PRSA Orlando’s goal is to support communications professionals of all backgrounds. This year specifically, one of my goals was to look for opportunities to include everyone in our efforts and build new relationships. You can’t have a diverse membership if you don’t provide a diversity of opportunities.

We are all unique, come from a variety of industries, and are in various stages of our careers. One person cannot define diversity and inclusion.  That’s why this year, we expanded our team with the addition of two diversity and inclusion committee members working with the D&I Chair (me). Together, we shared experiences, brainstormed ideas and put words to action with a few key efforts.

We partnered with the Florida Diversity Council, where we found value in learning and hearing from Central Florida executives about what they’re doing to influence change and address diversity head-on.

We wrote ten blogs on various diversity topics like hip hop culture, engaging physically-disabled audiences, LGBTQ branding, and other focuses that influence and shape us daily.

We held a program on the role and impact of public relations in inclusion and diversity with EA Sports – a company that continues to evolve with its diverse audience.

We held our second annual Dinner, Diversity and Dialogue event fostering a culture of sharing experiences that influence our membership. We looked at the demographics of our association and held a dinner with 12 women in PR to discuss leadership. We learned the challenges they’ve experienced, the areas they wish they had more support in, and the advice they want to give young women in public relations. The findings will be shared in a thought paper that will be published on our blog early next year.

But perhaps what I’m most excited to share is that these types of purposeful, intentional efforts and direct outreach had a lasting impact. Our two D&I committee members came onboard after expressing interest following the first Dinner, Diversity, and Dialogue event. Three PRSA member attendees from the second dinner have officially taken on board roles for next year. This is the kind of change we’ve been looking for: getting members of all backgrounds more engaged with us by providing them opportunities that match their interests.

We found other ways to connect with our members too. We posted social media videos and graphics with quotes from our members on how to effectively communicate and incorporate diversity into their branding and messaging.

It’s hard to believe that the year is almost over when there’s so much more we want to do, but I hope you will continue to connect with us over the next year as D&I committee member Veronica Figueroa moves into the D&I Chair role.

Diversity and inclusion isn’t just a buzzword for us. It’s a commitment. It’s woven into who we are–within our practices, within our programs, and within our leadership.  We promise you we’re also taking your feedback to PRSA National to give them the best position to provide us the resources we need to address the diversity and inclusion challenges and opportunities within our profession.

One of the simplest, yet biggest values I believe PRSA brings is having each other as a resource and as a sounding board. As always, we appreciate any feedback, suggestions or ideas on how we can support you.

Have a beautiful holiday.

Best,

Alyssa Badalamenti

PRSA Diversity & Inclusion Chair

Alyssa.badalamenti@ffva.com

By Veronica Figueroa Fernandez, PRSA Diversity & Inclusion Committee

Inclusive marketing has become a consumer expectation. And when companies, such as MAC Cosmetics, Levi Strauss & Co., and many others, have inclusive practices embedded into the fabric of their business, are proud to be a part of the progress toward equality, and are forces of change within the community, they will attract the right talent to deliver their brand message in an authentic way, fortify brand relevancy and drive sales.

“The best LGBTQ marketing or public relations campaign your brand can push is the authentic joy your employees feel while contributing their best selves at work,” said Yolanda Londono. Prior to retiring, London served as Tupperware’s former vice president of global responsibility.

Earlier this year, Londono spoke at the U.S. Chamber of Commerce Foundation’s Inclusion Incorporated Florida Regional Forum, an event created for businesses and partners to realize the full benefits of fostering LGBTQ inclusion.

Numerous studies have shown the positive impact of LGBTQ-inclusive practices on a company’s bottom line and its ability to attract and retain talent. To put it simply, diverse teams deliver superior results. Diversity is essential in marketing, but without an inclusive workplace culture, your message will seem inauthentic.

These days, consumers are looking for inclusion beyond rainbow logos and seasonal campaigns. They’re holding companies responsible for their hiring practices because they are looking to support companies that support its LGBTQ employees.

But despite significant progress, nearly 50% of LGBTQ workers nationwide remain closeted on the job, according to the Human Rights Campaign Foundation’s, A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide. The report also shared 31% of LGBTQ employees said they have felt unhappy or depressed at work, with many not reporting incidents because they did not think anything would be done to address it.

What efforts can companies take in order to create an LGBTQ-inclusive environment in the workplace?

Integrate diversity training programs depicting realistic scenarios, including those issues reflecting the LGBTQ community, to directly impact office behavior. These programs can be integrated into already existing diversity and inclusion programs and help build inclusivity from the core.

Create and enforce inclusive policies, and establish procedures for dealing with employees who violate your policies.

Ensure your employee benefits, such as health insurance or life insurance, does not exclude your LGBTQ employees.

Develop gender-transition resources and guidelines for your company’s transgender and gender non-conforming employees.

Become involved in the community by supporting or sponsoring local events, such as Pride parades and festivals, or participating in Spirit Day, an annual awareness day created as a sign of support for LGBTQ youth and to speak out against bullying.

The U.S. CHAMBER OF COMMERCE FOUNDATION is dedicated to strengthening America’s long-term competitiveness. We educate the public on the conditions necessary for businesses and communities to thrive, how business positively impacts communities, and emerging issues and creative solutions that will shape the future.

PRSA Orlando’s Diversity and Inclusion Committee attended the program to be able to share key takeaways with chapter members, and learn how to incorporate Londono’s advice within the public relations industry.