Diversity, equity & inclusion

Left, TEGNA is committed to building a diverse team that reflects the communities we serve. Right, WTSP was a sponsor of St. Pete PrideFest, a month-long celebration of music, food, and family activities.
Tegna Arrow
Committed to building a more diverse, equitable and inclusive culture, in 2020 the Board adopted specific oversight for each Board committee regarding how TEGNA approaches diversity. The Board and management team early in 2021 undertook several initiatives to drive meaningful and sustainable progress toward becoming more inclusive and racially diverse, including setting quantifiable five-year Diversity, Equity & Inclusion (DE&I) goals.

We established these goals with the belief that a deliberate approach and focus on improving Black, Indigenous and People of Color (BIPOC) representation on content teams, content leadership and company leadership roles will enable us to make the biggest impact to our inclusive culture and for our communities.

Through these efforts, by the end of 2021, we achieved double-digit growth in BIPOC representation across these groups. We have more work to do, but with the support of our Board of Directors, management team, station management and input from our 17-member Diversity & Inclusion Working Group, we are on a solid path to increasing representation at TEGNA and reaching our objective of being as diverse as the dozens of communities we serve.
Diversity, equity & inclusion Photo 1
Representatives from every department at WXIA along with Grady Tripp, TEGNA’s Chief Diversity Officer, participated in Diversity, Equity and Inclusion training at the National Center for Civil and Human Rights in Atlanta.
Diversity, equity & inclusion Photo 2
KREM employees share their thoughts on diversity in a recruiting video to welcome diverse candidates.
2025 Diversity and Inclusion Goals and 2021 Progress
Content Teams: Increase the diversity of our content teams (news, digital and marketing employees) to reflect the aggregate BIPOC* diversity of the communities we serve, which is ~ 36%
Content Leadership: Increase BIPOC representation in content leadership roles by 50%
Company Leadership: increase BIPOC representation across all management roles within the organization by 50%
*BIPOC = Black, Indigenous, and People of Color
To view the full chart, swipe to the right
all EmployeEs
Reflect markets
at ~36%
On Track
Increase by 50%
On Track
Increase by 50%
On Track
BIPOC Progress
1/1/21 — 27%
12/31/21 — 30%
11% Increase
1/1/21 — 17%
12/31/21 — 20%
18% Increase
1/1/21 — 27%
12/31/21 — 18%
13% Increase
1/1/21 — 25%
12/31/21 — 27%
8% Increase
Female Representation
1/1/21 — 46%
12/31/21 — 46%
1/1/21 — 45%
12/31/21 — 44%
1/1/21 — 41%
12/31/21 — 42%
1/1/21 — 47%
12/31/21 — 47%
Black or african-american
or latino
All Employee Representation
*N/A = not available or not disclosed
We’ve identified five pillars to support achieving our DE&I goals:
Talent Pipeline and Bench Strength
Leadership Compensation Tied to Diversity and Inclusion Goals
Multiyear Inclusive Journalism Program
Leverage Insights from Employee Feedback
Employee Training
To review all of our DE&I progress, please visit page 25 of our ESG Report.