Leading with Inclusivity

The 2024 Broom Student Fellows met up with one of their first PR professors, Carl Redding Jr., APR+ M, to learn about leading with inclusivity.  Redding shared insights he has gained as a leader with more than 25 years of experience in public relations.  

Leading with a people-center approach 

With 79% of people quitting their jobs due to feeling a lack of appreciation, it is important to lead with calmness, measuredness and compassion. 

It’s crucial to ensure team members meet expectations while also ensuring they are heard, seen and valued. With more than two decades of leadership experience, Redding is familiar with successfully resolving conflict and holding team members accountable. 

According to Redding, a good leader should try to understand where their employee is coming from, never show anger and maintain control of the situation. A strong leader can hold their team members accountable, while also maintaining a professional attitude. 

Assimilating in the workplace as an underrepresented professional

Working in PR can be different for people of underrepresented backgrounds, with only 26.5% of PR professionals identifying as Black, Asian or Latinx.

Redding shared his experience as an African American man working in leadership in both military and government spaces. To avoid being stereotyped, Redding shared how professionals from marginalized communities are pressured to code-switch. This is something 34% of African American professionals experience. 

A strong, fair leader must understand the challenges and discrimination that professionals from underrepresented communities face. Without this understanding, a leader can’t foster a workplace environment that ensures all team members are treated equally. 

Creating a diverse and inclusive environment 

Having a diverse workforce is only half the battle. Redding discussed how it’s just as important to cultivate an inclusive environment that ensures all team members are treated equally. As a matter of fact, inclusive work environments are shown to boost productivity by 35%.

While companies have begun to implement DE&I initiatives and prioritize a diverse workforce, many employees still feel unwelcome. With 41% of African American, 25% of Asian, 20% of Latinx and 46% of LGBTQ+ employees claiming to have faced workplace discrimination, leaders must prioritize fostering an inclusive work environment. 

To promote an environment that welcomes and embraces team members from all backgrounds, leaders must be aware of the obstacles marginalized professionals face.