The Public Relations Society of America Southeastern Wisconsin Chapter (PRSA SE WI) is excited to share a series of blog posts from its Diversity & Inclusion Committee. This blog series features stories about how diverse communities have experienced and responded to the COVID-19 pandemic as well as the inclusive communications efforts they employed.

A pandemic is horrible for anyone, but imagine what the pandemic has been like for individuals not commonly considered during difficult times. The Latinx man watching COVID-19 ravage his community as well as his predominantly Black neighbors. The Asian individuals under attack by ignorance and prejudice due to their presumed links to the virus’s country of origin. The woman and her children forced to quarantine with her abusive husband. The blind man struggling to receive info on how to stay safe from infection. The hearing-impaired woman with coronavirus symptoms who cannot read the lips of her first responders behind their masks.

For many there is no need to imagine, because these scenarios are their reality. However, there are organizations using broader approaches, being more culturally aware, offering a better variety of options, and helping to ensure information as well as assistance reaches ALL people.

Addressing Racial and Ethnic Disparities

There is an old saying that states, “when America catches a cold, Black people catch the flu.” The sentiment being that what affects the majority of Americans, can have even harsher effects on Black communities. COVID-19 has made this sentiment an actuality with African American as well as Latinx communities disproportionately affected by the coronavirus. Out of the nearly 14,200 confirmed coronavirus cases in Milwaukee County as of July 13, Latinx and Black individuals had the most cases with nearly 4,800 and 4,100 cases respectively.

Further adding to the pandemic’s negative impact, Asian people have been the targets of hate crimes and discrimination due to COVID-19’s origins in Wuhan, China. Within less than three weeks of its launch, STOP AAPI HATE received more than 1,400 reports of coronavirus-related harassment against Asian Americans in 46 states.

Local organizations are looking to face those challenges with greater cultural awareness and community education:

• Ayuda Mutua MKE provides key pandemic information and assistance taking into consideration that its target community is primarily Spanish-speaking and may be hesitant to trust government agencies.
• You Matter is a social initiative working to ensure people of color are well-informed as well as hopeful in the face of this pandemic through targeted, culturally aware outreach and communications.
• Hmong American Friendship Association (HAFA) has been a beacon in Wisconsin, which has the nation’s third largest Hmong population. HAFA’s recent project filled a crucial pandemic information gap for a community whose unique culture and language is rarely considered in communications efforts.
• Milwaukee’s Equal Rights Commission added “COVID 19 Coronavirus Diagnosis” as an option on its Discrimination Complaint Form in addition to existing options due to race and several other protected classes.

When At-Home is Not Safer

COVID-19 Safer-at-Home orders have unintentionally led to increases in domestic violence nationally and locally. The Milwaukee Journal Sentinel reported that the Milwaukee Police Department saw an 8 percent rise from last year in domestic violence reports between January 1 and April 1. In the first couple of weeks in April, MPD data shows the number of reports was 28 percent higher than April 2019.

Several local and international initiatives offer relief to individuals facing domestic violence:

• Our Peaceful Home is the first culturally specific domestic violence program for the Muslim community offering advice and resources. Some sessions are even provided in Arabic, Urdu, and Rohingya.
• SHOFAR is a Milwaukee Jewish Federation initiative addressing domestic violence as well as sexual harassment and child sexual abuse in the Milwaukee Jewish community with awareness, training, and resources.
• Unsafe at Home is a campaign launched by the Milwaukee County Department of Health and Human Services that brings local agencies, institutions, and community members together to coordinate Milwaukee’s response to victims of abuse and neglect during the pandemic.
• Signal For Help was launched by the Canadian Women’s Foundation. It is a one-handed sign abuse victims can use to silently show people on a video call they need help and want someone to safely check in with them.

Making Information Truly Accessible

In some ways, individuals who are deaf or hard of hearing are well-suited to face the pandemic due to their existing reliance on technology such as videophones, texting, and emails for communication. However, the growth of online offerings without the accompanying accommodations for disabled individuals has been frustrating. The examples are endless. Websites containing videos without captions and/or descriptive text (alt-text). Online classes and video conferences that don’t consider navigation for screen readers nor do they offer the ability to pin an interpreter to a larger screen, among other accessibility considerations.

