Collaborators for Change: Research on the Relationship between Communications and Diversity Executives

/*! elementor - v3.19.0 - 26-02-2024 */ .elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block} Download the Full Report (PDF): Collaborators for Change ReportDownload the Press Release: Collaborators for Change Report Press ReleaseDownload Social Graphics: Collaborators for Change Report Social GraphicsSpecial thanks to our sponsor: /*! elementor - v3.19.0 - 26-02-2024 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=".svg"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} This IPR Signature Study is provided by the IPR Center for Diversity, Equity, and InclusionSince America’s “racial reckoning” in 2020, diversity, equity, and inclusion has come under increased scrutiny.  In advance of the upcoming election season, the practice and the profession have been politicized and in some states, outlawed. Many of the investments made in DEI have been walked back leading to layoffs and defunding.  However, some organizations are standing firm in their commitments to DEI, the teams and executives they hired, and to the cultural shifts and improvements realized.  Through interviews with 20 Chief Diversity Officers and 20 Chief Communications Officers conducted in 2023, “Collaborators for Change: Researching the Relationship between the Chief Communications Officer and the Chief Diversity Officer and the Role of DEI in the Workplace” examines the impact, influence, and importance of the CDO position, and the dynamics between these key executives in driving organizational change. Five key findings:Origin of the CDO Role: All Chief Diversity Officers (CDOs) had prior diversity-related experience predating the formalization of the CDO position, with an increase in involvement following George Floyd’s murder.“Technically, I had been doing this work long before I had the title…I’ve been representing (the organization) and building our diversity program and platform for many years. However, it was in 2020 when the tragedy of George Floyd occurred, and Breonna [Taylor] and so many others, I sat down (with the founder) and we talked about our level of commitment to DEI. We decided we needed to make this an all-agency, all-hands-on-deck emergency SOS and I was asked to lead our efforts. We created a global committee of over 100 employees around the world that got together and said, ‘This is not just a Black and White issue, this is an issue of humanity, and we need to all take a stand and make a difference.’” -CDO, global marketing agencyDEI Prioritization: George Floyd’s murder catalyzed a focus on Diversity, Equity, and Inclusion (DEI) efforts, making DEI in the top 10 priorities for nearly all organizations that participated in this study.“It’s top 10, and it’s probably right on the cusp, creeping into the top five. I would like to see it prioritized a bit more in the context of where we are as a business and as an organization. We’re going through a bit of a transformation right now. And so, oftentimes, when organizations are going through that, DEI gets deprioritized a little bit. I don’t feel like it’s been completely deprioritized, but I do feel that we’re continuing to try to remind leaders that you don’t only focus on DEI when things are going well. If the business is challenged, it’s actually when you really need to have a strategic and intentional focus on DEI because it’s a lever and a driver for your business.” -CDO, global retail companyReporting Structures: There’s a consensus among CDOs and CCOs for the CDO role to be a stand-alone, executive position, preferably reporting to the CEO, although some organizations opt for reporting to the Chief Human Resources Officer.“The way it works here I think is really powerful. Our CDO reports directly to the president of the university and sits as a member of the senior most executive leadership team. I think that’s the ideal place. If we could make it a more high-profile reporting relationship, I’d say we should, but you don’t get much more high-profile than reporting to the chief executive of the institution.”   -CCO, private universityOptimism Despite Challenges: CDOs face a number of challenges including overwork, limited resources, and DEI fatigue, yet both CDOs and CCOs express cautious optimism about the future of DEI efforts and their working relationships.“I’m really hoping that we can find a language that unites people in talking about the need of equalizing the grounds of opportunities for all the people, not just in higher ed, but in our country. That needs to happen. Access to food, access to education, access to clean air. And I’m hopeful that this forces us to dismantle what we know, then we can mourn, and we can get over it and really find something that works for everybody. Because we cannot pretend like these things are not here. You can call it whatever you want. I want the recognition and the proactiveness to do something to change this for our next generations. We cannot ignore these things as if they don’t exist.” -vice provost, DEI, public universityThe Relationship with the CCO: CDOs and CCOs view each other as allies in communicating the results and impact DEI initiatives have on the organization.  “You need a network of communicators who are fully invested in telling the narrative around this topic, and to understand how it shows up in the business, even when it’s not being called DEI. If you think about the segmentation of your customers and the demographics of your company, the diversity of your products, and your innovations, and the reasons why those innovations either unfolded or took hold, the basis of it was about the diversity of thought and creativity.”  -head of development, national financial services institution About the Institute for Public RelationsFounded in 1956, the Institute for Public Relations is an independent, nonprofit foundation dedicated to the science beneath the art of public relations™. IPR creates, curates, and promotes research and initiatives that empower professionals with actionable insights and intelligence they can put to immediate use. IPR predicts and analyzes global factors transforming the profession and amplifies and engages the profession globally through thought leadership and programming. All research is available free at www.instituteforpr.org and provides the basis for IPR’s professional conferences and events.Media Contact: Brittany HigginbothamCommunications & Outreach Managerbrittany@instituteforpr.org352-392-0280 ...

