EEO VACANCY AND NARRATIVE – 2014
DOWDY & DOWDY PARTNERSHIP
The Dowdy and Dowdy family of stations strive to recruit for all positions with purposeful efforts to reach a diverse applicant base. We do this through a constant determined effort to reach a wide range of recruitment resources. Through our efforts at Dowdy and Dowdy we attempt to insure a wide selection of applicants regardless of vacancy, through annual, on-going and when positions become available notification outreach to partnership entities, i.e. The Mississippi State Employment Service, Mississippi Gulf Coast Community College the NAACP and partnering with Job Fairs. We continually search for and accept applications of applicants for future openings through our social media efforts on the websites of WZKX, WZNF, WGCM-FM and Job Fairs. We make every effort to reach into every corner of the communities we serve through traditional, social media, on-line efforts and partnering with third parties. When a position becomes available, our normal process is to place an invitation for any and all applicants to mail, e-mail or hand deliver an application. We also ensure that current employees are encouraged to advance their positions within our company.
INITIATIVE 1: Notification to External Partners
On March 21, 2013, notification of an active search for applicants was sent to the local chapter of the NAACP, Mississippi, State Employment Service and Mississippi Gulf Coast Community College to again make known the acceptance of job applications. This additional effort helps to further ensure such information is made available to all portions of our communities regardless of race, color, religion, national origin, sex, age, disability or genetic information.
INITIATIVE 2: Mississippi Association of Broadcasters Day at the University of Southern Mississippi. Sales Manager Dennis Warren took part in informal interviews with numerous students, viewing their visual and audio packages (these are used to apply for positions in the media industry), and making suggestions as to improve these presentations. Then we went into a formal question and answer period with a much larger audience. From this we received seven applications for employment. We worked with several graduating students to try and bring them onboard. While none worked out they are were able to get a clearer view to the process.
INITIATIVE 3: Online Outreach
Each of our station’s websites prominently displays requests for applications. This is done on a continuous basis year round on each of our web pages at the following locations:
Online resources for Coast Radio Group are used during hiring and non-hiring periods as a means of continuously communicating the opportunity to apply and be considered for employment opportunities.
INITIATIVE 4: Newsprint. When positions become available we may utilize newspaper advertising to assure we reach every possible candidate through print media. Dowdy and Dowdy Partnership did purchased print media to request that applicants send resumes to us. We utilized the Sun Herald help wanted section.
INITIATIVE 5: As an added benefit to our purchase our resume request ran as an on-line outreach on Career Builder dot com.
INITIATIVE 6: On-air Announcement of Position Vacancies
As a normal process and an effort to reach all possible applicants we utilize each of our stations to broadcast an open request for applications and encourage anyone with an interest or questions pertaining to the process or position to contact us. Interviews were conducted without regard to of race, color, religion, national origin, sex, age disability or genetic information.
INITIATIVE 7: On January 13, 2015, there was a meeting with each hiring manager for Dowdy & Dowdy partnership to insure their complete understanding of FCC and corporate internal policies for non-discrimination and cover step by step company expectations for each and every hire. Present were General Manager, Lisa Stiglets, Operations Manager Bryan Rhodes and Sales Manager Dennis Warren.
INITIATIVE 8: In July 2014 we partnered with Unemployment Eliminators and co-sponsored a regional Job Fair open to any and everyone, with a focus on Veterans from all branches of the military. We aired outreach announcements spanning from New Orleans, Mobile and Laurel encouraging anyone interested to attend the job fair. A hiring manager was on-hand to answer any questions pertaining to the process of entering the radio industry.
INITIATIVE 9: In October 2014 we again partnered with Unemployment Eliminators and again co-sponsored a regional Job Fair open to any and everyone, with a focus on Veterans from all branches of the military. We aired over ###### outreach announcements spanning from New Orleans, Mobile and Laurel encouraging anyone interested to attend the job fair. A hiring manager was on-hand to answer any questions pertaining to the process of entering the radio industry.
INITIATIVE 10: On March 7, 2014 we participated at the Bayou View Elementary Career Day. Each student had the opportunity to stop by and ask questions as to the details to each position at our stations. Our General Manager headed this opportunity as well as several of our on-air personalities.
As a company, our standard is to meet or exceed each of the FCC’s requirements for non-discrimination. Discrimination in any form will not be tolerated. In essence Dowdy & Dowdy corporate expectations mirror the Commission’s goal to expand the hiring pool by giving the public additional notice of broadcast job openings as well as additional information regarding the duties and requirements for broadcast positions. Major topics discussed in detail are as follow:
Prong 1 – Wide Dissemination
Prong 2 – Notice to Community Groups
Prong 3 – Supplemental Efforts
The document discussed in detail was our corporate “EEO Basics” internal expectations document.