CIPR Influence的动态

Happy #InternationalWomensDay! ?? With this year’s theme being #InspireInclusion, our latest blog delves into how to be inclusive in your PR, marketing and comms activity… ?? Avoid stereotypes and bias ? Be inclusive and diverse ?? Use subtitles and captions on videos ????♀? Know your audience and read the room ? Read the article here: ? #IWD

Is the communications industry too middle-class? “What class war is that industry structure going to fight but a bourgeois one?” ... Some of my thoughts are included in this PRWeek UK piece by Siobhan Holt. Think I'm the first person to say "surplus value" in PRWeek, if my searches of the website are to be believed. #PRWeek?#class #unionisation #PRagencies #UKcomms?#UKpublicrelations

Embracing diversity isn't just a buzzword; it's a necessity in the PR industry. Recent data from the Arthur Page Society and PRWeek highlight the stark under-representation of people of color in PR, despite the industry's awareness since the '90s. The lack of diversity in PR agencies is particularly alarming, as shown by the Google/PRWeek Changemakers program. The industry must move beyond lip service and take real, holistic action to foster an inclusive environment. Let's challenge the status quo, broaden talent searches, and commit to hiring, retaining, and growing diverse talent. The time for change is now. ????????? #historyinthemaking #TheNeighborhoodPublicist #SincerelyNicoleMedia #DiversityInPR #InclusionMatters #ChangeTheNarrative

As communications and PR professionals, we are the custodians of the company’s #reputation, but how much time do we invest in developing and protecting our own personal brand? I had the pleasure to discuss the importance of building a network of allies and expanding wisely one’s influence internally, together with the mentees of our Global Women in Public Relations “Empower” program. In order to act in the boardroom, some preparation work is required. Comms professionals have top #skills to partner with the business: analytical thinking, critical thinking and analysis, innovarion, creativity, social influence. Not to mention stress tolerance and flexibility. It is worth sometimes being proud of them and reminding them to the C-suite. Don’t you think? Ipshita Sen Cornelia Kunze Susan Hardwick Zarina Hodiwalla Larissa Dieckhoff Mary Godbeer Nicolle Shana Kate Beveridge Dip PRCA Johanna Gehring Patricia Mihail Viviana Cruz Jasmin Hemmesi #masterclass #empowerment #communications #gwpr

As we begin a new week in the Women’s month, let's reaffirm our dedication to fostering an #inclusive environment where everyone feels valued and heard. Remember, #diversity is our strength, and by embracing each other's unique experiences, we ignite innovation and drive positive change. Let's lift each other up and #inspireinclusion in all that we do. #inspireinclusion #mondaymotivation #RiverwoodCommunications #BetterCommunications #pr

Amid controversy and backlash, DEI initiatives are still widely considered beneficial and necessary by business leaders. Learn what principles leaders can use to guide communications, protect the efforts from backlash and bolster your company’s reputation.

Uff. Coming up through the public relations/communications ladder, I've often been tasked with showing the impact of our work on the bottom line. Because I've worked with incredibly talented and creative people, we've come close with several tactics. I wish I'd know more about this approach (would have certainly been helpful earlier in my career), so I'm sharing it here. A New Method to Measure Media Relations for Business Growth (prnewsonline.com) #measurement #communications #impact #PublicRelations

As we welcome the first day of March, marking the beginning of Women’s History Month, it’s a moment of reflection on the journey ahead for us as women. Today, I was greeted by a notification from PRWeek, a source I rely on for daily insights into the PR world. My attention was caught by an article featuring the 2024 shadow board of Women in PR, an independent networking association (distinct from the social and digital community led by Anje Pearson.) Yet, amidst this recognition, I couldn’t help but notice a glaring omission: the lack of diversity. The absence of Latina, Asian, Indian, Samoan, Cuban, and other ethnic representations left me questioning—were there truly no applicants or qualified individuals from these backgrounds? Growing up, the prevailing wisdom suggested that one should remain silent in the face of public injustice as it relates to workforce issues. However, I’ve reached a point in my life where silence is no longer an option. I am compelled to speak out with conviction, unafraid of who might challenge me. This very frustration was the catalyst for founding Fifteen East Media Group. Our mission is to amplify diverse voices and showcase faces from all walks of life. In our eyes, diversity is not just a buzzword; it’s a critical ingredient for creativity and innovation. Our agency is a sanctuary for those who deliver results and enjoy their work, regardless of their background or appearance. To the advisory boards, corporations, and all entities in positions of influence: do better. We must strive for better, ensuring inclusivity and representation are not just ideals, but realities. #diversityinpr #diversity #pr https://lnkd.in/eqxJ9TBt

Two core beliefs have consistently guided my work: the importance of accessibility to knowledge and resources, and the power of collectivism. These beliefs remind me of our responsibility to uplift one another and ensure that opportunities are not limited to a select few. Last year, I had the privilege of speaking at Boston University College of Communication about how these principles form the foundation of The PR Girl Manifesto?and drive its mission. As I reflect on how we can make the PR and Communications industry more inclusive and equitable, these beliefs resonate more than ever. In an industry that often operates transactionally, we must prioritize community and shared growth. By fostering a culture of collaboration and support, we can create an environment where everyone has the chance to succeed, regardless of their background or network. To truly make a difference, we must focus on breaking down barriers to entry and providing accessible pathways for individuals from diverse backgrounds to enter and thrive in the PR and Communications field. Each of us has a role to play in making our industry more accessible and equitable. Whether it's through mentoring, sharing expertise, or advocating for inclusive practices, every action counts. At PR Girl Manifesto, we remain committed to embodying these values and continuously strive to challenge the status quo in hopes that we're doing our part to move towards a more inclusive and empowering industry for everyone. #prdiversity #communications #publicrelations #deib #holdthepress?

Organisations that fail to meet public expectations frequently become a lightning rod for public opinion. The limited nature of apologies and action means that efforts to address failings often go unreported and the reputational impact can be longstanding. Women in PR was widely criticised within the UK public relations industry in February for announcing a Shadow Board that did not adequately represent women from racially diverse backgrounds. It was a significant failure for an organisation that aims to increase the number and diversity of women in leadership roles in public relations and corporate communications. PRWeek also failed to spot the issue in its reporting, indicating that the industry has a significant way to address diversity and inclusion in practice. Women in PR has taken exemplary action since. It has engaged with its community, undertaken an internal review, and outlined the steps it plans to take to make change. That started on Friday with a statement to members. Women in PR has set three main goals in response to the issues highlighted by the shadow board: ? improving representation ? creating an inclusive culture ? advocating for issues affecting its diverse membership Women in PR said that it plans to address the immediate issues highlighted by the Shadow Board by conducting an audit, collecting diversity data, recruiting additional committee and Shadow Board members and launching a mentoring program with clear representation benchmarks. It also said that it will seek to address broader cultural issues by undertaking a comprehensive refresh of its Equity, Diversity, and Inclusion strategy, including a listening period, incorporating insights and commissioning an external review. Sarah Waddington CBE CDir ChartPR made a good point when she forwarded me the Women in PR newsletter. “If everyone shared the Women in PR response in the way they’d been quick to point out the original issue, perhaps we’d start to see meaningful change as an industry. We must do better at creating a safe space so more people can learn and make change,” she said. In an era when organisations claim to learn from mistakes but then fail to commit to action, the response and plan from Women in PR is refreshing. I look forward to reading about its progress.