Race and Gender in Public Relations

Introduction

The practice of public relations gains recognition in today’s business world as it determines the way of how companies and people have to communicate and share information in public and via media. Compared to advertising where exposure, visual representation, and creativity matter, public relations focus on trust, correct language, and persuasion (Wynne, 2016). It is also expected that the field of public relations may be considerably changed and improved due to the recent transformation of communication channels (Neill & Lee, 2016). However, diversity in the workplace remains a problem in the workplace, and gender inequality, as well as racial biases, influences human relationships and challenges a true assessment of professional skills and abilities (McCluney, Schmitz, Hicken, & Sonnega, 2018; Stamarski & Hing, 2015). The impact of racial and gender differences among employees is an urgent topic for discussion because it is still hard to prove that these two factors may change the quality of work. Therefore, it is necessary to gather opinions, surf the web, and develop a literature review to clarify the connection between such concepts as public relations, gender, race, and productivity.

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Problem Statement

Despite the technological progress and sustainable social development in the world, such issues as gender or race differences play an unfair role in the workplace. The problem is that some women or people of color are not able to find good jobs or demonstrate their qualifications to a full extent. The essence of public relations is to establish beneficial contact between different organizations and people and promote cooperation at various levels, and diversity should not be a challenge in this field.

Question Statement

How does gender and race diversity influence the success of practitioners in the sphere of public relations?

Purpose of the Study

The purpose of this project is to evaluate the role of gender and race diversity in the field of public relations by exploring the experience of women and black people in building their careers.

References

Neill, M. S., & Lee, N. (2016). Roles in social media: How the practice of public relations is evolving. Public Relations Journal, 10(2), 1-25.

McCluney, C. L., Schmitz, L. L., Hicken, M. T., & Sonnega, A. (2018). Structural racism in the workplace: Does perception matter for health inequalities?. Social Science & Medicine, 199, 106-114.

Stamarski, C. S., & Hing, L. S. S. (2015). Gender inequalities in the workplace: The effects of organizational structures, processes, practices and decision makers’ sexism. Frontiers in Psychology, 6, 1400. Web.

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Wynne, R. (2016). Five things everyone should know about public relations. Forbes. Web.

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Reference

StudyCorgi. (2021, July 7). Race and Gender in Public Relations. Retrieved from https://studycorgi.com/race-and-gender-in-public-relations/

Work Cited

"Race and Gender in Public Relations." StudyCorgi, 7 July 2021, studycorgi.com/race-and-gender-in-public-relations/.

1. StudyCorgi. "Race and Gender in Public Relations." July 7, 2021. https://studycorgi.com/race-and-gender-in-public-relations/.


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StudyCorgi. "Race and Gender in Public Relations." July 7, 2021. https://studycorgi.com/race-and-gender-in-public-relations/.

References

StudyCorgi. 2021. "Race and Gender in Public Relations." July 7, 2021. https://studycorgi.com/race-and-gender-in-public-relations/.

References

StudyCorgi. (2021) 'Race and Gender in Public Relations'. 7 July.

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