SlideShare a Scribd company logo
1 of 81
Download to read offline
State of the
Profession
2022
Public relations:
A growing industry, standing still
2
CIPR State of the Profession Report #StateofPR
Introduction
For over a decade the Chartered Institute of Public Relations
(CIPR) has conducted industry-wide research exploring issues
and challenges facing the public relations profession.
We use this data to report on trends and provide industry-
leading insights on topics including where practitioners work,
what they do, how much they earn, and much more.
This year’s study provides a focus on how the industry is
adapting to life beyond the pandemic and what this has meant
to those working in the profession.
3
CIPR State of the Profession Report #StateofPR
Contents
Methodology
4
Executive Summary
6
Practitioner demography
9
Employment
12
Organisation
15
Changing jobs
19
Views of current job
30
Relationship
with employer
38
Recruitment
42
Vacancies
48
Income
56
PR Activities
61
Reputation of PR
65
Working conditions
68
Challenges
75
About us
78
4
CIPR State of the Profession Report #StateofPR
Methodology
CIPR State of the Profession Report
5
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Methodology
The Chartered Institute of Public Relations (CIPR) commissioned Chalkstream to deliver
research support in the form of this ‘PR: Your Future’ study, the latest in the CIPR’s State
of the Profession series, which Chalkstream has managed since 2018.
Accordingly, Chalkstream delivered an online survey of CIPR
membership and non-members, designed by Chalkstream alongside
the CIPR. The survey included incentivisation via a prize draw to win an
Amazon voucher worth £100.
Invitations to complete the survey were communicated to non-members
and members by the CIPR.
The survey was launched on 2 February 2022 and closed on 12 March 2022.
Responses
Responses Number %
Complete 771 87%
Partial 112 13%
Disqualified 3 >1%
Total 886 100%

While the number of practitioners responding to the survey is lower
than in previous years, the respondent population broadly represents
the population under study in terms of gender, age and ethnicity with
a good spread of respondents across roles and organisation types.
Analysis of results at different stages of recruitment suggests that, as in
previous years, after around 500 responses the general results do not
change significantly.
6
CIPR State of the Profession Report #StateofPR
Executive
Summary
CIPR State of the Profession Report
7
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Executive Summary
The ‘great movement’
These results in this report do not illustrate a ‘great resignation’, but
they do suggest a considerable amount of movement within the public
relations industry. Practitioners appear to be more likely to have moved
jobs in the past six months than the six months preceding, with ambition
rather than redundancy being the common impetus for movement.
Younger practitioners in officer or manager roles are most likely to have
moved.
Movement looks set to continue, with a third of practitioners saying
they are likely to look for a new job in the next sixth months and two-
thirds of practitioners confident they would get a new job if they
tried. Confidence about getting a new job decreases with age reflects
concerns about negative attitudes towards older candidates in PR
recruitment.
A growing industry, standing still
Recruitment responses suggest that, in general, business is booming for
public relations. Across all organisation types, teams are more likely to
be growing than reducing in size. But those responsible for recruiting
are struggling to find or attract the right talent pointing to low numbers
of skilled applicants as well as fierce competition for existing talent. It
is clear from these results that agencies and consultancies are suffering
from the most acute skills shortages and many are struggling to fill
existing vacancies.
There has been very little change in what practitioners spend most of
their time doing over the last four years with copywriting and editing still
the most commonly undertaken activity.
Over a third of practitioners cite the limited potential for promotion
as what they dislike most about their role. The skills shortage is in the
top four significant challenges facing the industry with all organisation
types saying they are using new recruitment methods or channels to fill
vacancies.
Those in a recruitment role have a limited understanding of the
dynamics of movement in the sector. They recognise, correctly, the
importance of career progression but they do not appear to understand
that poor work-life balance or demotivation as a result of feeling
undervalued are among the most common reasons colleagues leave
their posts.
Those in more senior roles are more likely to take an active part in
recruitment. Ethnic minority respondents are typically less likely to
occupy a senior role than white respondents. The omission of ethnic
minority and, to a lesser extent, female, practitioners from recruitment
activities may partly explain the industry’s substantial diversity issues.
Working hours and mental health
The most immediate impact of the struggle to recruit is the pressure
it puts on existing employees. The growth in reputation management
experienced during the pandemic has continued and, with it, an
increased workload that means over half of practitioners say they are
working more hours than they are paid. It is therefore perhaps no
surprise that for the second year running, the biggest challenge facing
the profession is identified as the mental health of practitioners.
CIPR State of the Profession Report
8
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Although most practitioners point to a degree a flexibility in their role,
long working hours are common and are seen as the third biggest
challenge facing the industry.
In 2021 in-house public sector practitioners were markedly more likely
to have experienced an increase in working hours that other groups but
here it is consultancy/agency practitioners and those working in-house in
the private sector.
Younger practitioners are most likely to want more flexibility in their job
and that suggests there is room for improvement in the employment
conditions of those in junior roles.
Gender pay
This study demonstrates that gender inequality in public relations
persists. Although there are more women than men in the industry, the
discrepancy between gender and seniority seen in previous studies
remains. Male practitioners disproportionately occupy those head
of communications, assistant director, director, partner, founder and
managing director roles, even if we account for the fact that males are
on average slightly older than females.
Females are more than twice as likely to be working part-time than
males and are less likely to have returned to the office compared to
men. Whichever way you measure it, the gender pay gap has increased
after shrinking between 2018 and 2020. Wages have risen on average
since 2020 but not at a level that outstrips inflation.
The agency and consultancy boom
Agencies and consultancies, in particular, are experiencing significant
growth with nearly three-quarters of those in recruiting positions saying
their business is in the process of hiring. There are more vacancies in
these roles than in any other organisation type compared to six months
ago.
However, those recruiting in agencies and consultancies are far
more likely to say they are struggling to recruit compared to other
organisations.
Those working for agencies and consultancies are far less likely to
be considering a move in the next six months compared to those
employed in other organisation types. Those working in agencies and
consultancies are, on average, paid more than practitioners in any other
organisation type but report the biggest increase in working hours in the
last six months.
Public sector woes
Compared to those working in other organisation types, practitioners
working in the public sector are more likely to say their relationship
with their employer has deteriorated as a result of the pandemic.
It is therefore not surprising that nearly one in three public sector
practitioners say they are looking to move jobs in the next six months.
Over half say they want more flexibility in their role. However, those
responsible for recruiting in the public sector are less likely to say they
are struggling to recruit when compared to other organisation types.
Executive Summary
9
CIPR State of the Profession Report #StateofPR
Practitioner
demography
CIPR State of the Profession Report
10
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Practitioner demography
Age
Age group %
16 to 24 2%
25 to 34 23%
35 to 44 32%
45 to 54 29%
55 to 64 13%
65 to 74 1%
Gender
Gender %
Male 32%
Female 67%
Other/Prefer not to say 1%
CIPR State of the Profession Report
11
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Ethnicity
Ethnic group %
White 89%
Mixed/Multiple ethnic groups 3%
Asian/Asian British 3%
Black/African/Caribbean/
Black British
4%
Other ethnic group 1%
Practitioner demography
12
CIPR State of the Profession Report #StateofPR
Employment
CIPR State of the Profession Report
13
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Employment
Seniority
Role %
Intern / Trainee / Assistant / Executive 4%
Officer 11%
Manager 36%
Head of Communications / Associate Director 21%
Director/ Partner / Founder / Managing Director 24%
Other 4%
Seniority by gender
Role Male Female
Intern / Trainee / Asst / Exec 4% 4%
Officer 8% 13%
Manager 32% 38%
Head of Comms / AD 26% 19%
Director/ Partner / Founder / MD 27% 22%
Male Female
CIPR State of the Profession Report
14
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Mode of work
Response %
Full time 87%
Part time 13%
Mode of work by gender
Response Male Female
Full time 94% 84%
Part time 6% 16%
Employment
Male Female
15
CIPR State of the Profession Report #StateofPR
Organisation
CIPR State of the Profession Report
16
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Organisation
Organisation type
Response %
I work in-house in the private sector 22%
I work in-house in the public sector 33%

