My Second Coming Out

I haven’t blogged about PR or digital media in quite some time. Why? It could be due to a myriad of reasons from laziness to being busy to well, life, but after sitting down today and thinking about those whys, it dawned on me that I stopped blogging around the same time that I came out as gay. And, honestly, this made me sad.

I have always been an advocate for advancing minorities in the Communications industry, but when I was labeled with an LGBTQ sticker, I questioned what this meant for me professionally. Honestly, I don’t know many professionals who are openly gay therefore I assumed it wasn’t ‘ideal’ in this industry.

The reality of the situation is that I cannot decipher people’s personal opinions about gays. Therefore, I leave it out of general public discourse in social media and/or office talk. If they don’t know, they can’t crucifix me nor can they speak about me behind my back. I’m always wanted to be known for my drive, talent and passion, but in my mind, being gay put a wrench in that.

The sad thing is—I’ve always had mentors, people to steer me in the right direction whenever I was confused about what I wanted to do and what I wanted to learn. When I realized that I was gay – I abandoned the idea that those individuals would still be proud of me.

I know some people will tell me that I shouldn’t really bring this little tidbit about me in the professional arena – I mean, it doesn’t affect what I do, right? The silly thing is…if I did this, I would be a hypocrite because I have always been an advocate for minorities in this industry. I want to help cultivate a welcoming environment for future leaders (regardless of race, religion and sexual orientation) in the industry. The fact is this—if you look at the C-suite of most corporations, it’s riddled with white heterosexual males. Kudos for their success, but I want to do something about that. And, when I do…I want whomever to look at me and know that I’m proud of who I am and that I succeeded...they can too.

So, hello PR world, this is my second coming out—I’m gay and I’m a Communications professional. What do you think about this topic? I am curious to hear your thoughts, so please comment below or e-mail me at Debbie.Ebalobo@gmail.com.

*I am tentatively creating a group for students and professionals in PR/Advertising/Marketing/Digital who identify as LGBTQ. If you or someone you know is interested in helping, please don’t hesitate to contact me at Debbie.Ebalobo@gmail.com.

Hello--The Real World Isn't Easy. (Advice a year later)

So, I began my blog ranting about my job search when I attended a career fair close to a year ago, but I wanted to express how my perception has slowly changed (and it may take a few posts but here is the first).

I am now a senior AND I have 6 internships (gasp!), but more importantly, I am wiser than my rant in my younger years. In my first post, I spoke about being involved because I was in over 4 Asian American organizations, and it seemed like no one cared. Employers wanted concrete job experience instead of leadership experience. I was so flustered when I wrote about it. I thought to myself...what's up with that?

Well, from personal experience, I will say that organizational involvement, whether employers look at it or not, is a major tool for any student. In all my internships, I personally felt as if I did well because I knew how to handle myself.

Why? Because all of my previous experiences in organizations gave me the knowledge to handle pressure . Second, I could get along with ANYONE. I think this is one of the biggest assets I gained. I worked with different people all day. Additionally, getting involved with any organization teaches initiative. I am always looking at what I can do for my organizations and I think this translates to a job. In every job I have ever held, I always looked at what I can do for my client. In my opinion, you can't really teach that in a job setting.

So is that it? Students should join clubs because they will receive personal fulfillment? NO! Believe it or not, with the personal fulfillment, organizational involvement will also help you land an internship.

Once you land that interview, people will start asking about your involvement.Be truthful and you will be remembered.

So is that all I learned in a year?

Honestly, I am still angry at some aspects of the lack of diversity in PR, however I see that internships are key whether you are White, Black, Asian, or Latino. I was only thinking from my perspective, but employers need to be smart about hiring, so they want people with experience.

Hello, I am an Asian American.

So, if you haven't noticed, I have been gone, and that is putting it lightly. I thought long and hard about why I was feeling like this. Why was I being a baby about blogging? I used to love venting about the social injustices related to diversity disparities within OUR industry and getting feedback, but in a short time frame, I began to slowly lose that fire. Why?

So, it took me close to half a year to figure out, but I think I have it. I am Asian American, and I am in PR. First, I am really trying to be introspective about this, so please note, that I am still a youngster learning about identity while trying to grow as a proffesional.

So, I recently called a man who was Asian and in California and (gasp!), he practiced PR. During the duration of our conversation, he mentioned the difficulty to recruit Asian students to think about PR let alone practice it. Then it hit me, if it's hard in California, imagine the nation. I don't mean to dote on the facts that we are a minority, but it sucks that we are the minority of the minority and no one seems to care.

I have seen staggering facts about how Asian Americans have one of the biggest buying powers in the country, yet the investment related to the fact is almost miniscule. Hispanic and Black PR professional organizations are outnumbering Asian ones at astronomical rates. i am not sad that Hispanic and Black organizations related to PR are growing, I'm just asking, where are all the Asians at?

