The State of the Profession is the PR industry's longest-running and most authoritative research study into public relations practice. Now in its ninth year, this year's research reflects the views of more than 1,700 PR professionals and harnesses pioneering new research from the Office of National Statistics on the PR population.
A new research report published today by the Chartered Institute of Public Relations (CIPR) suggests PR professionals are ideally positioned to lead UK businesses through the uncertainties of Brexit.
The industry's most authoritative study returns for 2019. #StateofPR 2019 paints a picture of a commercially robust industry that isn't always the people-focussed profession it aspires to be.
Find out more: http:www.cipr.co.uk/stateofPR
Published on 21 February 2014.
The Chartered Institute of Public Relations' annual benchmarking report into the biggest trends and issues facing the PR profession.
CIPR's annual State of the Profession report has, for ten years, explored the trends, issues and challenges facing public relations. It is the largest and most statistically robust investigation of its kind. From skills and salaries to diversity and gender pay, State of the Profession delivers industry-leading data on every aspect of the PR profession.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
The Chartered Institute of Public Relations (CIPR) has published its 2020 Annual Report, reflecting on a year like no other; shaped by the global pandemic, focused on supporting the profession and, ultimately, showing the resilience of the public relations community.
A new research report published today by the Chartered Institute of Public Relations (CIPR) suggests PR professionals are ideally positioned to lead UK businesses through the uncertainties of Brexit.
The industry's most authoritative study returns for 2019. #StateofPR 2019 paints a picture of a commercially robust industry that isn't always the people-focussed profession it aspires to be.
Find out more: http:www.cipr.co.uk/stateofPR
Published on 21 February 2014.
The Chartered Institute of Public Relations' annual benchmarking report into the biggest trends and issues facing the PR profession.
CIPR's annual State of the Profession report has, for ten years, explored the trends, issues and challenges facing public relations. It is the largest and most statistically robust investigation of its kind. From skills and salaries to diversity and gender pay, State of the Profession delivers industry-leading data on every aspect of the PR profession.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
The Chartered Institute of Public Relations (CIPR) has published its 2020 Annual Report, reflecting on a year like no other; shaped by the global pandemic, focused on supporting the profession and, ultimately, showing the resilience of the public relations community.
A new research report published today by the Chartered Institute of Public Relations (CIPR) finds a public relations industry in which BAME practitioners tell of racism, microaggressions and unconscious biases faced, and having to work within an inflexible culture that denies them opportunities and fair progression.
The report - āRace in PR: BAME lived experiences in the UK PR industryā - is calling on senior PR business leaders to take these findings seriously and work to change practices and cultures to āunleash talent and create a fair and equal workplace for allā.
Delivered in partnership with Survation, the seventh edition of āState of the Professionā gives evidence to burgeoning cross-industry convergence between PR and marketing; the increasing demand for practitioners to be content creators and curators; and, unprecedented detail on industry issues, including an extensive breakdown of gender pay, found to be the most unequal at the most senior levels.
#StateOfPR 2016 reflects the views of more than 1500 practitioners who shared their thoughts on every aspect of public relations, delivering the most compelling snapshot of PR practice to date.
The Internal Communication function has matured in recent years, and during this growth it has changed shape and taken on new roles and skills. What does this mean for internal communicators and their teams, and for organizations going forward? In this webinar Andrew Blacknell draws on his insight, recent research and case studies to help communicators understand how and why it has changed, and what the role might look like in the future. Andrew also talks with Elaine MacFarlane, VP, Global Internal Communications at GSK, to get a view of internal communications from inside GSK.
What you will take away:
- How Internal Communication is maturing as a function
- How the changing structure of organizational comms impacts IC
- The benefits of comms technology for IC strategies
- The importance of investing in line manager / leadership comms
- Defining benchmarks to measure IC success
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
Ā
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
Exploring the mental wellbeing of the public relations professionStephen Waddington
Ā
The #FuturePRoof report lifts the lid on mental health in the public relations profession, and attempts to characterise the issue, signpost potential solutions, and identify best practice.
The CIPR's Artificial Intelligence (AI) panel has published new research revealing the impact of technology, and specifically AI, on public relations practice. It predicts the impact on skills in the profession in the next five years.
A qualitative research study revealing the barriers to pay parity and opinions on solutions to the industry's gender pay gap. Published in partnership with Women in PR, this report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing the gender pay gap in PR.
The report follows an intensive 12-month review of nearly 200 global publications including books, academic papers, national reports, think tank studies, research group offerings, company and management consultant pieces and a variety of other sources to create a comprehensive overview of the impact of AI on the professions.
https://cipr.co.uk/CIPR/Our_work/Policy/CIPR_Artificial_Intelligence_in_PR_panel.aspx
2016 Thumbtack Small Business Friendliness Survey: Methodology & AnalysisThumbtack, Inc.
Ā
The 2016 Thumbtack.com Small Business Friendliness Survey polled over 12,000 small business owner-operators from across the country on their policy preferences and evaluations of their state and local governments. With this survey data, we provide three novel contributions. First, we grade 35 states and 78 metropolitan areas on 11 dimensions, ranging from overall business friendliness to more specific measures, such as the friendliness of an area's labor regulations. Second, we use econometric procedure known as dominance analysis to determine what small businesses want most from their state and local governments. This exercise revealed that licensing requirements and tax regulations are single biggest determinants of small businesses's evaluations of their local and state governments, respectively. Finally, we use regression analysis to determine how improving along different policy measures affects perceptions of overall friendliness. These results indicate that, among other things, requiring a service provider to hold a license is only negatively correlated with friendliness evaluations if that license is also seen as being difficult to comply with. With these results, we look forward to working with state and local officials to help improve policy conditions for small businesses across America.