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Sig Study - Report Cover-3

Generative AI in Organizations: Insights and Strategies from Communication Leaders

Download the Full Report (PDF): Generative AI in Organizations: Insights and Strategies from Communication LeadersDownload the Press Release: IPR Report News ReleaseDownload Social Graphics: IPR Report | Social GraphicsSpecial thanks to our sponsor: experian logo 2024 This report is provided by the IPR Digital Media Research CenterIn, “Generative AI in Organizations: Insights and Strategies from Communication Leaders,” the Institute for Public Relations (IPR) conducted interviews from November 2023 to January 2024 with 30 communication executives, chief communication officers (CCOs), agency CEOs, academics, and leaders to examine how generative AI is impacting their function and organization. This report specifically examines the role of AI tools like ChatGPT, Microsoft Copilot, DALL-E, and others, probing how they are shaping communication and marketing strategies. Topics covered in this report include:— What is generative AI?— Comfortability of communication leaders with generative AI— Comfortability of organizational Leaders with AI— Ownership of AI in organizations— Concerns about generative AI— AI guidelines and frameworks— Impact on communications function— How communicators are using generative AI— AI training and professional development— What communicators need to know— Impact of generative AI on the business— Who to follow— Tips and prompts Based on the interviews with the 30 communication and technology leaders, the following key findings were identified:Comfortability with Generative AI: Communication leaders are generally comfortable with using generative AI, emphasizing continuous learning and the need for proper guardrails. Communication leaders seemed to be more comfortable using the technology than other organizational leaders.Concerns about Generative AI: Concerns around security and the need for validating AI-generated content are common, with many leaders emphasizing the importance of reviewing/editing AI outputs. Other risks noted include leaking sensitive information, misinformation, plagiarism, hallucinations, data security, and copyright infringement.Ownership and Governance of AI in Organizations: There is no consensus on who owns generative AI in organizations, with responses varying from centralized ownership to shared responsibilities across different departments.AI Guidelines and Frameworks: Organizations are creating guidelines, frameworks, and policies for the ethical and secure use of generative AI. A few said they are waiting to roll out AI in their organizations until they can test and experiment with it.Ethical and Transparent Use of AI: There is a strong emphasis on the ethical use of AI, particularly in maintaining transparency with stakeholders, such as labeling, and ensuring compliance with industry regulations, especially in sensitive sectors like healthcare.Use in Communication: Generative AI has positively impacted the communication function, enhancing tasks particularly in the realm of idea generation, content creation, and workflow efficiency. It’s a tool, not a strategy: Generative AI is seen as a tool augmenting communication tasks, especially repetitive ones. Most respondents emphasized generative AI enhances work, rather than functions as a strategy, emphasizing the importance of humans in the process.Training and Professional Development: Communication leaders emphasize the importance of AI training and professional development, focusing on ethical use, usage guidelines, and the creative potential of AI tools.Societal and Ethical Implications: The broader societal and ethical implications of AI, such as its potential impact on equity, bias, accessibility, and power dynamics, are areas of consideration. About the Institute for Public RelationsFounded in 1956, the Institute for Public Relations is an independent, nonprofit foundation dedicated to the science beneath the art of public relations™. IPR creates, curates, and promotes research and initiatives that empower professionals with actionable insights and intelligence they can put to immediate use. IPR predicts and analyzes global factors transforming the profession and amplifies and engages the profession globally through thought leadership and programming. All research is available free at www.instituteforpr.org and provides the basis for IPR’s professional conferences and events.Media Contact: Brittany HigginbothamCommunications & Outreach Managerbrittany@instituteforpr.org352-392-0280 ...

