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Cipr best practice
- 1. + Diversity in PR: Making it Happen Sarah Stimson Chief Executive Taylor Bennett Foundation
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- 22. + WHAT CAN YOU DO?
- 25. + Diversity Checklist 1. Collect your diversity data. Be brave, publish it 2. Promote PR as a career choice to more diverse groups 3. Recognise your own unconscious bias – Harvard Implicit Association Test 4. Unconscious bias training for staff 5. Lead. Appoint a senior staff member to champion diversity 6. Shout about role models 7. Mentoring 8. Reverse mentoring 9. Reject non-diverse short lists 10.Advertise vacancies in new places 11.Diversity at work experience level. No unpaid internships 12.Interview training at all levels 13.Diverse interview panels where possible 14.Establish inclusive networks 15.Transparency on career pathways 16.Don’t reinvent the wheel – Taylor Bennett Foundation, Media Trust, Creative Access, #BAME2020, Rare Recruitment
Editor's Notes
- Have a good look at this photograph. We’re going to come back to it later.
- This is Kuldeep. He’s 3 years old. When he grows up, he wants to be a policeman.
- He lives in Letchworth, Hertfordshire
- With his mum, dad and big brother and little sister. Dad works in factory, mum is a carer.
- Kuldeep’s parents want him to be a lawyer when he grows up
- He’s making his A level choices and decides to study business, history and media studies. At this point, Kuldeep has ambitions to be in a role where he can learn about the stock markets This is Kuldeep aged 18. He’s going off to university he and his brother and the first in his family to go to university. International business degree.
- Kuldeep’s university is ranked 143 out of 145 in the UK. No guidance on selecting a university or what the rankings might mean. When he went to visit the university he could see Canary Wharf. The awful thing is that the vast vast majority of the students from that university will never have the opportunity to work in Canary Wharf.
- Kuldeep works his way through university, spending his weekends working at Currys. He couldn’t afford to do unpaid internships in his holidays, or to give up his (retail) job to get work experience elsewhere.
- This is Kuldeep aged 21. He’s graduated! He applies for any grad scheme he can think of – he’s got a 2:2 from a poorly ranked university so imagine the response he’s getting. Got a sales job with a power tool company. Was made redundant after 18 months.
- A friend (alumni of TBF) suggests he applies. FIRST TIME HE”S CONSIDERED PR OR COMMS. Thought PR was nightclub promoters.
- 2012. Out of 100 applicants, made it to the top 8. INTRODUCE KULDEEP
- Kuldeep’s story is typical of our alumni, and of many young BAME people. McKinsey research results. Other reasons – reflecting audiences and promoting creativity. Recognising the challenges of diversity. Important to have data - Conservative manifesto – companies over 250 employees will have to publish salaries by ethnicity.
- Education choices – impact of university (or not). FAMILY INFLUENCE – story of girl who wants to be an immigration officer.
- Moving away from the image of PR as this. PR needs to work on its reputation
- Role models – finding them and lifting them up Processes – If you recruit from the same places you get the same people. If you want the ‘top’ there are few to choose from. 100 CVS adam vs Mohamed.unconscious bias. Harvard implicit test. Interviewing in pairs. Name blind recruitment Inclusion – mentors, culture – how uncomfortable might alcoholic drinks make someone feel for example?
- 2015 – Cambridge. Only 15 male black students. In fact, out of 3449 students accepted to Cambridge that year, only 38 are black. 2 things – shocking underrepresentation which the university is trying hard to address and belongs to the Race Equality Charter. Role models for other black students to aspire to – you can get here too Most important thing – how many of those 15 will have gone into PR? None, probably.
- Role models – finding them and lifting them up Processes – If you recruit from the same places you get the same people. If you want the ‘top’ there are few to choose from. 100 CVS adam vs Mohamed.unconscious bias. Harvard implicit test. Interviewing in pairs. Name blind recruitment Inclusion – mentors, culture – how uncomfortable might alcoholic drinks make someone feel for example?
- Other areas of diversity. Age and disability missing!