The PRCA recently launched its annual census report. Sponsored by Norstat, the report revealed the industry’s size and how much it contributes to the economy, alongside demographics, salaries, industry prospects, and how PR professionals feel about the pressing issues of growth, revenues and budgets. The report showed that there are 86,000 people working in our industry generating a value of almost £14 billion and it’s still growing. Here, Christie Buet, Communications Director from Big Cat gives her thoughts:
- The PR and communications industry continues to be a female dominated industry: 66% of the industry is female. It is also an overwhelmingly young industry: the average industry practitioner is 29 years old.
- Diversity in the industry has improved slightly and the industry is less White and British today compared to two years ago. In 2018, the PR and communications industry is 89% White, down from 91%; and it is 86% British, down from 89% in 2016.
- 81% of the industry holds an undergraduate degree, and 69% of the industry have been educated at a statefunded or state-run school.
Gender pay gap results
- The gender pay gap in the PR and communications industry is 21%, up from 17.8% in 2016. The pay disparity is £11,364, which has increased by £2,253 since 2016.
Employee wellbeing results
- PR and communications professionals continue to work beyond their contracted hours. They generally work 10 more hours a week than their contracted 35 hours.
- 41% of PR and communications professionals make work-related calls or answer emails outside of work hours every day of the week.
- The preferred forms of flexible working are flexitime and working from home one day a week. The number of PR professionals working from home has increased to 33% this year.
“Diversity in the UK has improved slightly but that said, the midlands are seeing the lowest rate of males in the industry so more needs to be done to attract male talent or at least retain them in the region, for example, we need to think of ways to keep graduates in the region instead of heading off to London. However, if we want to attract the best talent, we need more modern, inclusive environments.”
“It is disappointing to see that the gender pay gap has increased. It’s an interesting result given that the industry is a female dominated one. Why are we seeing so many women entering the industry but less equally represented at the top? More definitely needs to be done to address this. An obvious one being job flexibility to those choosing to have families, enabling them to sustain senior positions. The job is far from a simple 9-5 one. Emails and phone calls are exchanged out of hours, evening and weekend events have to be attended so it seems reasonable to have that flexibility when managing 24/7 clients.”