The number of women and men in the world is roughly equal according to data compiled in 2021. However women make up about a quarter of those heard, read about or seen in news output. And only one in five experts interviewed by journalists are women.

To find out why, and what can be done about it, we first need to consider the difference between gender and sex.

Sex refers to biological differences between men and women. Men produce sperm and women can become pregnant, bear children and breastfeed. These differences are permanent without surgery and medicine.

Gender refers to socially constructed differences between women and men. These differences are not biological and are therefore fluid. They vary between cultures, within cultures, and over time. This affects how we are seen and how we are expected to behave as men and women.

Media can play an important role in either promoting gender equality or perpetuating gender stereotypes.

Women make up half the population and therefore make up half the audience so it doesn’t make sense to pay them less attention. They make decisions on behalf of themselves, their families and their businesses or organisations. They also possess half the potential of the global population.

Women are customers. They buy goods and services for themselves. They are business owners and householders so they are attractive to advertisers and other businesses. It makes no financial sense to underestimate women in any media business plan.

But, despite this, the portrayal of women in the media is often far from accurate. The media needs to ensure it offers proportional and fair coverage of women rather than resorting to using outdated stereotypes.

According to UNESCO Institute for Statistics (2018) more than half of all scientists in Thailand are women. STEM (Science, Technology, Engineering and Mathematics) subjects that have traditionally been seen as a male area of expertise and so this is an impressive achievement. However, a 2015 UNESCO study found that women are more likely to be depicted as victims, family members and sex objects in the media throughout Asia.

Journalists who use such stereotypes in their coverage are failing in one of the core values of journalism – accuracy.

Take a look at any mainstream media organisation and consider how women and girls are portrayed. Check how often women are interviewed as experts in their field. Assess how often women are portrayed as victims. In children’s cartoons, films and stories observe how girls and boys are depicted and consider what influence this might have on children and their parents. 

It is possible you will notice gender bias. This is why gender equality is important. Journalists and media organisations can address this.

When a speaker is needed for an opinion on an issue ensure that half those selected are women. To be an expert a person doesn’t necessarily need to have an academic qualification. Traditionally, women have carried out unpaid work but through that work they become experts in that field.

Media managers can ensure that recruitment is gender blind. They can ask someone in the organisation who is not connected with the selection process to present job applicant’s CVs and covering letters without reference to their gender or identities. This prevents candidates being judged unfairly by their names at the early stage. Some names are an indication of ethnicity or social background.

Human resources (HR) managers should ensure that there is a balance of genders in all sections of a media organisation, including technical roles, senior editorial positions, board members and owners. However there isn’t much HR can do about ownership

Women should be paid the same as men for performing similar duties. In some organisations women do similar work as men and yet are paid less. In 2017, the BBC was found to be paying the top rates of pay to twice as many male presenters as they were to their female presenters. The UK’s Equality and Human Rights Commission did not find any unlawful acts of pay discrimination but the corporation was told to have greater transparency and rebuild trust with women who work there. However, following some high-profile complaints of unfair pay between men and women, 700 female staff received pay rises.

Women can face additional pressures such as online harassment as a result of their media work. This can include threats of violence and sexual insults. Media managers need to be aware of this and work with both female and male staff to introduce safeguarding measures.

Introducing gender equality in a media workplace is not difficult. There are a number of simple questions journalists and media managers need to address.

In programme output, do women appear as knowledgeable and empowered or are they in passive roles as victims? Do they exist only in their relation to a man? Do the concerns and interests of women receive half the attention as those of men?

When the opinions of a business owner or farmer are needed for a story don’t always turn to a man. Similarly, a caregiver can be male.

Are the questions the same? Are female politicians, activists and experts asked different questions to the ones asked of men in these positions? When do you hear male interviewees being asked how they manage to cope with juggling a career with raising children?

Are men and women depicted according to their gender or for the story? Are male interviewees photographed or filmed in the same way as female interviewees?

Consider the language used in scripts and introductions. Use camera operator instead of cameraman or camerawoman. police officer instead of policeman or policewoman. Humankind instead of mankind. This puts the job or role ahead of the gender and prevents the lazy assumption that the job or role is carried out by a man.

Some languages are more gendered than others and often the default is that the masculine is predominant. For example, in Spanish – a male friend is amigo and a female friend is amiga, but a group of friends takes the masculine and is amigos. You might wonder if this difference has an impact on society’s attitude to gender. It is worth noting that languages are always evolving, just like our views of gender.

