Findings suggest that employer organizations have embraced diversity recruitment with, reportedly, success. However, once the young African-American and Hispanic PR employees are hired, diversity sensitivity and valuation falls short. Providing improvements for insufficient mentoring and other ineffective retention strategies may be the key issue, in 2015 and going forward, for bringing the U.S. public relations profession to a position in which it can benefit from the input of multicultural professionals as well as become a leader (instead of a laggard) in cultivating a diverse, rich, and creative workforce.