looking for? Or how could we pitch you?>>What kind of stories are we looking for
and how can they reach us?>>I can start. I mean at the chronicle, we get pitched all
the time. E-mail is often the most efficient way and
also the least efficient way. Because it will get to us, but we — I mean
I don’t know about I can speak to everyone on this panel. But I get a deluge of e-mails, and it can
be hard to get through all of them. I think the best advice I can give you is
be choosey about the stories that you pitch. Pick something that would be really unique
or resonate or relevant in current events, and that’s more likely to catch someone’s
attention.>>Yeah. I mean what you said. I mean also I guess, for me, I mean — yeah,
I cover a lot about diversity inclusion and on demand stuff, blah, blah, blah. But I think a lot of times I’m really interested
in founder stories, like, if the founder has a really cool story to tell or had a unique
experience, I might feel more inclined to write that story — or just at least hear
what they’re working on. I’m really not into most pitches that are
about studies and just — I don’t know they’re good for, like, reference — in order to,
like, reference for a larger story but, yeah. I don’t know it just depends, and it could
even depend on how I’m feeling that day. Yeah, sorry that’s probably not helpful.>>I think e-mail is the best way. And I don’t like very long e-mails. Maybe just short to the point and why you
think we should feature this particular story or person. And, for me, I love success stories. I love to hear about the underdog. I love to hear about how someone came from
nothing is doing something pretty substantial. Someone who could be a role model. Someone who could relate to somebody else
and say, hey, that’s me, I could do that, or look at what they did. Those are the kinds of stories that we look
for.>>Yeah. I think people at the heart is always a good
one. Questions? No other questions? Oh, one up here.>>Hi, I’m really curious about when a lot
of times diversity in tech, Asians are often not considered part of that. I would love to hear what your perspective
is on that. I feel that there are many ways that’s connected,
whether — while there are many east Asian entrepreneurs and developers in the tech industry. At the same time, the model minority stereotype
really hurts Asians in tech as a whole. But I would love to hear your perspective
as media professionals on why that narrative might be.>>I couldn’t hear a thing.>>She asked about the portrayal of east Asians
in tech coverage and how they often get lumped into the majority, even though they are a
racial ethnic minority and how we balance that. Want to take that? I can start. It’s — I think the problem is a lack of nuance
when we talk about diversity, and I think that that’s true, not just for east Asians
but for any number of groups. And, unfortunately, when these companies are
breaking down their data, it’s Latino, black, Asian, white, other. And it can be very — it erases a lot of the
nuance in those categories. I also think, unfortunately, when we’re talking
about certain minorities, east Asians in particular are subject to this model minority myth; right? Where you’re the good minority where you have
all of these attributes that in some ways people just sort of see as part of this bigger
story of tech and why it makes sense that you’re there. So I think that can play into it too, and
that is part of this unconscious bias thing where if we don’t have folks telling those
stories who understand why that’s a problem or why that’s not true, it’s easy to get swept
up in that. So that would be my thoughts. I think how we solve that is just having these
conversations and making people aware that that’s a problem.>>Yeah. Just to kind of piggyback on what you said. I think there needs to be a greater push for
more information in — within those diversity reports to really, like, break out the different
races and ethnicities and not just lump them into a broader category. And then also, I mean, just taking into account
intersectionality, that also plays a role. But those stats aren’t typically broken out
in diversity reports, so — yeah, and then also of course, your ability status, your
physical ability or if you’re disabled, I think that there needs to be more information
around that as well. So, yeah, there’s definitely a lot of work
to be done in terms of what companies are actually putting out and what they’re looking
at and the information that they’re gathering.>>I was going to say we’re definitely very
conscious of that in the initiative work that we’re doing. Mainly because as we most probably all know
in this room that with the Oscar so white controversy another thing that has come out
of that is deep conversation of underrepresentation in the Asian community in all stripes and
in some cases an incredibly offensive portrayal sometimes and sort of white washing of that
experience too. And I think something we’re thinking about
is straddling the sort of stereotype that’s been associated I think with the profession
itself, and I think white men and Asian men have generally been speaking and portrayed
in the stereotype. And how do we break down the typical stereo
characteristics within that and then the vast array of the Asian community. It’s something that I think is really is actually
top of mind in the Hollywood industry because of amazing activism work from different organizations,
including cape and others within the industry. So my hope is out of that, we’re going to
start to see some really interesting choices coming up in terms of romantic male leads
being Asian, which I think is something that’s been underrepresented. I think the idea of the Asian experience at
large explored where you’re differentiating between being Indian, south Asian, Filipino
