5 ways PR leaders can increase diversity for millennials

Young communicators thrive on inclusion efforts, but many employers and leaders who think that they are offering programs miss the mark. Here’s what to consider.

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As the PR industry continues to evolve, so should the practices being used to attract, retain and develop talent.

Millennials consider more than just great benefits and a lucrative salary when starting a PR career. They look for PR organizations that foster inclusion, uphold diversity and create a sense of belonging for all employees.

The importance of diversity in PR is bigger than ever among millennial PR pros because diversity and inclusion are more than just buzzwords or boxes to check. Millennials believe they are essential to businesses’ success.

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

1. Create a mentorship program for entry-level millennial PR pros to engage and build relationships with mid-senior level communicators.

Not everyone wants to mentor (nor do they have to), but not offering a mentorship program in general can prevent those who want to mentor from taking action.

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