So, why am I complaining? As sad as it is, I feel alone in this industry at times.

I just wanted to write this blog entry because I don't want people to think that I am merely forgetting about diversity issues in PR. It is far from that. I am just taking time to learn what I need to do to feel empowered to make difference, and not just regarding Asian American issues related to PR but diversity issues as a whole.

So with that, I am back. I hope you didn't forget about me too easily.

Tell me your thoughts.

Answer to Diversity

I posed a question last week and the answer is....

The answer is 2.

Well, the answer isn't as easy as a math problem, but there are ways to increase awareness about diversity without overdoing it to the point that you are too overzealous and in return, you aren't accomplishing your goal.
Oh, and before beginning, I want to say that this is my opinion. I want everyone to know that I am no expert nor do I teach diversity topics. I am just a student with personal experiences.

So drumroll please...

Well, the answer lies in communication. Let us face it, when faculty, staff, or other individuals hear the term "diversity", they think that they are going to be corralled into a diversity workshop where they "learn" about diversity. This creates a problem. People hate being told to do something that they don't really feel the need to do. Moreover, the 'workshop' is repeated every year, and it kinda gets old, therefore, look at a different tactic.

One way is through a newsletter. Many companies and organizations have it, but they don't utilize it in terms of diversity. Showcase the diverse people in your organization and not just because they are black or white, but because they are unique (they like to knit or are vegan). As time goes one, you will incorporate ethnicity, nationality, etc. This creates a culture in your organization. How? Everyone becomes part of the term diversity. No one is excluded, but moreover, it engages the whole community to talk about diversity.

The second way is to do pro bono work for organizations that are in need of your help. Poverty-ridden areas often need to most help with PR, but they do not have the money to spend. Helping them in turn helps you because you get employees outside of the corporate bubble. They learn therefore they grow therefore your company grows. Moreover, real diversity experience is the best way to teach diversity. Working with the lower socioeconomic section of your town will open your eyes as well as your perspective.

The third thing is hiring. Be truthful. Look at your company. Is there a lack of diversity? If so. look at recruitment in Historically Black Colleges or talking to the multicultural office at a university to have the opportunity to speak about your company. There are talented minority students as well, they just need to be found.

These three tips are not a panacea to the diversity problem in a company, but they are some tips that I have witnessed to work. Try them out-I bet you will see a difference soon.

On a side note, does diversity cost money?

Interesting Web sites for the Week of December 8!

The World Wide Web is huge, therefore I wanted to share some interesting blog posts/articles that are related to diversity. Hope you enjoy! =)

May's New Media: New Media & Minorities:

http://maymedia.blogspot.com/2008/12/new-media-minorities.html

Behind the Spin: Lost in Translation:

http://www.behindthespin.com/features/lost-in-translation

Hispanic PR Wire:

http://www.hispanicprwire.com/news.php?l=in&cha=13&id=2908

If you would like to share some links, e-mail me at Debbielobo@gmail.com. Have a great day! 

Diversity in PR; Us vs. Institutionalization

I preach diversity, but I often get the question...Debbie, what if I am not diverse? Or worse, most people are afraid of me and the things I create ( i.e. the diversity committee), because they think that I am part of a minority club that they are not invited to.

To qualm the fears of those individuals, I wanted to address the issue. In the end, I am tired of being a PR anomaly--a crusader for diversity in the industry. I hate the glaring eyes that think diversity is a joke subject.

So, what do I want? Instead, I want willing allies to help make PR better instead of merely "letting" me do my "thang".

So, let us begin with the question--Debbie, what if I am not diverse?

First, I have to say...Ouch! Why? Having that "I am not diverse" mentality as a PR person is suicide. If you are a good PR professional, you have to understand that you have something to offer (um... a.k.a. something unique?!) If you are a PR person without any kind of "diversity", your career will stop at an early stage; therefore, please stop that thought.

But, what is diversity? Do you think it is race? Is it African-American, Asian, Latino, blah blah blah? Yes? Well, diversity is far more than race. Socio-economics, religion, etc. The world is a diverse place, and race is only one component.

So, the first step is to stop thinking about diversity as you vs. them. That's how we halt progress.

It's us vs. institutionalization (social theory to denote the process of making something (for example particular values and norms, or modes of behavior) become embedded within an organization, social system, or society as an established norm within that system.*) In the case of PR, we have created a narrow point of view. The norm is to look at a client and a campaign from the eyes of a white female. Granted, this is not always true, but most often, it is. And though, we try to look from another point of view, it is embedded within us to look from one singular viewpoint--our own; therefore, we have to challenge that norms that confine the growth of our industry.

Then, comes the next question...Debbie, how can we fight institutionalization?