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IPR Releases New Research Report on the Relationship Between Communication and Diversity Executives

Download Full Report (PDF): Collaborators for Change ReportDownload Social Graphics (PDF): Social Graphics — Change Collaborators Report Download News Release (PDF): Collaborators for Change News Release Gainesville, Fla. — The Institute for Public Relations (IPR) through the IPR Center for Diversity, Equity, and Inclusion has released a new research report, “Collaborators for Change: Research on the Relationship between Communications and Diversity Executives.“ This study features in-depth interviews with 20 Chief Diversity Officers (CDOs) and 20 Chief Communications Officers (CCOs) conducted from March 2023 to August 2023 about the current DEI landscape. Sponsored by the Omnicom Group, this research explores how key communication and diversity executives collaborate to advance diversity, equity, and inclusion (DEI) initiatives and foster inclusive cultures within their organizations. This report also uncovers valuable insights into the strategies, challenges, and best practices to empower leaders to drive positive change within their organizations by providing actionable insights and practical recommendations.“Given the ever-changing landscape of DEI over the last year, this report comes at a critical time as organizations across industries grapple with the shifting sentiments regarding diversity, equity, and inclusion,” said Anetra Henry, Senior Director of Strategic Initiatives at the Institute for Public Relations and the report author. “What sets it apart is the deep dive into the relationship between CCOs and CDOs and how they collaborate in shaping the cultures in which they work.”  Some key findings include: Origin of the CDO Role: All of the Chief Diversity Officers (CDOs) had prior diversity-related experience predating the increased formalization of the CDO position following George Floyd’s murder in 2020.DEI Prioritization: Following 2020, DEI became a top 10 priority for nearly all organizations that participated in this study.Reporting Structures: Both CDOs and CCOs agree that the CDO role should be a stand-alone executive position, preferably reporting to the CEO, although some organizations opt for reporting to the Chief Human Resources Officer.Optimism Despite Challenges: CDOs face several challenges, including being overworked, having limited resources and DEI fatigue, yet both CDOs and CCOs express cautious optimism about the future of DEI efforts. The Relationship with the CCO: CDOs and CCOs view each other as allies in communicating the results and impact DEI initiatives have on the organization.  ###About IPR: The Institute for Public Relations is an independent, nonprofit research foundation dedicated to fostering greater use of research and research-based knowledge in corporate communication and the public relations practice. IPR is dedicated to the science beneath the art of public relations.TM IPR provides timely insights and applied intelligence that professionals can put to immediate use. All research, including a weekly research letter, is available for free at instituteforpr.org.Media Contact:Brittany HigginbothamCommunications & Outreach ManagerInstitute for Public Relationsbrittany@instituteforpr.org   ...

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autism inclusion in workplace

Autism and Employment: A Review of the “New Frontier” of Diversity Research

This summary is provided by the IPR Organizational Communication Research Center and the IPR Center for Diversity, Equity, and Inclusion based on the original studyDr. Maira Ezerins and colleagues examined the state of the neurodivergent workforce. They aimed to bridge the gap between the realms of autism theory and management theory, ultimately offering actionable insights for the inclusion of neurodivergent individuals in the workplace, including people with autism. The study offers strategies for successful integration and retention of employees with autism.The research team conducted a systematic review of existing literature on this subject. They conducted an extensive search in November 2021 to identify peer-reviewed journal articles related to management and neurodiversity. The final sample comprised a total of 287 articles.Key findings include:1.) The authors identified various challenges that autistic individuals face both before gaining employment and after securing a job. These challenges include difficulties navigating the interview process, greater perceptions of ambiguity in recruitment materials, and communication challenges that inhibit autistic individuals from asking for instruction and help on the job.2.) Researchers also highlighted significant gaps in the existing research and suggested that future studies should delve into the influence of leadership on autistic employees.— They emphasized the need to address the “double empathy problem,” which denotes issues in mutual understanding among individuals with distinct cognitive, interpretative, and interactive patterns.3.) The authors stressed the importance of establishing psychological safety to encourage employees to disclose their autism. This psychological safety entails employees feeling secure in taking interpersonal risks.Implications for Practice:Organizations should take the following steps to create a more inclusive and supportive workplace: 1) Provide training to managers on effectively supporting employees on the autism spectrum, including enhancing communication with autistic team members; 2) Implement universal approaches that advocate for the accommodation of all employees’ needs to reduce managerial stress and promote an inclusive environment; and 3) Offer training to neurotypical coworkers to minimize negative reactions to accommodation measures.Click here to learn more about how organizations can enhance the employment experiences of autistic individuals. Ezerins, M. E., Simon, L. S., Vogus, T. J., Gabriel, A. S., Calderwood, C., & Rosen, C. C. (2023). Autism and Employment: A Review of the “New Frontier” of Diversity Research. Journal of Management, 0(0). https://doi.org/10.1177/01492063231193362 ...

