Live Blog: Power Shift Summit 2.0


We are coming to you live from the Newseum in Washington, D.C.

This is the Freedom Forum Institute’s Power Shift Summit 2.0. The program begins in a few minutes.

The Freedom Forum Institute is the education and outreach partner of the Freedom Forum and the Newseum.

Today we explore what has changed (and what hasn’t) since the Power Shift Project’s first summit one year ago in 2018. Back then, we examined the systems and the silence behind sexual misconduct in media organizations, and looked at how that misconduct intersects with discrimination. We made recommendations and a call for meaningful and sustainable culture change.

Power Shift Project 2.0 will identify those leading the evolution, take stock of progress and the work yet to be done, and we will look for the still-untold stories.

Our program runs from 10 a.m. to 4 p.m. ET

We begin with a welcome for our attendees, and a scene setter from Jill Geisler, Freedom Forum Institute Fellow and Cathy Trost, Executive Director, Freedom Forum Institute/Power Shift Project.

And then:

10:15 am to Noon: One Year Later – What’s Changed and Who’s Leading the Way?

Noon to 2 p.m.: The View from the EEOC

2 to 3:45 p.m.:  The Assignment Desk

3:45 to 4 p.m.:  Forward to the Future

We will work hard to keep on time today.


Thank you for reading along on the Power Shift Summit 2.0 Blog.

There is also a video live stream.

You can follow the hashtag #PowerShiftSummit on Twitter.

The Power Shift Project’s Assignment Desk is collecting story ideas and other resources.

They will be available online at


My name is Roseann St. Aubin. I’m at the keyboard of the live blog today. My own background is in television news, and I’m now a writer and media trainer.

Please forgive any errors that may be caused by my speeding fingers.

We’ll begin in a few minutes.



We are now beginning the program with messages of welcome. Roll along with us!

Cathy Trost, Executive director of the Freedom Forum Institute is speaking now.

She is talking about the first summit, one year ago, held as story after story broke about sexual harassment and misconduct in our own media organizations.“We heard how imbalances of power and corrosive behavior too long tolerated had left a trail of damage in our industry.”


A little video for our attendees now. It’s a recap of the 2018 Summit.

There are monitors around the room, allowing everyone a clean line of sight.


Freedom Forum chair and CEO, Jan Neuharth, steps to the podium.

Jan says that after the 2018 Power Shift Summit, “We reached out to more than 20 respected leaders in media and policy to form a Power Shift advisory board. They signed on immediately.”

She introduces them in the room.


She is listing the organizations, such as RTNDA, that have been given our unique program.

Another positive outcome: CBS awarded the Power Shift Project a major grant, allowing the Freedom Forum to train more trainers at no cost to them and with travel support, too.

Jan recounts how Jill Geisler was engaged to develop a Workplace Integrity curriculum as a program (or tool) for media organizations. It has been described as transformational. More than 60 people have been trained to present this custom curriculum.


Jill Geisler will now lead us in a series of conversations meant to encourage diverse voices and views. Jill is the Freedom Forum Institute Fellow in Women’s Leadership and also serves as Loyola University Chicago’s Bill Plante Chair in Leadership and Media Integrity. We will see her roam the room, microphone in hand throughout the day. She’s giving the “rules” for interactions today.

In the morning, Jill says, we will talk about the “interior” of newsrooms – looking at issues inside our work places.

Last year, when the first Summit was held, Jill says, emotions were raw. There was anger in the room. But what has happened since?

One Year Later – What’s Changed and Who’s Leading the Way?


Our conversation leaders for this session are being introduced, and asked what they have seen in the past year.

Let me list the members of the panel for you.

Carrie Budoff Brown, editor, Politico

Soraya Chemaly, author and director of Women’s Media Center Speech Project

Sarah Glover, president, National Association of Black Journalists

Aminda Marqués Gonzalez, executive editor, The Miami Herald

Jane Mayer, staff writer, The New Yorker

Loren Mayor, president of operations, NPR

Elisa Lees Muñoz, executive director, International Women’s Media Foundation

Carolyn Ryan, assistant editor, The New York Times

Mizell Stewart III, senior director, talent, partnerships and news strategy, Gannett and the USA TODAY Network

Karen Testa, former Sexual Misconduct team leader, The Associated Press

Lauren Williams, editor-in-chief, Vox


Carrie Budoff Brown, Politco, NABJ, is telling us how her hiring process has changed. When building a team, she looks for those who bring a supportive, collaborative drive.