Summary

Gender equality is important for both men and women. Neither gender benefits from being stereotyped and not being allowed to fulfil its full potential.

• Take steps to ensure that women are represented in all roles and at all levels in your media organisation and that they are paid the same for doing the same work.
• Is the workplace comfortable for both women and men? Find solutions for dealing with sexual harassment in the workplace and online.
• Avoid stereotyping when presenting men and women in your content.
• Make your language as gender-inclusive as possible.
• Be aware of and address cases where unconscious bias is affecting your output.

All our communities benefit when individual differences are welcomed and everyone – regardless of their gender – can play a full role in their society and are not expected to fill certain predetermined roles.

Every media organisation needs to provide gender equality training for all staff, regardless of their gender. Such training needs to filter through every level of the organisation from senior managers to interns on work experience. It needs to be part of the core values of the organisation and the policy should be visible in everything that is produced.

The post Gender equality in the media first appeared on Media Helping Media.

I personally think there is no such thing as “fake news.” If the information is fake, then it’s not news.

News, of course, should always be accurate, and where there is uncertainty or controversy – this should be made clear.

There are people who knowingly or mistakenly create or pass on information which is not accurate, and this can more precisely be referred to as “disinformation” and “misinformation.”

• Disinformation – like dishonest – means it’s deliberately false.
• Misinformation – like mistake – means there wasn’t a deliberate intention to create or pass on false or misleading information. It was a mistake.

Motivation

It is worth considering why someone would want to create disinformation. This will help you identify it. You need to understand their motivation. It could be:

• Financial or commercial gain
• Ambition or power
• A belief, faith or allegiance which overrides reason and facts
• A desire to cause trouble or disruption

Ask yourself what the creator of the content stands to gain by sharing the information.

Will they financially benefit? Are they trying to discredit a competitor or political rival? Are they a fervent believer of a certain way of thinking and trying to persuade others to share their views? Are they trying to frighten people or cause confusion with their content?

People who are trying to entertain or amuse others – usually make clear that their content is a parody or satire – but not always.

Use your common sense.

If the content is making a claim of commercial gain or large profits – investigate further.

If the content contains accusations of wrongdoing against a named individual or organisation – where is the evidence and the right to reply?

Headlines and introductions which promise to reveal something previously unknown or which play on your emotions – need to be treated cautiously.

Of course, a talented journalist knows how to write a headline which arouses an audience’s curiosity but they also deliver on what they promise in the body of the story.

Misinformation may have occurred because the information or pictures were believed and/or weren’t checked thoroughly before being published.

To identify misinformation it is important to check back, step by step to the original source of the information – this technique of investigating is called the Trust Chain.

Dealing with misinformation or disinformation?

If the content has been published on a mainstream media outlet – then you can inform the editorial team.

If it has been published on a social media platform it can also be reported to their moderators.

In some countries, social media companies are regulated by a government-approved regulatory body – you could also complain to them.

However, be careful about getting into an argument with individual commentators who are peddling false information as this can drive traffic to their accounts and websites and increase their exposure and even add to the revenue they receive.

There are many media literacy websites which offer advice on how to deal with misinformation and disinformation.

The International Fact-Checking Network (IFCN) sets a code of ethics for fact-checking organisations. The IFCN reviews fact-checkers for compliance with its code and issues a certification to publishers who pass the audit.

The certification lasts for one year, and fact-checkers must be re-examined annually to retain their certifications. It is part of the Poynter organisation.

Check that the fact-checker you use is verified by the International Fact-Checking Network.

The post Dealing with disinformation and misinformation first appeared on Media Helping Media.

What is bias?

Bias is a prejudice or favour for or against an individual or group. It is often an inaccurate and unfair judgement. We are all biased. It’s normal, although it is not desirable

Our brains have to process a lot of information in a short time. It therefore sometimes takes shortcuts. This ability can help keep us safe. We quickly assess whether or not the unknown person approaching us is a threat or harmless.

Factors affecting our unconscious bias

• Our background and upbringing
• Personal experience
• Societal stereotypes
• Cultural context

Unconscious bias can lead to inaccurate assumptions

Journalists should not make assumptions. They should base their judgements on facts and reliable evidence.

• Unconscious bias can lead to damaging stereotypes.
• It can lead to the assumption of innocence or guilt.
• It can mean only a few types of people are interviewed and have their views broadcast or published.
• It can mean that the best people are not hired for the job.

