PRSA recently released its 2020-2022 diversity and inclusion strategic plan, which is designed to guide and build on the group’s commitment to be a more diverse and inclusive organization.  

The plan was released in early May before members of the Minneapolis Police Department were arrested in the killing of George Floyd. This killing and others have sparked a nationwide outcry and conversation about matters of police tactics and institutional racism.

At PRSA Tampa Bay, we believe there has never been a more important time to refocus our own efforts on diversity and inclusion. So we encourage you to review the PRSA 2020-2022 D&I Strategic Plan.

The overarching goal of PRSA’s plan supports four objectives:

1. Increase awareness and understanding of PRSA as a diverse and inclusive organization among its members and staff by 15% by 2023.
2. Increase diverse representation among leadership throughout all levels of PRSA by 25% by 2023.
3. Increase awareness of PRSA as a diverse and inclusive organization among external stakeholders by 15% by 2023.
4. Increase and retain the number of multicultural students in PRSSA and new multicultural professionals into PRSA by 15% by 2023.

This three-year plan will guide PRSA in the achievement of targeted milestones and position PRSA as a model for the communications profession, reflecting exemplary leadership in diversity and inclusion.

The result of a robust 11-month research initiative with input from myriad audiences across the entire organization, the plan is based on three phases of qualitative and quantitative data collection including interviews, focus groups and a survey, which had an 18% response rate representing the opinions of 3,700 PRSA members.

In businesses and organizations large and small, the importance, relevance and impact of strategic diversity and inclusion (D&I) efforts, including the critical “business case” for D&I, is becoming better understood. At PRSA Tampa Bay, we support members of all backgrounds and are committed to building a community that reflects these principles.

This new strategic plan represents a “shared model” for action. Together, we are embarking on a journey that is transparent, intentional and consistent, pushing thoughtful efforts and actions as we accept the call to bring PRSA’s vision to reality in Tampa Bay. Now it’s time to work!  As we do, we acknowledge that it is a process, and it will take time. We may not have all the answers, but we are absolutely on our way. In fact, be on the lookout for information on our upcoming Courageous Conversations events and our Diversity & Inclusion program in October.

If you’re interested in getting involved with our diversity and inclusion initiatives, please contact PRSA Tampa Bay Co-Chair, Kecia Carroll.

By Kecia Carroll, PRSA Tampa Bay member and co-chair of the Diversity & Inclusion Committee

To celebrate Women’s History Month, the men and women of PRSA Tampa Bay celebrated by sharing quotes from women in history who inspired them. As we wrap up our celebration, we’d like to recognize and thank all of the women who bring so much of themselves to our chapter. Now more than ever their leadership plays a critical role for our members, our organizations and our communities.

Submitted by Terri Durdaller 

Submitted by Bart Graham 

Submitted by Linda Hughes-Kirchubel, PhD 

Submitted by Quinn LeMelle 

Submitted by Joseph Priest 

Submitted by Camila Rodriguez 

Submitted by Kecia Carroll