Diversity

Asian American and Pacific Islander Heritage Month: How to Help Your Employer Be More Inclusive

Jessica Shock Leave a comment

As employees demand more inclusive work environments, many businesses are moving into 2021 with a focus on diversity, equity and inclusion (DEI). And while DEI shouldn’t be anything new, it may be for your workplace.

If that’s the case, you’re probably the one leading the DEI conversation. After all, working in PR means it’s your job to represent and protect your business’s reputation and help your employers bridge the gaps they simply haven’t made yet. That includes working with human resources or the larger marketing team to ensure your company priorities and values align with staff concerns to create a safe, welcoming environment that’ll continue attracting top talent.

If your business is taking a little longer to get the DEI ball rolling, here are three ways to begin the conversation during Asian American and Pacific Island (AAPI) Heritage Month.

1. Share the Bigger Picture

Even as the world gets smaller and smaller with live social media updates and 24/7 access to national news, some people simply won’t know where to look to gain an outside perspective. And if their personal bubble is unaffected by larger conflicts taking place out in the world, they may think it’s not worth addressing — to their shareholders, their staff or their customers.

That’s where you (and other PR pros) come in.

It’s your job to give them perspective. You can share a number of resources to support action, including:

  • Mainstream news relevant to this event that will get their attention (local coverage, opinion pieces, responses by other businesses)
  • Any key performance indicators (KPIs) or metrics that may support a spike in interest by your customers (a related product you sell that’s out of stock, an uptick of pageviews on related articles/press releases on your newsroom site, comments made on recent social media posts)
  • PR-specific responses suggested for businesses (helpful webinars, recorded town hall videos or even crisis communications examples of what not to do)

Using AAPI Heritage Month as an example, you’ll want to make sure leadership is aware of the recent shootings in Atlanta. Lead them into a larger conversation about the rise of anti-Asian violence and hate. Bring up the fact that Asian Americans are the fastest-growing ethnic group in the U.S. If you have any Asian Americans on staff, remind your employer. How could this be affecting them, or the larger staff?

Once you’ve got their attention, it’s time to suggest a plan.

2. Introduce an Action Plan

Strategy is key here, mostly because it’s a language your employer will understand. Make sure you pluck the low-hanging fruit:

  • Are there any pre-existing company values you can relate a response to?
  • What goals do you have that stakeholders are interested in? (This will help get higher leadership on board.)
  • Look back at a recent employee survey. Is there any dissatisfaction that DEI could solve and further bolster the argument you’re making?

Talk through any next steps with them. Make sure they’re a part of the process to grow their own involvement and investment.

Using AAPI Heritage Month as the example, this celebration of heritage concerns a lot of different people. Those of Chinese, Indian, Filipino, Vietnamese, Korean, Japanese, Micronesian, Melanesian and Polynesian descent are included in AAPI. Make sure your workplace gets the “inclusion” part of DEI right by considering all involved.

3. Involve Your Employees

Public relations can be a very secretive and tight-knit profession by nature, but DEI is the time to reach out and include the larger staff. Whether you’re holding a company-wide business meeting, sending out a specific survey or conducting one-on-one interviews, their insight is invaluable.

Here’s some DEI-specific information you’ll want to cover in your meetings:

  • What does DEI mean for your company? (If you celebrate one month’s ethnicity, will you celebrate the next?)
  • How will strategic planning with DEI in mind change your company? (What actual differences can employees, customers and shareholders look for to back up your business’ DEI claims?)
  • How else can the company make positive changes in the DEI space? (Ask everyone you can. The most important insight can come from an unlikely place.)

With a few open, honest conversations, these three areas can help your employer properly include DEI in future strategic planning for your workplace. Just remember that this is only the beginning of the conversation; follow-through is imperative to make real change. Luckily, they have you on their PR team.

Has your company recently added DEI to the conversation? Let us know the role you played in the comments below!

Celebrating Diversity Should Not End in August

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Editor’s Note: This post originally appeared on the PRSA Pittsburgh blog. While PRSA celebrated Diversity month in August, this blog is a great reminder how our profession can and should be inclusive year-round. 

In recent months, headlines of violent attacks, mass shootings and tragic moments have occupied the majority of our Facebook and Twitter feeds, causing many of us to question if society is progressing or regressing in its efforts to accept others. 

In a world often overwhelmed with hate and judgment, we as public relations professionals need to serve as thought leaders and celebrate diversity in the industry as well as encourage others to follow suit.