I work in-house for a not-for-profit
organisation / NGO
14%
I work in a consultancy / agency 18%
I am an independent practitioner 13%
Region
Region %
Channel Islands 1%
East of England 7%
East Midlands 3%
London 23%
North East 3%
Northern Ireland 3%
North West 7%
Scotland 9%
South East 12%
South West 7%
Wales 6%
West Midlands 6%
Yorkshire and the Humber 4%
Outside of the UK 9%
0
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
CIPR State of the Profession Report
17
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
In-house organisation sectors
Sector %
Local, central government (exc social work) 19%
Health (public and private) 18%
Charity/voluntary 12%
Education 12%
Financial, insurance services 11%
Scientific research, development 8%
Construction 7%
Membership body, trade association 6%
Transport and storage 5%
Engineering 5%
None of the above 5%
Computing/technology 5%
Utilities 5%
Manufacturing (inc auto, aerospace and pharma) 4%
Defence 4%
Law, accountancy, management consultancy 3%
Organisation
Sector %
Agriculture, forestry, fishing 2%
Arts, culture, entertainment 2%
Property management, servicing 2%
Real estate - selling, letting 2%
Social work 2%
Media, publishing 2%
Hotels, catering, food services 2%
Mining and quarrying 2%
Telecommunications 2%
Advertising, market research 1%
Wholesale and retail trade 1%
FMCG 1%
Architecture 1%
Automotive 1%
Rental and leasing (not property) 1%
Sport 1%
CIPR State of the Profession Report
18
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Consultancy/agency client sectors
Response %
Charity/voluntary 29%
Health (public and private) 27%
Computing/technology 26%
Construction 25%
Education 24%
Financial, insurance services 23%
Manufacturing
(inc auto, aerospace and pharma)
21%
Engineering 20%
Local, central government (exc social work) 19%
Membership body, trade association 17%
Arts, culture, entertainment 16%
Transport and storage 13%
Law, accountancy, management consultancy 13%
Utilities 13%
FMCG 10%
Automotive 10%
Scientific research, development 10%
Organisation
Response %
Media, publishing 9%
Property management, servicing 9%
Telecommunications 9%
Hotels, catering, food services 9%
Real estate - selling, letting 9%
Sport 7%
Agriculture, forestry, fishing 7%
Wholesale and retail trade 6%
Architecture 6%
Mining and quarrying 5%
Travel agency 5%
None of the above 5%
Advertising, market research 4%
Fashion/beauty 4%
Defence 4%
Social work 3%
Veterinary services 1%
19
CIPR State of the Profession Report #StateofPR
Changing jobs
CIPR State of the Profession Report
20
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Changed jobs in last six months
Response %
Yes 17%
No 82%
Don’t know/Not applicable 1%
Changed jobs in last six months by age group
16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74
25% 24% 17% 16% 7% 0%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
21
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Changed jobs in last six months by organisation type
In-house
private
sector
In-house
public sector
In-house
NFP / NGO
Consultancy
/ agency
Independent
practitioner
25% 15% 16% 12% 16%
Changed jobs in last six months by seniority
Intern /
Trainee /
Asst / Exec
Officer Manager Head of
Comms /
AD
Director/
Partner /
Founder /
MD
10% 20% 22% 14% 11%
0
20%
40%
60%
80%
100%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
22
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Why change jobs – Top 5 reasons
Rank Reason
1 Growth / Career progression
2 New challenge
3 Better pay
4 Promotion
5 Contract ended / left agency work
Likelihood of looking for a new job in the next six months
Response %
Very likely 18%
Somewhat likely 17%
Neutral 14%
Somewhat unlikely 14%
Very unlikely 35%
Don’t know 1%
CIPR State of the Profession Report
23
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Likely to look for a new job in the next six months
by age group
16 to 24 25 to 34 35 to 44 45 to 54 55 to 64
42% 43% 39% 35% 20%
Likely to look for a new job in the next six months by
organisation type
In-house
private
sector
In-house
public sector
In-house
NFP / NGO
Consultancy
/ agency
Independent
practitioner
16% 29% 20% 7% 8%
0
20%
40%
60%
80%
100%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
24
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Likely to look for a new job in the next six months
by seniority
Intern /
Trainee /
Asst / Exec
Officer Manager Head of
Comms / AD
Director/
Partner /
Founder /
MD
50% 43% 39% 43% 17%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
25
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Moving jobs: in-house and consultancy/agency
Response Strongly
disagree
Disagree Neutral Agree Strongly
agree
Don’t
know
I am confident I would get
a new job if I tried
2% 5% 17% 38% 38% 1%
I would only leave my current
job with another job in hand
4% 5% 7% 18% 66% 1%
0
20%
40%
60%
80%
100%
I am confident I would get a new
job if I tried
I would only leave my current job with
another job in hand
CIPR State of the Profession Report
26
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Moving jobs: in-house and consultancy/agency by age group
Response 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74
I am confident I would get a new job
if I tried
100% 88% 78% 67% 53% 50%
I would only leave my current job
with another job in hand
100% 91% 86% 79% 75% 67%
0
20%
40%
60%
80%
100%
I am confident I would get a new
job if I tried
I would only leave my current job with
another job in hand
CIPR State of the Profession Report
27
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Moving jobs: in-house and consultancy/agency by gender
Response Male Female
I am confident I would get a new job if I tried 72% 77%
I would only leave my current job with another job in hand 86% 84%
0 20% 40% 60% 80% 100%
I am
confident I
would get
a new job
if I tried
I would
only leave
my current
job with
another job
in hand
CIPR State of the Profession Report
28
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Moving jobs: in-house and consultancy/agency by organisation type
Response In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
I am confident I would get a new job if I tried 78% 69% 76% 83%
I would only leave my current job with another job in hand 83% 89% 88% 74%
0
20%
40%
60%
80%
100%
I am confident I would get a new
job if I tried
I would only leave my current job with
another job in hand
CIPR State of the Profession Report
29
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Changing jobs
Moving jobs: in-house and consultancy/agency by seniority
Response Intern / Trainee /
Asst / Exec
Officer Manager Head of
Comms / AD
Director/ Partner /
Founder / MD
I am confident I would get a new
job if I tried
74% 66% 76% 80% 75%
I would only leave my current job with
another job in hand
96% 87% 89% 84% 67%
0
20%
40%
60%
80%
100%
I am confident I would get a new
job if I tried
I would only leave my current job with
another job in hand
30
CIPR State of the Profession Report #StateofPR
Views of
current job
CIPR State of the Profession Report
31
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
Current job issues
Response Strongly
disagree
Disagree Neutral Agree Strongly
agree
Don’t know
I want more flexibility in my current job 8% 28% 35% 21% 8% 1%
I am working more hours than I am
paid for
5% 22% 18% 27% 29% 0%
0
20%
40%
60%
80%
100%
I want more flexibility in my
current job
I am working more hours
than I am paid for
CIPR State of the Profession Report
32
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
By age
Response 16 to
24
25 to
34
35 to
44
45 to
54
55 to
64
65 to
74
I want more
flexibility in my
current job
55% 35% 32% 25% 9% 17%
I am working
more hours
than I am paid
for
46% 55% 59% 57% 54% 33%
By gender
Response Male Female
I want more flexibility in my
current job
30% 28%
I am working more hours
than I am paid for
53% 58%
0
20%
40%
60%
80%
100%
0 20% 40% 60% 80% 100%
I want more flexibility in
my current job
I am working more hours
than I am paid for
I want
more
flexibility
in my
current job
I am
working
more hours
than I am
paid for
CIPR State of the Profession Report
33
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
By organisation type
Response In-house private
sector
In-house public sector In-house NFP / NGO Consultancy / agency
I want more flexibility
in my current job
27% 31% 26% 27%
I am working more hours
than I am paid for
52% 57% 63% 53%
0
20%
40%
60%
80%
100%
I want more flexibility in
my current job
I am working more hours
than I am paid for
CIPR State of the Profession Report
34
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
By seniority
Response Intern / Trainee /
Asst / Exec
Officer Manager Head of Comms /
AD
Director/ Partner /
Founder / MD
I want more flexibility
in my current job
54% 31% 28% 33% 17%
I am working more hours
than I am paid for
65% 45% 53% 71% 52%
0
20%
40%
60%
80%
100%
I want more flexibility in
my current job
I am working more hours
than I am paid for
CIPR State of the Profession Report
35
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
Like about current job – in-house and consultancy/agency
Response %
Good team / colleague relationships 72%
Flexible schedule 55%
Meaningful work 55%
Good / adequate pay 55%
Job security 44%
Good location / ease of travel 44%
Variety of work 43%
Clear / good organisational purpose / ethics 41%
I feel valued 37%
I have a sense of belonging 36%
Safe environment 36%
Manageable workload / work-life balance 34%
Good management 30%
Autonomy / freedom in choosing work 28%
Good communication / feel listened to 28%
Response %
Good professional development / training
opportunities
26%
Good client relationships 21%
Potential for promotion / advancement 20%
Good technology / access to technology 18%
Specialist nature of work 18%
I like working for someone else 16%
Something else 4%
There is nothing I like about it 1%
Don’t know 1%
CIPR State of the Profession Report
36
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
Like about current job – independent practitioners
Response %
I like working for myself 90%
Flexible schedule 83%
Good client relationships 73%
Meaningful work 69%
Autonomy / freedom in choosing work 64%
Variety of work 62%
Manageable workload / work-life balance 59%
Good / adequate income 54%
Good location / ease of travel 53%
Specialist nature of the work 43%
Earning potential 34%
Something else 6%
Dislike about current job – independent practitioners
Response %
Loneliness / isolation 43%
Variable / unpredictable income 41%
Unpredictable nature / volume of work 41%
Volume of administrative tasks 35%
Lack of benefits 34%
Chasing payment (specifically) for work 25%
Poor workload / work-life balance 18%
There is nothing I dislike about it 14%
Something else 7%
Poor / inadequate income 4%
Lack of meaning to work 3%
Too much variety in work 2%
Inflexible schedule 1%
Poor location 1%
Don’t know 1%
CIPR State of the Profession Report
37
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Views of current job
Dislike about current job – in-house and consultancy/agency
Response %
Limited or no potential for promotion / advancement 37%
Unmanageable workload / poor work-life balance 31%
I feel undervalued 27%
Poor management 25%
Limited professional development/training
opportunities
20%
Poor / inadequate pay 17%
Loneliness / isolation 17%
Unclear or poor organisational purpose/ethics 16%
There is nothing I dislike about it 13%
Poor technology / access to technology 12%
Poor communication / feel ignored 11%
Limited or no sense of belonging 9%
Lack of meaning to work 9%
Something else 8%
Job insecurity 7%
Poor team / colleague relationships 7%
Response %
Inflexible schedule 6%
Poor location / travel difficulties 5%
Too much variety of work 4%
I dislike working for someone else 4%
Poor client relationships 3%
Don’t know 2%
Unsafe environment 1%
38
CIPR State of the Profession Report #StateofPR
Relationship
with employer
CIPR State of the Profession Report
39
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Relationship with employer
Relationship with employer changed as a result
of the pandemic
Response %
Yes it has improved 18%
Yes it has deteriorated 11%
No it has stayed roughly the same 45%
Don’t know/Not applicable 26%
Relationship with employer changed as a result
of the pandemic by age group
Response 16 to
24
25 to
34
35 to
44
45 to
54
55 to
64
65 to
74

