Our staff reflects the demographics of the people we want to reach, and experience and comfort working in the communities we serve.
At PRR, we strive to meet people where they are and communicate with them in the languages they prefer. We remove barriers that prevent people from meaningfully engaging in their communities and on projects that touch their lives. For PRR, it is not just about reaching audiences in culturally meaningful ways but providing people access to information as part of the democratic process.
Spanish is the second most common language spoken in the U.S., after English. To effectively engage community members who use Spanish, PRR has dedicated Spanish language staff members. Our Spanish language services team provides our clients with Spanish language support at the same high quality as the English language services we provide. Team members have Hispanic, Latinx, Latino, and Latina identities who can effectively implement inclusive engagement. Our staff reflects the demographics of the people we want to reach, and experience and comfort working in the communities we serve.
Our work in action /Nuestro trabajo en acción
PRR’s language services team has grown to reflect our clients’ needs and investments to equitably reach all people in the communities we serve. We currently provide services in twelve languages. Our team members provide strategic guidance on communications and outreach plans, facilitate in-language focus groups, and conduct in-language outreach, and provide transcreation and translation of project materials. PRR’s language services team includes regular staff members, bench staff members, and vendors.
For more information about PRR’s language services, contact Brett Houghton, director of PRR’s DEI practice.
An anti-racist PRR dismantles systems of advantage based on race when and wherever possible. We engage staff of all racial identities in dismantling white supremacy culture at work. This includes personal ideologies, beliefs, and behaviors. And, it includes removing white supremacy culture from the systems, cultural messages, institutional policies, procedures, and practices that PRR and our staff interact with and inform. We believe it is not enough to be “not racist.” We must be “anti-racist.”