Lauren Williams, VOX, is speaking now. She says sexual harassment happens all the time in our industry. And that the bystander training – a part of the Workplace Integrity curriculum – has been critical.

She says that during bystander training there was no clear right answers, but the theme of telling someone came through.


More from Lauren Williams: “We created a network of employees who had open doors and could be trusted.” It was relatively easy to fix policy and make it known.. harder to change the culture longterm. Some in her offices asked for a peer to peer support group. Anxiety and push-back from HR at first.

Loren Mayer of NPR says sexual harassment is one manifestation of power.


Sara Goo, NPR, is at the mic now. She was one of those in the “trusted network” – developed the training program for them. They now know how to guide people with harassment issues.

Sarah Goo adds that we need to engage senior leaders. Create “office hours” at least for a couple of hours a week. Employees get that time to talk, share. She recalls how NPR had an EAP but no one knew it! When the Kavanaugh hearings happened, there were employees needing counseling. Had to get the word out.

Loren Mayor, NPR, again. We all need to be active listeners.


Elisa Lees Munoz of the International Women’s Media Foundation says it is still early in this conversation. That the reckoning is still happening. There is still a lot of distrust. People who have come forward are still paying a price.

She’s talking about how this affects freelancers.

New York Times’ Carolyn Ryan says people have started talking about issues. This was all significant for us, across all NYT outposts.

Elisa Lees Munoz again. She’s talking about organizations in Europe and other foreign bureaus are not getting the same help. But that they are beginning to speak out.

Sharif Durhams is speaking now, saying his organization is trying to do better, doing much more training when employees come onboard. Sharif is with the National Lesbian and Gay Journalists Association.


Issue being raised now: retaliation of people coming forward with a complaint.

Julie Burton of the Women’s Media Center is standing now to talk about the Center has done.

I’ll get that link for you.


She Source is available at

The Women’s Media Center does a progressive women’s voices training. Will train more survivors this year.

Julie says it’s been a busy year. Big step: launching She Source – getting 300 searches a day looking for experts on sexual harassment. Good diverse sources available.


Linda Seabrook of Futures Without Violence is on her feet now. Explains the amount of training they do.

Linda said it was interesting to see the Today Show this morning and the Gillette ad that talks about men being respectful of women.


She said she was shocked that the narrative went so quickly to “it’s a war on men” – too negative on the actions of men. She says the media has a role of moving the conversation where it needs to be.

Gloria Riviera, Press Forward, talks about formation of her group now. Focusing their efforts on a nationwide study on women in the workforce with McKinsey. For that study looking for 7 companies with each more than 1000 employees to take part.

Also looking at doing training. Press Forward mbrs have a variety of backgrounds, skills. Gloria herself has focused on journalism schools.

Shira Stein of Bloomberg Law is talking now about interns. Reaching out to them about harassment, discrimination. It is hard for them to find sounding boards for their complaints.

Lynne Adrine of Syracuse is speaking now. She saw a shift last summer in awareness of challenges on the part of those entering the workforce. She included speakers for students who talk about those mine fields in an organization’s culture. She doesn’t know that hiring managers are doing as much.

Katie Culver of UW Madison (go Badgers) says it’s important to work with faculty advisors of interns. They have no voice. Listen to them!

Culver adds she has begun in classes to say you can talk to faculty – but that interns should also feel free to talk with their peers.

Internship Coordinator for Univ. of Southern California, Caroline Fraissinet, says she is telling interns “you have rights”. If there is an org not acting professionally, we at the the university can do something about that.


Jill Geisler asked attendees to raise their hands if they have started talking differently about diversity and harassment and inclusion this past year. Majority raised their hands. “That should be trending!” said Jill.

By the way, find the Twitter conversation by following the hashtag #powershiftsummit

What is courage in a newsroom? We have through the years decided we had to show toughness and now we have to think about security (in our jobs) in a different way. Share expectations and culture around the vulnerability of that.” – Carolyn Ryan of NYT.

Eliza Munoz says tough to get media orgs to participate in research. Weighing amount of harassment has been hard, even though they are guaranteed that responses are anonymous.

