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.

Become a Diversity Superhero: Use Your #PRDiversity Superpowers

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Happy Diversity Month, new professionals!

I am passionate about diversity and human rights, but I don’t consider myself an activist. Rather, I am a storyteller, I am a superhero with a superpower. I believe that public relations professionals have the superpower to influence people’s behaviors not by communicating empty words but by using real stories to become agents of change.

Back in mid 2014, I decided to become a superhero with PRSA so I joined the Diversity Committee (now called Diversity and Inclusion Committee). As a committee member, I have seen super heroes from various backgrounds and different career stages work together in a variety of initiatives. In the committee, we use our superpowers to educate our membership on current issues related to diversity and inclusion throughout partnerships with the PRSA Foundation and other affiliate organizations, contributing blog posts to PRSay, hosting webinars and the #PRDiversity Twitter chats.

Although progress has been made, the work done by the D&I committee in cooperation with industry leaders and companies is far from complete. As our industry continues to evolve and to adapt to the new technologies we are presented with almost every day, the need to diversify the demographics of our practitioners and to work towards a more inclusive work environment is still as relevant today as it was more than 20 years ago when PRSA launched its first diversity initiative.

A launching statement for Diversity Month this year: “Lack of #PRDiversity makes Diversity Month more relevant” by Ana Toro, APR, Fellow PRSA stated, “many studies indicate that the industry still struggles to attract young Black, Asians, and Hispanic to pursue public relations as their career choice, while there is a lack of diversity in management positions industry-wide.”

The New Professionals Section leadership understands the importance of promoting diversity and inclusion among young practitioners. This year, I was selected as a diversity superhero (formally known as diversity liaison) for our section. In this role, I started two main initiatives that will be relaunched over Diversity Month:

* #DiversityTuesday: the posting of digital content over Twitter and Facebook that aims to raise awareness of diversity and inclusion topics of importance to new pros.

* What does diversity mean to you? Blog Series: A blog series that invites young practitioners to share their thoughts on diversity and inclusion through blog posting. On that note, if you would like to contribute to the series, contact me at henryc@uvu.edu.

In the second half of the year, an updated version of the Diversity Tool Kit® will be distributed to the local New Professional Leadership to contribute to and promote their diversity efforts.

Become a Diversity Superhero: Celebrate Diversity Month!

* Join and learn from Hugo Balta, Senior Director of Multicultural Content at ESPN, at PRSA’s webinar: “Diversity & Inclusion: The Competitive Edge” on August 16th from 3-4 PM EDT.

* Follow @PRSADiversity and use the #PRDiversity to promote an online conversation in diversity and inclusion topics.

* Post a diversity related question or share your knowledge with other professionals on the Online Forum hosted by the D&I Committee.

When we transitioned from PRSSA to PRSA, we all came with a different set of skills and aspirations. Not all of us came from the same demographic and socio economic background. Our job experiences along with our opinions and beliefs were, are, and will never be the same. All these components blended together make us unique and diverse.

To become a diversity superhero, working towards inclusion, and more specifically, acceptance, is a must. To excel in our profession and move on to management roles successfully, accepting all members of our team is an imperative. Being or learning to be in the mindset that all team members are valuable and have something to contribute will make of our industry more diverse and welcoming.

How are you going to become a superhero for Diversity Month?

Untitled design (10)Henry Cervera Nique serves as the diversity liaison for the New Professionals Section and is a member of the Diversity and Inclusion Committee. Follow him on Twitter @SoyHenryCervera

 

Turning Your Internship Into A Full-Time Job

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On the first day of my internship, I was handed a laptop, emailed a contract, and shown to my desk. That’s all. No new-hire orientation, no manual; the rest was up to me.

That was nearly three years ago. The trajectory of my internship relied entirely on my own ambition, and quite frankly, my desire to land a job. From my 8-month “audition” I found that there are three basic practices that interns should adopt in order to land a full-time offer.