This is equally true for those reliant on visual communications. The inability to gather together in person and without a mask in order to fully view and appreciate the nuances of sign language and facial expressions has been extremely challenging.

Statewide and regionally, there are options for disabled people to receive and send important communications:

• IndependenceFirst’s Assistive Technology Services, Website Accessibility Resources, and Peer Support are just a few of the over 20 programs and services the organization offers to disabled persons.
• Great Lakes ADA Center provides a number of services and resources including technical support and archived website accessibility webinars.
• Vision Forward offers a range of education, training, and support programs for visually impaired individuals, such as low vision services and technology demonstrations.
• HEAR Wisconsin made and donated masks with a transparent mouth for first responders attending to hearing impaired individuals.

Takeaways for Communicators

Nationwide we’re facing compounding health, economic, and racial crises that are forcing us to look at how we operate as a society as well as identify areas for growth and change. The need for effective, intentional, and inclusive communications is critical, creating opportunities for PR practitioners to help organizations through these challenging times.

One word can transform the meaning of a message. One platform adjustment can expand your message’s reach. As you communicate personally and professionally, use person-centered language that makes allowances for varied audiences, keeping different biases and stigmas top of mind when writing and proofreading communications. And be mindful of the environment and experiences in which people will be receiving your communications. All of these factors can change how your messages are perceived and understood. Now is the time for more diverse and inclusive communications. We encourage you to be a part of the transformation.

Lindsey McKee
D&I Committee Chair
PRSA Southeastern Wisconsin

Communications Manager
VISIT Milwaukee

Katharine Foley
President
PRSA Southeastern Wisconsin

Senior Public Relations Advisor
Kane Communications Group

Heather Perkins
D&I Committee Member
PRSA Southeastern Wisconsin

Community Relations & Special Projects Director
Independence First

The past few months have been devastating to experience, especially for diverse communities. It began with a pandemic disproportionately affecting Black and Brown people as well as leading to hate crimes against Asian individuals.

Soon events turned from the pandemic of coronavirus to the sickness of racism against Black Americans.

• A Black jogger named Ahmaud Arbery finds himself framed in the windshield of armed racists.
• Police officers incorrectly raiding a home riddles an innocent Black woman, Breonna Taylor, with bullets.
• A White woman uses her privilege to falsely report that Christian Cooper, a Black man, is threatening her.
• Then the world watched a police officer hold his knee on a Black man’s neck until George Floyd’s death 8 minutes and 46 seconds later.

As I watch and read about these as well as several other cases, I begin to think of many whose stories are not known to the public. Including those of us unnamed Black people living – or at least trying to live – in a nation that has traditionally valued us as less than cattle and rarely as human beings.

Like most Black people, I’ve had my own experiences with racism and prejudice.

• The confederate flag that someone taped to my high school locker.
• A heckler who started calling me the n-word while I played in my college pep band.
• The White college student who asked me if I was lost when I entered one of my university’s buildings for class.
• A clerk who followed my mother and I around the gift shop of an art museum.
• Constant statements of how “articulate” or “well-spoken” I am from shocked White individuals.
• Promotions I’ve been denied because I was never as qualified as the White men and women with less experience than mine.

These are just the ones that immediately come to mind. Though none of them cost me my life, they have definitely cost me the security of knowing that I will be treated with respect, understanding, and equality.

2020 Vision

Earlier this year, I was appointed chair of the Diversity & Inclusion Committee for the Southeastern Wisconsin (SE WI) chapter of the Public Relations Society of America (PRSA).

I took the first half of 2020 to re-organize the committee, bringing in a greater diversity of individuals and organizations covering areas such as race, gender, sexual orientation, religion, and disability. The goal being to give more people more seats at the table in our chapter’s efforts.

Next, I worked with this committee to identify a clearer diversity and inclusion vision. It is 2020 after all. That vision will guide us as we work to become better professionals, better allies, and better advocates. We have also begun work on revising our chapter website to not only house our D&I writings and events, but to also better reflect our diverse membership and communities we serve.

