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Use this document to complete Part 2 of the Module 2
Assessment, Evidence-Based Project, Part 1: An Introduction to
Clinical Inquiry and Part 2: Research Methodologies
Full citation of selected article
Article #1
Article #2
Article #3
Article #4
Why you chose this article and/or how it relates to the clinical
issue of interest (include a brief explanation of the ethics of
research related to your clinical issue of interest)
Brief description of the aims of the research of each peer-
reviewed article
Brief description of the research methodology used Be sure to
identify if the methodology used was qualitative, quantitative,
or a mixed-methods approach. Be specific.

A brief description of the strengths of each of the research
methodologies used, including reliability and validity of how
the methodology was applied in each of the peer-reviewed
articles you selected.
General Notes/Comments
© 2018 Laureate Education Inc.
2
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Running Head: A VIEW OF DIVERSITY ON TELEVISION 1
A View of Diversity on Television
Terri Elmore
Central Michigan University
MSA 604 Administration, Globalization, & Multiculturalism
22366970
April 16, 2019

A VIEW OF DIVERSITY ON TELEVISION 2
Abstract
The purpose of this paper is to explore the thoughts and
experiences of a person from a different
culture than the author, to expand the author’s global
perspective, and to understand how those
views shape individual perspectives. NiceGirlsTV.com blogger
Lisa Harrison participated in a
personal interview with the author. Harrison is a multiracial
woman who identifies as Black,
Native American, and White. Harrison asserted that the
#OscarsSoWhite viral campaign raised
diversity awareness in the television and film industry, that
African Americans and Asian
Americans have lacked adequate representation on television,
and that she has faced skin tone
bias as an obstacle in the television industry. Harrison also
expressed that diversity in the
television industry can help television networks come up with
unique ideas to tell new stories,
help avoid only giving the white perspective on television, and
help benefit children by teaching

them about other cultures. The author of this paper is a
television producer, and this research has
helped broaden the author’s perspective and increase cultural
awareness to create more diverse
television programs.
Keywords: Oscars, colorism, default whiteness
Introduction
Every person is unique with different ideas and cultural views
of the world. The
definition of diversity is the degree to which individuals are
different from, or similar to, one
another (Robbins & Judge, 2017). Researcher Bucher (2015)
found that the ability to
communicate and collaborate with all kinds of people is an asset

for any employee. As a
television producer, the author of this research paper is
committed to diversity in the workplace,
and therefore wants to know how a blogger feels the television
industry represents African
Americans and whether diversity in television has improved
over the years. The author chose to
interview NiceGirlsTV.com blogger Lisa Harrison who calls
herself racially ambiguous as she
identifies her race as Black, Native American, and White.
Harrison discussed her thoughts about
whether the television and film industry had changed since the
#OscarsSoWhite viral campaign,
what obstacles she has had to overcome in the television
industry, and which cultural groups lack
adequate representation on television. Harrison also gave her
thoughts on how diversity on
television can benefit television networks, different cultures,
and children. By expanding
diversity consciousness, that author of this research paper can
become more of an asset to a
company and create more diverse television programs.
The Oscars

In 2015, the hashtag #OscarsSoWhite became a trending topic
on Twitter when the Oscar
nominees announced by the Academy of Motion Picture Arts
and Sciences lacked racial
diversity. People on social media observed that an
overwhelming majority of the nominees were
white that year. The #OscarsSoWhite social media campaign
resurfaced one year later when
again many of the nominations did not include nonwhite actors
(Griggs, 2016). Many people
were upset over the lack of diversity, and some members of the
Academy threatened to boycott
the ceremony if changes were not made. NiceGirlsTV.com
blogger Lisa Harrison said, “I think
the #OscarsSoWhite campaign was a huge eye-opener to the
Academy as well as the industry in
general… it made the Academy look within themselves”
(personal interview, March 26, 2019).
Before the #OscarsSoWhite social media campaign, the Oscar
nominees and the Academy’s
membership lacked diversity. However, after the social media

campaign, the Academy
acknowledged the inequalities and announced steps to diversify
with a goal to double the number
of diverse members by 2020 (Rottenberg, 2016). Harrison
believed the #OscarsSoWhite
campaign was a positive step, and that:
“This was a wakeup call the Academy needed, and it made
everyone else follow
suit. Television shows are more diverse now. There are more
women directors on
television. There are more black female directors on television.
I see more people
represented across the board, not just African Americans.
(personal interview, March 26,
2019)”
By the 2019 Oscars, there was a change in the level of the
playing field, and the ceremony had
the second-most black nominees in Oscar history (Atkison,
2019). The #OscarsSoWhite
campaign helped raise the Academy’s diversity awareness and
helped increase diversity in the
television and film industry.
Adequate Representation