Follow the Leader

It won’t be difficult to identify the individuals that you admire at your internship. Do some calendar stalking and you will find the leaders—their calendars will be packed with meetings since colleagues crave their input. Ask to join those meetings, as many as they will allow you to attend, and then, stop, sit, and listen. Really listen to the dialogue taking place inside the room, absorb what’s working, and make note of what isn’t.

As an intern, this practice almost felt like cheating. I had regular exposure to the most brilliant minds of the business.

Be a Duck

On the heels of one of our largest, most stressful, customer events of the year, my boss at the time, pulled me aside to share some advice that will stick with me for the rest of my professional career. “Today is going to be hectic,” she said. “Something will go wrong and it will be overwhelming, but all the while, you need to be a duck. Paddle furiously beneath the water and work through the chaos, but maintain cool composure up top where people can see you.”

Every day of your internship is a test of your ability to handle stress and problem-solve. Don’t let them see you sweat. Be a duck, and paddle like crazy. This is an indicator of how you will handle added responsibility as a full-time employee.

elizabethBe Better than Coffee, but Don’t be Above Coffee

Without question, your attitude will be one of the deciding factors of your future employment. In the investment banking world, it’s called the “punch test.” You’re working long hours, you’re stuck alongside the person in the other cubicle—is that person someone you want to be in the trenches with? Or will you fantasize about punching him after 2 months?   

In the tech world, there are common tasks that test your willingness to get your hands dirty. It’s  a “coffee run” or a seemingly never ending source of data that needs to be inputted into a spreadsheet. It’s something that every intern will and should have to experience. Don’t groan, don’t eyeroll, and for godsake, don’t mess up.

Be willing to do any job, but elevate yourself to the point where you’re trusted to do any job. What’s been stereotyped as a demeaning “intern task” is an exercise in teamwork and, depending on the complexity of the order, attention to detail. Be the person who gets coffee AND thrives in your role.       

In that same vein, I would be remiss to not call out to the employers who are reading this: there is a wealth of opportunity for you to learn from your intern and for your intern to learn from you. I was incredibly fortunate to intern with a company that recognized the value of giving interns an opportunity to earn their stripes and take on meaty projects. Interns don’t have to just be coffee runners and spreadsheet fillers, if you nurture their hunger and talent, you’re able to get a great sense of the type of full-time employee that will be. Hiring and onboarding an intern who has a deep knowledge of the company and a proven willingness to learn, saves you both time and money. And that’s just good business.

SamanthaSubarSamantha Subar is a Global PR Manager at Spredfast. She appreciates good sushi and data stories. Preferably combined, if possible. Connect with her on Twitter and LinkedIn.

Diversity in PR: A Millennial Perspective

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As the PR industry continues to evolve, so should the practices being used to attract, retain and develop talent. After all, the PR students learning in classrooms today are the future leaders of our industry tomorrow.

Today, millennial PR professionals are considering more than just great benefits and a lucrative salary when it comes to starting a career in the PR industry. Millennials are looking for PR organizations that foster inclusion, uphold diversity and create a sense of belonging for all employees.

The need for diversity in PR is more prevalent than ever among the generation of millennial PR professionals because diversity and inclusion are more than just buzzwords or boxes to check, Millennials believe they are essential to business success.

Millennials are looking for PR organizations that foster inclusion, uphold diversity and create a sense of belonging for all employees.

For PR employers to maintain diversity in their organizations, engage millennial PR professionals and drive the industry forward, they should consider the following:

