Why PR needs to rethink its extrovert bias

I’ve spent my career loving an industry that champions storytelling, connection, and big ideas. Public relations, by its very nature, rewards visibility: quick thinking in a crisis, verbal agility in brainstorms, and the constant hum of networking. However, as we continue to revisit what inclusion means for our teams, there’s a layer of diversity that rarely gets airtime: personality.

You’ve probably guessed: I’m an introvert. I know I’m not alone. Research shows that  56.8% of people in the working world identify as introverted. As workplaces embrace conversations about equity and representation, I often hear from fellow comms professionals who feel left out of those discussions because they approach the job with quiet focus rather than high-octane presence. For many like me, the expectation to be ‘always on’, outwardly energetic, or the loudest voice in the meeting creates a subtle but real barrier.

I’ve spoken with hundreds of introverts who thrive behind the scenes in PR – quietly steering crisis plans, deeply researching audiences, or crafting empathetic messaging. These aren’t the roles we often celebrate, but they’re just as vital. Thoughtful listening, measured strategy, and careful reputation management are skills at the heart of great communication, yet aren’t always recognised as leadership attributes in our field.

Creating room for everyone

The tide is beginning to turn, as hybrid work and conversations around neurodiversity challenge norms about how influence should look. However we still need more senior leaders to recognise that not everyone draws influence from their volume. True inclusion in PR means creating room for every voice, not just the loudest.

If you manage teams or run pitches, ask yourself: are your processes designed for extroverts by default? Is value placed solely on the quickest contributor or the best public speaker? Or do you also spotlight those who bring quiet insight, focus, and empathy?

This isn’t an argument for introversion instead of extroversion, instead a call to broaden our definition of influence. It’s time to look beyond energy levels and celebrate depth as much as dazzle. In an era when audiences crave authenticity and meaningful engagement, I’d argue the quieter voices in PR have never been more relevant.

I’m optimistic that as our understanding of inclusion deepens, the industry will recognise that personality diversity is not just a nice-to-have, but a source of real creative and strategic advantage. After all, in a business based on trust and connection, we need every communicator, loud or quiet, to truly thrive.

Richard Etienne is a British-Caribbean communications strategist, former 10 Downing Street videographer, author of Self-Promotion for Introverts and founder of The Introvert Space, a platform championing personality inclusion in communications.

Further reading

Quiet, please. Why not every brand needs to speak up
Is your unconscious bias rejecting neurodivergent job applicants?
What to wear to work now: The shifting codes of workwear