Yes it has
improved
9% 19% 18% 19% 19% 17%

Yes it has
deteriorated
0% 11% 13% 10% 6% 0%
0
20%
40%
60%
80%
100%
25 to 34
16 to 24 35 to 44 45 to 54 55 to 64 65 to 74
CIPR State of the Profession Report
40
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Relationship with employer
Relationship with employer changed as a result
of the pandemic by gender
Response Male Female
Yes it has improved 18% 18%
Yes it has deteriorated 9% 12%
Relationship with employer changed as a result
of the pandemic by organisation type
Response In-house
private
sector
In-house
public sector
In-house
NFP / NGO
Consultancy
/ agency
Yes it has
improved
21% 17% 22% 16%
Yes it has
deteriorated
9% 15% 8% 6%
0
20%
40%
60%
80%
100%
0 20% 40% 60% 80% 100%
Yes it has
improved
Yes it has
deteriorated
Yes it has improved Yes it has deteriorated
CIPR State of the Profession Report
41
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Relationship with employer
Relationship with employer changed as a result
of the pandemic by seniority
Response Intern /
Trainee
/ Asst /
Exec
Officer Manager Head of
Comms /
AD
Director/
Partner /
Founder /
MD
Yes it has
improved
15% 21% 17% 23% 15%
Yes it has
deteriorated
7% 12% 13% 13% 4%
How has relationship with employer improved –
top 5 reasons
Rank Reason
1 Flexible hours / working
2 Feel more valued / trusted
3 Improved communication / team interaction
4 Home working
5 Comms is valued higher
How has relationship with employer deteriorated –
top 5 reasons
Rank Reason
1 Feel isolated
2 Less team contact / affected relationships
3 Poor management
4 Feel less valued
5 Expected to work longer hours
0
20%
40%
60%
80%
100%
Yes it has improved Yes it has deteriorated
42
CIPR State of the Profession Report #StateofPR
Recruitment
CIPR State of the Profession Report
43
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Recruitment
Active role in recruitment
Response %
Yes 52%
No 46%
Don’t know 2%
Active role in recruitment by age
16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74
0% 37% 62% 59% 54% 50%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
44
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Active role in recruitment by gender
Male Female
58% 50%
Active role – White vs Other ethnic groups
White All other ethnic groups
55% 26%
Active role in recruitment by organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
41% 52% 49% 69%
Recruitment
0 20% 40% 60% 80% 100%
0 20% 40% 60% 80% 100%
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
45
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Active role in recruitment by seniority
Intern /
Trainee /
Asst / Exec
Officer Manager Head of
Comms /
AD
Director/
Partner /
Founder /
MD
4% 13% 44% 75% 85%
Recruitment
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
46
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Recruitment status
Consultancy/agency recruitment status
Response %
Growing 73%
Stable 22%
Reducing in size 5%
Department recruitment status
Response %
Growing 31%
Stable 58%
Reducing in size 9%
Don’t know 2%
CIPR State of the Profession Report
47
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Department growing by organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
46% 26% 23%
Recruitment status
0 20% 40% 60% 80% 100%
48
CIPR State of the Profession Report #StateofPR
Vacancies
CIPR State of the Profession Report
49
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
Consultancies/agencies currently experiencing vacancies
Response %
Yes 63%
No 36%
Don’t know 1%
Departments currently experiencing vacancies
Response %
Yes 54%
No 45%
Don’t know 0%
CIPR State of the Profession Report
50
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
Departments currently experiencing vacancies by
organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
63% 52% 48%
Average vacancies by organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
1.8 0.8 1.3 2
More vacancies than six months ago
Response %
Yes 41%
No 53%
Don’t know 6%
0 20% 40% 60% 80% 100%
CIPR State of the Profession Report
51
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
More vacancies than six months ago by organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
46% 24% 43% 70%
Reasons why colleagues left in the past 12 months – top 5
Rank Reason
1 Career progression / promotion
2 Better pay
3 New jobs / opportunities available
4 Relocation
5 Remote working opportunity
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
52
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Struggling to recruit
Response %
Strongly disagree 4%
Disagree 17%
Neutral 23%
Agree 35%
Strongly Agree 18%
Don’t know 3%
Struggling to recruit by organisation type
In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
59% 42% 49% 78%
Vacancies
0
20%
40%
60%
80%
100%
CIPR State of the Profession Report
53
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
Reasons why struggling to recruit – top 5
Rank Reason
1 Low number of applicants with the required skills
2 Competition from other employers
3 Low number of applicants generally
4 Pay insufficient to match competitors
5 Low number of applicants with the required attitude,
motivation or personality
Why struggling to recruit by organisation type - top 5
Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency
1 Competition from other
employers
Low number of applicants with
the required skills
Low number of applicants with
the required skills
Low number of applicants with
the required skills
2 Pay insufficient to match
competitors
Competition from other
employers
Competition from other
employers
Competition from other
employers
3 Low number of applicants with
the required skills
Pay insufficient to match
competitors
Pay insufficient to match
competitors
Low number of applicants
generally
4 Low number of applicants
generally
Low number of applicants
generally
Low number of applicants
generally
Low number of applicants with
the required attitude, motivation
or personality
5 Low number of applicants with
the required attitude, motivation
or personality
Low number of applicants with
the required attitude, motivation
or personality
Low number of applicants with
the required attitude, motivation
or personality
Not enough people interested in
doing this type of job
Missing applicant skills – top 5
Rank Reason
1 General PR experience
2 Written skills
3 Digital / social media
4 Interest / knowledge in/of the sector
5 General communication skills
CIPR State of the Profession Report
54
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
Likely impact of vacancies
Response %
Increase workload for other staff 84%
Difficulties meeting business objectives 47%
Difficulties meeting quality standards 39%
Outsource work 31%
Delays developing new products or services 27%
Difficulties introducing new working practices 24%
Withdraw from offering certain products or
services altogether
12%
Difficulties introducing technological change 11%
Lose business to competitors 10%
Increased operating costs 6%
No impact 4%
Don’t know 4%
Something else 2%
What organisation is doing to fill vacancies
Response %
Using new recruitment methods or channels 38%
Increasing advertising / recruitment spend 30%
Bringing in contractors to do the work, or contracting
it out
28%
Redefining existing jobs 25%
Increasing salaries 21%
Nothing 19%
Increasing the training given to your existing
workforce
14%
Being prepared to offer training to less well qualified
recruits
14%
Increasing / expanding trainee programmes 10%
Don’t know 7%
Something else 6%
Recruiting workers who are non-UK nationals 4%
CIPR State of the Profession Report
55
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Vacancies
What organisation is doing to fill vacancies by organisation type - top 5
Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency
1 Using new recruitment methods
or channels
Using new recruitment methods
or channels
Using new recruitment methods
or channels
Using new recruitment methods
or channels
2 Redefining existing jobs Nothing Nothing Increasing advertising /
recruitment spend
3 Increasing advertising /
recruitment spend
Bringing in contractors to do the
work, or contracting it out
Increasing advertising /
recruitment spend
Increasing salaries
4 Bringing in contractors to do the
work, or contracting it out
Increasing advertising /
recruitment spend
Redefining existing jobs Bringing in contractors to do the
work, or contracting it out
5 Increasing salaries Redefining existing jobs Bringing in contractors to do the
work, or contracting it out
Increasing the training given to
your existing workforce
56
CIPR State of the Profession Report #StateofPR
Income
CIPR State of the Profession Report
57
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Income
Average income – full time practitioners
Practitioner type Average
income
All £56,340
Intern / Trainee / Assistant / Executive £28,754
Officer £34,444
Manager £48,399
Head of Communications / Associate Director £64,860
Director/ Partner / Founder / Managing Director £76,581
Male £63,498
Female £52,274
16 to 24 £30,012
25 to 34 £42,364
35 to 44 £59,776
45 to 54 £64,889
55 to 64 £61,224
65 to 74 £70,400
In-house public sector £54,324
In-house not-for-profit organisation / NGO £48,575
Consultancy / agency £60,810
Independent practitioner £60,773
Average income – full-time practitioners by region
Practitioner type Average
income
Channel Islands £73,389
Outside of the UK £68,966
London £64,116
West Midlands £61,210
North West £60,855
South East £57,584
North East £52,582
South West £51,446
East of England £50,758
Yorkshire and the Humber £46,927
East Midlands £45,306
Scotland £45,301
Wales £43,219
Northern Ireland £40,729
CIPR State of the Profession Report
58
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Income
Average income – full-time practitioners 2018 to 2022
2018 2020 2022
£51,570 £52,136 £56,340
Average income – full-time practitioners by organisation
type 2018 to 2022
Organisation type 2018 2020 2022
In-house public sector £45,651 49,205 54324
In-house private sector £57,682 63,505 59435

In-house not-for-profit
organisation / NGO
£43,300 45,879 48575
Consultancy / agency £55,850 50,092 60810
Independent practitioner £57,117 56,453 60773
£0 £10,000 £20,000 £30,000 £40,000 £50,000 £60,000
0
£10,000
£20,000
£30,000
£40,000
£50,000
£60,000
£70,000
2018 2020 2022
CIPR State of the Profession Report
59
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Income
Average income – full-time practitioners by seniority 2018
to 2022
Seniority 2018 2020 2022

Intern / Trainee / Assistant /
Executive
22,756 25,342 28,754
Officer 31,232 31,351 34,444
Manager 43,498 46,247 48,399

Head of Communications /
Associate Director
63,139 60,707 64,860

Director/ Partner / Founder /
Managing Director
79,244 78,016 76,581
Receives a bonus
Response %
Yes 14%
No 86%
0
£10,000
£20,000
£30,000
£40,000
£50,000
£60,000
£70,000
£80,000
2018 2020 2022
CIPR State of the Profession Report
60
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Income
Gender pay gap following regression analysis
taking account of gender, age and seniority
2020 2022
£5,334 £7,074
0 £2,000 £4,000 £6,000 £8,000 £10,000
61
CIPR State of the Profession Report #StateofPR
PR Activities
CIPR State of the Profession Report
62
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
PR Activities
PR activities commonly undertaken in role
Activity %
Copywriting and editing 82%
PR programmes/campaigns 69%
Strategic planning 68%
Media relations 64%
Community and stakeholder relations 54%
Internal/employee communication 54%
Crisis, issues management 54%
Social media relations 51%
Management of people, resources 44%
Research, evaluation, measurement 43%
Events, conferences 40%
Marketing 37%
Project, account, client management 31%
Defining mission/values, corporate governance 31%
Public affairs 27%
Technical/digital (exc social media) 20%
Activity %
Influencer relations 19%
Financial, investor relations 6%
Something else 5%
CIPR State of the Profession Report
63
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
PR activities 2018 to 2022 - top 5
Rank 2018 2019 2020 2022
1 Copywriting and editing Copywriting and editing Copywriting and editing Copywriting and editing
2 PR programmes/campaigns Media relations PR programmes / campaigns PR programmes/campaigns
3 Media relations PR programmes/campaigns Strategic planning Strategic planning
4 Strategic planning Crisis, issues management Media relations Media relations
5 Social media relations Strategic planning Crisis, issues management Community and stakeholder
relations
PR Activities
CIPR State of the Profession Report
64
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
PR activities by organisation type - top 5
Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner
1 Copywriting and editing Copywriting and editing Copywriting and editing PR programmes/
campaigns
Copywriting and editing
2 Strategic planning Internal/ employee
communication
PR programmes/
campaigns
Copywriting and editing Strategic planning
3 Internal/ employee
communication
Community and
stakeholder relations
Strategic planning Media relations PR programmes/
campaigns
4 PR programmes/
campaigns
Strategic planning Media relations Strategic planning Media relations
5 Crisis, issues management PR programmes/
campaigns
Community and
stakeholder relations
Project, account, client
management
Social media relations
PR activities by seniority - top 5
Rank Intern / Trainee / Asst /
Exec
Officer Manager Head of Comms / AD Director/ Partner /
Founder / MD
1 Copywriting and editing Copywriting and editing Copywriting and editing Copywriting and editing Strategic planning
2 Social media relations PR programmes/
campaigns
PR programmes/
campaigns
Strategic planning PR programmes/
campaigns
3 PR programmes/
campaigns
Media relations Strategic planning Crisis, issues management Copywriting and editing
4 Media relations Social media relations Media relations PR programmes/
campaigns
Media relations
5 Community and
stakeholder relations
Internal/ employee
communication
Internal /employee
communication
Management of people,
resources
Community and
stakeholder relations
PR Activities
65
CIPR State of the Profession Report #StateofPR
Reputation
of PR
CIPR State of the Profession Report
66
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Reputation of PR
Reputation of PR in the organisation over the past six
months: in-house respondents
Response %
Decreased significantly 1%
Decreased somewhat 7%
Stayed about the same 35%
Increased somewhat 37%
Increased significantly 14%
Don’t know 6%
Reputation of PR in the organisation over the past six
months by organisation type
Response In-house private
sector
In-house public
sector
In-house NFP /
NGO
Decreased 7% 10% 5%

Stayed about
the same
31% 34% 45%
Increased 56% 50% 46%
0
20
40
60
80
100
In-house private sector In-house public sector In-house NFP / NGO
CIPR State of the Profession Report
67
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Reputation of PR among consultancy/agency clients
Response %
Decreased significantly 1%
Decreased somewhat 5%
Stayed about the same 40%
Increased somewhat 35%
Increased significantly 11%
Don’t know 9%
Reputation of PR
68
CIPR State of the Profession Report #StateofPR
Working
conditions
CIPR State of the Profession Report
69
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Working conditions
In the past six months, working hours have…
Response %
Decreased significantly 2%
Decreased somewhat 7%
Stayed about the same 43%
Increased somewhat 30%
Increased significantly 18%
Don’t know 1%
Working hours by gender
Response Male Female
Decreased 9% 8%
Stayed about the same 47% 40%
Increased 43% 51%
Male Female
CIPR State of the Profession Report
70
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream Working hours by organisational type
Response In-house private
sector
In-house public
sector
In-house NFP /
NGO
Consultancy /
agency
Independent
practitioner
Decreased 7% 6% 8% 5% 23%
Stayed about the same 43% 45% 46% 42% 34%
Increased 50% 48% 46% 50% 42%
Working conditions
0
20%
40%
60%
80%
100%
In-house
private sector
In-house
public sector
In-house NFP
/ NGO
Consultancy
/ agency
Independent
practitioner
CIPR State of the Profession Report
71
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream Working hours by seniority
Response Intern / Trainee /
Asst / Exec
Officer Manager Head of Comms /
AD
Director / Partner /
Founder / MD
Decreased 4% 5% 6% 8% 13%
Stayed about the same 41% 51% 46% 39% 36%
Increased 48% 44% 47% 52% 50%
Working conditions
0
20%
40%
60%
80%
100%
Intern /
Trainee / Asst
/ Exec
Officer Manager Head of
Comms / AD
Director /
Partner /
Founder / MD
CIPR State of the Profession Report
72
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Place of work
Response %
For the majority of the week, I work from home 63%

For the majority of the week, I work in my
organisation’s office
14%

I am splitting my time between home and my
organisation’s office
23%
Something else/Not applicable 1%
Place of work by gender
Response Male Female

For the majority of the week,
I work from home
58% 66%

For the majority of the week,
I work in my organisation’s office
19% 12%

I am splitting my time between
home and my organisation’s office
22% 23%
Something else/Not applicable 1% 0%
Male Female
Working conditions
CIPR State of the Profession Report
73
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream Place of work by organisation type
Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency

For the majority of the week,
I work from home
59% 66% 72% 54%

For the majority of the week,
I work in my organisation’s office
16% 14% 8% 17%

I am splitting my time between
home and my organisation’s office
25% 19% 19% 29%
Working conditions
0
20%
40%
60%
80%
100%
In-house private
sector
In-house public
sector
In-house NFP
/ NGO
Consultancy
/ agency
CIPR State of the Profession Report
74
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream Place of work by seniority
Response Intern / Trainee /
Asst / Exec
Officer Manager Head of Comms /
AD
Director/ Partner /
Founder / MD

For the majority of the week,
I work from home
39% 74% 69% 56% 55%

For the majority of the week,
I work in my organisation’s office
31% 10% 11% 16% 17%

I am splitting my time between
home and my organisation’s office
31% 16% 20% 27% 28%
Working conditions
0
20%
40%
60%
80%
100%
Intern /
Trainee / Asst
/ Exec
Officer Manager Head of
Comms / AD
Director /
Partner /
Founder / MD
75
CIPR State of the Profession Report #StateofPR
Challenges
CIPR State of the Profession Report
76
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Challenges
Main challenges facing PR over the next 12 months
Response %
Mental health problems among practitioners 46%
Fake news / disinformation 37%
Longer working hours among practitioners 29%
Labour / skills shortage 27%
Under-representation of practitioners at board level 26%
Loss of personal interaction between practitioners
and broader workforce
26%
Not being seen as a professional discipline 25%
Lack of diversity among PR practitioners 24%
Dominance of digital channels 24%
Loss of personal interaction between practitioners 20%
Stakeholders / publics working remotely (generally) 19%
An expanding skill set required of individual
practitioners / loss of specialisation
19%
Convergence with other disciplines 17%
Recession / Job losses 17%
Automation / Artificial Intelligence 13%
Unethical practice 11%
Response %
Lack of analytical skills 10%
A lack of collective self-belief and confidence 8%
PR practitioner productivity issues 8%
Broader workforce productivity issues 7%
Something else 3%
Don’t know 2%
None of the above 0%
CIPR State of the Profession Report
77
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
Challenges
Main challenges facing PR 2017 to 2022 – top 5
Rank 2017 2018 2019 2020 2021 2022
1 Under-
representation of
public relations
practitioners at
board level
Changing social and
digital landscape
Changing social and
digital landscape
Under-
representation of
public relations
practitioners at
board level
Mental health
problems among
practitioners
Mental health
problems among
practitioners
2 Poor reputation of
PR in wider society
Under-
representation of
public relations
practitioners at
board level
Under-
representation of
public relations
practitioners at
board level
Not being seen
as a professional
discipline
Recession / Job
losses
Fake news /
disinformation
3 Changing social and
digital landscape
Not being seen
as a professional
discipline
Not being seen
as a professional
discipline
Changing social and
digital landscape
Dominance of
digital channels
Longer working
hours among
practitioners
4 An expanding skill
set required of
professionals
An expanding skill
set required of
professionals
An expanding skill
set required of
professionals
Unethical public
relations practice
Fake news /
disinformation
Labour / skills
shortage
5 Convergence with
other marketing
disciplines
Convergence with
other disciplines
Convergence with
other disciplines
An expanding skill
set required of
professionals
Loss of personal
interaction between
practitioners and
broader workforce
Under-
representation of
practitioners at
board level
78
CIPR State of the Profession Report #StateofPR
About us
CIPR State of the Profession Report
79
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
About the Chartered Institute of Public Relations
Founded in 1948, the Chartered Institute of Public Relations (CIPR) is
the world’s only Royal Chartered professional body for public relations
practitioners in the UK and overseas with nearly 10,000 members.
The CIPR advances professionalism in public relations by making its members
accountable to their employers and the public through a code of conduct
and searchable public register, setting standards through training,
qualifications, awards and the production of best practice and skills guidance,
facilitating Continuing Professional Development (CPD), and awarding
Chartered Public Relations Practitioner status (Chart.PR).
CIPR State of the Profession Report
80
#StateofPR
Methodology
Executive Summary
Practitioner demography
Employment
Organisation
Changing jobs
Views of current job
Relationship with employer
Recruitment
Vacancies
Income
PR Activities
Reputation of PR
Working conditions
Challenges
About CIPR
About Chalkstream
About Chalkstream
Chalkstream specialises in in-depth, intelligent reputation and market
research for education and membership body/trade association clients.
Our work involves secondary and primary research exploring attitudes,
awareness and behaviours among diverse groups. We turn expert research
design, first-class fieldwork and powerful analysis into clear, straightforward,
practical recommendations that drive intelligent decision-making. Current
and former clients include NATO, City  Guilds Group, Institute of Chartered
Accountants in England and Wales, Chartered Insurance Institute, Learning
and Work Institute, Association of Colleges, National Union of Students,
Association of School and College Leaders, ZSL, the UK Government.
Chartered Institute of Public Relations
+44 (0)20 7631 6900
@CIPR_Global
cipr.co.uk

More Related Content

What's hot

Robbins ob15 ge_inppt03
Robbins ob15 ge_inppt03Robbins ob15 ge_inppt03
Robbins ob15 ge_inppt03
A'qilah Nasary
 
Ch14 Conflict & Negotiation
Ch14 Conflict & NegotiationCh14 Conflict & Negotiation
Ch14 Conflict & Negotiation
itsvineeth209
 
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
EMBA_ESIC
 
Robbins eob9 inst_ppt_13
Robbins eob9 inst_ppt_13Robbins eob9 inst_ppt_13
Robbins eob9 inst_ppt_13
leng81287
 
Robbins ob15 ge_inppt02
Robbins ob15 ge_inppt02Robbins ob15 ge_inppt02
Robbins ob15 ge_inppt02
A'qilah Nasary
 

What's hot (20)

Robbins ob15 ge_inppt03
Robbins ob15 ge_inppt03Robbins ob15 ge_inppt03
Robbins ob15 ge_inppt03
 
Organizational Behaviour Research: A Critical Analysis
Organizational Behaviour Research: A Critical AnalysisOrganizational Behaviour Research: A Critical Analysis
Organizational Behaviour Research: A Critical Analysis
 
Brand Engagement & Its Importance
Brand Engagement & Its ImportanceBrand Engagement & Its Importance
Brand Engagement & Its Importance
 
Get hired
Get hiredGet hired
Get hired
 
Consumer Decision Journeys
Consumer Decision JourneysConsumer Decision Journeys
Consumer Decision Journeys
 
Medical Cost Trend: Behind the Numbers 2017
Medical Cost Trend: Behind the Numbers 2017Medical Cost Trend: Behind the Numbers 2017
Medical Cost Trend: Behind the Numbers 2017
 
Groeimodellen
GroeimodellenGroeimodellen
Groeimodellen
 
McKinsey presentation
McKinsey presentationMcKinsey presentation
McKinsey presentation
 
Chapter 3.stephen p. robbins 15th edition
Chapter 3.stephen p. robbins 15th editionChapter 3.stephen p. robbins 15th edition
Chapter 3.stephen p. robbins 15th edition
 
Ch14 Conflict & Negotiation
Ch14 Conflict & NegotiationCh14 Conflict & Negotiation
Ch14 Conflict & Negotiation
 
Foundations of organizational structure
Foundations of organizational structureFoundations of organizational structure
Foundations of organizational structure
 
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
ESIC - EMBA - ESTRUCTURA DE LA ORGANIZACIÓN - PENTAGRAM-
 
Framework of building successful products: Understand, Identify, Execute
Framework of building successful products: Understand, Identify, ExecuteFramework of building successful products: Understand, Identify, Execute
Framework of building successful products: Understand, Identify, Execute
 
Gigs - The Future of Work(ers)
Gigs - The Future of Work(ers)Gigs - The Future of Work(ers)
Gigs - The Future of Work(ers)
 
Robbins eob9 inst_ppt_13
Robbins eob9 inst_ppt_13Robbins eob9 inst_ppt_13
Robbins eob9 inst_ppt_13
 
Organizational behavior Power and Politics slides pptx
Organizational behavior Power and Politics slides pptxOrganizational behavior Power and Politics slides pptx
Organizational behavior Power and Politics slides pptx
 
Robbins ob15 ge_inppt02
Robbins ob15 ge_inppt02Robbins ob15 ge_inppt02
Robbins ob15 ge_inppt02
 
Chapter 4 emotions and Moods
Chapter 4 emotions and MoodsChapter 4 emotions and Moods
Chapter 4 emotions and Moods
 
2018 Brand Owner Packaging Survey
2018 Brand Owner Packaging Survey2018 Brand Owner Packaging Survey
2018 Brand Owner Packaging Survey
 
World Economic Forum: The power of analytics for better and faster decisions ...
World Economic Forum: The power of analytics for better and faster decisions ...World Economic Forum: The power of analytics for better and faster decisions ...
World Economic Forum: The power of analytics for better and faster decisions ...
 

Similar to CIPR State of the Profession 2022

OK_Engaging_the_Nonprofit_Workforce_Report
OK_Engaging_the_Nonprofit_Workforce_ReportOK_Engaging_the_Nonprofit_Workforce_Report
OK_Engaging_the_Nonprofit_Workforce_Report
Patricia Womack
 
How To Help Leaders Effectively Manage Today’s Human Capital
How To Help Leaders Effectively Manage Today’s Human CapitalHow To Help Leaders Effectively Manage Today’s Human Capital
How To Help Leaders Effectively Manage Today’s Human Capital
ClearCompany
 
Interim Partners - Research White Paper 2014
Interim Partners - Research White Paper 2014Interim Partners - Research White Paper 2014
Interim Partners - Research White Paper 2014
Claire Carter
 
Developing Talent Acquisition Strategies for the Fully - Employed
Developing Talent Acquisition Strategies for the Fully - EmployedDeveloping Talent Acquisition Strategies for the Fully - Employed
Developing Talent Acquisition Strategies for the Fully - Employed
40hrsvn
 

Similar to CIPR State of the Profession 2022 (20)

Pulse retention and turnover 2015
Pulse retention and turnover 2015Pulse retention and turnover 2015
Pulse retention and turnover 2015
 
CIPR State of the Profession 2019
CIPR State of the Profession 2019CIPR State of the Profession 2019
CIPR State of the Profession 2019
 
CIPR state of the profession benchmarking survey 2010
CIPR state of the profession benchmarking survey 2010 CIPR state of the profession benchmarking survey 2010
CIPR state of the profession benchmarking survey 2010
 
CIPR state of the profession benchmarking survey 2010
CIPR state of the profession benchmarking survey 2010 CIPR state of the profession benchmarking survey 2010
CIPR state of the profession benchmarking survey 2010
 
OK_Engaging_the_Nonprofit_Workforce_Report
OK_Engaging_the_Nonprofit_Workforce_ReportOK_Engaging_the_Nonprofit_Workforce_Report
OK_Engaging_the_Nonprofit_Workforce_Report
 
MPGS_BoomerangWorkers
MPGS_BoomerangWorkersMPGS_BoomerangWorkers
MPGS_BoomerangWorkers
 
How To Help Leaders Effectively Manage Today’s Human Capital
How To Help Leaders Effectively Manage Today’s Human CapitalHow To Help Leaders Effectively Manage Today’s Human Capital
How To Help Leaders Effectively Manage Today’s Human Capital
 
#StateOfPR - Commentary analysis
#StateOfPR - Commentary analysis#StateOfPR - Commentary analysis
#StateOfPR - Commentary analysis
 
CIPR State of the Profession 2013/14
CIPR State of the Profession 2013/14CIPR State of the Profession 2013/14
CIPR State of the Profession 2013/14
 
State of the Profession 2016 by CIPR
State of the Profession 2016 by CIPRState of the Profession 2016 by CIPR
State of the Profession 2016 by CIPR
 
Employees rising - Seizing the opportunity in Employee activism
Employees rising - Seizing the opportunity in Employee activismEmployees rising - Seizing the opportunity in Employee activism
Employees rising - Seizing the opportunity in Employee activism
 
CIPR Flexible Working and Public Relations guide
CIPR Flexible Working and Public Relations guideCIPR Flexible Working and Public Relations guide
CIPR Flexible Working and Public Relations guide
 
MPGS_GlobalMotivators
MPGS_GlobalMotivatorsMPGS_GlobalMotivators
MPGS_GlobalMotivators
 
Gallup report: State of the American Workplace
Gallup report: State of the American WorkplaceGallup report: State of the American Workplace
Gallup report: State of the American Workplace
 
The Engagement Gap: How executives and employees think differently about empl...
The Engagement Gap: How executives and employees think differently about empl...The Engagement Gap: How executives and employees think differently about empl...
The Engagement Gap: How executives and employees think differently about empl...
 