Lauren Williams of VOX says some feel that because you chose this job, the harassment and acceptance of it comes with it. We are trying to get on top of harassment, especially that which comes in through social media, like Twitter.

Lauren Williams has been talking about “doxing”. Here’s what that is: Dox – To search for and publish private or identifying information about (a particular individual) on the Internet, typically with malicious intent.Lauren says if her staff is getting attacked on social media, they have folks who will purge targeted attacks in an account’s history, to protect reporters from dealing with that immediately.

By the way, it’s now 11:07 am ET. We will go with this general discussion with attendees and the panel until Noon. Ish.


Remember: The Power Shift Project’s Assignment Desk is collecting story ideas and other resources. They are available online at

Now we are talking about a critical issue. The role of HR in all of this.

Traci Schweikert of Politico (HR) says things are changing for HR management. She is doing a deep dive on training vs. improving culture.

Traci says they try to have conversations about complaint and response everyday. And as far as new employee on boarding, we have conversations about what proper behaviors look like, and giving them real world options for what to do when they are troubled.

Point being made now: in the past we were too compliance based. Too much didn’t reach HR. Traci says that whole idea of people saying to themselves I have to be tough is wrong.

Ask yourself as an employee “am I comfortable or not” and go to HR if something doesn’t feel right.


NYT actually brought in Second City comedians to act out situations in improv as part of a training. This brought out a chuckle in the room, but we’re told it worked.

How do we balance the expectation of privacy with the need to follow thru appropriately with a complaint? AP representative says we went case by case. When accused admits it, it tempers how much we can discuss publicly.

We’re hearing how a media leader witnessed novel kind of outreach on a newsroom incident, where the manager discussed his resolution of a reported incident, and walked staff through how he got there.

But with HR issues, there is no road map. Another leader said they didn’t know if they achieved the right balance of transparency and respect for privacy.

Soraya Chemaly of the Women’s Media Center urges people to use the right language in describing the complaint or the threat.

Soraya says her group will work with newsrooms but only if a survey is done first. She says that survey uncovers the kitten stories. You will find vulnerabilities that were not reported to leadership who is often male and not connected to what is happening, particularly in digital violence.

Elisa Lees Munoz of IWMF talks about the importance of news organizations being prepared for online security and support for journalists. Connecting the technology team that helps keep the site safe needs to work with the journalists to keep them safe from online harassment. The panel quickly jumped in on how their organizations helped. From making it harder to directly connect and comment to their staff. From something as simple as not giving email addresses in bios to making sure you aren’t giving up too much personal information in social media posts.

Need to establish cross-disciplinary teams in organizations, to share what is happening across all platforms.


A reporter says there is a great deal of concern about relationships with sources. She says she has been doing coffee meetings at 10 am for assurance of less of an appearance of impropriety. She’d like more conversation on how to manage sources.


Carrie Budoff Brown, Politico, says she was never comfortable meeting sources at happy hours. She found ways to avoid that, one way was to band together with other women, or set a time for a drink at 5pm, the point is she had to find her way of doing things as a female reporter and not get herself in an uncomfortable situation.


NABJ’s Sarah Glover is says we need to talk more about women in marginalized groups too. The issues of a woman of color can be different. Whether you are in newsroom mgmt or outside that, reach for structures that show you are creating opportunity to handle issues for people of color. Always ask who has a seat at the table. If you don’t have a diverse group, you make a worse problem off the bat.

Lauren Williams of VOX says that the stories we’ve heard this year about men who’ve been getting away with things for a long time because of the false belief they are so talented they can’t be replaced, creates a problem.


A strong point was just made. That to get to the root cause of why we’re in the room now, it is not a question of women or people of color, but of “white or western patriarchy” and what it continual insists on.


Changes have not been drastic enough, says Sarah Glover. We don’t see the change. We need to work to make rapid change. It shouldn’t take a woman 45 years to rise to a more prominent level. We all must ask our media leaders “where is the change” now.


Here’s a link by the way, that’s timely. An article about NYT jobs traditionally held by men that are now held by women.


Gosh, this morning has flown by. We are wrapping up this first session, and just chatting about content for the afternoon: An EEOC update and also the sharing of story tips.


We are taking a little bit of a lunch break now.

We will back with the blog at 12:45 pm ET. This is because, well, we need to eat some food, drink more coffee, schmooze a little.


We will reconvene at 12:45 pm. Get ready!

