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Community Representation Statement

Nine PBS is committed to community representation and believes that as a community-licensed organization, it’s imperative that we authentically reflect the experiences of all people across the region we serve. Our commitment extends to upholding our organizational values of community, learning, equity, and trust. One of Nine PBS’s top priorities is cultivating a positive, inclusive, and high-performing culture where the range of experiences and perspectives of our team are valued. We strive to create a safe and welcoming environment where staff are treated with dignity and respect, enabling us to engage meaningfully with the broader community.

This commitment to representation also applies to our governing bodies, including the Board of Directors, Community Advisory Board, and program-specific advisory committees, all of which are designed to reflect the range of individuals in the communities we serve.

We remain committed to meeting the standards of federal and state law, our Equal Employment Opportunity Policy, and the Corporation for Public Broadcasting’s Diversity Eligibility Criteria. 

Purpose, Policies & Procedures to Promote Community Representation

Nine PBS ensures compliance with Section 396(k)(11) of the Communications Act of 1934 and the Diversity Requirement in the Corporation for Public Broadcasting’s (CPB) Television Community Service Grant (CSG) General Provisions. As a recipient of a CSG, Nine PBS adheres to Federal Communications Commission (FCC) regulations on equal employment opportunity and follows the required initiatives to foster inclusivity in its workforce, management, and boards. EEO compliance is directed and maintained by the VP and Chief Organizational Excellence Officer.

Nine PBS submits an annual statistical report to CPB, identifying employees by race and sex across job categories and listing job openings. This report is publicly available at its main office and at any location with more than five full-time employees. Nine PBS certifies that all job openings comply with FCC regulations, or justifications are provided if they do not, and the information is also included in the Station Activities Survey (SAS), available for three years after the CSG spending period.

Additionally, Nine PBS maintains, reviews, and revises summaries of community representation annually. This includes engaging its governing and advisory boards to review these statements, providing training on creating welcoming environments for all for board members and staff, and participating in initiatives such as job fairs targeted toward underrepresented groups of applicants, and including posting of job opportunities to outreach to candidates using a wide variety of job platforms, and in particular, for leadership positions, and others listed in the Diversity Requirement in the General Provisions.

To ensure transparency, Nine PBS posts and updates the community representation statement on its website annually, outlining the station’s efforts and future plans to ensure our community is represented through all of our content, resources, and services. Documentation of compliance is retained for three years following the CSG spending period, ensuring full adherence to CPB and FCC guidelines. All of which are recorded and memorialized in writing and maintained to document compliance.

Community Representation Progress

Nine PBS identified equity as one of the organization’s Core Values within the 2022 – 2024 Strategic Plan and it has remained moving forward. For our community to thrive, everyone must thrive. We bring people together to amplify voices and work toward solutions that identify and eliminate barriers for all.

We implemented 5 Employee Resource Groups (ERGs):

Nine PBS offers every employee the opportunity to participate in ERGs, which provide a safe space for discussion and exploration of shared life experiences. In addition, team members who want to offer support, have concerns about the challenges a particular group is facing, or are interested in learning more are encouraged to participate. ERGs enhance both career and personal development, foster team collaboration and performance, and create an environment where staff feel comfortable to show up authentically. Below is a list of our five ERGs.

  • LGBTQIA+ (Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual/Ally)
  • BIPOC (Black, Indigenous, and People of Color)
  • Young Professionals / Early Career
  • Working Parents and Caregivers 
  • Neuro-Divergent/Disabilities
     

We also provide pay transparency in that we openly list pay ranges for posted job openings.  

Internal Goals:

Consideration of community representation when making decisions about content for on-air, online, in print and in the community. This includes examining what content is selected, how stories are told and who is telling the stories to ensure it represents segments of the community accurately. 

Prioritize inclusion and belonging to create a welcoming culture that enables every member of our team to thrive. In turn, our staff will responsively listen to our community to identify priorities, create resources and content, and convene stakeholders to work toward addressing community issues. This work will enable Nine PBS to continue to build trust and accountability with our staff, partners, and community members by collaboratively working to help our region flourish.