The pandemic has definitely slowed our plans. But the racial disparities and racist practices that have finally come to light remind us why we took on our roles in this committee and what we have to do to improve ourselves as well as our communities.

Looking and Walking Ahead

I’m encouraged by the most recent realizations of what it means to be Black in America and the subsequent actions that have taken place. I see more than just Black individuals crying “Black Lives Matter,” which means more allies and hopefully more mainstream change. I’m saddened that it took video evidence of a Black man dying at the knee of a police officer for more people to understand the struggles of Black and Brown individuals in our country. But I’m happy the knee Colin Kaepernick took is now making more sense.

As public relations practitioners and communicators, we often are the voices of our companies. Though voices are important right now, I’m more interested in feet. I want to see action and true change.

Think beyond skin color-appropriate bandages, removal of racist caricatures from pancake mix boxes, or capitalizing the word “Black” when referring to people (which many of us did anyway). Those are great steps but think broader. Like diversifying boards of directors. Hiring, retaining, and including more people of color in companies. Being as offended by microaggressions as many are about someone badmouthing their favorite sports team. Not mistaking a person of color for being difficult or unapproachable simply because they display authentic anger at the prejudice they experience. Actions such as these are what will change our diversity and inclusion messaging into movement.

For our part, you will continue to see our PRSA SE WI Diversity & Inclusion Committee leading the way in efforts for our profession locally and nationally. Some items immediately on the horizon for our committee include:

• More writings and programming to shine a light on a greater variety of people, businesses, and communities.
• Blog series with posts featuring some of the many different communities and individuals fighting the pandemic.
• Upcoming events addressing Black Lives Matter and its role in the workplace as well as in communications.

The goal for our committee in a nutshell is this. Although we will continue the diversity and inclusion talk, we want to walk the walk, taking steps toward truly diverse and truly inclusive professional and personal lives

Lindsey M. McKee
Diversity & Inclusion Committee Chair
Public Relations Society of America Southeastern Wisconsin Chapter

Public Relations Society of America (PRSA) Southeastern Wisconsin confirmed its 2020 board appointments at its December meeting and elected Katharine Foley, PR Advisor at Kane Communications Group as chapter president and Christine Dunbeck, Marketing Manager at MARS Solutions Group as chapter president-elect. Foley and Dunbeck, both 28, are the youngest people to be elected to lead the Southeastern Wisconsin chapter in its 69 year history. PRSA SE WI is the local chapter of PRSA, the world’s largest organization of public relations professionals, founded in 1947.

“I’m honored to serve as the PRSA SE WI president and work alongside our new and seasoned board members to elevate and energize the organization,” said Foley. “In 2020, PRSA SE WI plans to redesign its programming structure and expand local partnerships to offer a diverse lineup of events that meet the industry’s evolving needs.”

PRSA SE WI is comprised of approximately 300 members representing public relations and communications professionals from across the region, ranging from recent college graduates to mid-level professionals to leaders in agency, corporate and nonprofit settings. The local chapter was founded in 1951 by Greta W. Murphy, who served as vice president of public relations and development at the Milwaukee School of Engineering (MSOE).

“I’m elated to assist implementation of new initiatives in our chapter,” Dunbeck commented. “We are dedicated to providing the highest level of programming and resources for Southeastern Wisconsin communications professionals. I look forward to serving my esteemed peers.”

The 2020 board is comprised of 12 local PR and communications professionals and includes:

• President – Katharine Foley, Kane Communications Group
• President-elect – Christine Dunbeck, MARS Solutions Group
• Immediate Past President – Ryan Amundson, Potawatomi
• Treasurer – Christine Dunbeck, MARS Solutions Group
• Junior Treasurer – Katrina Schwarz, National Fluid Power Association
• Secretary – Tim McCormick, Harley-Davidson Museum
• Membership Chair – Allison Kucek, Trefoil
• Director-at-Large – Community Service – Claire Koenig, VISIT Milwaukee
• Director-at-Large – PR Palooza – Emily Tau, VISIT Milwaukee
• Director-at-Large – Marketing – Emily Bultman, New Berlin Redi-Mix
• Director-at-Large – Midwest District Liaison – Patrick McSweeney, APR, Fellow PRSA
• Director-at-Large – Ethics Officer – Michael Pflughoeft, APR, Fellow PRSA
• Accreditation Committee Chair – Annie Gentil, APR, Harley-Davidson Motor Company
• Diversity & Inclusion Committee Chair – Lindsey McKee, VISIT Milwaukee
• PRSSA Liaison – Heidi Fendos, Fendos Public Relations

