DESPITE the staff's efforts, many members of minority communities on Grounds still say the paper has problems, stemming largely from what they view as racist or inconsiderate opinion pieces and comics. "When the Cavalier Daily continuously prints articles and comic strips that devalue cultural groups, are culturally insensitive and narrow minded, it is then logical to see why there is a lack of diversity in the Cavalier Daily staff," wrote one female student.
This summarizes much of the response I received. Yet I also heard that the paper can turn around its reputation, improve the quality of the paper and become a more representative and respected community resource. I've identified several areas, thanks to input from many students and administrators, as well as my own experience in journalism.
Coverage
While published items on the Comics and Opinion pages often cause outrage, the fury at the News pages tends to fly at what is not published, what the editors seem to consider not newsworthy.
One way to fix this is through virtually ready-made cultural news. It seems as if almost every month of the year is devoted to a different group, a perfect opportunity to educate, cover, entertain and inform the community. It's currently Asian Pacific American Heritage Month. At my own college paper, we printed a two-page calendar listing the month's events, ringed by ads. After that, selected events -- usually the most interesting or important -- would be written about, usually in the features section. Prominent speakers were profiled, histories told.
On top of that, editors should evaluate the amount of space given to certain stories and try to include more articles in the paper every day. Cut one article by 200 words, make space for more news and events, and recruit writers to cover them -- even if they, are members of such groups. (Here I'm making a distinction between being inherently a member of a cultural group versus being an active political member.)
Though this is somewhat unorthodox, to better serve readers, it would be helpful when publishing a cartoon or op-ed that could prove controversial to provide a box noting the separation of news and opinion or providing a URL where readers can find the paper's policy on censorship.
Institutional problems
A consistent refrain I heard was that staff reporters are not versed in the vocabulary and history of the group they are covering. Just as one would bone up on the background of any interviewee before a big interview, reporters need to educate themselves, join listservs, attend meetings, and do other basic reporting tasks to fully understand subcultures.
To combat this the entire staff should be required to read the paper's style guide, which explains cultural terms and provides context. Over the summer, editors should consult with various groups and flesh out the guide. For example, what does "LGBT" stand for, and why is it preferred to "homosexual" or "queer" or "gay and lesbian?" (Many shun the term "homosexual," once was used in reference to a mental disorder, and "gay and lesbian" is not inclusive enough.)
During the editing, writing or layout process, step back and actively try to see the news in a different light. "They ought to be asking themselves, how would I see this if I were someone different?" African-American Affairs Dean M. Rick Turner said.
Outreach
The paper is in a Catch-22. Minorities aren't joining the paper partially because there aren't any minorities on the paper.
Ideally, the pinnacle of this effort would be a staffer assigned to outreach and recruitment. Cut the ombudsman's, already meager, salary in half and hire someone using that money to meet with groups, recruit staffers, solicit ideas and op-eds. Dean of Students Penny Rue suggested enlisting professional journalists or faculty members to lead writing sessions to foster up-and-coming writers, which could be coordinated by the outreach staffer.
Readers must understand, though, that this is a position that must be filled by someone both with institutional knowledge about the paper and the dedication to carry out the task for minimal pay. I'd suggest a former editor, even if that editor is not a minority.
Several noted what I mentioned in my previous column -- that the effort to improve The Cavalier Daily is a two-way street. Turner, who also talked about most points above, said he often tells students unhappy with coverage to try to change the paper from the inside. It's not fair to complain that the staff isn't diverse if members of minority communities aren't willing to step up and actually join the paper.
"Getting more minorities to join the Cav Daily isn't something that will happen with only the Cav Daily's efforts," Turner said. "If minority groups feel underrepresented at the Cav Daily, they are just as responsible for recruiting people to join."
This is possibly my final column as ombudsman, but if you want to continue to contact me you can reach me at ombudsman.lisa@gmail.com. I hope I've provided readers with some insight into the decision-making at the paper, and provided a critical mirror for the paper's staff.
Lisa Fleisher is The Cavalier Daily ombudsman. She can be reached at ombud@cavalierdaily.com
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