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pwc ceo outlook report 2024

CEO Perspectives: Thriving Through Change

PwC studied which factors CEOs predict will impact business in the coming years, including developments in artificial intelligence (AI) and climate action.A survey of 4,702 CEOs in 105 countries and territories was conducted Oct. 2 – Nov. 10, 2023.Key findings include:1.) Respondents said the top factors that will drive change in their organizations over the next three years are technological change (56%), change in customer preferences (49%), and government regulation (47%).2.) 75% of CEOs reported that their company’s efforts to “improve energy efficiency” are either in progress (65%) or completed (70%).— Some of the other in-progress climate actions noted by the majority of participants but were less frequently noted included actions such as “innovating new, climate-friendly products, services, or technologies” (51%), “selling products, services or technologies that support climate resilience” (46%), and “implementing initiatives to protect our physical assets/ workforce from climate risk” (42%).3.) 70% of CEOs agreed that “generative AI will significantly change the way my company creates, delivers, and captures value” over the next three years.— 64% of respondents said “generative AI will increase “efficiencies in my employees’ time at work.”— 46% of respondents said generative AI will increase their company’s profitability.4.) Top concerns regarding the use of generative AI were cybersecurity risks (64%) and the spread of misinformation (52%).Learn what CEOs think will impact business in 2024 and beyond ...

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Panorama,Aerial,View,In,The,Cityscape,Skyline,With,Smart,Services

2024 Letter from the Chair of the IPR Board of Trustees

As we embark on the first few weeks of the new year, I would like to take a moment to reflect on the extraordinary achievements of 2023 and express my heartfelt gratitude to each of you for your support of IPR and our industry.In 2023, we made tremendous progress in fulfilling our mission and facilitating important discussions that are vital to the success of communication professionals today.A few key highlights from 2023 that inspire us to aim even higher for 2024 include:1.) Our focus on peer-to-peer learning remained strong and at the forefront in 2023:— Our highly regarded IPR Master Class series expanded to include programs on change management, and we’re excited to announce we will offer a class on generative AI this year.2.) We generated valuable information that influences our most important decisions as communication professionals:— In terms of research, 2023 was a standout year. We commissioned several groundbreaking studies, with one of the most notable being our co-branded study on disabilities in the workplace with Voya Financial.3.) We remained steadfast in our commitment to fostering networking and building a sense of community, which was evident in the resounding success of our 4th Annual Bridge Conference at Georgetown University in Washington D.C. last year. This year’s conference will be April 10-11.— Additionally, we launched our Commissions and Centers Summit in New York City, and we’re thrilled to announce that this year’s summit is scheduled for Dec. 3, 2024 (mark your calendars!)— Our Annual Distinguished Lecture and Dinner surpassed all expectations, with record-breaking attendance and fundraising. Our 2024 event will be on Dec. 4, 2024.It is an honor to continue to serve as the IPR Chair, and I eagerly look forward to further advancing our industry and creating a lasting impact.Wishing you the very best in 2024! Yanique Woodall is Chair of the IPR Board of Trustees and Vice President of Communications at CVS Health. ...