Interim Partners - Research White Paper 2014
Interim Partners - Research White Paper 2014Interim Partners - Research White Paper 2014
Interim Partners - Research White Paper 2014
 
Talent Pulse: May 2014 Edition
Talent Pulse: May 2014 EditionTalent Pulse: May 2014 Edition
Talent Pulse: May 2014 Edition
 
Cr salary survey2010
Cr salary survey2010Cr salary survey2010
Cr salary survey2010
 
Strategic workforce planning white paper
Strategic workforce planning white paperStrategic workforce planning white paper
Strategic workforce planning white paper
 
Developing Talent Acquisition Strategies for the Fully - Employed
Developing Talent Acquisition Strategies for the Fully - EmployedDeveloping Talent Acquisition Strategies for the Fully - Employed
Developing Talent Acquisition Strategies for the Fully - Employed
 

More from Chartered Institute of Public Relations

More from Chartered Institute of Public Relations (20)

AI tools and the impact on public relations practice
AI tools and the impact on public relations practiceAI tools and the impact on public relations practice
AI tools and the impact on public relations practice
 
Levelling Up Public Relations
Levelling Up Public RelationsLevelling Up Public Relations
Levelling Up Public Relations
 
IoD CIPR Report - The Role of Public Relations in Strategic Planning and Cris...
IoD CIPR Report - The Role of Public Relations in Strategic Planning and Cris...IoD CIPR Report - The Role of Public Relations in Strategic Planning and Cris...
IoD CIPR Report - The Role of Public Relations in Strategic Planning and Cris...
 
Mental Wellbeing in Public Relations 2022.pdf
Mental Wellbeing in Public Relations 2022.pdfMental Wellbeing in Public Relations 2022.pdf
Mental Wellbeing in Public Relations 2022.pdf
 
CIPR Inside; Line Manager Comms Report
CIPR Inside; Line Manager Comms ReportCIPR Inside; Line Manager Comms Report
CIPR Inside; Line Manager Comms Report
 
CIPR Professional Lobbying Booklet
CIPR Professional Lobbying BookletCIPR Professional Lobbying Booklet
CIPR Professional Lobbying Booklet
 
Value of Chartership (CIPR and CIM)
Value of Chartership (CIPR and CIM)Value of Chartership (CIPR and CIM)
Value of Chartership (CIPR and CIM)
 
Communicating in a Crisis
Communicating in a CrisisCommunicating in a Crisis
Communicating in a Crisis
 
CIPR AI and Big Data Readiness Report
CIPR AI and Big Data Readiness ReportCIPR AI and Big Data Readiness Report
CIPR AI and Big Data Readiness Report
 
CIPR IOIC Helping Organisations When They Need to Communicate Suicide
CIPR IOIC Helping Organisations When They Need to Communicate SuicideCIPR IOIC Helping Organisations When They Need to Communicate Suicide
CIPR IOIC Helping Organisations When They Need to Communicate Suicide
 
CIPR PRCA Workplace Mental Wellbeing Audit 2021
CIPR PRCA Workplace Mental Wellbeing Audit 2021CIPR PRCA Workplace Mental Wellbeing Audit 2021
CIPR PRCA Workplace Mental Wellbeing Audit 2021
 
CIPR PR in a Pandemic
CIPR PR in a PandemicCIPR PR in a Pandemic
CIPR PR in a Pandemic
 
CIPR Annual Report 2020
CIPR Annual Report 2020CIPR Annual Report 2020
CIPR Annual Report 2020
 
Wikipedia Best Practice Guidance For Public Relations Professionals - version...
Wikipedia Best Practice Guidance For Public Relations Professionals - version...Wikipedia Best Practice Guidance For Public Relations Professionals - version...
Wikipedia Best Practice Guidance For Public Relations Professionals - version...
 
CIPR - Comms Pro to CEO
CIPR - Comms Pro to CEOCIPR - Comms Pro to CEO
CIPR - Comms Pro to CEO
 
CIPR - Brexit a practical guide
CIPR - Brexit a practical guideCIPR - Brexit a practical guide
CIPR - Brexit a practical guide
 
CIPR Annual Report 2019
CIPR Annual Report 2019CIPR Annual Report 2019
CIPR Annual Report 2019
 
CIPR AI in PR ethics guide
CIPR AI in PR ethics guideCIPR AI in PR ethics guide
CIPR AI in PR ethics guide
 
CIPR State of the Profession 2020
CIPR State of the Profession 2020CIPR State of the Profession 2020
CIPR State of the Profession 2020
 
Race in PR: Bame lived experiences in the UK PR industry
Race in PR: Bame lived experiences in the UK PR industryRace in PR: Bame lived experiences in the UK PR industry
Race in PR: Bame lived experiences in the UK PR industry
 

Recently uploaded

Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot ReportFuture of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Dubai Multi Commodity Centre
 
What is social media.pdf Social media refers to digital platforms and applica...
What is social media.pdf Social media refers to digital platforms and applica...What is social media.pdf Social media refers to digital platforms and applica...
What is social media.pdf Social media refers to digital platforms and applica...
AnaBeatriz125525
 

Recently uploaded (20)

FEXLE- Salesforce Field Service Lightning
FEXLE- Salesforce Field Service LightningFEXLE- Salesforce Field Service Lightning
FEXLE- Salesforce Field Service Lightning
 
LinkedIn Masterclass Techweek 2024 v4.1.pptx
LinkedIn Masterclass Techweek 2024 v4.1.pptxLinkedIn Masterclass Techweek 2024 v4.1.pptx
LinkedIn Masterclass Techweek 2024 v4.1.pptx
 
Raising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE VenturesRaising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE Ventures
 
How to Maintain Healthy Life style.pptx
How to Maintain  Healthy Life style.pptxHow to Maintain  Healthy Life style.pptx
How to Maintain Healthy Life style.pptx
 
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot ReportFuture of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
 
Falcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small BusinessesFalcon Invoice Discounting Setup for Small Businesses
Falcon Invoice Discounting Setup for Small Businesses
 
Engagement Rings vs Promise Rings | Detailed Guide
Engagement Rings vs Promise Rings | Detailed GuideEngagement Rings vs Promise Rings | Detailed Guide
Engagement Rings vs Promise Rings | Detailed Guide
 
Vendors of country report usefull datass
Vendors of country report usefull datassVendors of country report usefull datass
Vendors of country report usefull datass
 
Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)
 
Series A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by AccionSeries A Fundraising Guide (Investing Individuals Improving Our World) by Accion
Series A Fundraising Guide (Investing Individuals Improving Our World) by Accion
 
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdfInnomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
 
Hyundai capital 2024 1q Earnings release
Hyundai capital 2024 1q Earnings releaseHyundai capital 2024 1q Earnings release
Hyundai capital 2024 1q Earnings release
 
Unveiling the Dynamic Gemini_ Personality Traits and Sign Dates.pptx
Unveiling the Dynamic Gemini_ Personality Traits and Sign Dates.pptxUnveiling the Dynamic Gemini_ Personality Traits and Sign Dates.pptx
Unveiling the Dynamic Gemini_ Personality Traits and Sign Dates.pptx
 
Toyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsToyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & Transformations
 
Potato Flakes Manufacturing Plant Project Report.pdf
Potato Flakes Manufacturing Plant Project Report.pdfPotato Flakes Manufacturing Plant Project Report.pdf
Potato Flakes Manufacturing Plant Project Report.pdf
 
Shoe Deodorizer Manufacturing Plant Project Report.pptx
Shoe Deodorizer Manufacturing Plant Project Report.pptxShoe Deodorizer Manufacturing Plant Project Report.pptx
Shoe Deodorizer Manufacturing Plant Project Report.pptx
 
Cracking the Change Management Code Main New.pptx
Cracking the Change Management Code Main New.pptxCracking the Change Management Code Main New.pptx
Cracking the Change Management Code Main New.pptx
 
Event Report - IBM Think 2024 - It is all about AI and hybrid
Event Report - IBM Think 2024 - It is all about AI and hybridEvent Report - IBM Think 2024 - It is all about AI and hybrid
Event Report - IBM Think 2024 - It is all about AI and hybrid
 
How to refresh to be fit for the future world
How to refresh to be fit for the future worldHow to refresh to be fit for the future world
How to refresh to be fit for the future world
 
What is social media.pdf Social media refers to digital platforms and applica...
What is social media.pdf Social media refers to digital platforms and applica...What is social media.pdf Social media refers to digital platforms and applica...
What is social media.pdf Social media refers to digital platforms and applica...
 