Here is what’s ahead for the afternoon. All times are ET.

12:45 to 2 p.m.: The View from the EEOC

2 to 3:45 p.m.:  The Assignment Desk

3:45 to 4 p.m.:  Forward to the Future

Please also note there is a live video feed at the following link:

You can follow the hashtag #PowerShiftSummit on Twitter.

We are on Instagram @Newseum

And once we have corralled resources shared this morning – and the story tips and ideas, you will find them all at

Again, I am Roseann St.Aubin, working the live blog today. My background is in television journalism. I am at the assignment desk area of our conference room, along with Karen Testa, Sonya Gavankar and Alicia Shepard. There is a fantastic crew of professionals getting us on air today and making it all look flawless. Thank you, Newseum!

The View From the EEOC


Okay. We have finished lunch, and are gathering to begin the next session. There is chatter in the room, and the clink of coffee cups, but we’ll all settle down.

This session is entitled Power Shift: The View from the EEOC

EEOC acting chair Victoria A. Lipnic and former commissioner Chai R. Feldblum, co-chairs of the EEOC Select Task Force on the Study of Harassment in the Workplace, will discuss the latest EEOC data.

They will also discuss the role of leadership, accountability, training and organizational culture change in preventing and stopping harassment and discrimination.

We have a new moderator: Mizell Stewart III, senior director, talent, partnerships and news strategy, Gannett/USA TODAY Network.


We are now watching a quick video about Workplace Integrity curriculum training that is available.

I promise to list all those training opportunities this afternoon.

We are not doing a formal Q and A in this session, we are going to have a more informal conversation. With about a hundred people in the room, you may think this will be quite a challenge. But hey – we are newspeople. We always wrap on time.


Victoria Lipnic is speaking now. She is EEOC acting chair. Says her work changed drastically in October 2017 with the Harvey Weinstein case. First month after – had a five fold increase in hits on EEOC website.


Victoria said there has been a significant increase in charges being filed the past year. This shows a new willingness of people to speak up and take on the system. Though by the time someone seeks to file a charge things are really broken.


Whoa. Over 70% of people experiencing harassment in the workplace do not file a complaint/charges. Victoria says without a doubt the coverage of high-level cases across the country have gotten peoples’ attention.


Chai Feldblum, former commissioner of EEOC, is speaking now. Listened to this morning’s session. Wants to affirm that we shouldn’t continue to peg groups of harassers and victims by gender, etc. It comes in all forms, affects all. That happens to be the core of the Workplace Integrity curriculum. Mizell adds it should come from the top, that the power of getting a message from the CEO really enforced how he began a new management job.


Chai says it takes 3 things to bring change to a culture. 1. Leaders have to believe something is wrong. 2. They have to articulate values. 3. They need to take action. Taking action helps employees to believe that leaders are bringing change and are authentic.


Victoria Lipnic again. Now rather than waiting until there is a situation on their hands, organizations should now be focusing on what they know about their culture. Have they done a culture survey? She says an important recommendation made in the EEOC task force report, is that if you do only some training, train the managers who see most of the work activity. Feldblum says you want to give thought ahead of time about your expectations are. She says that when discipline is taken, is should be proportionate. And – really you should be trying to curtail bad behavior before it happens. There should be zero tolerance for any level of harassment – though the level of response is appropriate to the magnitude of the issue.


Mizell raises a question. What are the risk factors of a culture that leads to harassment? He asked participants to think about this for the next part of the session. Victoria lists a few: lack of diversity, a significant number of young people, power disparities, and so-called “high-value employees”. She defines them as Super Star Harrassers. Someone who for many years has been know to contribute significantly to the bottom line, but who has been behaving badly for many years as well. We see this a lot in the media.


Matt Lauer’s name comes up. It was clear that his bad behavior at the network was well known for a very long time.


Chai Feldblum says these high-value harrassers lower the level of productivity in the workplace. They would rather get rid of the complainer than the harasser. More studies are showing that this kind of response has a terribly negative impact on the workplace.


There are also indirect financial costs – in addition to potential liability costs of harboring a harasser to a company. One of them is the turnover caused by protection of an abuser. – Chair Feldblum, former EEOC Commissioner.


Victoria Lipnic, EEOC, again. A big employer who has multiple offices and locations have people working all kinds of shifts, face different challenges. That employer must anticipate it all.