Luckily, PRSA dedicates the month of August to bring attention to diversity in public relations and facilitate inspiring conversations that hope to bridge any gap between diversity and the workplace.

Diversity Month, led by the PRSA National Diversity & Inclusion Committee, seeks to inform and educate the public relations profession about ongoing issues and concerns regarding diversity in public relations. According to PRSA, the committee’s mission is to make the Society more inclusive and welcoming by:

  • Reaching out to industry professionals of diverse racial backgrounds, ethnicities and sexual orientations,
  • Helping diversify the industry by supporting minority candidates who aspire a career in public relations by offering support in the development of industry knowledge, relevant skills and a network of professional contacts,
  • Bringing multicultural understanding and expertise to public relations professionals in order to address the diverse audiences in the nation.

With an array of interactive events, social programs and blog posts for members to explore and join the conversation, PRSA does a commendable job in raising awareness and celebrating the diverse backgrounds in the industry.

But acknowledging and discussing diversity should not end at the conclusion of August. Many companies have taken advantage of the resources PRSA has offered this month by holding diversity-focused meetings, participating in Twitter chats and collaborating with other organizations; however, as public relations professionals, we need to continue the conversation.

If your company is lacking in diverse efforts, get approval from your company’s leadership and begin by defining what diversity means to them. Diversity has a different meaning to everyone, but at its core means recognizing and accepting all individuals. Once you have established a definition, develop a strong committee to start conversations and initiatives.

If your workplace is already committed to creating a diverse environment, make sure all employees are aware of this inclusive mindset. The only way employees will truly know if their company accepts diversity is by seeing it firsthand, so by including your company’s diversity initiatives into leadership trainings and professional development workshops, your company will operate in a more cohesive manner.

Accepting diversity makes us smarter, more well-rounded as well as allows us to become more innovative and creative. This way of thinking and living should carry with us for more than one month out of the year. Keep the conversation of diversity and inclusion going long after August ends, and continue to maintain a work environment that is filled with acceptance.

jordan-mitrikJordan Mitrik is an account executive at Jampole Communications and serves as blog coordinator for PRSA Pittsburgh. He is a recent Waynesburg University graduate where he studied public relations and marketing. Connect with Jordan: Twitter | LinkedIn | Website 

5 Tips To Embrace Diversity & Inclusion

PRSA New Pros Leave a comment

Diversity Month continues at PRSA and I am here to share a little of what I have learned along the way.

When I was asked by Henry Cervera Nique, diversity liaison for the New Professionals Section and fellow member of the Diversity and Inclusion Committee, to share five tips on how to embrace diversity and inclusion for new PR pros – I was honored.  While I have been in the PR and communications field for a bit, I still consider myself a student of the practice as I am constantly learning.

Like Henry, I am a storyteller and a diversity superhero.  Throughout my life, I have championed diverse and inclusive stories and points-of-views, from high school to college, and now, in my professional career. And, what have I learned along the way?  LOTS!  The most important thing I have learned is to use your voice – there is power in one.  Your voice is strong.  Your voice is influential.  Your voice matters.  Never forget this.

With that said, here’s five tips to help new PR professionals embrace diversity and inclusion:

#1 – Mentoring

As new professionals we are often concerned about finding a mentor, someone to guide us, and give advice – to help with transitioning to the professional world.  But remember, there is also great value in you serving as a mentor, too.  This can be peer to peer, reverse mentoring, and traditional mentoring. By being a mentor and sharing your experiences, background, advice – you’re adding to the story, one which is diverse and inclusive.  Plus, if you’re reverse mentoring with a senior professional, you’re automatically gaining exposure and visibility for you!

#2 – Networking

You may have heard the saying, ‘you never know where that next connection will lead you.’  Well, it’s true.  The key to networking is to be yourself.  Be authentic.  Take a genuine interest.  Take initiative when sharing your story, your elevator pitch.  And, when you’re first starting out, talk to everyone.  And, talk to them again.  This is the time to build your network.  Be open minded with who you talk with and soon, you’ll have an amazing strong and diverse network to support you.  Most importantly, now that you’ve made these great connections – don’t drop the ball.  Follow up and continue to nurture those relationships.  Your next gig will most likely come from your network.

#3 – Personal brand

What is your personal brand?  Do you know what your personal brand is?  Your personal brand will help you stand out and be part of the diverse and inclusive fabric of your company or organization.  When it comes to your personal brand, remember your online self.  Are your snaps and FB posts reflective of your brand?  Once you define what your brand is, be consistent – this will help to strengthen and reinforce your personal brand.   You’re building value.  Remember, no one else will do this for you – only you have that control.  Be true and be you!