About PRSA

The Public Relations Society of America (PRSA) is the nation’s leading professional organization serving the communications community. With more than 30,000 professional and student members, PRSA is collectively represented in all 50 states by 110 Chapters and 14 Professional Interest Sections, and on nearly 375 college and university campuses through its student organization, the Public Relations Student Society of America (PRSSA). The Southeastern Wisconsin chapter sponsors student chapters at Carthage College, Marquette University, UW-Milwaukee, and UW-Whitewater.

After three generations spanning seven decades, tremendous personal sacrifices and financial investments, the 19^th Amendment was added to the U.S. Constitution 99 years ago this month.

Wisconsin was one of the first states to ratify the Amendment in 1919 (officially ratified on Aug. 18, 1920) and so the anniversary celebrations to commemorate the historic event have already begun. The spirit of the era was optimism; women were finally guaranteed the right to vote and believed they would have a new voice in Congress.

Public Relations and marketing were major parts of the suffrage movement, with carefully chosen words at its core. We need to remember the implications of word usage because words matter. Even chosen carefully, we must be aware of the unconscious biases, historical context, implied racism, or other inferences associated with the words we choose. Because of the Suffrage Movement, PR and marketing became the norm in political campaigns.

While the words “suffragist” and “suffragette” are often used interchangeably, they really aren’t. One is desirable, and the other is offensive and dismissive, used most often to mock those involved in the suffrage movement.

“Suffragette” was a British term used to reference the women fighting for suffrage. The suffix “ette” is used in reference to something small. Thus, this term marginalized the women and their cause. In the U.S., it was a negative label used only by those that wanted to forever deny women the right to vote.

While the 19^th was a positive step forward for women, it wasn’t until other Amendments and Acts were ratified and passed decades later that all women were protected and able to actively participate in the electoral process.

The Women’s Fund of Greater Milwaukee is committed to advancing equity for women. We do this by creating community conversations, providing scholarships for women age 35 and older who are pursuing their first bachelor’s degree, and making grants to area non-profits that are addressing systemic issues affecting women. We know money and philanthropy have power, and the Women’s Fund leverages the gifts made to it, to move the needle and create an inclusive world-class community where women and girls realize their full potential, and everyone thrives. To learn more, go to https://womensfundmke.org.

Lisa Attonito
Executive Director
Women’s Fund of Greater Milwaukee

Recent news on the economic impact of Wisconsin’s creative industry is eye-opening. Looking most broadly at arts and creativity as a regional resource – including printed goods, architectural works, the arts and, of course, advertising and PR – we’re a force providing more jobs than historic Wisconsin industries like beer and paper.

This presents an opportunity and responsibility to ensure the industry stays strong through developing talent, pushing creativity and supporting diversity. There are many leaders working on such efforts statewide and locally, but it’s hard to argue more isn’t needed especially in D&I.

One program alone isn’t going to boil the ocean when it comes to a prosperous, diverse and inclusive future for our region and its talent, but can we make some more waves from creative services’ waters edge?

Recently, I learned about The BrandLab, founded by the late John Olson of the Minneapolis agency that bears his name. The Brand Lab’s CEO visited Milwaukee to meet with a handful of Milwaukee creatives and share why she thought we could be next for The BrandLab.

Those gathered shared great programs here and talked about the ongoing challenges in building and sustaining a diverse creative industry especially in, and representative of, Milwaukee.

She peeled back what has worked in Minneapolis and is now offering promise in Kansas City – creative towns similar to ours. The BrandLab program formula focuses on providing exposure, access, opportunity and equity.

It was a discussion that piqued interest – could the program succeed here and does Milwaukee have the formula for success? Those “must haves” include:

• a committed school district;
• industry leaders willing to give time and talent;
• financial support from companies, agencies, foundations and others; and
• creative leadership willing to listen, learn and change.

