Institute for Public Relations
IPR has launched IPR ELEVATE, a diverse and select membership community of 25 to 40 high-performing innovators and catalysts for growth, change, and advancement who support the mission and insights-focused work of IPR. The application deadline for the inaugural class is April 1.

IPR ELEVATE offers engagement opportunities to ambitious communication leaders who are passionate about the research-focused mission of IPR and have a desire to contribute to the industry. This organization comprises leaders who are high achievers with an entrepreneurial spirit in a wide range of industries and organizations (i.e., corporate, agency, nonprofit, academic, etc.).

Why join IPR ELEVATE?
  • Opportunity to contribute to and serve in leadership roles in the industry
  • Learn about the latest industry research and insights from IPR ELEVATE peers and IPR Trustees
  • Skill-building and knowledge-building opportunities
  • Help promote the mission of IPR
  • Professional development and networking opportunities

The ideal candidate is an executive or senior-level leader, or a highly ambitious, high-potential individual (minimum of 10 years of experience) who is passionate about the IPR mission and wants to contribute and improve the industry.

Candidates will submit an application along with their professional details and biography. Nominees may be supported by members of the IPR community, but that is not a requirement. Those individuals who support an ELEVATE candidate will receive an email with a short recommendation form once the application is submitted.

Application deadlines are April 1, June 1, Sept. 1, and Nov. 1, 2022.

Institute for Public Relations
IPR is featuring some of the many Black American pioneers and landmark events to celebrate Black History Month.

Plessy v. Ferguson was a landmark U.S. Supreme Court decision in 1896 that upheld the constitutionality of racial segregation under the “separate but equal” doctrine.

The case stemmed from an 1892 incident in which Homer Plessy, who was seven-eighths white and one-eighth Black, refused to sit in a car for Black people. A New Orleans civil rights organization chose Plessy, one of its members, for this act of protest because he could pass for a white man. Plessy was arrested and charged with violating the Separate Car Act.

At Plessy’s trial in U.S. District Court, Judge John H. Ferguson dismissed his contention that the act was unconstitutional. The case was taken to The Supreme Court where it was ruled that a law that “implies merely a legal distinction” between white people and Black people was not unconstitutional. As a result, restrictive Jim Crow legislation and separate public accommodations based on race became commonplace until this ruling was overturned by The Supreme Court in Brown v. Board of Education of Topeka in 1954.

IPR Report is a series by the Institute for Public Relations and Ragan’s PR Daily on relevant research for PR professionals.

Within a span of two years, major changes have affected the workplace due to the pandemic: shift for many to remote work, concerns about protecting essential workers, and battling the “Great Resignation.”

These sudden shifts have spawned several studies about how expectations and collaboration have been affected. Two forward-looking studies that may help communicators better understand and anticipate the challenges and opportunities in the future workplace are the 2021 KPMG U.S. CEO Outlook Pulse Survey and the Qualtrics Future of Work 2021 report.

Each of these reports highlight a gap between how CEOs feel about their organization compared to their employees. With today’s challenges in hiring and retaining talent, closing that gap and understanding the factors of the future of the workplace is essential.

Three common themes emerged from these two studies that examine the impact of the future of work:
1.) As more employees are desiring a flexible workplace, companies should listen and actively engage employees about their needs.
2.) Many employees believe remote work options improve productivity. Companies should invest in resources and tools to increase and improve collaboration.
3.) More CEOs are addressing employee well-being and trying to better align their employees to the organization’s purpose.
Researchers explored the impact of COVID-19 on communication professionals.

A survey of 1,200 employees (400 women in communication, 400 men in communication, and 400 people of the general population) was conducted in July 2021.

Key findings include:
  • 41% of women in communication do not think they were supported enough during the pandemic.
  • 26% of women in communication did not receive any support during the pandemic compared to 20% of men in communication.
  • 60% of communication professionals experienced negative emotional effects from the pandemic – they reported feeling either "just all right" or "pessimistic."
  • 36% of employees in communication were laid off during the pandemic, compared to 21% of the general population.


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