CIPR State of the Profession 2022

  • 1. State of the Profession 2022 Public relations: A growing industry, standing still
  • 2. 2 CIPR State of the Profession Report #StateofPR Introduction For over a decade the Chartered Institute of Public Relations (CIPR) has conducted industry-wide research exploring issues and challenges facing the public relations profession. We use this data to report on trends and provide industry- leading insights on topics including where practitioners work, what they do, how much they earn, and much more. This year’s study provides a focus on how the industry is adapting to life beyond the pandemic and what this has meant to those working in the profession.
  • 3. 3 CIPR State of the Profession Report #StateofPR Contents Methodology 4 Executive Summary 6 Practitioner demography 9 Employment 12 Organisation 15 Changing jobs 19 Views of current job 30 Relationship with employer 38 Recruitment 42 Vacancies 48 Income 56 PR Activities 61 Reputation of PR 65 Working conditions 68 Challenges 75 About us 78
  • 4. 4 CIPR State of the Profession Report #StateofPR Methodology
  • 5. CIPR State of the Profession Report 5 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Methodology The Chartered Institute of Public Relations (CIPR) commissioned Chalkstream to deliver research support in the form of this ‘PR: Your Future’ study, the latest in the CIPR’s State of the Profession series, which Chalkstream has managed since 2018. Accordingly, Chalkstream delivered an online survey of CIPR membership and non-members, designed by Chalkstream alongside the CIPR. The survey included incentivisation via a prize draw to win an Amazon voucher worth £100. Invitations to complete the survey were communicated to non-members and members by the CIPR. The survey was launched on 2 February 2022 and closed on 12 March 2022. Responses Responses Number % Complete 771 87% Partial 112 13% Disqualified 3 >1% Total 886 100% While the number of practitioners responding to the survey is lower than in previous years, the respondent population broadly represents the population under study in terms of gender, age and ethnicity with a good spread of respondents across roles and organisation types. Analysis of results at different stages of recruitment suggests that, as in previous years, after around 500 responses the general results do not change significantly.
  • 6. 6 CIPR State of the Profession Report #StateofPR Executive Summary
  • 7. CIPR State of the Profession Report 7 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Executive Summary The ‘great movement’ These results in this report do not illustrate a ‘great resignation’, but they do suggest a considerable amount of movement within the public relations industry. Practitioners appear to be more likely to have moved jobs in the past six months than the six months preceding, with ambition rather than redundancy being the common impetus for movement. Younger practitioners in officer or manager roles are most likely to have moved. Movement looks set to continue, with a third of practitioners saying they are likely to look for a new job in the next sixth months and two- thirds of practitioners confident they would get a new job if they tried. Confidence about getting a new job decreases with age reflects concerns about negative attitudes towards older candidates in PR recruitment. A growing industry, standing still Recruitment responses suggest that, in general, business is booming for public relations. Across all organisation types, teams are more likely to be growing than reducing in size. But those responsible for recruiting are struggling to find or attract the right talent pointing to low numbers of skilled applicants as well as fierce competition for existing talent. It is clear from these results that agencies and consultancies are suffering from the most acute skills shortages and many are struggling to fill existing vacancies. There has been very little change in what practitioners spend most of their time doing over the last four years with copywriting and editing still the most commonly undertaken activity. Over a third of practitioners cite the limited potential for promotion as what they dislike most about their role. The skills shortage is in the top four significant challenges facing the industry with all organisation types saying they are using new recruitment methods or channels to fill vacancies. Those in a recruitment role have a limited understanding of the dynamics of movement in the sector. They recognise, correctly, the importance of career progression but they do not appear to understand that poor work-life balance or demotivation as a result of feeling undervalued are among the most common reasons colleagues leave their posts. Those in more senior roles are more likely to take an active part in recruitment. Ethnic minority respondents are typically less likely to occupy a senior role than white respondents. The omission of ethnic minority and, to a lesser extent, female, practitioners from recruitment activities may partly explain the industry’s substantial diversity issues. Working hours and mental health The most immediate impact of the struggle to recruit is the pressure it puts on existing employees. The growth in reputation management experienced during the pandemic has continued and, with it, an increased workload that means over half of practitioners say they are working more hours than they are paid. It is therefore perhaps no surprise that for the second year running, the biggest challenge facing the profession is identified as the mental health of practitioners.
  • 8. CIPR State of the Profession Report 8 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Although most practitioners point to a degree a flexibility in their role, long working hours are common and are seen as the third biggest challenge facing the industry. In 2021 in-house public sector practitioners were markedly more likely to have experienced an increase in working hours that other groups but here it is consultancy/agency practitioners and those working in-house in the private sector. Younger practitioners are most likely to want more flexibility in their job and that suggests there is room for improvement in the employment conditions of those in junior roles. Gender pay This study demonstrates that gender inequality in public relations persists. Although there are more women than men in the industry, the discrepancy between gender and seniority seen in previous studies remains. Male practitioners disproportionately occupy those head of communications, assistant director, director, partner, founder and managing director roles, even if we account for the fact that males are on average slightly older than females. Females are more than twice as likely to be working part-time than males and are less likely to have returned to the office compared to men. Whichever way you measure it, the gender pay gap has increased after shrinking between 2018 and 2020. Wages have risen on average since 2020 but not at a level that outstrips inflation. The agency and consultancy boom Agencies and consultancies, in particular, are experiencing significant growth with nearly three-quarters of those in recruiting positions saying their business is in the process of hiring. There are more vacancies in these roles than in any other organisation type compared to six months ago. However, those recruiting in agencies and consultancies are far more likely to say they are struggling to recruit compared to other organisations. Those working for agencies and consultancies are far less likely to be considering a move in the next six months compared to those employed in other organisation types. Those working in agencies and consultancies are, on average, paid more than practitioners in any other organisation type but report the biggest increase in working hours in the last six months. Public sector woes Compared to those working in other organisation types, practitioners working in the public sector are more likely to say their relationship with their employer has deteriorated as a result of the pandemic. It is therefore not surprising that nearly one in three public sector practitioners say they are looking to move jobs in the next six months. Over half say they want more flexibility in their role. However, those responsible for recruiting in the public sector are less likely to say they are struggling to recruit when compared to other organisation types. Executive Summary
  • 9. 9 CIPR State of the Profession Report #StateofPR Practitioner demography
  • 10. CIPR State of the Profession Report 10 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Practitioner demography Age Age group % 16 to 24 2% 25 to 34 23% 35 to 44 32% 45 to 54 29% 55 to 64 13% 65 to 74 1% Gender Gender % Male 32% Female 67% Other/Prefer not to say 1%
  • 11. CIPR State of the Profession Report 11 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Ethnicity Ethnic group % White 89% Mixed/Multiple ethnic groups 3% Asian/Asian British 3% Black/African/Caribbean/ Black British 4% Other ethnic group 1% Practitioner demography
  • 12. 12 CIPR State of the Profession Report #StateofPR Employment
  • 13. CIPR State of the Profession Report 13 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Employment Seniority Role % Intern / Trainee / Assistant / Executive 4% Officer 11% Manager 36% Head of Communications / Associate Director 21% Director/ Partner / Founder / Managing Director 24% Other 4% Seniority by gender Role Male Female Intern / Trainee / Asst / Exec 4% 4% Officer 8% 13% Manager 32% 38% Head of Comms / AD 26% 19% Director/ Partner / Founder / MD 27% 22% Male Female
  • 14. CIPR State of the Profession Report 14 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Mode of work Response % Full time 87% Part time 13% Mode of work by gender Response Male Female Full time 94% 84% Part time 6% 16% Employment Male Female
  • 15. 15 CIPR State of the Profession Report #StateofPR Organisation
  • 16. CIPR State of the Profession Report 16 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Organisation Organisation type Response % I work in-house in the private sector 22% I work in-house in the public sector 33% I work in-house for a not-for-profit organisation / NGO 14% I work in a consultancy / agency 18% I am an independent practitioner 13% Region Region % Channel Islands 1% East of England 7% East Midlands 3% London 23% North East 3% Northern Ireland 3% North West 7% Scotland 9% South East 12% South West 7% Wales 6% West Midlands 6% Yorkshire and the Humber 4% Outside of the UK 9% 0 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
  • 17. CIPR State of the Profession Report 17 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream In-house organisation sectors Sector % Local, central government (exc social work) 19% Health (public and private) 18% Charity/voluntary 12% Education 12% Financial, insurance services 11% Scientific research, development 8% Construction 7% Membership body, trade association 6% Transport and storage 5% Engineering 5% None of the above 5% Computing/technology 5% Utilities 5% Manufacturing (inc auto, aerospace and pharma) 4% Defence 4% Law, accountancy, management consultancy 3% Organisation Sector % Agriculture, forestry, fishing 2% Arts, culture, entertainment 2% Property management, servicing 2% Real estate - selling, letting 2% Social work 2% Media, publishing 2% Hotels, catering, food services 2% Mining and quarrying 2% Telecommunications 2% Advertising, market research 1% Wholesale and retail trade 1% FMCG 1% Architecture 1% Automotive 1% Rental and leasing (not property) 1% Sport 1%
  • 18. CIPR State of the Profession Report 18 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Consultancy/agency client sectors Response % Charity/voluntary 29% Health (public and private) 27% Computing/technology 26% Construction 25% Education 24% Financial, insurance services 23% Manufacturing (inc auto, aerospace and pharma) 21% Engineering 20% Local, central government (exc social work) 19% Membership body, trade association 17% Arts, culture, entertainment 16% Transport and storage 13% Law, accountancy, management consultancy 13% Utilities 13% FMCG 10% Automotive 10% Scientific research, development 10% Organisation Response % Media, publishing 9% Property management, servicing 9% Telecommunications 9% Hotels, catering, food services 9% Real estate - selling, letting 9% Sport 7% Agriculture, forestry, fishing 7% Wholesale and retail trade 6% Architecture 6% Mining and quarrying 5% Travel agency 5% None of the above 5% Advertising, market research 4% Fashion/beauty 4% Defence 4% Social work 3% Veterinary services 1%
  • 19. 19 CIPR State of the Profession Report #StateofPR Changing jobs
  • 20. CIPR State of the Profession Report 20 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Changed jobs in last six months Response % Yes 17% No 82% Don’t know/Not applicable 1% Changed jobs in last six months by age group 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 25% 24% 17% 16% 7% 0% 0 20% 40% 60% 80% 100%
  • 21. CIPR State of the Profession Report 21 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Changed jobs in last six months by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner 25% 15% 16% 12% 16% Changed jobs in last six months by seniority Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD 10% 20% 22% 14% 11% 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100%
  • 22. CIPR State of the Profession Report 22 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Why change jobs – Top 5 reasons Rank Reason 1 Growth / Career progression 2 New challenge 3 Better pay 4 Promotion 5 Contract ended / left agency work Likelihood of looking for a new job in the next six months Response % Very likely 18% Somewhat likely 17% Neutral 14% Somewhat unlikely 14% Very unlikely 35% Don’t know 1%
  • 23. CIPR State of the Profession Report 23 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Likely to look for a new job in the next six months by age group 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 42% 43% 39% 35% 20% Likely to look for a new job in the next six months by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner 16% 29% 20% 7% 8% 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100%
  • 24. CIPR State of the Profession Report 24 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Likely to look for a new job in the next six months by seniority Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD 50% 43% 39% 43% 17% 0 20% 40% 60% 80% 100%
  • 25. CIPR State of the Profession Report 25 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Moving jobs: in-house and consultancy/agency Response Strongly disagree Disagree Neutral Agree Strongly agree Don’t know I am confident I would get a new job if I tried 2% 5% 17% 38% 38% 1% I would only leave my current job with another job in hand 4% 5% 7% 18% 66% 1% 0 20% 40% 60% 80% 100% I am confident I would get a new job if I tried I would only leave my current job with another job in hand