The U.S. Census estimated in 2018 that Whites made up
approximately 60 percent of the
population, followed by 18 percent Hispanic or Latino, 13
percent Black or African American,
and five percent Asian (U.S. Bureau of the Census, 2018). The
television industry has taken into
account the diversity of the U.S. population and added more
television networks to meet the
demands from the diverse cultural groups. In the 1980s, BET
(Black Entertainment Television)
was the only television network that targeted African American
audiences, but today that list
includes OWN: The Oprah Winfrey Network, Bounce TV, TV
One, and others. Harrison noted,
“We've come a long way because of channels like BET and TV
One. There are more choices for
different types of shows for African Americans to see
themselves represented now than we ever
have had in the past” (personal interview, March 26, 2019).
While there are more television

networks aimed at African Americans, adequate representation
of this cultural group is still
underserved. A study by the Institute for Diversity and
Empowerment at Annenberg (IDEA)
found “quantified disturbing patterns around the lack of media
representation concerning females
and people of color” (Smith, Choueiti, & Pieper, 2016).
Harrison agreed that African Americans
need more representation on television programs but suggested
there is also a lack of
representation among another demographic as well. “I feel there
is a big lack of representation of
Asians on television” (personal interview, March 26, 2019).
Harrison said most families do not
live in culturally diverse areas, but by seeing diversity on
television, that includes Asian
Americans, they “can see these people, they can learn about
these people, and they can see that
other cultures and other races are just like them” (personal
interview, March 26, 2019). The U.S.
population is a diverse mixture of many races, and a television
producer that can advocate for
underserved cultural groups would be able to create more
diverse programs.

Colorism
Adequate representation of the U.S. population also includes
representing the diversity
within a cultural group. Among African Americans and Asian
Americans, there are an array of
different skin tones, often creating skin tone bias within the
race. Uzogara and Jackson (2016)
called this bias colorism where an individual faced prejudice
based on the lightness or darkness
of their skin tone. Harrison stated that “within each culture,
we’re not all the same. We don’t all
look the same” (personal interview, March 26, 2019). Lupita
Nyong’o is an Oscar-winning
Actress known for her darker-skin tone for which she faced
colorism in Hollywood when casting
agencies would favor black actresses with lighter skin
complexions than hers (Wellington, 2014).
Harrison faced skin tone prejudices as well, but on the other end
of the skin tone spectrum. The
NiceGirlsTV.com blogger is a lighter skinned African American
woman and said that she

experienced discrimination when a company planned to hire one
African American female but
went with an obviously darker African American because the
other woman looked more African
American than Harrison (personal interview, March 26, 2019).
Harrison expressed that blatant
and subtle forms of discrimination like colorism are very
personal and emotional for her. “For
someone to tell me, I’m not black enough that really hurt me,
that really cut deep” (personal
interview, March 26, 2019). Skin complexion judgments about a
person can create prejudice in
the workplace, and a diversity consciousness television
producer needs to handle this bias by
being aware of how to identify and keep colorism out of
television programs.
Diversity Benefits
Diversity ranges from the visible to the non-visible differences
between people, and a
diverse workforce is vital for any organization to succeed in an
ever-changing market. Robbins
and Judge (2017) found that productivity and profitability
increased in more diverse

organizations. Research also indicated that companies that lack
diverse representation among
their employees end up with a smaller pool of ideas and
experiences (Solanki & Saxena, 2017).
Harrison asserted that “by having diverse crews, writers,
directors, editors it gives the
opportunity to tell new stories. And it gives different
perspectives on whatever the topic may be”
(personal interview, March 26, 2019). One benefit for diversity
on television is that television
networks could appeal to more diverse audiences. Smith,
Choueiti, and Pieper (2016) found a
vast underrepresentation of racial and ethnic minority groups on
television and that this has led
to these groups being excluded or erased from storytelling.
Harrison suggested that by having
more people of color on television viewers “can see these
people, they can learn about these
people and they can see that they are just like them” (personal
interview, March 26, 2019). A
second benefit for diversity on television is the ability to avoid

what Bucher (2015) called default
whiteness where there is a tendency to view the behavior, value,
and perspectives of white
people as the norm for all people. Harrison said that she
observed default whiteness on
television stating that:
“If you're looking at tv and you're only seeing a Caucasian
family, any non-Caucasian
might think that that's better or right. And the Caucasian people
watching it only seeing
themselves they might think that they are better, they are right,
and they might not be
open to other cultures and other races. (personal interview,
March 26, 2019)”
The third benefit for diversity on television is that children can
watch these diverse programs and
learn from them. Ellithorpe and Bleakley (2016) found that “the
characters that adolescents
watch is important not only for identity processes but also for
models for behavior” (p. 1427).
Harrison believed that “seeing people from different cultures is
a great learning experience …for
kids [to learn] about other cultures and other races” (personal
interview, March 26, 2019).

