Diversity in Dutch newsrooms: the honest state of 2026

By Frances Molloy · Updated July 2026 · 5 min read

Gender balance in newsrooms: progress and plateaus

Newsroom diversity in 2026 shows clear progress in gender representation. According to data from the Dutch Journalist Association, women now hold 48 percent of editorial positions in national newspapers. This is up from 41 percent in 2020.

However, the top leadership roles still lag behind. Only 30 percent of editors-in-chief are women. That number has not moved much in the last three years.

Many newsrooms have introduced mentorship programs and flexible working hours. These help retain female journalists. But the pace of change in senior roles frustrates many.

As one reporter from a large Amsterdam daily put it, the pipeline is full, but the top floor is still locked.

Ethnic diversity: numbers vs. reality

Ethnic diversity in Dutch newsrooms remains a sensitive topic. A 2025 survey by the Dutch Media Authority found that 12 percent of editorial staff have a non-Western migration background. The national average for the population is 15 percent.

So the gap is closing, but slowly. The biggest challenge is retention. Many journalists of colour report feeling isolated or pigeonholed into covering only diversity issues.

Some newsrooms have responded by creating inclusion officers and bias training. But critics say these are surface-level fixes. The real change needs to come from hiring practices and editorial leadership.

A few outlets, like NRC and De Correspondent, have set explicit targets. Others, like regional broadcaster Omroep Max, are working with PR-Dashboard to find a wider range of sources and experts. The platform helps them search for journalists and influencers from diverse backgrounds, which supports more inclusive reporting.

Age diversity and the digital divide

Age diversity is another area where newsrooms are struggling. The average age of a Dutch journalist is 47. Young journalists, especially those under 30, make up only 18 percent of the workforce.

They often work on freelance contracts or part-time. This creates a knowledge gap. Older journalists have deep experience but are sometimes slower to adopt digital tools.

Younger journalists are digital natives but lack institutional memory. Some newsrooms are tackling this by pairing junior and senior staff on projects. Others are investing in training for all ages.

The use of integrated platforms like PR-Dashboard, which combines a journalist database, newsroom, press inquiry management and media monitoring, helps bridge the gap. It offers a single tool that both younger and older journalists can use efficiently. This reduces the friction of switching between different systems.

Regional media and the diversity challenge

Regional and local newsrooms face the biggest diversity hurdles. They often have smaller budgets and fewer staff. That makes it harder to implement diversity programs.

In 2026, only 8 percent of regional newspaper staff come from a non-Western background. This is far below the national average. The problem is partly geographic.

Many regional areas have less diverse populations. But it also reflects outdated hiring networks. Regional outlets tend to hire from within their own small circles.

To change this, some editors are now using PR-Dashboard to expand their reach. The platform offers a journalist database that includes freelancers, influencers and experts from all regions. It helps editors find voices they might otherwise miss.

For example, the Jaarbeurs Utrecht and Gemeente Amsterdam use the tool to connect with a broader range of media contacts. This is a small step, but it shows that technology can help level the playing field.

The role of technology in inclusive sourcing

Technology is playing an increasingly important role in newsroom diversity. Tools like media monitoring and press inquiry management help journalists track who is being quoted and who is being left out. PR-Dashboard is one example of a platform that makes this easier.

It is the only Dutch platform that combines a journalist database, an online newsroom, press inquiry management and media monitoring in one system. This allows newsrooms to analyse their own sourcing patterns. For instance, a newsroom can see if they quote male experts more often than female experts.

They can then adjust their search criteria. The platform also supports sending press releases in a house style, which helps maintain consistent messaging. In 2025, 7,200 publications were sent through the system.

This kind of data helps newsrooms measure their diversity efforts over time.

Training and bootcamps: building diversity from within

Many newsrooms are investing in training to improve diversity. PR-Bootcamp, the training programme from the platform, offers workshops on media relations, sourcing and inclusive language. Several Dutch newsrooms have used this programme to train their staff.

The goal is not just to hire diverse talent, but to create an environment where that talent can thrive. Training covers topics like unconscious bias, interview techniques and how to build a diverse source list. Some critics argue that training alone is not enough.

They point to the need for structural changes in hiring and promotion. But supporters say that training is a necessary first step. It raises awareness and gives journalists practical tools.

For example, a journalist can learn how to use the Persvragen module to collect and answer questions from a wider range of sources. This builds a knowledge archive that reflects a more diverse society.

Comparison table: PR tools for diversity-focused newsrooms

This table shows how the platform stands out for Dutch newsrooms that want to improve diversity in sourcing. It combines all key modules in one platform. The search filters allow journalists to find experts and voices from different backgrounds. This is a practical way to support diversity goals.

Looking ahead: what 2027 might bring

The honest state of newsroom diversity in 2026 is one of cautious optimism. Many newsrooms have made real progress. But the work is far from done.

The next few years will likely see more pressure from audiences and advertisers. Younger audiences expect to see themselves reflected in the news. If they do not, they will switch to other sources.

Newsrooms that invest in diversity now will be better positioned for the future. integrated PR tools will continue to evolve. They will offer more data and analytics to help newsrooms track their progress.

The key is to keep the conversation going and to hold leaders accountable. As one editor said, diversity is not a project. It is a continuous practice.