experience, Indonesian versus Korean or Chinese. And I think the rise of China as a market
is actually going to be tremendously helpful in that. Mainly because where the money is, so goes
everybody. And so how can we capitalize — I think the
real question is how do we capitalize from an activist community as well as from the
tech community and other places to sort of intersect with that movement? Because I think that’s going to be the real
opportunity; right? Because if they’re following the money to
China, subjecting we have an opportunity to tell Chinese stories but then that allows
us to suddenly get into, well, are we telling Korean stories? Et cetera. So, for me, that is going to unlock some really
deep conversations around Asian representation. That’s my theory.>>So I want to say I apologize if that’s
how media relates to your community because that is not something that I think any of
us intend to do. And I think it’s a perfect example of us having
the lack of diversity in all realms. For example, I come from a Middle Eastern
background, and I see Middle Eastern women spoke about in such the wrong ways because
there are different women, different cultures within the Arab community or Middle Eastern
community. And I take offense to it, but I look at it
as lack of diversity, lack of understanding. But if there were more on that team that were
diverse, maybe someone from my background, her background, her background, a disabled
— that’s why it’s so important that whatever we do has to be a diverse roundtable. Because then we won’t report incorrectly. Because when they do write it, it is looked
upon and said, no, you’re lumping them all together. You can’t say it like that. That’s not really how it is. And I think that’s what the problem we find
at schools. The problems we find in the boardroom, and
I think you hit on something there, but I do want to apologize if that’s how it seems
and I will, and I know we will look at that a bit more.>>Yeah. [Applause]
>>I think we have a question in the front row. Oh, over there. Okay.>>Hi.>>You’re next.>>Okay. So thank you so much. This has been an absolutely fascinating conversation. I’m from Atlanta and one of the things I’m
notifying in Atlanta in particular is that we’re dealing with a lack of collaboration
from industries being siloed and not tackling community-wide issues. What I would like to understand is that it
seems like in the entertainment industry, diversity is the number one conversation in
tech. Diversity is the number one conversation in
so many different realms, especially in the advertising industry. Diversity is the number one conversation. What do you guys see? Or do you even see that there’s an opportunity
for collaboration for the tech industry to partner with the advertising industry and
the entertainment industry? Because they are such loud voices and such
large platforms to really tackle some of these issues.>>Can you repeat the question?>>She wanted to know if there’s an opportunity
for cross industry collaboration because there’s similar issues with diversity, and I think
she said advertising tech and entertainment? Yep.>>I mean, I think absolutely. 100%. Something we’re seeing in our work is that
there seems to be very deep demographics. That’s where the money is coming from. We have online platforms, many of them owned
by tech companies, even our own YouTube that reach very specific deep audiences through
the content. So how can we essentially feed the advertisers
with the content that’s produced by folks of all stripes; right? And suddenly you are raising income coming
in for both the creators and the company as well as the advertisers. So, yes, I think that’s the recipe right there,
and it’s really clearly links a tech company with entertainment objectives and advertisers;
right? And so that through line equation, 100%. Something we’re talking about as a company. But also, I think pretty much every online
digital platform is talking about because as you probably — it’s true. As you probably have seen the reflection of
what’s happened in traditional media has happened on digital media as well. I mean, I think unconscious bias just reigns
supreme all the time. So this advertising opportunity is the one
where we can combat it actively. So I’m so glad that you brought that up because,
again, where the money is, the rest follows. And so I mean, that’s the recipe right there
I think. Yeah. 100%.>>I think the challenge, though, at least
when we’re talking about the media is entertainment can very easily partner with ad firms. Can very easily partner with tech companies. Journalism organizations, news organizations
are less likely to do so because there’s a pretty hard line, and this is how it’s always
been between the newsroom and the ads. And so it’s a very hard thing to cross. And a lot of that has to do with editorial
independence and not wanting to muddle your coverage. So I think that challenge is — particularly
interesting with journalism because there are these very hard walls up.>>For our magazines, it’s imperative to have
the editorial with the advertising. Because the image that you get from the ad
isn’t always what the company is really trying to portray. So if you have an ad that is very diverse
that is having a message but to have an ad for the same time it may be a veteran who
went through a discharge who went through a transition who’s now working for let’s say,
say, Amazon and how he’s climbing the corporate ladder, and it’s actually telling a story. It’s not selling the company, it’s telling
a story so that if another veteran thought, well, that could be me. I’ve never thought about applying there. Maybe I’ll go there. So I think a lot of times having advertising
and editorial hand hand and hand always works because there’s always misconceptions in an