  • Create a mentorship program for entry-level Millennial PR professionals to engage with mid-senior level PR professionals and build relationships with them. Yes, everyone does not want to mentor (nor do they have to), but not offering a mentorship program in general sometimes prevents those who want to mentor from taking action. Some employees will rise to the occasion and others will wait for their employer to act. Now is the time for PR employers to act and make strides toward increasing diversity in the industry.
  • Develop a review system for millennial PR professionals to rate their PR organizations and provide honest input on the organization’s diversity and inclusion efforts. This will help bridge the gap between what PR employers believe is working and what Millennial PR professionals believe needs to improve. Employee feedback is essential for employers to improve their diversity and inclusion efforts overtime.
    • Nearly eight in 10 (79%) PR employers see their efforts to retain a diverse workforce as being successful.
    • Yet only two-thirds (67%) of young professionals agree with employees on their retention programs.
  • Foster an open-office culture where millennial PR professionals believe their voices will be heard, acknowledged and valued from management.
    • One-third of young professionals say the industry is not effectual at retaining a diverse workforce, compared with one-fifth of employers.
    • All results from a PRSA Foundation survey, which was in the field from October, 2014, to February, 2015. See the full survey here.
  • Demonstrate diversity and inclusion in all efforts. From the top-down, display a company culture where millennial PR professionals believe PR employers are authentic in their efforts and not viewing diversity as another “box to check.” Emulate the culture you want your employees to project and treat everyone with respect.
  • Present career opportunities and advancements to all employees. Do not assume some millennial PR professionals won’t “be a fit” or do not “meet the mold,” you’re looking to cast. Take time to get to know their passions, interests and career goals. Give all employees the opportunity to shine and don’t be a barrier to their success. Empower your employees to do their best.

What else would you add? Tweet us at #NPPRSA with the hashtag, #DiversityInPR and share the ways you believe PR employers can improve their diversity efforts in the PR industry.

SBrownHeadshotSabrina Browne is Client Executive at Burson-Marsteller in New York City. She prides herself on being a champion for the advancement of women and diversity in the PR industry. She is a member of PRSA New Pros and PRSA New Jersey, as well as a Scholarship Committee Member for the PRSA Foundation. Follow her on Twitter for all things PR and connect with her on LinkedIn here.

 

 

 

Resources:
Appelbaum, L., & Walton, F. (2015, September). An examination of factors affecting the success of under-represented groups in the public relations profession. Retrieved from http://www.prsafoundation.org/wp-content/uploads/2015/10/CCNY-Diversity-Study-FINAL.pdf
Dishman, L. (2015, May 18). Millennials Have A Different Definition Of Diversity And Inclusion. Retrieved from http://www.fastcompany.com/3046358/the-new-rules-of-work/millennials-have-a-different-definition-of-diversity-and-inclusion

The New Pros Bucket List

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Whether it’s your first day or your second year on the job, there are several ways to get the most out of your first few years after graduating. Being a new professional is exciting, eye-opening and sometimes a little intimidating. Not sure how to set yourself up for success? We’ve got a few ideas that will make a good start. Welcome to the new professionals bucket list.

1. Find Your Passions and Dig In – This is the perfect time in your career to try everything and discover what you love…and what you don’t. Raise your hand for any opportunity that comes up in the office, even if it seems like something you’d never enjoy. Ask to help the digital guru. Sit in on a brainstorm. Learn a new research software. As you experience all the avenues of our industry, you’ll discover what you’re good at and be able to passionately hone those skills. Plus, you’ll be more of an asset to the company because you’re well-rounded.

2. Sit on a Junior Board – This is something both of us are extremely passionate about – and we think you should be too! Most nonprofits are always in the market for a little pro-bono help, especially when it comes to communications. Find a charity or nonprofit that really resonates with you and see if you can volunteer, or even better, join their junior board. This is a great way to give back to your community and to meet other young professionals. If you’re not sure where to start, some cities have junior board search engines, or you can visit volunteermatch.org to find an organization perfect for you.

3. Find a Mentor – Finding a mentor in your professional life can be intimidating. Remember, acquiring a mentor may not be as daunting as you’re making it! If any of you are fans of Sheryl Sandberg’s book “Lean In,” (and if you’re not, we suggest hitting up Amazon right now), you’ll remember her entire chapter on mentors. She reminds us not to “ask anyone to be your mentor,” but instead, ask people both senior and junior to you for specific advice. This could be as simple as “Can we grab coffee sometime and discuss how I can make my press releases more engaging?” By doing so, you begin fostering an organic mentor/mentee relationship.

4. Become a Mentor – Practice the flip side of No. 3. Both of us were lucky enough to have a plethora of supportive mentors while we were students, and I’m sure you did too. So, you’re a young professional now – it’s time to pay it forward! As we’ve said before, mentoring is so important to the success of your career, but so is being a mentor. You can start by reaching out to your own college or university. Do they have a mentoring program? If not, can you help start one? But, if you’re like us and moved far away from home, you can also reach out to the schools, or PRSSA Chapters, in your area.

