Diversity, Equity & Inclusion

On Memorial Day, a video went viral of a white woman, Amy Cooper, calling the police in New York City’s Central Park on a black man, Christian Cooper (no relation) after he asked her to leash her dog in a leash-required area. The video sparked widespread outrage at Ms. Cooper’s racist report, with some lawmakers calling for false calls to law enforcement like Amy Cooper’s to be classified as hate crimes. Franklin Templeton, Cooper’s employer, enacted a rapid crisis response.

In the wake of events of the past few days, we’ve decided to slow or suspend many of our activities on this site so we can reflect on diversity and inclusion. As one of the authors of the essay, Angela Chitkara, said, “People are hurting. We need to take a good look at ourselves and ask what kind of society and organization do we want to be.”

Even though health and safety are top priorities during the coronavirus, it is not time to abandon diversity and inclusion (D&I). Unfortunately, many companies are failing to communicate D&I messages to employees at this moment. Yet protecting employee health and well-being while promoting D&I are, in fact, mutually supportive.

Hallmark found inspiration for its latest Mother’s Day commercial from a Facebook fan who shared her journey of parenting a child with a disability on its page. The fan noted that not all motherhood looks the same, but should be celebrated nevertheless.

We must fight against the inclination to label diversity, equity and inclusion as “nonessential” at a time when it is more relevant and pertinent than ever.

Information about the coronavirus pandemic mostly has been built around straight messaging: wash your hands, stay home, save lives. The term Chinese virus has entered the public lexicon. Marginalizing ethnicities during a public health crisis can trigger xenophobia. In addition, it does not engender needed public engagement.

Linking diversity and inclusion to crisis is not something communicators think of often. Yet, when an organization’s PR team does not reflect the ethnic makeup of its consumers, there is a tremendous opportunity for failed risk assessments. Simply put, less diversity can mean more bad judgement calls

Since they are roughly half the population, women should be quoted about half the time in the media. A recent analysis shows women are cited in content only about one-third of the time, however. With Women’s Day approaching, PR pros can help rectify this issue in a variety of ways, from mentoring to formal industry efforts.

In our monthly collaboration with The Museum of PR, in celebration of the 75th anniversary of PRNEWS, we honor three pioneering women of PR, who not only shaped the profession but also touched the world. This article also celebrates Women’s History Month Women’s Day and the 100th anniversary of women’s suffrage in the US.

To end Black History Month, we offer the story of Inez Kaiser, the first black woman to own a PR firm in the US. Kaiser was a polymath. A teacher, an activist, a cook book author and an entrepreneur, Kaiser accomplished all this at a time when African-Americans struggled for basic civil rights.