  • 26. CIPR State of the Profession Report 26 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Moving jobs: in-house and consultancy/agency by age group Response 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 I am confident I would get a new job if I tried 100% 88% 78% 67% 53% 50% I would only leave my current job with another job in hand 100% 91% 86% 79% 75% 67% 0 20% 40% 60% 80% 100% I am confident I would get a new job if I tried I would only leave my current job with another job in hand
  • 27. CIPR State of the Profession Report 27 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Moving jobs: in-house and consultancy/agency by gender Response Male Female I am confident I would get a new job if I tried 72% 77% I would only leave my current job with another job in hand 86% 84% 0 20% 40% 60% 80% 100% I am confident I would get a new job if I tried I would only leave my current job with another job in hand
  • 28. CIPR State of the Profession Report 28 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Moving jobs: in-house and consultancy/agency by organisation type Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency I am confident I would get a new job if I tried 78% 69% 76% 83% I would only leave my current job with another job in hand 83% 89% 88% 74% 0 20% 40% 60% 80% 100% I am confident I would get a new job if I tried I would only leave my current job with another job in hand
  • 29. CIPR State of the Profession Report 29 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Changing jobs Moving jobs: in-house and consultancy/agency by seniority Response Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD I am confident I would get a new job if I tried 74% 66% 76% 80% 75% I would only leave my current job with another job in hand 96% 87% 89% 84% 67% 0 20% 40% 60% 80% 100% I am confident I would get a new job if I tried I would only leave my current job with another job in hand
  • 30. 30 CIPR State of the Profession Report #StateofPR Views of current job
  • 31. CIPR State of the Profession Report 31 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job Current job issues Response Strongly disagree Disagree Neutral Agree Strongly agree Don’t know I want more flexibility in my current job 8% 28% 35% 21% 8% 1% I am working more hours than I am paid for 5% 22% 18% 27% 29% 0% 0 20% 40% 60% 80% 100% I want more flexibility in my current job I am working more hours than I am paid for
  • 32. CIPR State of the Profession Report 32 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job By age Response 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 I want more flexibility in my current job 55% 35% 32% 25% 9% 17% I am working more hours than I am paid for 46% 55% 59% 57% 54% 33% By gender Response Male Female I want more flexibility in my current job 30% 28% I am working more hours than I am paid for 53% 58% 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100% I want more flexibility in my current job I am working more hours than I am paid for I want more flexibility in my current job I am working more hours than I am paid for
  • 33. CIPR State of the Profession Report 33 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job By organisation type Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency I want more flexibility in my current job 27% 31% 26% 27% I am working more hours than I am paid for 52% 57% 63% 53% 0 20% 40% 60% 80% 100% I want more flexibility in my current job I am working more hours than I am paid for
  • 34. CIPR State of the Profession Report 34 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job By seniority Response Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD I want more flexibility in my current job 54% 31% 28% 33% 17% I am working more hours than I am paid for 65% 45% 53% 71% 52% 0 20% 40% 60% 80% 100% I want more flexibility in my current job I am working more hours than I am paid for
  • 35. CIPR State of the Profession Report 35 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job Like about current job – in-house and consultancy/agency Response % Good team / colleague relationships 72% Flexible schedule 55% Meaningful work 55% Good / adequate pay 55% Job security 44% Good location / ease of travel 44% Variety of work 43% Clear / good organisational purpose / ethics 41% I feel valued 37% I have a sense of belonging 36% Safe environment 36% Manageable workload / work-life balance 34% Good management 30% Autonomy / freedom in choosing work 28% Good communication / feel listened to 28% Response % Good professional development / training opportunities 26% Good client relationships 21% Potential for promotion / advancement 20% Good technology / access to technology 18% Specialist nature of work 18% I like working for someone else 16% Something else 4% There is nothing I like about it 1% Don’t know 1%
  • 36. CIPR State of the Profession Report 36 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job Like about current job – independent practitioners Response % I like working for myself 90% Flexible schedule 83% Good client relationships 73% Meaningful work 69% Autonomy / freedom in choosing work 64% Variety of work 62% Manageable workload / work-life balance 59% Good / adequate income 54% Good location / ease of travel 53% Specialist nature of the work 43% Earning potential 34% Something else 6% Dislike about current job – independent practitioners Response % Loneliness / isolation 43% Variable / unpredictable income 41% Unpredictable nature / volume of work 41% Volume of administrative tasks 35% Lack of benefits 34% Chasing payment (specifically) for work 25% Poor workload / work-life balance 18% There is nothing I dislike about it 14% Something else 7% Poor / inadequate income 4% Lack of meaning to work 3% Too much variety in work 2% Inflexible schedule 1% Poor location 1% Don’t know 1%
  • 37. CIPR State of the Profession Report 37 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Views of current job Dislike about current job – in-house and consultancy/agency Response % Limited or no potential for promotion / advancement 37% Unmanageable workload / poor work-life balance 31% I feel undervalued 27% Poor management 25% Limited professional development/training opportunities 20% Poor / inadequate pay 17% Loneliness / isolation 17% Unclear or poor organisational purpose/ethics 16% There is nothing I dislike about it 13% Poor technology / access to technology 12% Poor communication / feel ignored 11% Limited or no sense of belonging 9% Lack of meaning to work 9% Something else 8% Job insecurity 7% Poor team / colleague relationships 7% Response % Inflexible schedule 6% Poor location / travel difficulties 5% Too much variety of work 4% I dislike working for someone else 4% Poor client relationships 3% Don’t know 2% Unsafe environment 1%
  • 38. 38 CIPR State of the Profession Report #StateofPR Relationship with employer
  • 39. CIPR State of the Profession Report 39 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Relationship with employer Relationship with employer changed as a result of the pandemic Response % Yes it has improved 18% Yes it has deteriorated 11% No it has stayed roughly the same 45% Don’t know/Not applicable 26% Relationship with employer changed as a result of the pandemic by age group Response 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 Yes it has improved 9% 19% 18% 19% 19% 17% Yes it has deteriorated 0% 11% 13% 10% 6% 0% 0 20% 40% 60% 80% 100% 25 to 34 16 to 24 35 to 44 45 to 54 55 to 64 65 to 74
  • 40. CIPR State of the Profession Report 40 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Relationship with employer Relationship with employer changed as a result of the pandemic by gender Response Male Female Yes it has improved 18% 18% Yes it has deteriorated 9% 12% Relationship with employer changed as a result of the pandemic by organisation type Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Yes it has improved 21% 17% 22% 16% Yes it has deteriorated 9% 15% 8% 6% 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100% Yes it has improved Yes it has deteriorated Yes it has improved Yes it has deteriorated
  • 41. CIPR State of the Profession Report 41 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Relationship with employer Relationship with employer changed as a result of the pandemic by seniority Response Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD Yes it has improved 15% 21% 17% 23% 15% Yes it has deteriorated 7% 12% 13% 13% 4% How has relationship with employer improved – top 5 reasons Rank Reason 1 Flexible hours / working 2 Feel more valued / trusted 3 Improved communication / team interaction 4 Home working 5 Comms is valued higher How has relationship with employer deteriorated – top 5 reasons Rank Reason 1 Feel isolated 2 Less team contact / affected relationships 3 Poor management 4 Feel less valued 5 Expected to work longer hours 0 20% 40% 60% 80% 100% Yes it has improved Yes it has deteriorated
  • 42. 42 CIPR State of the Profession Report #StateofPR Recruitment
  • 43. CIPR State of the Profession Report 43 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Recruitment Active role in recruitment Response % Yes 52% No 46% Don’t know 2% Active role in recruitment by age 16 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 0% 37% 62% 59% 54% 50% 0 20% 40% 60% 80% 100%
  • 44. CIPR State of the Profession Report 44 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Active role in recruitment by gender Male Female 58% 50% Active role – White vs Other ethnic groups White All other ethnic groups 55% 26% Active role in recruitment by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 41% 52% 49% 69% Recruitment 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100% 0 20% 40% 60% 80% 100%
  • 45. CIPR State of the Profession Report 45 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Active role in recruitment by seniority Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD 4% 13% 44% 75% 85% Recruitment 0 20% 40% 60% 80% 100%
  • 46. CIPR State of the Profession Report 46 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Recruitment status Consultancy/agency recruitment status Response % Growing 73% Stable 22% Reducing in size 5% Department recruitment status Response % Growing 31% Stable 58% Reducing in size 9% Don’t know 2%
  • 47. CIPR State of the Profession Report 47 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Department growing by organisation type In-house private sector In-house public sector In-house NFP / NGO 46% 26% 23% Recruitment status 0 20% 40% 60% 80% 100%
  • 48. 48 CIPR State of the Profession Report #StateofPR Vacancies
  • 49. CIPR State of the Profession Report 49 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies Consultancies/agencies currently experiencing vacancies Response % Yes 63% No 36% Don’t know 1% Departments currently experiencing vacancies Response % Yes 54% No 45% Don’t know 0%
  • 50. CIPR State of the Profession Report 50 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies Departments currently experiencing vacancies by organisation type In-house private sector In-house public sector In-house NFP / NGO 63% 52% 48% Average vacancies by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 1.8 0.8 1.3 2 More vacancies than six months ago Response % Yes 41% No 53% Don’t know 6% 0 20% 40% 60% 80% 100%
  • 51. CIPR State of the Profession Report 51 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies More vacancies than six months ago by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 46% 24% 43% 70% Reasons why colleagues left in the past 12 months – top 5 Rank Reason 1 Career progression / promotion 2 Better pay 3 New jobs / opportunities available 4 Relocation 5 Remote working opportunity 0 20% 40% 60% 80% 100%
  • 52. CIPR State of the Profession Report 52 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Struggling to recruit Response % Strongly disagree 4% Disagree 17% Neutral 23% Agree 35% Strongly Agree 18% Don’t know 3% Struggling to recruit by organisation type In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 59% 42% 49% 78% Vacancies 0 20% 40% 60% 80% 100%
  • 53. CIPR State of the Profession Report 53 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies Reasons why struggling to recruit – top 5 Rank Reason 1 Low number of applicants with the required skills 2 Competition from other employers 3 Low number of applicants generally 4 Pay insufficient to match competitors 5 Low number of applicants with the required attitude, motivation or personality Why struggling to recruit by organisation type - top 5 Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 1 Competition from other employers Low number of applicants with the required skills Low number of applicants with the required skills Low number of applicants with the required skills 2 Pay insufficient to match competitors Competition from other employers Competition from other employers Competition from other employers 3 Low number of applicants with the required skills Pay insufficient to match competitors Pay insufficient to match competitors Low number of applicants generally 4 Low number of applicants generally Low number of applicants generally Low number of applicants generally Low number of applicants with the required attitude, motivation or personality 5 Low number of applicants with the required attitude, motivation or personality Low number of applicants with the required attitude, motivation or personality Low number of applicants with the required attitude, motivation or personality Not enough people interested in doing this type of job Missing applicant skills – top 5 Rank Reason 1 General PR experience 2 Written skills 3 Digital / social media 4 Interest / knowledge in/of the sector 5 General communication skills
  • 54. CIPR State of the Profession Report 54 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies Likely impact of vacancies Response % Increase workload for other staff 84% Difficulties meeting business objectives 47% Difficulties meeting quality standards 39% Outsource work 31% Delays developing new products or services 27% Difficulties introducing new working practices 24% Withdraw from offering certain products or services altogether 12% Difficulties introducing technological change 11% Lose business to competitors 10% Increased operating costs 6% No impact 4% Don’t know 4% Something else 2% What organisation is doing to fill vacancies Response % Using new recruitment methods or channels 38% Increasing advertising / recruitment spend 30% Bringing in contractors to do the work, or contracting it out 28% Redefining existing jobs 25% Increasing salaries 21% Nothing 19% Increasing the training given to your existing workforce 14% Being prepared to offer training to less well qualified recruits 14% Increasing / expanding trainee programmes 10% Don’t know 7% Something else 6% Recruiting workers who are non-UK nationals 4%
