WPFW 2024 ANNUAL EEO PUBLIC FILE REPORT
Pacifica Foundation Inc.
Station(s): WPFW
Community(ies) of License: Washington, DC
Reporting Period: June 1st 2023 – May 31st 2024
No. of Full-time Employees: 5 – 10
Small Market Exemption: No
The information required by FCC Rule 73.2080(c)(6) is provided in the charts that follow.
INITIATIVES
During the reporting period, no positions were filled.
The employment unit engaged in the following broad outreach initiatives in accordance with
various elements of FCC Rule 73.2080(c)(2):
Established an internship program designed to assist members of the community to acquire skills needed for broadcast employment.
WPFW continued to sponsor a Senior high-school year intern, from The Lab School in North West DC, who started working for the station in April 2023 and continued until August 2023. Their chief interest was in radio studio operations, all aspects of audio production including preproduction, postproduction and live broadcasts. They were mentored by the senior board operators to learn all aspects of station operations including the air studio console and radio production techniques. They participated in
live remote broadcasts throughout their intern period.
WPFW also had a college intern, a Junior-year
student from Georgetown University from
September 2023 to December 2023. That intern
worked with and was trained by staff in the
WPFW News Department. The intern was
encouraged to pitch news stories, and, researched,
wrote, interviewed and produced segments for the
Monday Morning QB show and WPFW hourly
news segments.
Provided training to management level personnel on methods of ensuring equal employment opportunity and prevent discrimination.
All management and paid staff at WPFW were required to complete a web-based sexual-harassment, diversity and sensitivity training/testing module, Sexual Harassment Prevention Training, in July of 2023, provided by the state of California’s Civil Rights Department https://calcivilrights.ca.gov/shpt/. Management took the supervisory training. Staff and interns took the non-supervisory training. Pacifica Foundation Inc, WPFW’s licensee is incorporated in the state of California.
WPFW’s GM consulted with Pacifica’s in-house HR manager, several times during the reporting period, on matters of local and federal compliance. During those discussions they reviewed matters to foster “best practices” as regards EEO compliance and workplace stability. Review processes remain in place, are ongoing, and are being further developed.
Sexual harassment, other forms of workplace
harassment, and abusive conduct continue to
remain real workplace problems. Media stories
and studies clarify the high toll that this
misconduct takes on targeted employees,
coworkers, and the overall work environment. A
workplace that allows--and even encourages--
such conduct cannot promote respect for all
employees to obtain their best performance.
Washington, DC has enacted laws that require
employers with 5 or more employees to train their
entire workforce on harassment prevention and
response. Because managers act on behalf of their
employer, they have a special duty to promote a
workplace free of sexual harassment, seek to
prevent such improper conduct and effectively
respond to instances and complaints.