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C&C Director Announcement

IPR Announces Three New Directors of the IPR Commissions and Centers of Excellence

C&C Director Announcement Gainesville, Fla. – The Institute for Public Relations (IPR) Board of Trustees has elected three new Directors for the IPR Commissions and Centers of Excellence. The Directors help guide the mission, research, and strategy of each of these centers based on critically important long-term areas of interest determined by Trustees.“We are thrilled with the election of these new directors to our esteemed Centers for Excellence,” said IPR President and CEO, Tina McCorkindale, Ph.D., APR. “We are confident that they will steer the Centers toward innovative research and growth.”The three new directors are:IPR Organizational Communication Research Center (OCRC)– Geoff Curtis, IPR TrusteeIPR Measurement Commission– Angela Dwyer, Head of Insights at FullintelIPR Center for Diversity, Equity, and Inclusion (CDEI)– Damion Waymer, Ph.D., Professor and Director at the University of South Carolina School of Journalism and Mass Communications  Geoff Curtis – IPR Organization Communication Research Center Geoff Curtis is director of the IPR Organizational Communication Research Center beginning in 2024. Curtis succeeds Ethan McCarty, previous director of the Organizational Communication Research Center. Geoff Curtis was most recently Executive Vice President of Corporate Affairs and Chief Communications Officer at Horizon Therapeutics. He joined Horizon Therapeutics in 2015 and has more than two decades of global healthcare communications experience.Prior to joining Horizon Therapeutics, Geoff served as senior vice president at Edelman Public Relations and as part of its National Health Media Team he led media strategy and execution for a large portfolio of pharmaceutical, biotech, and medical device clients. Previously, Geoff was group director of the media practice at WCG, a W20 Group company, where he provided product and corporate communications counsel and handled ongoing media relations for a broad range of healthcare clients. Before WCG, he held a similar role at GCI Group.Prior to joining GCI, Geoff served as a public affairs manager in the Pharmaceutical Products Division at Abbott (now AbbVie), where he led internal and external communications programs for the immunology, neuroscience, and oncology franchises. Angela Dwyer – IPR Measurement CommissionAngela Dwyer is director of the Measurement Commission beginning in 2024. Dwyer succeeds Dr. Julie O’Neil, who previously served as director of the Commission.Dwyer is Head of Insights at Fullintel. She helps brands improve business results through data-driven, actionable insights. She has worked at public relations agencies and media research firms consulting with brands across several industries including consumer, healthcare and automotive. She has presented and published several original, award-winning research papers on varied topics including news content that drives recall and engagement, the measured value of public relations and factors that increase trust.Prior to her role at Fullintel, Dwyer was SVP of Measurement at Lippe Taylor, a NYC-based agency, where she developed a research-based metric to predict positive recall. Previously, she opened and managed PRIME Research’s new business and operations in Brazil and South America, where she worked with global brands on integrated media measurement projects.Her contribution to the field has been celebrated with several industry awards. She has been recognized with a PRNEWS People of the Year Award as a Data & Measurement Game Changer, a PRNEWS Top Women Award in the Industry Champions Category, and an AMEC Rising Star recognition as an innovator in communication measurement. Damion Waymer, Ph.D. – IPR Center of Diversity, Equity, and InclusionDr. Damion Wayner is director of the IPR Center for Diversity, Equity, and Inclusion beginning in 2024. Dr. Waymer succeeds Emily Graham and Dr. Natalie Tindall, who previously served as co-directors of the Center. Damion Waymer, a native of Orangeburg, SC, is the Director of the School of Journalism and Mass Communications at the University of South Carolina. Prior to this appointment, he held varied administrative roles including the Senior Associate Dean of the College of Communication & Information Sciences as well as the Department Chair of Advertising & Public Relations at The University of Alabama.Previously, Dr. Waymer led aggressive faculty recruitment and retention initiatives in his role as Associate Provost for Faculty Affairs, Development & Diversity at the University of Cincinnati. He spearheaded new faculty development opportunities, and he created annual university-level awards such as the Provost Exemplary Department Award where top departments were recognized for their excellence in a pre-determined area. Dr. Waymer is a seasoned communication researcher and practitioner who has conducted respected research in the contexts of public relations, crisis communication, corporate social responsibility (CSR), branding, and strategic communication. He has held faculty appointments at leading research institutions such as Virginia Tech, University of Cincinnati, and Texas A&M University. About the Institute for Public RelationsFounded in 1956, the Institute for Public Relations is an independent, nonprofit foundation dedicated to the science beneath the art of public relations™. IPR creates, curates, and promotes research and initiatives that empower professionals with actionable insights and intelligence they can put to immediate use. IPR predicts and analyzes global factors transforming the profession and amplifies and engages the professional globally through thought leadership and programming. All research is available free at www.instituteforpr.org and provides the basis for IPR’s professional conferences and events.  ...