  • 55. CIPR State of the Profession Report 55 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Vacancies What organisation is doing to fill vacancies by organisation type - top 5 Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency 1 Using new recruitment methods or channels Using new recruitment methods or channels Using new recruitment methods or channels Using new recruitment methods or channels 2 Redefining existing jobs Nothing Nothing Increasing advertising / recruitment spend 3 Increasing advertising / recruitment spend Bringing in contractors to do the work, or contracting it out Increasing advertising / recruitment spend Increasing salaries 4 Bringing in contractors to do the work, or contracting it out Increasing advertising / recruitment spend Redefining existing jobs Bringing in contractors to do the work, or contracting it out 5 Increasing salaries Redefining existing jobs Bringing in contractors to do the work, or contracting it out Increasing the training given to your existing workforce
  • 56. 56 CIPR State of the Profession Report #StateofPR Income
  • 57. CIPR State of the Profession Report 57 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Income Average income – full time practitioners Practitioner type Average income All £56,340 Intern / Trainee / Assistant / Executive £28,754 Officer £34,444 Manager £48,399 Head of Communications / Associate Director £64,860 Director/ Partner / Founder / Managing Director £76,581 Male £63,498 Female £52,274 16 to 24 £30,012 25 to 34 £42,364 35 to 44 £59,776 45 to 54 £64,889 55 to 64 £61,224 65 to 74 £70,400 In-house public sector £54,324 In-house not-for-profit organisation / NGO £48,575 Consultancy / agency £60,810 Independent practitioner £60,773 Average income – full-time practitioners by region Practitioner type Average income Channel Islands £73,389 Outside of the UK £68,966 London £64,116 West Midlands £61,210 North West £60,855 South East £57,584 North East £52,582 South West £51,446 East of England £50,758 Yorkshire and the Humber £46,927 East Midlands £45,306 Scotland £45,301 Wales £43,219 Northern Ireland £40,729
  • 58. CIPR State of the Profession Report 58 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Income Average income – full-time practitioners 2018 to 2022 2018 2020 2022 £51,570 £52,136 £56,340 Average income – full-time practitioners by organisation type 2018 to 2022 Organisation type 2018 2020 2022 In-house public sector £45,651 49,205 54324 In-house private sector £57,682 63,505 59435 In-house not-for-profit organisation / NGO £43,300 45,879 48575 Consultancy / agency £55,850 50,092 60810 Independent practitioner £57,117 56,453 60773 £0 £10,000 £20,000 £30,000 £40,000 £50,000 £60,000 0 £10,000 £20,000 £30,000 £40,000 £50,000 £60,000 £70,000 2018 2020 2022
  • 59. CIPR State of the Profession Report 59 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Income Average income – full-time practitioners by seniority 2018 to 2022 Seniority 2018 2020 2022 Intern / Trainee / Assistant / Executive 22,756 25,342 28,754 Officer 31,232 31,351 34,444 Manager 43,498 46,247 48,399 Head of Communications / Associate Director 63,139 60,707 64,860 Director/ Partner / Founder / Managing Director 79,244 78,016 76,581 Receives a bonus Response % Yes 14% No 86% 0 £10,000 £20,000 £30,000 £40,000 £50,000 £60,000 £70,000 £80,000 2018 2020 2022
  • 60. CIPR State of the Profession Report 60 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Income Gender pay gap following regression analysis taking account of gender, age and seniority 2020 2022 £5,334 £7,074 0 £2,000 £4,000 £6,000 £8,000 £10,000
  • 61. 61 CIPR State of the Profession Report #StateofPR PR Activities
  • 62. CIPR State of the Profession Report 62 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream PR Activities PR activities commonly undertaken in role Activity % Copywriting and editing 82% PR programmes/campaigns 69% Strategic planning 68% Media relations 64% Community and stakeholder relations 54% Internal/employee communication 54% Crisis, issues management 54% Social media relations 51% Management of people, resources 44% Research, evaluation, measurement 43% Events, conferences 40% Marketing 37% Project, account, client management 31% Defining mission/values, corporate governance 31% Public affairs 27% Technical/digital (exc social media) 20% Activity % Influencer relations 19% Financial, investor relations 6% Something else 5%
  • 63. CIPR State of the Profession Report 63 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream PR activities 2018 to 2022 - top 5 Rank 2018 2019 2020 2022 1 Copywriting and editing Copywriting and editing Copywriting and editing Copywriting and editing 2 PR programmes/campaigns Media relations PR programmes / campaigns PR programmes/campaigns 3 Media relations PR programmes/campaigns Strategic planning Strategic planning 4 Strategic planning Crisis, issues management Media relations Media relations 5 Social media relations Strategic planning Crisis, issues management Community and stakeholder relations PR Activities
  • 64. CIPR State of the Profession Report 64 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream PR activities by organisation type - top 5 Rank In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner 1 Copywriting and editing Copywriting and editing Copywriting and editing PR programmes/ campaigns Copywriting and editing 2 Strategic planning Internal/ employee communication PR programmes/ campaigns Copywriting and editing Strategic planning 3 Internal/ employee communication Community and stakeholder relations Strategic planning Media relations PR programmes/ campaigns 4 PR programmes/ campaigns Strategic planning Media relations Strategic planning Media relations 5 Crisis, issues management PR programmes/ campaigns Community and stakeholder relations Project, account, client management Social media relations PR activities by seniority - top 5 Rank Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD 1 Copywriting and editing Copywriting and editing Copywriting and editing Copywriting and editing Strategic planning 2 Social media relations PR programmes/ campaigns PR programmes/ campaigns Strategic planning PR programmes/ campaigns 3 PR programmes/ campaigns Media relations Strategic planning Crisis, issues management Copywriting and editing 4 Media relations Social media relations Media relations PR programmes/ campaigns Media relations 5 Community and stakeholder relations Internal/ employee communication Internal /employee communication Management of people, resources Community and stakeholder relations PR Activities
  • 65. 65 CIPR State of the Profession Report #StateofPR Reputation of PR
  • 66. CIPR State of the Profession Report 66 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Reputation of PR Reputation of PR in the organisation over the past six months: in-house respondents Response % Decreased significantly 1% Decreased somewhat 7% Stayed about the same 35% Increased somewhat 37% Increased significantly 14% Don’t know 6% Reputation of PR in the organisation over the past six months by organisation type Response In-house private sector In-house public sector In-house NFP / NGO Decreased 7% 10% 5% Stayed about the same 31% 34% 45% Increased 56% 50% 46% 0 20 40 60 80 100 In-house private sector In-house public sector In-house NFP / NGO
  • 67. CIPR State of the Profession Report 67 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Reputation of PR among consultancy/agency clients Response % Decreased significantly 1% Decreased somewhat 5% Stayed about the same 40% Increased somewhat 35% Increased significantly 11% Don’t know 9% Reputation of PR
  • 68. 68 CIPR State of the Profession Report #StateofPR Working conditions
  • 69. CIPR State of the Profession Report 69 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Working conditions In the past six months, working hours have… Response % Decreased significantly 2% Decreased somewhat 7% Stayed about the same 43% Increased somewhat 30% Increased significantly 18% Don’t know 1% Working hours by gender Response Male Female Decreased 9% 8% Stayed about the same 47% 40% Increased 43% 51% Male Female
  • 70. CIPR State of the Profession Report 70 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Working hours by organisational type Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner Decreased 7% 6% 8% 5% 23% Stayed about the same 43% 45% 46% 42% 34% Increased 50% 48% 46% 50% 42% Working conditions 0 20% 40% 60% 80% 100% In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency Independent practitioner
  • 71. CIPR State of the Profession Report 71 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Working hours by seniority Response Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director / Partner / Founder / MD Decreased 4% 5% 6% 8% 13% Stayed about the same 41% 51% 46% 39% 36% Increased 48% 44% 47% 52% 50% Working conditions 0 20% 40% 60% 80% 100% Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director / Partner / Founder / MD
  • 72. CIPR State of the Profession Report 72 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Place of work Response % For the majority of the week, I work from home 63% For the majority of the week, I work in my organisation’s office 14% I am splitting my time between home and my organisation’s office 23% Something else/Not applicable 1% Place of work by gender Response Male Female For the majority of the week, I work from home 58% 66% For the majority of the week, I work in my organisation’s office 19% 12% I am splitting my time between home and my organisation’s office 22% 23% Something else/Not applicable 1% 0% Male Female Working conditions
  • 73. CIPR State of the Profession Report 73 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Place of work by organisation type Response In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency For the majority of the week, I work from home 59% 66% 72% 54% For the majority of the week, I work in my organisation’s office 16% 14% 8% 17% I am splitting my time between home and my organisation’s office 25% 19% 19% 29% Working conditions 0 20% 40% 60% 80% 100% In-house private sector In-house public sector In-house NFP / NGO Consultancy / agency
  • 74. CIPR State of the Profession Report 74 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Place of work by seniority Response Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director/ Partner / Founder / MD For the majority of the week, I work from home 39% 74% 69% 56% 55% For the majority of the week, I work in my organisation’s office 31% 10% 11% 16% 17% I am splitting my time between home and my organisation’s office 31% 16% 20% 27% 28% Working conditions 0 20% 40% 60% 80% 100% Intern / Trainee / Asst / Exec Officer Manager Head of Comms / AD Director / Partner / Founder / MD
  • 75. 75 CIPR State of the Profession Report #StateofPR Challenges
  • 76. CIPR State of the Profession Report 76 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Challenges Main challenges facing PR over the next 12 months Response % Mental health problems among practitioners 46% Fake news / disinformation 37% Longer working hours among practitioners 29% Labour / skills shortage 27% Under-representation of practitioners at board level 26% Loss of personal interaction between practitioners and broader workforce 26% Not being seen as a professional discipline 25% Lack of diversity among PR practitioners 24% Dominance of digital channels 24% Loss of personal interaction between practitioners 20% Stakeholders / publics working remotely (generally) 19% An expanding skill set required of individual practitioners / loss of specialisation 19% Convergence with other disciplines 17% Recession / Job losses 17% Automation / Artificial Intelligence 13% Unethical practice 11% Response % Lack of analytical skills 10% A lack of collective self-belief and confidence 8% PR practitioner productivity issues 8% Broader workforce productivity issues 7% Something else 3% Don’t know 2% None of the above 0%
  • 77. CIPR State of the Profession Report 77 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream Challenges Main challenges facing PR 2017 to 2022 – top 5 Rank 2017 2018 2019 2020 2021 2022 1 Under- representation of public relations practitioners at board level Changing social and digital landscape Changing social and digital landscape Under- representation of public relations practitioners at board level Mental health problems among practitioners Mental health problems among practitioners 2 Poor reputation of PR in wider society Under- representation of public relations practitioners at board level Under- representation of public relations practitioners at board level Not being seen as a professional discipline Recession / Job losses Fake news / disinformation 3 Changing social and digital landscape Not being seen as a professional discipline Not being seen as a professional discipline Changing social and digital landscape Dominance of digital channels Longer working hours among practitioners 4 An expanding skill set required of professionals An expanding skill set required of professionals An expanding skill set required of professionals Unethical public relations practice Fake news / disinformation Labour / skills shortage 5 Convergence with other marketing disciplines Convergence with other disciplines Convergence with other disciplines An expanding skill set required of professionals Loss of personal interaction between practitioners and broader workforce Under- representation of practitioners at board level
  • 78. 78 CIPR State of the Profession Report #StateofPR About us
  • 79. CIPR State of the Profession Report 79 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream About the Chartered Institute of Public Relations Founded in 1948, the Chartered Institute of Public Relations (CIPR) is the world’s only Royal Chartered professional body for public relations practitioners in the UK and overseas with nearly 10,000 members. The CIPR advances professionalism in public relations by making its members accountable to their employers and the public through a code of conduct and searchable public register, setting standards through training, qualifications, awards and the production of best practice and skills guidance, facilitating Continuing Professional Development (CPD), and awarding Chartered Public Relations Practitioner status (Chart.PR).
  • 80. CIPR State of the Profession Report 80 #StateofPR Methodology Executive Summary Practitioner demography Employment Organisation Changing jobs Views of current job Relationship with employer Recruitment Vacancies Income PR Activities Reputation of PR Working conditions Challenges About CIPR About Chalkstream About Chalkstream Chalkstream specialises in in-depth, intelligent reputation and market research for education and membership body/trade association clients. Our work involves secondary and primary research exploring attitudes, awareness and behaviours among diverse groups. We turn expert research design, first-class fieldwork and powerful analysis into clear, straightforward, practical recommendations that drive intelligent decision-making. Current and former clients include NATO, City Guilds Group, Institute of Chartered Accountants in England and Wales, Chartered Insurance Institute, Learning and Work Institute, Association of Colleges, National Union of Students, Association of School and College Leaders, ZSL, the UK Government.
  • 81. Chartered Institute of Public Relations +44 (0)20 7631 6900 @CIPR_Global cipr.co.uk