Therefore, diversity on television would be an effective strategy
to benefit television networks,
people from different cultures, and children that grow up
watching these programs.
Conclusion
Bucher (2015) called the lack of cultural diversity awareness a
liability and found that
despite its importance, people rarely engage in difficult
dialogue about diversity issues. The
author of this paper chose to engage in the difficult dialogue
surrounding diversity to enhance
and expand knowledge about other cultures. The author
interviewed NiceGirlsTV.com blogger
Lisa Harrison to provide insight into how a multiracial
individual felt toward diversity on
television. Harrison described the challenges she saw that led to
the #OscarsSoWhite viral
campaign and how she felt African Americans and Asian
Americans needed adequate
representation on television. Harrison also explained how

colorism and default whiteness shaped
her perspective. Lastly, Harrison expressed that television can
give more people more access to
other cultures which can benefit television networks, different
cultures, and children. She
optimistically stated that “the way television is now and where
we're going with television with
the different platforms…. lets people know they're not alone. It
will only make it better because
there's still so many stories that need to be told” (personal
interview, March 26, 2019). This
interview process has made the author of this paper aware of
colorism, default whiteness, and the
lack of representation on television of several cultural groups.
The author is also now more
knowledgeable of how intended, and unintended behaviors
impact others as well as how to
increase equality as a television producer.

References
Atkison, C. (2019, February 28). Oscars see bump in African-
American viewership on historic
night. NBC. Retrieved from
https://www.nbcnews.com/news/all/oscars-see-bump-african-
american-viewership-historic-night-n977861
Bucher, R. (2015). Diversity consciousness: Opening our minds
to people cultures,
and opportunities. New York, NY: Pearson.
Ellithorpe, M, & Bleakley, A. (2016). Wanting to see people
like me? racial and gender
diversity in popular adolescent television. Journal of Youth and
Adolescence, 45(7),
1426-1437.
doi:http://dx.doi.org.cmich.idm.oclc.org/10.1007/s10964-016-
0415-4
Griggs, B. (2016, January 14). Once again, #oscarssowhite.
CNN. Retrieved from
https://www.cnn.com/2016/01/14/entertainment/oscars-so-
white-protest-nominations-
feat/index.html
Robbins, S. & Judge, T. (2017). Organizational behavior. (17th
ed.). New York, NY: Pearson

Education, Inc.
Rottenberg, J. (2016, April 19). After #ocarssowhite, academy
clears the air about new
membership rules. Los Angeles Times. Retrieved from
https://www.latimes.com/entertainment/la-et-mn-facing-anger-
academy-clarifies-voting-
rules-20160419-story.html
Smith S, Choueiti M, & Pieper K. (2016). Inclusion or
invisibility? Comprehensive
Annenberg report on diversity in entertainment. Institute for
Diversity and Empowerment
at Annenberg. Retrieved from
https://annenberg.usc.edu/sites/default/files/2017/04/07/MDSCI
_CARD_Report_FINAL
_Exec_Summary.pdf
Solanki, R. & Saxena, A. (2017). Workforce diversity and its
impact on productivity.
Prestige International Journal of Management and Research,
9/10(2), 33-44. Retrieved

from http://cmich.idm.oclc.org/login?url=https://search-
proquest-
com.cmich.idm.oclc.org/docview/2013529040?accountid=10181
Uzogara, E. E., & Jackson, J. S. (2016). Perceived skin tone
discrimination across contexts:
African American women's reports. Race and Social Problems,
8(2), 147-159.
doi:http://dx.doi.org.cmich.idm.oclc.org/10.1007/s12552-016-
9172-y
Wellington, E. (2014, May 07). The Philadelphia inquirer
mirror, mirror column. McClatchy –
Tribune Business News Retrieved from
http://cmich.idm.oclc.org/login?url=https://search-proquest-
com.cmich.idm.oclc.org/docview/1521229419?accountid=10181
U.S. Bureau of the Census.(2018, July 1). Quick facts: United
states. Retrieved from
https://www.census.gov/quickfacts/fact/table/US/PST045218#

Appendix
Interview question
1. Which cultural groups do you feel are not adequately
represented in television?
2. What obstacles have you had to overcome as a television
blogger?
3. How does diversity on television benefit people from
different cultures?
4. How will more diverse television crews on and off camera
lead to better television?
5. In 2015, the hashtag Oscars so white was trending when all
the acting categories that year
did not include any nonwhite actors. It prompted the Academy
of Motion Picture Arts
and Sciences to diversify its membership. How do you feel the
television and film
industry has changed since the hashtag Oscar so white viral
campaign?
6. How do you feel changes now for diversity on television
could benefit children that grow
up watching these programs?

