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Step 1
Research the interviewees before inquiring about them via phone, email or in person. Sometimes you can find photos of company employees or items that that particular person concentrates on. (Example: If your magazine caters to African American hair, search for companies that specialize in African American haircare instead of neutral companies that cater to all types of haircare. Look for the person in charge of that item.)
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Step 2
Introduce the niche market you work for. Some companies will be understanding and immediately recommend an employee who fits into your niche market if they know what your organization is about. If a magazine geared to Latino hip-hop artists calls for quotes on music and the receptionist knows about your publication, he may be more likely to transfer you to someone who knows all about Pitbull instead of Eminem.
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Step 3
Explain why you are looking for a certain person for the interview. While there may be some who think "discrimination," others wilol be more sympathetic to your position. You didn't create the niche market. You are just following the guidelines of the company. Explaining that a certain demographic may be underrepresented in a market can hold a lot of weight if the listener agrees with you.
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Step 4
Talk to past interviewees and ask who they recommend. It's far easier to avoid possible uncomfortable moments when requesting to speak to a certain type of interviewee if a past interviewee has recommended someone he knows. It's like a friend playing matchmaker--if that friend has been around you or talked to you long enough, he'll have a pretty good idea of whom would be an unattractive candidate.
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Step 5
Request recommendations from your boss about who she'd like to see in her media outlet. Sometimes the head person in charge feels like she's doing your job for you if she has to find your interviewees, but there are other managers who have certain people in mind. It doesn't hurt to ask once, and if management doesn't like this idea, at least you tried.
