Diversity Policy
KVPR is committed to the value of diversity in our content and in the workplace. We believe that public radio plays a unique role in helping to foster understanding across people and communities, and that programming reflecting diverse backgrounds and viewpoints enriches and informs our collective knowledge, experiences, and actions. KVPR works to recruit from a large pool of prospective job applicants, including by taking part in community engagement and outreach events across our region.. We maintain and build partnerships with community groups to help expand this vision and station outreach. We aim to hire and promote the best talent from a broad pool of individuals of varied backgrounds. We create content and platforms reflecting the needs, issues, and interests of the many communities that make up the San Joaquin Valley.
KVPR is always mindful of the protected classes prescribed by federal, state and local law, including race, color, national origin, nationality, ancestry, religion, sex, (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, gender expression, political activities or affiliation, genetic information, age, handicap, marital status, medical condition, AIDS/HIV, military or veteran status, status as a victim of domestic violence, assault, or stalking or any other classes that may be defined by federal law, state law, or local ordinance. KVPR prohibits discrimination or harassment based on these classifications and conducts a continuing program to exclude all unlawful forms of, harassment and discrimination in our personnel policies, practices, and working conditions.
Reflecting our region and audience in our coverage:
KVPR will seek opportunities to produce and highlight content involving all groups that have significant populations within our service area.
Equal Employment Opportunity: White Ash Broadcasting, Inc. (WAB) is committed to a policy and practice of promoting equal employment opportunity, in accordance with state and federal law, without regard to race, color, national origin, nationality, ancestry, religion, sex, (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, gender expression, political activities or affiliations, genetic information, age, handicap, marital status, medical condition, AIDS/HIV, military or veteran status, status as a victim of domestic violence, assault, or stalking or any other classes that may be defined by federal law, state law, or local ordinance. WAB prohibits discrimination or harassment based on these classifications and conducts a continuing program to exclude all unlawful forms of harassment and discrimination in our personnel policies, practices, and working conditions.
To make this policy effective and to ensure compliance with the Rules and Regulations of the Federal Communications Commission and the California Department of Fair Employment and Housing, KVPR has developed an Equal Employment Opportunity Policy, which can be found here.
Goals for 2026:
· Identify issues of importance to our local communities.
· Produce content reflecting the voices of the region, including reporting on the needs and issues that are important to those communities.
· Grow KVPR’s audience and overall listening, both among current listeners and those who are not currently listeners.
Recruit new members for our advisory councils and our Board of Directors who will represent the needs of local listeners.
Annual Initiatives & Implementation
The following are steps management has identified to help implement the goals above, and evaluate their success:
A. Outreach
1. Produce or co-host at least two community engagement events with local groups to listen, learn and collaborate with audiences that are traditionally underrepresented in public media.
2. Participate in job fairs and outreach events and activities to share the work of KVPR and showcase any potential job openings.
3. Sponsor events in partnership with local organizations representing our communities.
4. Sponsor scholarship opportunities for student journalists.
5. Partner with local colleges and universities to expose students to career opportunities in broadcasting through classroom appearances, special events, etc.
B. Hiring
1. Widely disseminate information concerning each full-time job vacancy.
2. Provide notice of job openings to community groups.
3. List every upper-level opening in a job bank or newsletter of a media trade group whose membership includes substantial participation of women and minorities.
4. Identify and recruit qualified candidates for advisory council and Board of Directors positions.
5. Identify and recruit qualified candidates for full-time job openings.
6. Create internships or work study opportunities to help students gain job skills in the public media industry.
C. Training
1. Participate in activities sponsored by community groups active in broadcast employment issues, including conventions, career days, workshops and similar activities.
2. Participate in training on workplace-related issues as required by the State of California.
3. Provide professional development opportunities for staff designed to enable station personnel to acquire skills that could qualify them for higher-level positions.
4. Provide training to management level personnel as to methods of ensuring equal employment opportunity, preventing discrimination and creating a more inclusive workplace.
D. Evaluation and Reporting
1. Annual EEO Report filing with FCC (due July 31 each year)
4. Annual review of Equal Employment Opportunity Policy
Last updated October 14, 2025