Rubric for grading the Personal Interview Paper
0. The extent to which you covered class concepts and ideas in
the interview. These include challenges that they have faced as
a result of their background, obstacles they may have overcome,
and their thoughts and views on different aspects of diversity
consciousness – 65%
0. Provides an overall summary and conclusion – 15%
0. Correct syntax and grammar – 10%
0. Correct spelling and punctuation – 10%
Running Head: INTERVIEW QUESTIONS
1
INTERVIEW QUESTIONS
4
INTERVIEW QUESTIONS
Name
Central Michigan University
Interview questions on the topic of homosexuality
1. This interview aims to determine the perceptions and
opinions that the lesbians, gays, bisexuals and transgender
individuals have. Do you identify yourself as either gay,
lesbian, bisexual or a transgender?
2. Many studies have been conducted aiming at determining the
main causes of sexual attraction among people of the same
gender. However, there are still some causes which researchers
have come up with as evidence showing that molestation is a
major cause of increase in homosexuality in America (Gilman,

2018). What do you believe are the major causes of people
struggling with same-sex attraction?
3. Studies on the development of homosexuality behaviours
have indicated varying results with some indicating that it is a
process while others show that it is instantaneous. How would
you describe the change from homosexuality always
instantaneous or is it a process?
4. The increase in infidelity among married people has
contributed to increased transmission of diseases among the
married partners. Based on the statistics of the transmission rate
among homosexuals, the results show that there are high rates
of unfaithfulness among homosexual people (Clarke.et.al,
2018). What do you believe leads to increased unfaithfulness
among homosexual people?
5. The United States government have greatly embraced
homosexuality through developing laws which protect gay
people and authorize same sex marriage. Do you believe that
these laws have brought changes in the way homosexuality was
perceived before?
6. Many psychiatrists have experience near total failure in their
quest of transforming homosexual patients to heterosexual
patients, however recent studies have shown that only 27 % of
patients often change and become heterosexual (Stryker, 2016).
Do you think that a person can change their sexual orientation?
What causes people to change?
References
Clarke, V., Braun, V., & Wooles, K. (2018). Thou shalt not
covet another man? Exploring constructions of same‐sex and
different‐sex infidelity using story completion. Journal of
Community & Applied Social Psychology, 25(2), 153-166.
Retrieved from
https://onlinelibrary.wiley.com/doi/abs/10.1002/casp.2204
Gilman, C. P. (2018). Women and economics. In Inequality in
the 21st Century (pp. 31-33). Routledge. Retrieved from
https://www.taylorfrancis.com/books/e/9780429499821/chapters

/10.4324/9780429499821-6
Stryker, S. (2016). Transgender studies: Queer theory's evil
twin. GLQ: A Journal of Lesbian and Gay Studies, 10(2), 212-
215. Retrieved from
https://muse.jhu.edu/article/54599/summary
Running Head: CHOICE OF TOPIC 1
2
CHOICE OF TOPIC
Name
Institution
My choice topic is on homosexuality where I will interview a
few Gays. The interview will aim at reaching the persons who
believe and exercise gays homosexuality. The interview aims at
uncovering the ideas and perceptions of the gays (San Miguel,
C. L., & Millham, 2019). It will also uncover the issues faced
by the LGBT (lesbians, gays, bisexuals and transgender)
communities in the United States. The evaluations and
conclusions will be used to describe homosexuality and its
sexual practices based on experience and encounters. It will
also aim at unveiling the ideologies and commitment levels

from gay partners and engagers. The interview will unveil the
challenges, issues and problems faced by the homosexuals in the
United States. This project will help me develop social and
cognitive skills which will imply a significant growth in my
profession. Information and data will be treated with
confidentiality (Leznoff, 2016). This interview will also help
me relate and understand the feelings and personalities of the
homosexuals to each other in the community.
References
Leznoff, M. (2016). Interviewing homosexuals. American
Journal of Sociology, 62(2), 202-204.
San Miguel, C. L., & Millham, J. (2019). The role of cognitive
and situational variables in aggression toward
homosexuals. Journal of Homosexuality, 2(1), 11-27.

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