Well, the answer to this question is not so cut and dry. I do have a few suggestions, but I want to hear from you before I say my piece. What do you think we can do? Or, is it a subject that we cannot fight? Think from a student's perspective, a teacher's perspective, and then a professionals point of view. If you disagree, then go on, comment. I want ALL sides. I can handle the criticism.

I will post my thoughts in a week, but till then, what do YOU think?


(*institutionalization definition taken from wikipedia.com)

Public Relations Diversity a Bad Idea?

I was searching the web for diversity related PR blogs, and one blog post caught my attention. I ALWAYS want to hear the other side--this post talks about diversity as it relates to public relations, but this PR professional believes it is a "false idol". It's interesting. Take a look, and tell me what you think.

http://barnettmarcom.blogspot.com/2006/10/diversity-in-public-relations-great.html

Why do you think diversity matters?

I have preached about my beliefs about diversity and PR, but I want to hear what other professionals, students and professors think. Is it THAT imperative or am I making a big deal about an issue that is present in all industries? 

I want to see what YOU think so that I can update this blog to answer the questions and concerns that everyday PR people have. The content (i.e research, blogs, Web sites) for diversity and PR is lacking, therefore I am calling on you to help me gauge why diversity is or isn't important in relation to the PR industry? 

Don't be afraid to play devil's advocate! This is a place for OPEN conversation. Here are some questions to ponder (but don't limit yourself to the questions asked):

1. Why has it taken so long to address diversity in PR? 

2. Though diversity niche fields exists, they are constantly coming and going--what does this signify about diversity and PR ?

3. DO you think diversity in relation to race is being emphasized too much--should diversity in experience be more relevant?

4. Men are often found in small numbers when looking at the entire PR field, but what about women in executive roles?

5. Do colleges emphasize the importance of diversity in relation to communication? Should they emphasize it more?

So, with that being said, what do you think?

The Power of Social Media

Before I begin this post, I want to say my disclaimer. I love social media, but I believe that it is not a panacea for diversity or any other problem in the industry. It is merely a tactic that we, as practitioners, teachers, and students, use to communicate more efficiently and to a wider audience.

So, with that disclaimer--I think social media is a new-wave superpower. To some, referring to social media as a superpower is over-the-top and somewhat geeky, but in my experience, social media has empowered me in so many different ways. 

But, why should you believe me? I have a biased view on the topic of social media...right?

Knowing that audiences, like you, are more skeptical than ever, I wanted to walk MY walk to demonstrate why social media is breaking ground. How do I do that? Well, with a couple of examples from my own social media experiment--my blog. When I found out about social media, I chose to combat the evil of homogeneity in the industry of PR. Okay, so that was nerdy, but nonetheless, it is MY cause. 

So first, a little history. I started a blog entitled "Diversified PR" this semester.

Why? I love public relations. I love diversity, and wa-la!

That was the general premise, however by writing about my passion, I found others who share my zeal for diversity. Whoopee you say?

Well, whoopee indeed because the is where the true power of social media is found. I have networked with a public relation's researcher in Oklahoma to the former diversity chair in PRSA to a PR practitioner in China. I am a testament to what social media can achieve.

It can cross borders, but moreover, it can create communication between diverse individuals. And not just in terms of ethnicity, but much more--these individuals bring diversity of experience to the table.

Moreover, social media allows much needed dialogue to occur between generations. I am an undergraduate student. To some, I am not very influential, and though it is sad. it is how things are, but when I start to get backing from professors and industry leaders, I become a powerful voice. I must say--I feel quite empowered.

It is true that I don't have a new invisibility power or new telekinetic powers, yet I am still better because of this blog. I communicate my concerns, frustrations, and more, to individuals around the world. I am practicing PR through the web. My blog allows me to participate in two-way communication. I help shape my industry. Though it is small, I am still part of the change.

To me, diversity is an issue. I could not deny it. I could not ignore it. So, instead of fighting it, I acknowledged the facts, and I wrote about it.

"Diversified PR" is one blog, but it has already started a conversation between student, practitioners, and industry leaders. Hopefully, it will begin to generate action. The fact that I can become a catalyst to change is the beauty of social media, and thought I have spoken about the relevance of new and social media in diversity before, and I have preached about the opportunity in these tactics to companies, college, and agencies, it is not until I immersed myself in it that I began to believe. 

In the end, I want people to know that social media is a powerful tactic, and though it won't save the world, it is still changing it. What will you do with this new power? Spiderman's uncle said it best, "With great power comes great responsibility." I used mine to address diversity, what hero will you be?

UGAConnect Conference; Diversity and Social Media

I learned so much at UGAConnect, but one thing that I found interesting is a word that kept being thrown around at the conference- community.

I want to elaborate on this because, in my opinion, diversity is integral in community.