#4 – Taking risks

This may seem simple in theory but when it comes to practicing it, taking risks can be intimidating.  Turn that fear into an opportunity.  Taking risks is fun.  Taking risks is challenging.  Taking risks is rewarding.  When it comes to embracing diversity and inclusion, some may see this as taking a risk.  Imagine if we all took risks and embraced change, how much more an inclusive environment we would have?  Go ahead and take risks – what have you got to lose?  It could be your most amazing career experience yet!

#5 – Managing change

Similar to taking risks, managing change in today’s economy is more important than it’s ever been.  Change is all around us.  Change drives innovation.  Change disrupts.  While change can be scary, it can be very liberating.  Think of all the stress you’d let go of?  Bring on the change!  Once you do, you’ll automatically build a more inclusive way of thinking, in turn, embracing a more diverse and inclusive environment!

These are a few tips I have learned along the way to help new PR pros on how to embrace diversity and inclusion.  As the next generation of leaders in PR, your voice is critical.  Be vocal, be the change agent you are, and cheers to your continued success in making our profession the most diverse and inclusive ever!

Laarni-DacanayLaarni Rosca Dacanay is an award-winning communications professional with expertise in the entertainment and media industry. Currently, she is the External Communications Manager for Comcast and her other experience includes:  NBCUniversal, Focus Features, and NBC. Laarni also serves on the PRSA National Diversity & Inclusion Committee. Follow her on Twitter @laarnid1.

Embracing Diversity In and Out of the Office

PRSA New Pros Leave a comment

Diversity is one of the biggest employer buzzwords out there right now, but the truth is that PR has a big diversity problem. One of the main problems with workplace diversity is that it’s sometimes viewed as a top-down initiative meant to make the company look good, not to improve the workplace or services offered. New Pros, with their differing outlooks and definitions of what “diversity” is, can help solve PR’s lingering issue.

Original plans for diversity included hiring people of different races, backgrounds, genders, etc., and to have those groups equally represented within the workplace to create a diverse employee pool. But is that actually the thing to do to help better understand and provide for your clients and audiences or is that just checking off boxes and creating a fun illusion of inclusion and diversity? I’d say it’s the latter.

Today’s new pros are a great example of the cultural shift happening in America, and the world over. More and more of us come from blended backgrounds and we’re described as “an ethnically diverse generation who are team players, optimistic, confident, trusting of authority, rule-followers, achievers in school and generally achievement-oriented in everything they undertake.” Seeing, interacting with and working with people from diverse backgrounds is commonplace because that’s the world we’ve come of age in. We care more about diversity in ideas, philosophies and perspectives than how people look, where they’re from and whether there’s equal representation.

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The biggest benefit of a diverse team is that it inspires creativity and productivity. Thoughtfully listening to and talking with those who see things and think about things in ways that you may not helps us to see new perspectives and think outside of our normal boxes. It almost goes without saying that there’s no such thing as being too creative in PR. The open flow of communication between employees of all backgrounds is important to effective brainstorming and problem solving and should be used by all teams, even if that means taking the brainstorming sessions into your own hands and on your own time.

In addition to being more productive and better problem solvers, a diverse team tends to adapt more easily. Whether that’s to new obstacles, changes within the team or changes to the project, adaptability is important to success, especially in PR, where things constantly change. Talking through problems and strategizing the best plan for what’s ahead is a key advantage that comes from bringing together people with varied perspectives and backgrounds to tackle a project.

Since diversity often be a bigger initiative put in place by executives or managers, it may seem like there’s nothing that a new pro can do to influence how diverse a team they are work on. There are plenty of things that today’s new pros can do to make diversity a common part of their their career development. When you have the opportunity, speak up about any coworkers whom you think would add a good, new perspective to a project you’re working on if there’s an opportunity for adding a new team member or seeking out their thoughts.When you’re in a position, maybe a little further along in your career, to make decisions on team structure, bring in members who think differently than you do and offer a different perspective.

New pros should also look outside the workplace to embrace diversity. Look for opportunities to embrace another culture, through festivals, celebrations, studying or simply interacting with those of another culture near you. Travel and experience new areas and traditions. Seek out friends of different backgrounds and ideas. Make diversity less about having equal representation or “checking the boxes” to make sure everything’s covered and more about being a well-rounded, open-minded professional.