We are now going to the audience for input. Alfredo Carbajal of ASNE asked whether there is data available on young people and harassment occurrences. Chair says young persons often don’t know what’s acceptable. Some settings may have a 25-year old manager who doesn’t know policies. We should be getting into high schools, colleges, teach lessons earlier.


RTNDA representative says her member organizations can be unique because many work settings have a single manager, or have remote workers. RTNDA is trying to look at ways to reach out regarding even how to relate to working moms in news, handing stressful crisis stories, etc.


Loren Mayor of NPR says we have done in-person anti-harassment training using role playing. Also used the rubric of red, yellow, green to measure the seriousness of an issue. Loren said she was concerned that top down edicts would not be effective. Instead worked with individual work teams to find their obligations to one another. Did a survey and found a general feeling of inequity, that gave them some actions to take. She also does a statement every week that these things matter and that we are focused on them and will not stop efforts to stem harassment.


Training is only a “capstone” effort, says Chai Feldblum. Accountability is the key. Clear policies critically important as well. Compliance training, respectful workplace training and then bystander training. Those are the kinds of training recommended in the EEOC report. She said it helps to frame it not as compliance training, but training to keep your job.


Among the things that have changed is the amount of innovation in the training. Victoria Lipnic speaking now. The Power Shift sessions and workplace integrity training are good example of this innovation. No more does a manager put together a training by rote, just to cover liability issues.


Eliza Lees Munoz stated that older women ofter react to harassment by putting their heads down and working through it. Younger women more likely to speak out. Munoz is with Int’l Women’s Media Foundation. Chai Feldblum of EEOC added that employers have to be comfortable with allowing researchers to come in and look at how employees are operating. She sees often that someone high up in an organization will say no to cultural assessment. They are afraid it will be “discoverable” and in future work against them. But Chai says well, do you want to know, or do you NOT want to know?


Now we’re hearing from Keith Woods of NPR. He knows there are people in his org that have impressions that the workplace, is not a good place if you are a woman, if you are a person of color, etc. He wonders what the engagement should look like when these feelings exist? Chai Feldblum, former EEOC chair, chimed in. We have to move forward together. Use transparency. Take people seriously when they come forward. Thank them. Tell them if what you say is happening, we will address this and find a way to make it full and fair. Not a good idea to tell employees you do not discuss personnel issues. How much more pointed it is to have people told what happened and reiterate the importance of thanking people for coming to you. The number of false reports of harassment is tiny, she adds.


Another participant says it is time to involve more men in leadership in this conversation. And she added another point, That when she looks at young reporters, for instance in the area of business, often interact predominately with men as sources. We need to find ways to support these young reporters.

Okay. I’m going to quote a very blunt participant. She said, “It’s not good to hire assholes.” This got a laugh, but her point was made. She added that there is also a jackass pipeline and it needs to stop. It’s hard to change course if that trait was actually something you looked for. The conversation then led to evaluations that must document behaviors.


We are wrapping up this session on EEOC that spurred so much input from attendees.

As I said. We are minding the clock.

The Assignment Desk


Here we go with session 3, The Assignment Desk. There will be a lot of fast discussion here, so bear with us!

We have a newsroom style assignment desk at the back of the meeting room. It’s where the live blogger sits, along with others taking notes and gathering resources. The only thing this assignment desk won’t do is dispatch live trucks!

We will debrief people who’ve done stories, and looking for tips on how reporters out there can develop their own stories. Our goal is to improve the quality and quantity of reporting on these critical issues. Jill Geisler, Freedom Forum Institute Fellow, is at the mic again.


Our Assignment Desk editor is Karen Testa, former sexual misconduct team leader, The Associated Press.   Jill Geisler introduced her. Asked her for tips on how to approach stories on this topic.

Karen says don’t look for a bad guy to take down. Also, look at rules, policies to give accountability. Because it may be the system that doesn’t work.


Conversation leaders for this segment:

Soraya Chemaly, author and director, Women’s Media Center Speech Project

Sarah Glover, president, National Association of Black Journalists

Aminda Marqués Gonzalez, executive editor, Miami Herald

Jane Mayer, staff writer, The New Yorker

Elisa Lees Muñoz, executive director, International Women’s Media Foundation


We’re hearing the advice to reach out to victims for our stories. Julie Brown of The Miami Herald says you have to gain their trust first. And this is why researching these victims’ stories can take so long. She talked about a wealthy man in Palm Beach accused of abusing young girls. He used his lawyers to work the justice system and conceal the scope of the crimes. The girls were essentially framed as prostitutes. Managed to convince the prosecutor of this. But The Miami Herald wanted to get the girls’ real stories, and to interview the police chief and detectives, who had not been interviewed before. Julie went after the angle of who didn’t do their job. The girls began to trust her at that point, and told their stories.