The group that met with her concluded that this just might be the time. Several leaders have already pledged initial support, and The BrandLab CEO will return to Milwaukee in the fall to meet with others. You are invited to help test the Milwaukee waters. Will you join us? Contact me by email at knaidl@laughlin.com if interested.

Kris Naidl, APR
Member of the PRSA SE WI Diversity & Inclusion Committee
EVP, Managing Director of PR
Laughlin Constable
laughlin.com

Acknowledging that we can all do better with our Diversity & Inclusion efforts is of paramount importance for every business. This sentiment has been shared over and over across our client roster and within our own agency walls. In fact, according to Deloitte Insights, more than two-thirds (69 percent) of executives rate diversity and inclusion a critical issue. The intentions are well-meaning and true. The efforts and programs toward more diverse and inclusive workplaces are all created to move the needle in the right direction.

The question we need to ask ourselves is, “is what we are doing for our D&I initiative something worth sharing publicly?” I was recently in a social media workshop with a client, brainstorming topics for content. One well-meaning participant suggested, “we should really talk about our D&I work.” My response was, “what makes your work different and groundbreaking from other companies? Do you have real results you can share?” The answers were, “not really anything, and not yet.”

Sometimes it’s difficult to take hard look inward at the realities, not the aspirations, of diversity within our businesses. In fact, a report by Bloomberg found that although a majority of organizations (71 percent) aspire, within three years, to have an “inclusive” culture, only 11 percent report that they currently have one. There is a very careful balance we must contemplate as communications professionals when considering whether to promote our D&I initiatives. We run the risk of coming off as disingenuous or simply “checking off the D&I box on our ‘to do’ list.”

Just as we carefully communicate our corporate social responsibility and philanthropic efforts, we need to also consider how we can genuinely position ourselves within the D&I space. And, maybe most importantly, not give ourselves undeserved credit in this important, and sensitive, area.

That’s not to say that we all shouldn’t work hard to accomplish more diverse and welcoming workplaces and businesses – it is to say that we all need to be careful about how much public praise we give ourselves, and share with others, about those efforts.

To learn about PR and Diversity, please visit prsa.org/diversity.

Sara Hood
Vice President, PR/Social Director
Cramer-Krasselt
c-k.com

The term “diversity” is not some nebulous concept to me. Diversity has always been a big part of my life, and I’m proud to be part of a group that encourages awareness of this important issue in all aspects of life – from gender, to race, to abilities, and many more.

My blog will take more of a personal approach. As honored as I am to be involved in the Diversity and Inclusion Committee for PRSA Southeastern Wisconsin, my hope is that D&I Committees are eventually not needed – that diversity is just a part of the daily fabric of life in businesses, organizations, social groups, schools, etc.

We have a long way to go.

For this post, I’d like to focus on the differently-abled population. For as long as I can remember, I never understood why it was such a big deal when I would meet a person with special needs. We’re all just people right? We all have special needs and abilities. The first step to inclusion is removing that label of being different, or “challenged.”

Don’t get me wrong. I know that medically, having special needs can be a very big deal, and many people need extra care in order to survive & thrive. Families have to find a new normal to take care of their loved ones with special abilities. But when you REALLY get down to it, we’re all just people. Some of us are funny, some more serious, some athletic, artistic – each of us contributes to the rich tapestry of life.

Ever since college, I have volunteered with organizations that serve the special needs population, and I have learned more from these experiences than from any college course.

One of those lessons – don’t sweat the small stuff. We get so consumed by our daily problems, and wanting more. Sometimes we forget to just BE. This is a lesson I’ve learned from the special needs population. Sure, it’s human nature to vent and complain because life is hard at times. But if we lead lives that are based in patience, kindness, and acceptance, life’s challenges just might seem a little less daunting.

Those qualities of kindness and acceptance carry over to the workplace & professional organizations. It’s not a bold, new idea to say we need more people with special needs in the workplace. The U.S. Bureau of Labor Statistics reports in 2017, 18.7% of persons with a disability were employed. In contrast, the employment-population ratio for those without a disability was 65.7%.