Different types of unconscious bias

Unconscious bias means we do not knowingly show bias, but bias is evident in what we produce. If we are aware of the different types of bias, we can take steps to try to avoid it.

Affinity bias

This bias occurs when we are drawn to people we are like. We are biased in favour of those with whom we share an affinity. That’s to say: people like me.

Confirmation bias

This bias occurs when we favour information, which confirms what we already believe. For example, if we are not in favour of policy X, we are more willing to believe that minor setbacks are major problems and proof that ultimately policy X will fail.

Anchor bias

This bias occurs when we rely too heavily on the first piece of information we receive and we are anchored down by it. For example, if the first piece of information we receive comes from an official who says Y is a problem – we will see Y as a problem rather than questioning whether or not this is true in the first place.

Bandwagon Bias

Jumping on the bandwagon means joining in something just because it is fashionable or popular. Journalists often follow stories or trends because other media outlets are doing so. Journalists need to keep up with current trends, but just because other media houses are following a story it doesn’t necessarily mean it’s important or true.

How to avoid unconscious bias

• Be aware of the different types of unconscious bias.
• Think about the situations where you are likely to be susceptible to unconscious bias.
• Find your trigger points when you are likely to make snap judgements.

Possible triggers for unconscious bias

• Under pressure of a deadline.
• Under pressure from your boss to come up with stories.
• When you are tired, stressed or hungry.
• When you are in an unfamiliar territory or with unfamiliar people.
• When you feel threatened or judged.

Measures for tackling unconscious bias

• Step out of your comfort zone. Talk to as many different types of people as you can.
• Put yourself in the other person’s shoes. See things from their perspective.
• Counter stereotyping by imagining the person as the opposite of the stereotype.
• See everyone as an individual rather than a type.
• Flip the situation. Imagine a different group of people or flip the gender. Would you still come to the same conclusions?
• Be careful with your language and images. Make sure they do not contain assumptions, harmful stereotypes or inaccuracies.

Test your knowledge of unconscious bias

Question 1: Unconscious bias is a quick judgement based on limited facts and our own life experience. True or false?

Answer = True. Biases are often based on quick judgements. Examining your assumptions is a good way to counter bias.

Question 2: The manager agrees to let one of your colleagues work flexible hours. You view this as an indication that they are not as committed as those who work regular hours. This is not unconscious bias if they later do turn out to be trying to avoid certain responsibilities. True or false?

Answer = False. In this case, someone who believes that employees who work flexible hours are less committed than those working more traditional hours may start to develop perceptions of colleagues who work flexibly which confirm that belief. This is unconscious confirmation bias.

Question 3: If you choose to recruit candidate Z because you get on with them because you studied at the same college – this is not affinity bias if they are a different gender and ethnicity to you. True or false?

Answer = False. It is affinity bias because you still feel an affinity to them through a shared experience of college.

Question 4: Unconscious bias is based on the following:

1. Gender
2. Appearance
3. Previous experience
4. Ethnicity
5. All the above

Answer = All the above.

Question 5: What is affinity bias?

1. Believing something because your friends believe it.
2. Being more receptive to people who are like you.
3. Looking for evidence which backs up your beliefs about someone.
4. Creating stereotypes about different groups of people.

Answer = b is correct

Question 6: Unconscious bias can give people an unearned advantage and unearned disadvantage. True or false?

Answer = True

Take a look at these other modules on Media Helping Media to help you keep your journalism up to the highest standards.

False equivalence and false balance

Accuracy in journalism

The post Unconscious bias and its impact on journalism first appeared on Media Helping Media.

Allegations are made about an incompetent medical surgeon and a subsequent cover up at a hospital. People have died.

Your news editor asks you to investigate. The only problem is – the surgeon is your cousin. What do you do?

1. Investigate the surgeon thoroughly. The fact they are a relative will not deter you from doing your duty as a journalist.
2. Try to dissuade your news editor against the story. You know your relative to be a competent and committed surgeon. Sometimes things go wrong during operations and patients die.
3. Tell your news editor that you are related to the person in question and ask for someone else to be assigned to the story.

Suggested action

It is difficult to be 100% impartial when dealing with stories about family or friends. Also, public perception is important. Even if you do investigate the allegations thoroughly and write the story – your audience still has to believe that your professional integrity was not compromised. By separating yourself from the story at the outset the audience can continue to trust your news organisation. So option three is probably the best course of action.

Related training modules

Impartiality in journalism

Fairness in journalism

The post Editorial impartiality – scenario first appeared on Media Helping Media.