Robyn Rudish-Laning (1)Robyn Rudish-Laning is a member of South Carolina’s PRSA chapter and is communications coordinator for the South Carolina Council on Competitiveness. Robyn is also a member of the New Professionals executive committee and is a two-time graduate of Duquesne University who currently lives in Columbia, SC. You can connect with her on LinkedIn or Twitter or read her blog here.

Talento A Través De La Diversidad

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This post is part of our Diversity Month series! Enjoy a translated version of this article below.

¿Qué significa hablar de diversidad laboral en Latinoamérica?

Cuando los latinos nos hacemos esta pregunta, no pensamos necesariamente en diferencias por razas o por  el color de piel al momento de una contratación laboral. Es más, nuestra cultura latina ya es diversa y es un keypoint de análisis para si misma. Sin embargo, existe otro enfoque a la diversidad latina, como lo es la edad laboral, los estratos sociales, las carreras profesionales, el género y demás grupos minoritarios que deben convivir con una historia y un contexto muy encarnado en su gente.

UN POCO DE CONTEXTO…

Latinoamérica es una región donde el machismo es celebrado en las mesas de los almuerzos de manera directa o indirecta y donde el estereotipo de macho latino se vuelve un ideal. Poner adelante el rol de la mujer en Latinoamérica, una región de ingreso medio, se vuelve complicado, ante  altos niveles de desigualdad y exclusión social. De acuerdo con el Informe sobre Desarrollo Humano para América Latina 2010, en esta región se encuentran 10 de los 15 países con mayores niveles de desigualdad del mundo. La seguridad pública es una preocupación creciente; surgen nuevas formas de violencia contra las mujeres y el femicidio es cada vez más habitual.

“La brecha de género en las remuneraciones de América Latina y el Caribe es del 19%, comparado con el 24% a escala mundial”.

El Progreso de las mujeres en el mundo 2015- 2016, ONU.

Latinoamérica también es bien conocida por sus grandes brechas de estratos sociales y su mera convivencia en un mismo espacio geográfico, tal es el caso de las favelas en Brasil, o de los asentamientos humanos en Perú. Estos estratos no hay que verlos solamente por el nivel de adquisición económica, sino también por el entorno cultural que muchas veces representan en el desarrollo de competencias sociales y preocupaciones de los gobiernos latinoamericanos.

“La desigualdad se puede disminuir mediante la inversión en educación, el rol de la mujer y programas sociales, ya que estos son responsables de la reducción de la desigualdad en un 15% en América Latina”.

Jim Yong Kim, presidente del Banco Mundial.

Sin duda alguna, ante estas cifras y contexto descrito se vuelve complicado aún tener empresas o instituciones meramente latinoamericanas que conversen como prioridad mecanismos de diversidad laboral. Sin embargo, si hay buenas luces en este tema, el liderazgo viene de tendencias o empresas transnacionales  y multilatinas quienes ya son sponsors de grupos minoritarios o adoptan políticas de diversidad con el fin de lograr una cultura que permita una escala de tolerancia en donde se aprecie la diferencia y agregue valor en el logro de los resultados de cada industria.

Para este sector, atraer talento de diferentes entornos produce equipos de trabajo más creativos y flexibles, apalancando la innovación y el aprovechamiento del mejor potencial de los colaboradores para el logro de los resultados.

Esto significa poder ver la selección de la fuerza de trabajo basado en la valoración del talento a través de competencias, sin distinción de género, orientación sexual, edad, estado civil, apariencia física, nacionalidad, religión, discapacidad, pensamientos, creencias e ideologías; entre otros.  Además de involucrar un lenguaje incluyente en las comunicaciones con sus grupos de interés y preocuparse por cerrar esa brecha social, producto del contexto ya descrito, es también importante la formación de sus líderes, impulsándolos a formar capacidades en la gestión de la diversidad y la inclusión.

Si esta visión recién se está formando en las sedes latinas de empresas transnacionales y aquellas multilatinas que buscan liderar la industria, el despliegue natural en el resto de organizaciones debería ser progresivo y esperar con el tiempo una cultura de trabajo que aprecia la diversidad de generaciones, el multiculturalismo y la equidad de género.

BUENOS EJEMPLOS EN LATINOAMÉRICA:

Nestlé (México):

Para Nestlé México hablar de diversidad es iniciar por temas de inclusión entre el 2010 y 2011 implementaron el “Programa de Sensibilización e Inclusión Laboral”, diseñado para fomentar mayor diversidad y espíritu de equipo en el lugar de trabajo.

