Six Ways

In September, a PR blog called PR In Your Pajamas, that I occasionally scroll through when I can remember to, featured the post 6 Ways Women Can Thrive in the PR Industry. I chose this specific blog post to include in the final project not only because I’m a woman and it centers around PR, but also it sort of inspired some thinking on the subject of women in the industry something that I’ve never really thought about before.

The post starts out with statistics, “Anywhere from 60 to 85 percent of PR workers are women, and they hold more than half of the field’s managerial positions, according to the Bureau of Labor Statistics. That’s a huge jump since 1970, when women were just 27 percent of the PR labor force.” However after the authors share these positive facts they follow up with, “But the C-suite is still something of a boys’ club. Women comprise just 20 percent of the top leadership in PR firms…” And there is the “problem to solve” comes into play for the post.  This is not a negative things just something interesting to point out.

So the problem is woman still have a ways to go to get to the top and the post gives us six ways to accomplish this task. The six include: giving the client what they need, learning past your degree education, mentoring, emotional intelligence, creativity within constraints, and communication davy. By all means these points or ways are all very good advice to give and follow, but not just for women. I think that these can easily apply to men as well.

One of the main points that sticks out to me when I read these sort of articles or posts about furthering/helping women in the job field is that many of them then to imply and encourage women to stick to each other like glue and to only learn from one another. They sort of draw the line between women and men. But in order to really gain accurate experience and truly learn “real world” work skills we need to include men into the picture as well. We need men mentoring women and women mentoring men. If women are not “thriving” in a workplace where they make up 60 to 85 percent of the field then it’s not just a woman’s problem or issue it’s also a men’s issue as well because they amount the rest of the field and they work at the same places, on the same teams, for the same clients, and for the same purposes. So if part of the ship is sinking or not running as well as it could then the whole ship has a problem

 

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