Julie Brown says years ago reporters were “very cagey” about these kinds of stories. She is a living example of a power shift in how to report a molestation story, because she went beyond the wall of information presented by one side.


Now we hear from Jane Mayer of the New Yorker regarding the Judge Kavanaugh story. Jane says it was about power, and it requires people with almost no power to confront people at the top of their industry. They are terrifying targets. She says you don’t have to only win their trust, you have to be careful to protect them. Not walk them off a plank.


Jane says in the Kavanaugh story she and Ronan Farrow looked for other survivors, and in the space of a week had a handful. It was really hard to give them support and confidence to come forward. Farrow was good at hand holding. Knew how to make people know we would take care of them. And then, we made sure the story was right. Got responses, balance. It was an emotional experience for her as a reporter, too. Exhausting. The hearings resulting were deja vu for anyone who covered the Anita Hill hearings.


We are rolling into the topic of the value of trauma-informed training. Reporters who have this training have new approaches, send letters, pull back cameras, also know how to understand memory gaps of victims. Lara Bergthold of Rally made these comments.


Soraya Chemaly, author and director of the Women’s Media Center Speech Project, made the point that men in sports reporting, when they do stories of rape allegations involving athletes, focus on a he said/she said framing and also on legal issues. Legal systems have failed women, so this is not good. She adds that stories on sexual violence/abuse spur a lot of social media harassment (of victims). It’s so important when gauging how media handles these stories, that we look at the structures in those media organization – who handles what and how. The breakdown of what failed, often unveils broken policies.


And now, the reporter who helped break the Larry Nassar case (US Gymnastics doctor). Marisa Kwiatkowski of the Indianapolis Star. She said it was important to create a comfortable environment in which victims could share stories. How did she handle her research given a limited budget. We were lucky to have people who supported our work and also allowed us to look at the larger system. We were judicious. Lots of calls. But when we had to fly somewhere, we had that support.


By the way, we talked about that trauma-informed reporter training earlier. You may be interested in taking that training. Here’s a link that will give you more information:

Shannon Lee, Forbes/Washington Post. There is a lot of media illiteracy. I have been writing about sexual violence since 2015. These stories have hurdles. When we talk about trauma-informed media we are talking about who can write stories that interest them, and who just has a beat. Tried to do a story about a serial rapist. A survivor reached out. I said we can only do so much as journalists. Made the point there will be context added to the story, and editors involved. It’s not just us putting it out there. Story is not always published the way we turn it in.


Now we are talking about the documentary “Surviving R Kelly” as a watershed moment. We need to go to our communities and ask what are the R Kelly stories out there.


Shira Stein, Bloomberg Law, mentioned the story of two young gay men found dead over recent months and said that it is not getting play in mainstream media. May be a disparity in how we cover these victims.


We do a lot of emotional labor in writing these stories, says Soraya Chemaly, Women’s Media Center.


We have another hour in this session. It’s now 2:45 pm ET


We are hearing how reporters, some of them young, in doing stories in the field, become victims themselves. It’s a sign of the times, perhaps, because of the way many view the media now. We have to provide support in the wake of this. Another speaker adds there is hostile environment training available, for reporters. We will have a link to this training in our assignment desk online resource list


A journalist has a tough message for managers regarding token diversity. She said you have to stop expecting me to fix the problem. (Problem of diversity and tolerance.)

Don’t expect me to sit in a room and teach other employees what I have been doing all my life. Equivalent of smashing my car and have me pay for it. And be flexible. Young mothers may need a unique shift. Managers, who needs the help? Decide and offer help.


Chai Feldblum of EEOC makes a point about tokenism. The feelings that evolve on the person whose presence creates diversity. One has to recognize the tension. It’s not a one and done for managers. How do you actually create a diversity council, and what toll does it take on the people who serve on that council.