Esto permitió a Nestlé convertirse en el mayor empleador de personas con discapacidad en México durante más de un año. Logrando que una quinta parte de los colaboradores de uno de sus call centers de la compañía sean personas con discapacidad.

Además, el call center, que atiende más de 230,000 preguntas de sus consumidores al año, ha mejorado significativamente su desempeño desde el inicio del programa. Obteniendo niveles de satisfacción por parte del cliente en un 94%, mientras que la tasa de rotación de personal se ha reducido a la mitad.

Alicorp (Perú):

Para Alicorp Perú, diversidad es también fomentar el empleo e incluir a poblaciones en situaciones de vulnerabilidad a su fuerza laboral y con ello aportar a la situación de desempleo juvenil del Perú. En línea con ello, Alicorp implementó el primer programa de capacitación en el sector de industrias alimentarias, Capacitación Laboral Juvenil (CLJ). Este programa además de fomentar el empleo, permite que los jóvenes reclutados reciban educación técnica en industrias alimentarias y reciban un certificado ocupacional que contiene las competencias laborares desempeñadas en el puesto de trabajo.

Esta iniciativa está  dirigido a jóvenes entre 18 a 22  años de edad, quienes provienen de familias con escasos recursos económicos, que no cuentan con experiencia laboral y no han culminado sus estudios técnicos o universitarios.

Nutresa (Colombia): 

Cuando una empresa logra incorporar en su ADN la promoción de la diversidad se logran grandes resultados. Tal es el caso de Nutresa en Colombia, quien a través de  su política de diversidad e inclusión vino trabajando desde el 2014 el concepto de “igualdad de oportunidades para todos”.

De esta manera trabajaron la norma de equidad de género, que ha permitido identificar oportunidades en la generación de prácticas laborales que satisfagan las necesidades de hombres y mujeres sin distinción de género.

También se actualizaron la política de selección, que dejó expresa la posibilidad de participación en igualdad de oportunidades, de hombres y mujeres, en los procesos de selección. Asimismo, en su política y sistema de valoración salarial no consideran el género como variable para la asignación de puntos. Tampoco utilizan las cuotas como mecanismo de aseguramiento de la equidad de género para evitar discriminaciones negativas. Por el contrario, se usa activamente la política de inclusión y diversidad, la de selección y la de formación, con el fin de asegurar una actitud auténtica de oportunidades para todos.

UNA GRAN RECOMENDACIÓN… SEAMOS PATROCINADORES DE LA DIVERSIDAD.

Muchos de nosotros trabajamos de la mano de comunidades y elevamos su voz para que sean escuchadas, es entonces cuando debe partir de nosotros el dejar de lado ciertos estereotipos y prejuicios que no sean coherentes con lo que promueve nuestra profesión y por ende que no permita lograr un mayor entendimiento y trabajo con nuestros públicos.

El siguiente salto es ser promotores a partir del cambio de contexto y problemáticas sociales. Muchas veces hablar de diversidad solamente no es el principal vehículo si no hay un contexto claro y definido  en nuestro entorno, pues el mensaje se vuelve denso e ilusorio. Por ello, debemos atacar aquellos conflictos o sesgos desde su concepción, nosotros como gestores de relaciones y comunicación, podemos perfilar y pensar en una comunicación inclusiva y de mayor valor para la sociedad.

Desde ahí nos volvemos principales sponsors de la diversidad en nuestro entorno.

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Angel Rodríguez is an Analyst of Public Affairs and Suistainable Development at Alicorp in Peru. He is a graduate of Universidad de San Martín de Porres where he served as Chapter President of PRSSA in 2014 . Angel supports different volunteer and diversity initiatives in vulnerable settlements in Lima, Peru. Connect with Angel on Twitter, through his LinkedIn or by emailing him.

 

 

Talent Through Diversity

What does it mean to speak about labor diversity in Latin America?

When Latinos ask us this question, we don’t necessarily think of differences by race or skin color at the time of labor recruitment. Moreover, Latin culture is already diverse and is a keypoint of analysis for itself. However, there is another approach to the Latino diversity, such as the working age, social strata, careers, gender and other minority groups who must live with a history and a context very embodied in its people.

A little background …

Latin America is a region where machismo is celebrated at lunch tables directly or indirectly and where the Latin macho stereotype becomes an ideal way. Highlight the role of women in Latin America, a region of median income, and it becomes complicated against high levels of inequality and social exclusion. According to the 2010 Human Development Report for Latin America, this region contains 10 of the 15 countries with the highest levels of inequality in the world. Public safety is a growing concern and new forms of violence against women and femicide have already increased.