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internal community building shen

The Role of Identity in Internal Community Development

internal community building shen As the world becomes increasingly polarized and experiences turmoil, scholars have envisioned different ways that public relations can contribute to the common good. For example, Shen and Jiang (2021) renewed the call for a community approach to public relations, echoing the proposition by Kruckeberg and Starck (1988) that public relations should be about restoring and maintaining a sense of community. On the other hand, recent research (Ni & Shen, 2023; Shen & Northup, 2023) on different groups of publics highlighted the importance of people’s identity, particularly their identity salience, in influencing their perceptions, motivations, and even behaviors. In this post, I discuss the concept of identity strength and identity salience and their implications to internal community development.The internal community approach posits that organizations can build and sustain internal communities and reimagine the workplace as a space for co-creation, solidarity, diversity, and inclusion. The development and growth of such internal communities largely depend on members’ individual agency. Contributing factors to individual agency include the strength and salience of one’s identity. In the context of internal public relations, identity strength refers to internal community members’ (e.g., employees) extent of identification with an organization as part of their total sense of self. In contrast, identity salience explains the relative importance of these members’ identification to their sense of self.Research on identity in public relations has primarily focused on types of identity and their intersectionality, not identity salience. Ni and Shen (2023) first examined the role of political identity salience in affecting people’s communication behavior regarding COVID-19. They conducted an online survey with 556 adults that reflected the diverse racial makeup of a large city in Southern US. Their findings revealed that individuals with a highly salient political identity tended to exhibit reduced constraint recognition, indicating that the more salient one’s political identity, the more likely they were to believe they could personally address the issue of COVID-19. Furthermore, the study demonstrated that political identity salience was positively associated with increased problem recognition. In other words, those individuals with a strong political identity were more inclined to recognize COVID-19 as a substantial problem requiring immediate attention and action. Additionally, individuals with a highly salient political identity were found to engage more actively in the forwarding of information about COVID-19. This suggests that it was the most dedicated members from various political groups, irrespective of party affiliations, who were actively involved in disseminating information about COVID-19, potentially contributing to the heightened politicization of the issue.  In another study of alumni publics, Shen and Northup (2023) concluded that alumni’s identity with an academic unit, i.e., identity strength, as well as their identity salience could enhance their agency. These empowered alumni agents also displayed higher levels of engagement with the academic unit, including being involved in their events, guest lecturing and mentoring activities, and feeling enthusiastic about the organization.Implications for Internal CommunicationExtending these research findings to internal communication, public relations practitioners can facilitate institutional and individual community members to co-create and re-create rules of communication and dialogue. When community is fostered in the process, members’ identity strength and salience could rise, which then activates their individual agency. Empowered internal agents could at the same time become more engaged and involved in the internal communities. They may also contribute to more information flow in and out of their internal communities, such as conducting more positive megaphoning of their organizations.   Hongmei Shen, Ph.D., APR, is a professor in public relations at the School of Journalism & Media Studies, San Diego State University. ...

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Muck Rack PR Pros AI Use Jan 2024

How PR Pros are Using AI

Muck Rack PR Pros AI Use Jan 2024 This summary is provided by the IPR Digital Media Research CenterMuck Rack examined AI use among public relations professionals in 2023.A survey of 1,001 public relations professionals was conducted Nov. 2 – Dec. 14, 2023.Key findings include:— The number of PR professionals who said they use generative AI increased from 28% in March 2023 to 64% in November 2023. — 21% of PR professionals at agencies said they never disclose their AI use to clients, compared to 6% of PR professionals who work for a single brand.— 74% of PR pros report an increase in the quality of their work using AI and 89% say they complete projects more quickly with AI. — Generative AI is mostly used for writing social copy (64%), research (58%), writing press releases (58%), and crafting pitches (54%).Check out how public relations professionals are using AI in their workflow ...

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