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Title [sv]
Hur diversity management gör skillnad. En jämförande studie om hur frågor om etnisk och nationell mångfald hanteras i massmedieorganisationer i Sverige och Tyskland
Title [en]
How Diversity Management makes a difference. A comparative study of how issues of ethnic and national diversity are managed in mass media organizations in Sweden and Germany
Abstract [en]
The development towards diversity in the working life is necessary both on the basis of globalization and as a human rights issue. Hence, the main issues of the project are: How do mass media organizations in Sweden and Germany manage diversity issues, such as issues of ethnic and national diversity? And does diversity management make a difference for developing a diversity focus in the media? Mass media have a large influence on what is considered to be a society contributing to equality in opportunities for all citizens. Research in this area has been dominated by normative, and also strongly structure-oriented and conflict-oriented theories as explanatory models. As an alternative, the project applies a theoretical and methodological approach, which today is usually described as Luhmann’s systems theory. Systems theory is well suited for this type of study not at least due to the complex phenomena and societal conditions characterizing mass media. The system theoretical approach allows analyses from different perspectives, such as from the perspective of the media recipient, from the politician or, as in this project application, from an organizational perspective. Diversity management is as a management theory related to theories of organization and leadership and organizational culture, and therefore, we also work with theories in this field. The empirical data will come from interviews with people in leading positions and concerned with diversity issues and also from policy documents of the mass media organizations in Sweden and Germany. In line with the phenomenological approach, we analyze our empirical data from the perspective of the observer.
Publications (3 of 3) Show all publications
Schwarzenegger, C., Falböck, G., Graf, H., Ellefson, M., Agirreazkuenaga, I., Ferrández Ferrer, A. & Yanglyaeva, M. (2019). Ethnic Minorities and the Media – A Struggle for Voice, Self and Community?. In: K. Arnold, P. Preston & S. Kinnebrock (Ed.), The Handbook of European Communication History: (pp. 437-452). Hoboken: Wiley-Blackwell
Open this publication in new window or tab >>Ethnic Minorities and the Media – A Struggle for Voice, Self and Community?
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2019 (English)In: The Handbook of European Communication History / [ed] K. Arnold, P. Preston & S. Kinnebrock, Hoboken: Wiley-Blackwell, 2019, p. 437-452Chapter in book (Other academic)
Place, publisher, year, edition, pages
Hoboken: Wiley-Blackwell, 2019
Series
Handbooks in communication and media
Keywords
minority media, migrant media, history
National Category
Media and Communications
Research subject
Baltic and East European studies
Identifiers
urn:nbn:se:sh:diva-39862 (URN)9781119161622 (ISBN)
Funder
The Foundation for Baltic and East European Studies, A035-2011The Foundation for Baltic and East European Studies, 31/2016
Available from: 2020-01-14 Created: 2020-01-14 Last updated: 2022-10-18Bibliographically approved
Graf, H. (2017). What Structures?: A communicative approach to ethnic diversity in German media companies. Journalism Practice, 11(5), 544-558
Open this publication in new window or tab >>What Structures?: A communicative approach to ethnic diversity in German media companies
2017 (English)In: Journalism Practice, ISSN 1751-2786, E-ISSN 1751-2794, Vol. 11, no 5, p. 544-558Article in journal (Refereed) Published
Abstract [en]

This article examines how the topic of an ethnically diverse workforce can become an organiz- ational problem (or not) in private media companies. The study is based on interviews with Human Resources managers and persons responsible for diversity issues at these companies. This article favors a communicative approach by relating structures to agency through the concept of expectation. This is in contrast to the bulk of media research, which considers structures as something fixed and objective in determining organizational action. By exploring the expec- tations structures we can see which expectation patterns condition organizational communication. As a result, the main pattern of migrant background as adding value to the organization (or not) could be revealed as a guiding distinction in organizational communication about diverse workforces. 

Place, publisher, year, edition, pages
Routledge, 2017
Keywords
ethnic diversity; expectation; media organizations; systems theory; workforce
National Category
Media and Communications
Research subject
Critical and Cultural Theory; Baltic and East European studies
Identifiers
urn:nbn:se:sh:diva-29715 (URN)10.1080/17512786.2016.1155969 (DOI)000403809600002 ()2-s2.0-85019040856 (Scopus ID)
Funder
The Foundation for Baltic and East European Studies, A035-2011
Available from: 2016-03-11 Created: 2016-03-11 Last updated: 2020-07-09Bibliographically approved
Graf, H. (2015). Possibilities and limitations of managing ethnic diversity: The example of German private media companies. In: : . Paper presented at Nordmedia 2015. Media Presence - Mobile Modernities, Copenhagen August, 13-15, 2015.
Open this publication in new window or tab >>Possibilities and limitations of managing ethnic diversity: The example of German private media companies
2015 (English)Conference paper, Oral presentation only (Refereed)
Abstract [en]

In contrast to other branches, media companies are criticized as ‘lagging behind’ in becoming ethnically diverse, and they are too slow in making progress of diversity efforts (e.g. Horsti & Hultén, 2011; Graf, 2011; Markova & McKay, 2013, Horsti et al 2014). For example, when it comes to media professionals with migrant backgrounds, the numbers are very low: Only three percent of journalists have a migrant background according to a survey of the German Journalist Association in 2007 (Poettker 2013). Especially, black television journalists in Germany are rare. There are no news anchors of African origin, and there are only a few isolated cases of entertainment programs, where black journalists are in front of a camera.

This paper examines how media companies assess the importance of this issue of diverse workforce. As I am especially interested in the workforce (and not in programming), I have mainly interviewed 10 HR managers and staff who are responsible for personnel development and diversity issues within German media organizations during the fall of 2013 and the spring of 2014, and looked at their documented policies and diversity programs. In this paper, I focus on how HR managers, mainly from private media companies, observe the communication climate for diversity issues in their organization, and how they address recruitment obstacles.  More concretely, I want to explore, first, how the topic of a diverse workforce becomes an organizational problem (or not), and, second, which solutions appear and on the basis of which expectations.

Keywords
diversity, ethnicity, media companies
National Category
Media and Communications
Research subject
Critical and Cultural Theory; Baltic and East European studies
Identifiers
urn:nbn:se:sh:diva-28769 (URN)1554/42/2011 (Local ID)1554/42/2011 (Archive number)1554/42/2011 (OAI)
Conference
Nordmedia 2015. Media Presence - Mobile Modernities, Copenhagen August, 13-15, 2015
Funder
The Foundation for Baltic and East European Studies, A035-2011
Available from: 2015-11-19 Created: 2015-11-19 Last updated: 2020-07-09Bibliographically approved
Co-InvestigatorJönhill, Jan Inge
Principal InvestigatorGraf, Heike
Coordinating organisation
Södertörn University
Funder
Period
2012-01-01 - 2014-12-31
Keywords [sv]
Östersjö- och Östeuropaforskning
Keywords [en]
Baltic and East European studies
National Category
Media StudiesCommunication Studies
Identifiers
DiVA, id: project:1758Project, id: A035-2011_OSS

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