Gender pay

Gender pay is a national and cross-industry issue. The CIPR's annual State of the Profession survey, PR Population Report, and the CIPR-funded Missing Women Study by Socially Mobile,  have all evidenced the scale of the industry's gender pay gap and a clear lack of female representation at senior levels.

The 2024 State of the Profession Report revealed a gender pay gap of £3,894 for women and the Missing Women Study highlighted a shortfall of 3,910  women in senior roles. While women make up 66% of the profession, they fill only 46% of the most director-level positions.

Previous research has shown the gender pay gap widens with experience - women in Directors, Partners and Managing Directors roles earn over £19,000 less than males in equivalent roles.

Latest comment and resources

GENDER PAY GAP REPORTING

PR and Pay Equality report

PR and pay report  March 2017, the CIPR - in partnership with Women in PR (WIPR) - published the results of a qualitative research study exploring gender pay.

Conducted by market research company Jungle Green, the report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing pay disparity in PR.

The report reveals the eight key reasons for the gender pay gap, along with a seven-point action plan for employers and the wider profession.

2017

• CIPR 'PR and Pay Equality' report reveals the barriers to pay parity and opinions on solutions to the industry's gender pay gap
• CIPR State of the Profession 2016/17 reveals a modest reduction of the true gender pay gap 

2016

• "In order to tackle the gender pay gap we have to go beyond statistics and have a conversation on the nominal factors and nuances that determine the gap". Read the commentary
• "Ending pay discrimination is a priority for the PR Industry" CIPR responds to IFS study
• CIPR host debate on the gender pay gap in the House of Commons, Read the summary
• CIPR State of the Profession 2015/2016 report reveals pay inequality to be most prevalent at senior level
• CIPR condemns Kevin Roberts' gender diversity comments as "grossly inaccurate"

2015

• CIPR response to publication of latest Women on boards review
• New resources added to 'Gender pay resources'
• CIPR tackles gender issues in PR head-on with a four-point plan

2014

• CIPR launches new series of guides to navigate the challenges of maternity leave and return to work
• CIPR launches nine recommendations for enabling flexible working in public relations
• CIPR launches new package to support public relations professionals through maternity leave and return to work
• CIPR issues commitment to tackle equal pay and gender balance in Public Relations

2013

• Public relations looks to improve the number of women in the boardroom

Narrowing the gender pay gap – CIPR Manifesto

Published in early 2015, our manifesto details the work we intend to carry out, with the intention of enabling the PR industry to narrow the gender pay gap with immediate and future action.

Supporting organisations in the drive to achieve gender pay parity

We will:

• Identify how PR organisations (in-house and consultancy) are currently determining pay and develop a set of best practice guidelines to help them develop excellence in pay system management.
• Continue our ongoing work into the development of a competency framework for PR.
• Share guidance reminding members of their employer responsibilities in terms of current and forthcoming legislation and the CIPR's Code of Conduct.
• Help signpost to skilled talent as and when short-term, affordable support is required. We understand SMEs face challenges when members of the team take maternity leave.

Supporting individual practitioners

We will:

• Continue to evolve and update our existing best practice guides in relation to maternity leave, return-to-work period and agile working.
• Signpost to relevant third party organisations and training parties to help female practitioners secure the same Board experience as their male counterparts and to allow them to develop stronger negotiation skills.
• Continue to support members through their maternity/paternity leave and return-to-work by providing a unique package of member benefits aimed at supporting their professional and personal development.

Lobbying and representing our views to government

We will:

• Directly lobby the new UK Government to tackle to gender pay and inequality by looking at the opportunities to strengthen the Equal Pay Act, ensuring its universal application.
• Support existing initiatives, such as "Think, Act, Report", and other steps around flexible work and returning to work.