Social Media is ALL about community, and though, diversity wasn't directly being targeted at the conference, I saw huge potential in terms of multiculturalism and pr, within the conversations that were occurring between professionals, educators, and students. 

One aspect is the idea of a conversation.

A two-way dialogue is important when anything is being broadcasted within the social media sphere; this becomes an asset to our cause!  This characteristic of new media allows minorities to be part of the conversation. 

Look at this blog; aren't you reading? I was allowed to speak though a blog, which is a form of social media.

Common Sense? 

Well, yes, but no real efforts have occurred with social media in terms of connecting minorities with the field of public relations.

The possibilities are endless; professionals, educators, and students who are all invested in elevating the industry to a higher level by increasing the importance of diversity in the field.

One outcome: the ability to connect minority professionals to minority students and recent graduates . These individuals will become vital in a student's success.

I know that my passion for  diversity has been fueled by two of my mentors, Kim L. Hunter and Bill Imada. They are always willing to help me with anything that I want to pursue in terms of diversity and communications. I have been lucky in finding mentors, but social media will make this easier to accomplish for other students. 

I can only imagine fueling the passions of other students for diversity through facebook discussions? or through twitter? or creating a LinkedIn social sphere? 

Moreover, PRSA could get involved! They could promote their multicultural scholarship. They could provide a connection to companies who are looking for diversity with students who are diverse.

This is just one aspect of social media that could help our cause, but what are your thoughts?

Is social media an asset or an obstacle? 

Diversity Committee... Part Dos!

The diversity committee met for a brief 45 minutes this week, and though we are a small group--I see a lot of potential in this sub-committee of PRSSA.

Here is the project that we are currently working on:

Public Relations Packet: PR packet will be distributed to ALL multicultural organizations on campus.

Part One--Includes public relations resources that student organizations can utilize including free publicity, how to write a press release, how to pitch a story, how to create a basic website, etc.

Part Two--The do's and don't of public relations for their organization.

Part Three--Research and Evaluation Examples/Template for their organization to use.

Part Four--Diversity committee contact information

The packet will be given to a targeted audience which includes Multicultural Greek Council, National Pan-Hellenic Council, Multicultural Services and Programs, and International Student Life.

Their are seven individuals working on the packet, and it should be done by next week. The beginning of our cause has begun--hooray!

If you have any ideas on what else we can put in the packet, please do not hesitate to put your ideas on the comment section and I will bring up to the entire committee.

It will be directed to their public relations chair

Diversity Research pt.2

First, I wanted to thank Dr. Russel for giving me a few tips on finding diversity research!

I found a research study yesterday from the Journal of Public Relations Research entitled "Diversity Issues and Public Relations" by Linda Childers Hon and Brigitta Brunner from the University of Florida [oh how I shudder at the mere clicks from typing University of Florida--true bulldawg =) but I must admit that it is a good study]. However, the study used qualitative interviews from 28 practitioners and 5 executives and asked them about their organizations diversity strategy.

I am not done analyzing the study, however I wanted to speak about some of the comments from the interviews.
Before I do so, I have to acknowledge something, these people who are interviewed are professionals. Sighs! It is scary reading some of their answers!

One participant mentioned that she had never heard of diversity.

The interviewers had to give her a generic definition before she could even answer their questions.

After the explanation, she stated, "It's old news."

"Holey moley" is what I have to say. These are people who are working in OUR industry,

I have to put my 2 cents in and write about this comment before continuing with my life.

Having diversity in an organization is one way that a company can be sensitive to the issues of everyone. It's true that not everyone will be happy--but at least with a good diversity plan, a company can recognize and begin to understand the spectrum of publics that they are dealing with. A less diverse employee base will result in an organization ignoring potential clients.

Anyway, I will update soon on the rest of the study, but this is quite an interesting topic. Oh my, do I enjoy research...?

No diversity research?

So I have this assignment to find research in public relations in one of my classes...and I wanted to look at diversity and public relations.

I have searched for billions of hours [well not billions, but pretty dang long] for this specific subject in research, and I have to be frank, the search is not going very well.

I have found 2-3 full research articles on this topic which is very slim in my opinion. Diversity in communications is a subject that PRSA has pushing for a couple of years now, and the industry still does not have relevant research on the topic.

I am student and this is my first time truly looking at research, therefore I might be off in my comment about 'slim-findings' on the subject of diversity and public relations.

Hmmm, it's a bit disheartening for me to see this. The latest study I found was conducted in 2000 by a professor at the University of Florida. She even stated the lack of studies conducted on this topic--and that was 8 years ago.

If anyone has any suggestions on where I can find some studies on the subject of public relations and diversity...please contact me.

I am in need of some reassurance that diversity matters and that research is being conducted in the field.