Why Pageants Need HR, According to Suzanne Lucas

In a recent LinkedIn post, Suzanne Lucas discusses the intersection of beauty pageants and human resources, prompted by an incident involving Miss Mexico at the Miss Universe pageant. Lucas highlights how a public scolding of contestant Fátima Bosch by Nawat Itsaragrisil, co-owner of the Miss Universe Organization, and the subsequent walkout by other contestants, underscored a need for better organizational practices.

As Suzanne Lucas notes, the incident led her to consult with Giovannina Fusco Suluh, a pageant expert and moderator of the Improve Your HR Facebook group. Suluh’s direct assessment, as relayed by Lucas, was stark: “This is why pageants need HR.” This statement forms the crux of Lucas’s analysis, suggesting that structured HR principles are crucial even in seemingly unconventional industries.

The Role of HR in Preventing Scandals

Suzanne Lucas elaborates on Suluh’s point, explaining the fundamental purpose of HR departments. “HR is about making sure rules are in place to prevent problems before they happen,” Lucas writes. She acknowledges the perception of HR professionals as overly cautious, stating, “Sure, we’re the sticks-in-the-mud that stop people from having a good time.” However, she emphasizes that these preventative measures are vital for averting significant crises.

The incident with Miss Mexico serves as a case study for Lucas. The public nature of the dispute and the solidarity shown by other contestants highlight the potential for interpersonal conflicts to escalate into major scandals. Lucas argues that robust HR practices would have likely mitigated such a situation, either by establishing clearer communication protocols or by providing a framework for conflict resolution before it becomes public.

Applying HR Principles Beyond Traditional Workplaces

Lucas makes a compelling case for the universal applicability of HR principles. “You may or may not like beauty pageants, but they exist, and they need some good, solid guidance from people who know what happens if we don’t follow guidelines,” she asserts. This perspective suggests that any organization, regardless of its industry or public perception, can benefit from professional HR oversight.

The core message from Suzanne Lucas is that HR is not merely about compliance or administrative tasks; it is fundamentally about risk management and fostering a functional, stable environment. By applying HR principles, organizations can proactively address potential issues, protect their reputation, and ensure smoother operations, even in the high-stakes world of international pageantry.