5. Try Getting Down and Dirty – Be willing to get down and dirty and pour all your effort into your tasks. Sometimes you’ll be tasked with seemingly monotonous or menial assignments, but they’re actually the backbone of a much larger project. So, raise your hand and get excited! You’ll gain firsthand knowledge of all the small details that go into a successful project or campaign, which will make you a better leader down the road.

6. Grab Coffee with your PR Idol – Is there someone in the industry that you’ve always looked up to, but never approached? What better time than now! Senior-level people in the public relations world are almost always willing to grab coffee with a curious up and coming professional. Whether your idol is in your city or not, there is no time better than when you’re a new professional. If they are not in your city, try scheduling a time with them while you’re on vacation or a work trip. Or do the old-fashioned thing and set up a call! You will learn so much in those thirty minutes, and who knows, maybe your PR idol will turn into your PR mentor!

7. Expand Your Experience – Try a different sector of PR! This is a great way to discover what you’re passionate about and where you can learn the most. You’ll also be more qualified for serving clients from diverse backgrounds. Additionally, try working in different practice areas, even if it’s in the same office. Think you love the consumer practice? Volunteer to help with healthcare or crisis communication needs. You never know where you are most equipped!

8. Join a Speciality Networking Group – While PRSA is a great way to learn about our field, your personal education, and professional development, shouldn’t stop there. Like PR, most industries have networking groups specific to their concentration. Do you work in-house at a technology company? Join a professional tech organization. Are you in a corporate responsibility sector of a PR firm? Join a CSR networking event. These groups are a great way to dive deeper into your projects. Then you won’t only be the go-to person when it comes to communications, but you’ll also be all-knowing of your industry!

9. Attend a PRSA Event – Making the transition from college, and PRSSA, to the workforce, and PRSA, can be very intimidating at first. But, you have to take the plunge! The best way to network with other PR Young Professionals is to attend a PRSA event. Find a friend at work and ask them to attend with you. PRSA will not only make you smarter when it comes to industry trends, but it will also give you a strong network of people just like you.

10. Get Out of Your Comfort Zone – Perhaps most importantly, decide from the beginning of your career that you’re committed to growing professionally and personally. Do what scares you, whether that means moving to a new city or asking someone to lunch. You’ll never grow until you expand your viewpoint and embrace new perspectives. There isn’t just one right path in our industry, which makes the opportunities endless and the future exciting! Choose to seek those opportunities and discover what you love.

You’re only a new professional until the newness wears off. This is your chance to be the rookie, make mistakes and impress your co-workers with your fresh insight. Adding these 10 items to your bucket list (and probably a few more) will set a pattern for continued success and development throughout your career. So get going — your career is waiting.


Lindsey Young headshotLindsey Young is a May graduate of The University of Alabama, finishing her term as UA PRSSA president. During her time in PRSSA, she participated in two Bateman Case Study Competitions, attended seven nationwide PRSSA related conferences and hosted a regional conference. Along with PRSSA, she worked for her student-run firm, Capstone Agency, as a media relations specialist for The Plank Center for Leadership in Public Relations. Lindsey is currently working in Chicago as the New Business Development intern for Burson Marsteller’s U.S. team.You can usually find her looking for the best place to cheer on the Crimson Tide or catching up on Saturday Night Live. Connect with her on LinkedIn or Twitter!

taylor-shelnuttTaylor Shelnutt graduated from The University of Alabama in May 2016 with a Bachelor of Arts in Communication and Information Sciences (Public Relations) and a Bachelor of Arts in Spanish. She served as the firm director of the PRSSA nationally affiliated student-run integrated communications firm, Capstone Agency, and worked directly with The Plank Center for Leadership in Public Relations. Taylor spent the past two months as a Summer Fellow at Ketchum Chicago and has loved learning the ins and outs of agency life! Connect with her on LinkedIn or Twitter!