The disparity between those numbers is staggering.

In some cases, a person physically can’t work. But in many other cases, these gifted, differently-abled citizens don’t get a chance to be hired and share their diverse talents with the rest of the workforce. Many can’t afford or access transportation, and if they do find jobs, they are minimum wage positions, in subpar working environments.

I encourage anyone who has even a little bit ot free time to check out local organizations that promote inclusion – Best Buddies, Easter Seals, Special Olympics, The Eisenhower Center. They are always looking for volunteers to help with events and programming. I think you’ll fine you’ll get more out of it than the people you’re assisting.

And next time you see someone with a disability, I challenge you to see them for what they CAN do… I bet you’ll be surprised!

Steph Graham
PR & Content Manager
Steinhafels
Contact: shgraham124@gmail.com

We’re already entering the third month of 2019, and it’s clear that communications professionals can play an active role in helping employers and clients benefit from greater cultural diversity in the workplace and the greater community. Those benefits are both reputational and contribute to an organization’s bottom line. In 2019, communicators can be strategic partners to leaders in their roles as culture builders.

Several recent articles I’ve read, and conversations with D&I leaders and communications colleagues, have reaffirmed the business importance of developing more diverse leadership. Companies like Netflix, M&T Bank, and Uber have deliberately increased the diversity of their organization’s leadership, and their businesses are thriving because of it. Research confirms the real benefits of diversity and inclusion in the workplace can lead to improved organizational performance and success. Organizations whose executive teams reflect the diverse culture that is the American melting pot are growing and succeeding.

As communicators, we can leverage our professional platforms both internally and externally to enhance appreciation for D&I programs. Furthermore, we can help with the ongoing challenges of recruitment and retention – a problem for many organizations, especially in the advertising/marketing/public relations sector – by connecting our employers and clients with organized community efforts, attracting desirable executives in a systematic way.

Recent studies by the Annie E. Casey Foundation and 247wallst.com rank Milwaukee among the top five worst cities for African Americans holding corporate leadership positions. To address this problem, 80 business and community leaders from various sectors in Milwaukee have come together to develop and support a growing pool of diverse and talented African American leaders. The goal of the African American Leadership Alliance (AALM) is for Milwaukee to rank as the best city in the U.S. for African American executives by 2025!

In short, helping to increase D&I awareness, facilitating participation in community improvement initiatives, and partnering with organizations such as AALM present unique opportunities for PRSA members and our strategic communications colleagues to demonstrate a new level of value for our organizations.

We must seize these opportunities to lead as only we can, helping to form diverse multigenerational works teams that bolster creativity and innovation, and producing communications deliverables that help our organizations achieve revenue, reputation, corporate social responsibility, and D&I goals.

Besides, bringing diverse viewpoints and cultures to the table is a proven deterrent to organizational missteps, which often require communicators to shift into “crisis mode” at a moment’s notice.

The choice is ours – be proactive or reactive.

Debra A. Miller, Ed.D., APR, Fellow PRSA
President and Senior Counsel
Global Communication Strategists, LLC
Chapter Diversity & Inclusion Committee Chair
damillergcs@gmail.com

All members are hereby notified that the Annual Meeting of the Southeastern Wisconsin Chapter of the Public Relations Society of America will be:

Wednesday, December 12, 2018 at 12:00 pm  at:

Italian Community Center, 631 E Chicago St, Milwaukee, WI 53202 (free parking in back)

The following item of business will be brought before the members: The slate of officers, board members and committee chairs to lead the PRSA chapter in 2019:

President – Ryan Amundson

President-elect – Jeff Dardis

Immediate Past President – Patrick McSweeney

Treasurer – Christine Dunbeck

Secretary – Stephanie Graham

Membership Chair – Katharine Foley

Ethics Officer/Midwest District Liaison – Carolyn Schamberger

Director, Marketing – Nicole Koremenos

Director, Community Service – Katrina Schwarz

Director, PR Palooza – Allison Kucek

Committees

Diveristy & Inclusion – Debi Miller

Accreditation – Annie Gentil

Mentorship – Emily Bultman

Education/PRSSA – Heidi Fendos