“The gender gap in salaries in Latin America and the Caribbean is 19%, compared to 24% worldwide.”

Progressive women worldwide 2015- 2016, UN.

Latin America is also well known for its large gaps in social strata and their mere coexistence in the same geographical space, as in the case of the favelas in Brazil, or human settlements in Peru. These strata should not be seen only by the level of economic acquisition, but also by the cultural environment that often represented in the development of social skills and concerns of Latin American governments.

“Inequality can be reduced by investing in education, the role of women and social programs, since these are responsible for reducing inequality by 15% in Latin America.

Jim Yong Kim, president of the World Bank.

Undoubtedly, against these figures and described context, it becomes complicated to have companies, or merely Latin American institutions, prioritize mechanisms for labor diversity. However, there is hope in this issue, leadership comes from trends of transnational corporations and multinationals companies who are already sponsors of minority groups or adopt diversity policies in order to achieve a culture that allows a tolerance scale where the difference is appreciated and add value in achieving the results of each industry.

For this sector, attracting talent from different backgrounds develops more creative and flexible teams, by leveraging innovation and harnessing the best potential partners for achieving results.

This means to see the selection of the workforce based on the valuation of talent through competitions, regardless of gender, sexual orientation, age, marital status, physical appearance, nationality, religion, disability, thoughts, beliefs and ideologies; among others. Besides involving inclusive language in communications with its stakeholders and worrying about closing the social gap, resulting from the context described above, it is also important to train its leaders, urging them to build capacity in managing diversity and inclusion.

If this vision is just being formed in Latino headquarters of transnational companies and those multinationals who seek to lead the industry, the natural unfolding in other organizations should be progressive and eventually produce a workplace culture that values diversity of generations, multiculturalism and gender equity.

GOOD EXAMPLES IN LATIN AMERICA:

Nestlé (México):

For Nestle Mexico, in order to talk about diversity issues, they  decided to start labor inclusion. Between 2010 and 2011 they implemented the “Program for Awareness and Inclusion Labor,” designed to encourage greater diversity and team spirit in the workplace.

This allowed Nestlé to become the largest employer of people with disabilities in Mexico for over a year, reaching a fifth of the employees of one of its call centers to include people with disabilities.

In addition, the call center, which serves more than 230,000 questions from consumers annually, has significantly improved its performance since the program’s inception. Getting satisfaction levels by the customer by 94%, while the turnover rate has been halved. 

Alicorp (Perú):

For Alicorp Peru, diversity is also promoting employment and include populations in vulnerable situations across their workforce and therefore contribute to the situation of youth unemployment in Peru. In line with this, Alicorp implemented the first training program in the field of food industries, Capacitación Laboral Juvenil (CLJ). This program will also promote employment. It allows young recruits to receive technical education in food industries and receive an occupational certificate containing the labor skills performed in the workplace.

This initiative is aimed at 18- to 22-year-old, who come from families with low income, who do not have work experience and have not completed their technical studies or university.

Nutresa (Colombia): 

When a company manages to incorporate into their DNA promoting diversity, great results are achieved. Such is the case of Nutresa in Colombia, who through its policy of diversity and inclusion started implementing since 2014 the concept of “equal opportunities for all.”

In this way, they developed the norm of gender equality, which has identified opportunities in the creation of labor practices that meet the needs of men and women regardless of gender. The recruitment policy, which expresses the possibility of participation in equal opportunities for men and women in the selection process, was also updated.

Its salary policy and valuation system do not consider gender as a variable for assigning points. Neither utilize quotas as a means of ensuring gender equity to avoid negative discrimination. By contrast, its policy of inclusion, diversity, selection and training in order to ensure a true attitude of opportunities for all, is widely accepted.

A great recommendation … LET US BE SPONSORS OF DIVERSITY.

Many of us work hand in hand with communities and raise their voice to be heard, and it must come from us to leave aside certain stereotypes and prejudices that are inconsistent with what promotes our profession and therefore prevents greater understanding and working with our stakeholders.

The next hop is to be promoters from the change of context and social issues. Often only talking about diversity is not the main vehicle for change if there is no clear context and framework to our area because the message becomes dense and illusory. Therefore, we must attack those conflicts or biases at its inception.

As managers of communication and relationships, we can think and manage an inclusive and more valuable communication for our society. From there we become main sponsors of diversity in our community.