by Taylor Fife, D&I Chair
This blog is part of an ongoing series that highlights content featured in PRSA Pittsburgh’s Diversity & Inclusion Toolkit.
As D&I Chair, I’m often asked: “Why is diversity and inclusion in the workplace important?” For myself and the D&I Committee, answering this question is never bothersome and never gets old. We welcome communicators who want to learn about the significance of D&I to the PR industry—that’s why we created our very own diversity and inclusion toolkit.
We also encourage members to take our D&I pledge as a first step towards committing to fostering inclusive workplaces and equitable opportunities for all.
Why is diversity and inclusion in the workplace important?
An accessible, diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for a company or organization, feel equally involved in and supported in all areas of the workplace, according to Great Place to Work, an authority on workplace culture and inclusivity.
A diverse and inclusive workplace also fosters a sense of belonging, which ensures every employee feels safe and can bring their full, unique self to work.
Research conducted by Great Place to Work shows many benefits of a diverse and inclusive workplace:
- Higher revenue growth
- Greater readiness to innovate
- Increased ability to recruit a diverse talent pool
- 5.4 times higher employee retention
In fact, Great Place to Work says inclusion in the workplace is one of the most important keys to employee retention. Having an inclusive workplace culture not only helps attract a diverse set of talent but also helps retain the diverse talent attracted in the first place.
The company’s research on company culture reveals that when employees trust that they and their colleagues are treated fairly regardless of race, gender, sexual orientation or age, they are:
- 9.8 times more likely to look forward to going to work
- 6.3 times more likely to have pride in their work
- 5.4 times more likely to want to stay a long time at their company
Use PRSA Pittsburgh’s Diversity & Inclusion Toolkit as a Resource
A brand’s diversity efforts that lack genuine inclusion are often called “tokenism.” An inclusive workplace doesn’t just have a diversity of people present, it has a diversity of people involved, developed, empowered and trusted by the company.
Modeled after PRSA’s Diversity & Inclusion Toolkit, PRSA Pittsburgh created its toolkit to assist local PR and communications professionals in developing relationships with diverse communities and committing to creating a future of equitable and inclusive opportunities for all in the region.
The toolkit has nine sections in total and includes:
- PRSA Pittsburgh’s Diversity & Inclusion Pledge
- A diverse, equitable and inclusive glossary of terms
- A comprehensive list of diverse groups in the region
- Ways to cultivate diversity and inclusion in the workplace
The D&I Committee has also committed to updating the toolkit annually to ensure its contents are current and relevant.
Take the PRSA Pittsburgh Diversity & Inclusion Pledge
PRSA Pittsburgh’s D&I Committee is proud to present our D&I pledge to PRSA members. The intent of the pledge is to advance diversity and inclusion in the communications and PR profession. After taking the pledge, we hope employers spark hard conversations in their workplaces and begin to build a more diverse and inclusive environment, ultimately earning deeper trust and more commitment from their employees.
PRSA Pittsburgh encourages PRSA members to virtually sign and commit to our D&I pledge in the form below*.
We also encourage members to print out and share the pledge (PDF) with their colleagues and peers who may not have access to technology.
Communications and PR professionals of all identities and seniority levels are encouraged to inquire about joining our Diversity & Inclusion Committee at email@example.com.
*Your information will be stored in PRSA Pittsburgh’s database and will be used to contact you regarding D&I Committee events and initiatives, as well as general chapter programming.