ad.>>So my question is about — one of the things
I’m not hearing mentioned is how to — how do you reach out to the more rural, physical
communities that have traditionally been passed over by tech, by a lot of the more invasions
recently that have been more focused on cities. How do you get someone who’s a farmer, someone
who’s a hunter feeling, like, oh, I can be part of that too. The advertisement of woman going hunting after
finishing up a coding project or something like that.>>Sure. I think part of that just has to do with how
we think about tech. And I think it is moving in the direction
of thinking about tech and blank in the intersections of things. I’ve done some stories about tech and agriculture. Farmers using drones. How kind of the money in California is affecting
some of these rural communities. But I think because — yeah, tech companies
are centered in cities, and people who work for tech companies are centered in cities,
that’s the focus. But I think as we kind of get away from just
writing about tech as a monolith and start looking at tech as something that involves
every part of our lives, we’re going to start to see more of that.>>And I think it’s interesting, I think inclusion
automatically plays a part in that equation; right? Because the farmers you covered, mostly Latino;
right?>>Yeah.>>So suddenly they’re using the technology
in which they exist in that particular area of the country. So suddenly this raises the profile because
I think tech is often viewed as sexy, cool, like, on the edge; right? And maybe agriculture I think stereotypically
may not be thought of in the say way. So suddenly merging the two you’re giving
credence to agriculture and then elevating the community along with the story. They are tech entrepreneurs. Like, what does a tech entrepreneur look like? And suddenly if you’re talking about agriculture,
well, it looks like a farmer. Like, what? So I think that — to that decoupling I think
to the local level could be really cool when you think about cities that are around certain
industries; right? Or around certain professions that may not
be thought of in that way as part of the technical landscape and suddenly you elevate the profile
of that conversation. That sort of Anderson.>>And also to some degree it might happen
naturally of climate change, of drought, of things that are going to require farming communities
and agriculture to innovate in new ways. And I think that’s — especially in California
have been a big focus about a lot of the coverage I’ve seen about agriculture and tech has been
about how are farmers innovating to deal with a lack of water resource? How are these communities bridging the digital
divide so that the children perhaps, the farm laborers, who are Latino who speak Spanish
can learn to use technology in ways that their parents couldn’t? And I would totally agree that it has to do
also with diversity of journalism organizations. I’ve done a lot of coverage of ad communities
because I speak Spanish and not everyone can make inroads into those communities because
they have a language barrier. Any other questions?>>Hello, this has been a really awesome panel. So thank you, all, very much. My question is in regard to myself as a programmer. I want to know what are ways that I can help
push some of the mainstream media that already has the following that they need to reach
a very wide audience? Aside from investing myself in you and following
your stories that cover inclusion and telling people that they should listen to, you know,
this week instead of getting their news from the local news station or whatever. But how can you put pressure on the New York
Times and the Washington Post and, you know, these kinds of places that are — they have
such a wide audience, and they have so much influence in such a large way, and they’re
not pushing the boundaries and kind of moving in that direction of covering inclusion and
being a little bit more educated about that stuff.>>The question was how can consumers push
mainstream media organizations to do more inclusive work and coverage. What power does she as a consumer have?>>I mean, Twitter is huge for that sort of
communication with companies. I mean, if you even just mention them in a
comment, I mean that could be a start. And then getting the right people to retweet
that. Yeah, I’m not — in terms of mainstream media
if we’re talking New York Times and Washington Post, I mean I think maybe they have some
coverage here or there. But it’s not too much into the nitty-gritty
of what’s going on, like, day to day around diversity inclusion in the tech industry. I’m just thinking, like, I know Mike Isaac
did something on project include when that came out. But, yeah, I guess Twitter. I’m not sure.>>I would argue that sharing stories and
content from alternative sources is what you could do. It may not get CNN to cover what we’re writing
about. But it will get other issues and other stories
in front of your friends and your acquaintances and people who follow you. And I think the way people consume news has
changed so much that they’re not just going to one place. So you feel it’s important to have diversity
perspectives, seek that out and put it in front of the people in your own network. Because if we don’t actively do that, we’re
all being pushed into these echo chambers where we’re getting diversity opinion.>>Yeah. My advice would be do anything. Anything. But don’t do nothing. Okay? Whatever you do, whether it’s social media,
writing an e-mail, whatever it is, make the complaint. Say something about it. Give your opinion. Because it counts.>>I think we’re out of time, folks, but thank
you so much. Those were great questions.

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