Our moderator, Jill Geisler, is turning our discussion from stories that have been done, to the stories that could be done yet. The still-untold experiences that shed light on harassment, abuse, sexual violence, protection of harrassers and more.


There is discussion now about how the awareness of #MeToo has changed things. Stories could be done on novel ways that staffs of restaurants and hotels have devised systems for employees to be able to alert when they are not comfortable with comments, actions of aggressors.


Stories could be done on marital rape, on not gendering sexual violence. And – life after rape. How a survivor can uplift others.


Eliza Lees Munoz, International Women’s Media Foundation: people don’t understand the level of sexual violence against women journalists around the world. She explained her Foundation has emergency grants for women journalists who need assistance. She provided a helpful link


Katie Culver, UW Madison, Journalism Ethics. She says she is often disappointed in visiting newsrooms and how they quote ethical policies as a kind of shield in how they cover stories. It is striking to her that someone described journalism as an act of mining. You take everything from me and leave me stripped. Julie Brown, The Miami Herald, adds that we have strenuous debates on when to use the term “alleged victim” or “accusers” at some point you have to recognize that victims do suffer, they were victimized.


Story idea: when a hotel supports panicked worker buttons, they may say they will do it at a later date. Dig deeply. Shine the light on the policies and timelines behind the announcement.


Sandra Porteous, Canadian Broadcasting Corporation says they as an organization started working on diversity, which they then called inclusion, and now look at it as working as a team together. To the mention of the phrase “fix it fatigue”, she advised not stopping our efforts. She found that people of other ethnicities said stop talking about it and just DO SOMETHING. In Canada, we have always had gender parity but we had no persons of disabilities. I throw it out to other organizations to approach it all with a question “what is the problem we are trying to solve”. We came up with committing to fast-track a list of people each year. When folks they say they can’t find someone disabled, etc., she turns to her fast track list. She says they also actually looked at census data so their offices can reflect their communities.


Shira Stein, Bloomberg Law, says childhood abuse and the Child Protection Services (failings, etc.) is a story to do. Also a story to be done on parents who are using their children’s social security numbers for financial fraud, thus ruining their child’s financial future


Jill Geisler suggests to attendees to dig deep and tell us that in your wildest dreams, what is the story you wish you were doing?

Eliza Lees Munoz talked about a story on inequity in pay for photo-journalists. She dreams of shining light on systems to protect women accusers who are subject to abuse when they tell their story.

Jane Mayer, The New Yorker, wonders why there is not a possibility for an accused abuser (Kavanaugh) to tell the truth about a deed done in youth and ask for forgiveness. Interested also in looking at when due process is denied. She gave the example of Al Franken, who resigned when faced with an allegation – what would his trial have looked like?

Forward to the Future


We are now at the end of our Power Shift Summit 2.0.

Cathy Trost, Executive Director, Freedom Forum Institute/ Power Shift Project is starting to wrap up the sessions. Asks us to remember the stories not told, the ones that involve the powerless, people of color, women of color who are powerless. She challenges attendees to follow up on those stories.


Cathy Trost said she had worried that Summit 2.0 would not be as powerful as the first. But with the help of the assignment desk, we captured big moments that proved otherwise. Themes such as “there are absolutely has been progress”; “there are more and sometimes uncomfortable efforts to look at our issues” and there are “still not enough women of color in positions of power in media”. Sarah Glover, NABJ, saying there has been change but not enough.


From the EEOC we heard of the wealth of resources that can shift us to be proactive. Cathy says the story idea session was amazing, so many ideas to list.


Jill Geisler has some last words. Convening is great but we have a kind of post partum depression when we leave. How do we continue the conversations?


We have the Workplace Integrity Training 2019 Workshop Schedule.

January 16-17 at the Newseum in Washington, DC

March 26-27 at the Newseum

June 12-13 at the Newseum

August 15-16 at Santa Clara University in Santa Clara, California in partnership with the Markkula Center for Applied Ethics

October 16-17 at Loyola University Chicago in Chicago, Illinois in partnership with the School of Communication

There are two ways to register for training:

Apply now online:

Email Meagan Bowers: [email protected]


Thank you for reading along!

And as we leave you, a reminder to use the resources we have drawn up for you today.

The Power Shift Project’s Assignment Desk collected story ideas, links and other resources.

They will be available online at

And of course the live blog will be available as a compete narrative as well on the Freedom Forum Institute website.

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