Annual EEO Public File Report Broad and Inclusive Outreach Statement for WPWX FM, WYCA FM, WSRB FM, WYRB FM
Total Page：16
File Type：pdf, Size：1020Kb
Annual EEO Public File Report Broad and Inclusive Outreach Statement For WPWX FM, WYCA FM, WSRB FM, WYRB FM WPWX 92.3 FM, WYCA 102.3 FM, WSRB 106.3 FM, and WYRB 106.3 FM, a four station employment unit within Dontron, Incorporated, advanced its cause for broad and inclusive employment outreach/recruitment within our Radio Network coverage area: 1. During the time period beginning March 31, 2012 for each full time job opening, germane to each of the aforementioned radio stations, 60-second promotional announcements were prepared and aired describing generally the available full-time employment position which encouraged interested and qualified candidates to apply. Each audio announcement was drafted soliciting listeners support requesting their assistance to help us with our recruitment effort by informing their relatives, friends, business acquaintances and anyone else interested and eligible for employment consideration to contact our radio stations immediately and apply for the position of which they were qualified and interested in. Beginning March 31, 2018 advanced efforts were put into place to maximize the solicitation of listeners while taking advantage of the increased use of internet access from our listening community. At this time for each full-time job opening, germane to each of the aforementioned radio stations, 15- second promotional announcements were prepared and aired highlighting an active recruitment for each open and available full- time employment position. Listeners were then requested to go to the various station websites (power92chicago.com; 1063chicago.com, rejoice102.com, and mypower106.com) and to click the “job openings” link for more information. The websites would then display the mentioned active job postings. All job postings include our declaration that Crawford Broadcasting Company/Dontron, Incorporated, is an Equal Opportunity Employer wherein no applicant will be discriminated against for any reason whatsoever in their interest and effort to obtain employment because of race, sex, color, or national origin. During each recruitment period a minimum of five (5) announcements per day were scheduled and aired for a period not less than two (2) weeks during any recruitment period. 2. Written information was disseminated to numerous recruitment sources which included, community-based employment agencies (Hammond Work Force Development), civic organizations (Hammond Area Career Center and Illinois Department of Human Services), universities (Chicago State University, Columbia College Chicago and Ivy Tech Community College) as well as radio station websites. Recruitment sources were provided appropriate information, describing and explaining available full-time positions and the qualifications required in order to apply. The above sources listed are just a few that we utilize. We chose these sources as each of these entities reach a broad spectrum of potential candidates. While some sources have not provided any candidates this past year, we contact them every 6 months to confirm they still wish to be included as part of our source list. 3. For each recruited position the job vacancies were placed on the station’s websites under job openings. These ads were posted for not less than two weeks. Our websites have a hit average of 27,000 people per month for WPWX, a hit average of 13,000 people per month for WSRB, a hit average of 4,700 people per month for WYCA and 1700 people per month for WYRB. Page 1 of 2 Annual EEO Public File Report Broad and Inclusive Outreach Statement For WPWX FM, WYCA FM, WSRB FM, WYRB FM 4. We also contacted the local area colleges including but not limited to IL Media School, Purdue University Northwest, Northern Illinois University, Chicago State University, and others so as to target institutions of learning in an effort to reach those potential candidates who might be interested in a career in radio broadcasting germane to the employment opportunity for which they were qualified. A letter identifying the positions and the qualifications thereof was also provided and posted in the appropriate area to reach potential candidates who could potentially qualify for the employment opportunities. 5. The EU attended several job fairs within the community to promote and discuss full- time job opportunities within the EU. These job fairs have always been an excellent source for candidates and making our presence known within the surrounding communities. 6. It is our company’s policy to conduct an annual Employment Discrimination and Harassment meeting with all of our employees wherein during such meetings all employees were informed of our Broad and Inclusive Employment Outreach Program. Additionally, we asked and encouraged all of our employees to assist us with our recruitment effort so as to find and encourage all qualified candidates to apply for the open employment opportunities for which they possess the qualifications to fill. Our full-time and part-time employees were also instructed and consistently reminded to routinely check our employment bulletin board situated in our lunchroom area at the Hammond, Indiana building/radio station facility and the copy room at the downtown Chicago office facility wherein complete information was posted identifying any and all current full time and part time employment opportunities available. Our employees were routinely made aware of the company’s position that no person would be discriminated against pursuant to any employment opportunity full or part time because of race, color, sex, or national origin. Signed affidavits by each employee both full and part time attending the aforementioned meetings were obtained, maintained, and filed accordingly. 7. It is also this company’s policy to further encourage and offer incentives to all employees both full and part time requesting their assistance as we search and recruit for both full time and part time employees. We have such a diverse staff that range according to culture, states they live in, ethnic origin, religious beliefs and gender, that we encourage all of our employees to recommend applicants thus allowing us a variety of people to interview. This concludes my annual EEO Public File Report pursuant to our radio station network Broad and Inclusive Outreach Program for any and all of our full time employment opportunities. Angela Williams Manager Business Operations WPWX 92.3 FM WYCA 102.3 FM WSRB 106.3 FM WYRB 106.3 FM Page 2 of 2.