People are amazing and the complexities of each person’s identity are remarkable. As PR professionals, we have the opportunity – and the responsibility – to honor the extraordinary diversity around us. One way you can do this is to join the conversation about personal pronouns.
It can be a challenge to know the latest on inclusive language and how to incorporate it into your work. Fortunately, Crystal Borde wrote “Why Educating Employees on Inclusive Language Matters” for PRsay.
Staying accountable to DEI efforts is possibly the highest way change can be affected, not only internally, but also externally as the movement itself is concerned. By viewing all DEI communications as an accountability tool, communicators will stay well-balanced by promoting the cause, not the company, consequentially making a much larger impact overall.
The question about how to define diversity, equity and inclusion (DEI) is common. In fact, PRSA recently shared a survey from the Institute for Public Relations Center for Diversity, Equity and Inclusion and The Wakeman Agency to study how people define DEI and what that entails within their organizations.
This week, PRSA launched its Voices4Everyone program. As a took a quick peek at the Voices4Everyone website, I liked that each of these focus areas has a deeper dive that includes things like programs, thought leadership, learning, ways to get involved, toolkits and resources to help us better understand the issues and find ways to meaningfully engage them.
What’s trending on PRsay right now? In a word: diversity. Here are some of the most recent posts from the blog.
As communicators and trusted advisers, we have a unique responsibility to advocate for racial justice inside our organizations and those of our clients, and also communicate through a racial justice lens.