GOALS

Based on the data collected in the DEIB Report, as well as reflections and contributions from members of the ‘Prince,’ we have developed the following set of goals for the coming year. We are publishing them to our readership to encourage transparency and accountability.

Community

1. Based on the data collected in the DEIB Report, as well as reflections and contributions from members of the ‘Prince,’ we have developed the following set of goals for the coming year. We are publishing them to our readership to encourage transparency and accountability.
2. Continue the relationship-building outreach initiative spearheaded by the 148th Board with identity-oriented groups on campus in the hopes of:
1. Building and rebuilding trust in ‘Prince’ coverage and recruitment
2. Encouraging consistent communication with historically overlooked or misrepresented communities
3. Establishing a direct channel for affinity groups to communicate with our reporters about events and general information
3. Continue to offer a DEIB-specific internal feedback form to offer staffers a specific avenue for sharing things they may feel uncomfortable talking about with Upper Management, especially relating to identity and inclusion.
4. Enhance staff community by increasing ‘Prince’-sponsored social events.
5. Recognize that our own staff does not reflect the diversity of the student body and correct these failures through continued targeted recruitment efforts and critically engaging with why students may feel uncomfortable joining or engaging with the ‘Prince.’

Coverage

1. Build upon the 148th Board’s efforts to integrate historically overlooked events and communities into our day-to-day production by:
   1. Continuing to connect reporters and community members
   2. Holding the editorial staff accountable for communicating and assigning these pitches
   3. Working with staffers to help them feel comfortable covering content from communities that may be different from their own
   4. Highlighting community joy and emphasizing follow-ups with communities
   5. Interacting with direct stakeholders when handling corrections
   6. Continuing to track our own coverage of communities over time and how we represent them
2. Expand the DEIB Committee to be the DEIB/Sourcing Committee, in order to reflect a renewed focus on building and mending campus relationships, as well as identifying voices that are missing from our coverage. The revamped committee will:
   1. nitiate focus groups with various communities across campus, including students, staff, and administrators, to aid in relationship-building and enhance the diversity of coverage
   2. Undertake periodic content reviews to identify gaps in coverage and sourcing issues
   3. Working with staffers to help them feel comfortable covering content from communities that may be different from their own
   4. Highlighting community joy and emphasizing follow-ups with communities
   5. Publish an annual diversity report, in keeping with past DEIB Committee practice.
3. Launch “The Daily Princetonian en Español,” a paper-wide effort to translate pieces into Spanish as they are published. This will improve access to our coverage, and increase our reach to Spanish speakers within the University community and beyond.
4. Build upon past coverage of University DEI initiatives and statistics.
5. Broaden reporting outreach across ideological lines to provide more multidimensional coverage.