Additional goals include the following:

  • FOSTER a respectful environment that continues to support psychological safety and retains talent.
  • BUILD a strong employment infrastructure, including continuing to identify high-performing talent for management-level positions.
  • INCREASE the rigor around succession planning for roles deeper in the organization.
  • DEVELOP a greater focus on preparation and mentorship through targeted development of high potential team members.
     

Internal Accomplishments Over the Past 2-3 Years

13 Circle Keepers were trained to facilitate circles that hold space for psychological safety, center multiple perspectives, and uplift experiences of all staf. Since the trainings, monthly Circles are offered to allow space for staff to connect and practice radical listening. 

Safe spaces have been created that balance foundational learning and personal exploration of inclusive principles for all staff.

Training was provided to volunteers to reinforce alignment with our organization’s Core Purpose and Values.

On staff surveys, the feeling of belonging within the organization has increased 26%, for a total of 96% of staff in 2024. 

Thus far in 2024, Nine PBS has a retention rate of 98% and staff satisfaction is 89%.

External Goals

  • COMMUNICATE our Core Purpose and Values to our donors, volunteers, board members and broader community in a way that reinforces our commitment to helping our region flourish.
  • ENGAGE in partnerships, collaborations and community relationships that address communities with the highest need for the highest impact. 
  • PURSUE practices that advance belonging in our digital spaces and content.
  • DIVERSIFY our donor base to include funders who align with us around our values and the priorities of our work.
  • Commit financial resources toward partnerships that address educational and social inequities. This can include the digital divide, educational disparities, and mental well-being initiatives, among others.
  • Amplify voices and stories of individuals and partners who are making progress toward dismantling division and exclusion in our communities, as well as stories that otherwise might not be celebrated.
     

We work toward these goals by listening to our stakeholders most impacted through ongoing survey feedback and community conversations, responding with concrete goals and actions (i.e., creating policies, practices, and content), and measuring impact using an iterative process by reprioritizing milestones and activities, as needed.

External Accomplishments Over the Past 2-3 Years

Our trust rating in the community has remained at approximately 85%, compared to the national rating of 73%.

Numerous listening sessions within the community have been conducted to identify priorities that influence content creation, programs and resources. 

Trusted partnerships have been created and strengthened with community organizations to do work that supports community needs (highest need for highest impact philosophy).

Community Representation Summary

Nine PBS primary broadcast signal area encompasses the bi-state St. Louis MO-IL Metropolitan Statistical Area (MSA), which includes 7 Missouri counties (St. Louis, St. Charles, Franklin, Jefferson, Lincoln, Warren and Washington), the City of St. Louis, and 8 Illinois counties (Bond, Calhoun, Clinton, Jersey, Macoupin, Madison, Monroe and St. Clair). The MSA has a resident population of approximately 2.8 million according to population estimates from the U.S Census Bureau. While the Nine PBS's reach through its broadcast signal, cable and satellite extends beyond the MSA to span approximately 100 predominately rural counties in Missouri and Illinois, the MSA represents the primary center of population, the majority of Nine’s viewership, and the only source of Nine PBS staff and board.

As required for reporting purposes, the following are the statistics that gauge our community’s diversity as compared to the diversity of the Nine PBS workforce. They illustrate changes in our racial and gender demographics of staff members over time, as well as compared to the broader MO-IL MSA.

Race/Ethnicity: | 2022: MO-IL MSA | 2024: Nine PBS
White | 71% | 68%
BIPOC I 29% I 32%

Gender: | 2022: MO-IL MSA | 2024: Nine PBS
Female | 51% | 74%
Male | 49% | 26%

As required for reporting purposes, the following are the statistics that gauge our community’s diversity as compared to the diversity of the Nine PBS Board of Directors. They illustrate changes in our racial and gender demographics of Board members over time, as well as compared to the broader MO-IL MSA. 

Race/Ethnicity: | 2022: MO-IL MSA | 2024: Nine PBS
White | 71% | 63%
BIPOC I 29% I 37%

Gender: | 2022: MO-IL MSA | 2024: Nine PBS

Male I 49% I 59%

Female | 51% | 41%

These shifts at the staff and Board level promote an array of valuable perspectives, experiences, and decisions that make an organization more successful.