Exploring the public relations agency business | #FuturePRoof | ICCO | PRCAStephen Waddington
Ā
Progressive public relations agencies are rapidly modernising. They are embracing new skills in data, research and paid media, and are investing in creative teams.
The public relations agency sector is strong. Profits are healthy in well-managed businesses, and the market overall is growing according to both the PRCA and ICCO.
Innovation is everywhere in practice from freelancers through to the largest agencies.
However one area in which there remains surprisingly little innovation is around billing models. The dominant structure continues to be fees charged on an hourly basis, albeit on retainer or project basis.
These are the headline findings of this #FuturePRoof project on the future of the public relations agency, backed by ICCO and the PRCA.
You'll find eight drivers of change in the agency business identified by this project, outlined in this report. We hope that you find it useful.
The Digital Culture Challenge: Closing the Employee-Leadership GapCapgemini
Ā
Is company culture a roadblock or a catalyst for digital transformation? Does the big moment for an organization arrive when they have embraced the fact that the prerequisite to digital transformation isnāt a technical issue, but a cultural change?
Unfortunately, itās a pre-requisite that is beyond the grasp of many companies as they look to drive innovation and change through smart technologies and data. For most, cultural issues continue to block digital transformation and itās a problem thatās worsening. In 2011, a majority of respondents (55%) said that culture was the number one hurdle to digital transformation1 but in our latest research, this figure has actually risen to 62%
Download the report to understand why organizations are struggling and what they can do about it, we undertook an extensive research program based on a clear definition of digital culture. We surveyed 1,700 peopleāincluding not only senior executives, but also managers and employeesāin 340 organizations across eight countries and five sectors. We also interviewed senior business executives from a range of organizations across industries, as well as academic experts.
2019 Election| Truth about Unions and Union Dues| Canada| September 2019paul young cpa, cga
Ā
This presentation looks at unions including union dues. The presentation will also look at public sector unions. Public sector unions are funded by taxation.
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 yearās 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.
A new research report published today by the Chartered Institute of Public Relations (CIPR) finds a public relations industry in which BAME practitioners tell of racism, microaggressions and unconscious biases faced, and having to work within an inflexible culture that denies them opportunities and fair progression.
The report - āRace in PR: BAME lived experiences in the UK PR industryā - is calling on senior PR business leaders to take these findings seriously and work to change practices and cultures to āunleash talent and create a fair and equal workplace for allā.
Delivered in partnership with Survation, the seventh edition of āState of the Professionā gives evidence to burgeoning cross-industry convergence between PR and marketing; the increasing demand for practitioners to be content creators and curators; and, unprecedented detail on industry issues, including an extensive breakdown of gender pay, found to be the most unequal at the most senior levels.
#StateOfPR 2016 reflects the views of more than 1500 practitioners who shared their thoughts on every aspect of public relations, delivering the most compelling snapshot of PR practice to date.
The Internal Communication function has matured in recent years, and during this growth it has changed shape and taken on new roles and skills. What does this mean for internal communicators and their teams, and for organizations going forward? In this webinar Andrew Blacknell draws on his insight, recent research and case studies to help communicators understand how and why it has changed, and what the role might look like in the future. Andrew also talks with Elaine MacFarlane, VP, Global Internal Communications at GSK, to get a view of internal communications from inside GSK.
What you will take away:
- How Internal Communication is maturing as a function
- How the changing structure of organizational comms impacts IC
- The benefits of comms technology for IC strategies
- The importance of investing in line manager / leadership comms
- Defining benchmarks to measure IC success
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
Ā
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
Exploring the mental wellbeing of the public relations professionStephen Waddington
Ā
The #FuturePRoof report lifts the lid on mental health in the public relations profession, and attempts to characterise the issue, signpost potential solutions, and identify best practice.
The CIPR's Artificial Intelligence (AI) panel has published new research revealing the impact of technology, and specifically AI, on public relations practice. It predicts the impact on skills in the profession in the next five years.
A qualitative research study revealing the barriers to pay parity and opinions on solutions to the industry's gender pay gap. Published in partnership with Women in PR, this report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing the gender pay gap in PR.
The report follows an intensive 12-month review of nearly 200 global publications including books, academic papers, national reports, think tank studies, research group offerings, company and management consultant pieces and a variety of other sources to create a comprehensive overview of the impact of AI on the professions.
https://cipr.co.uk/CIPR/Our_work/Policy/CIPR_Artificial_Intelligence_in_PR_panel.aspx
2016 Thumbtack Small Business Friendliness Survey: Methodology & AnalysisThumbtack, Inc.
Ā
The 2016 Thumbtack.com Small Business Friendliness Survey polled over 12,000 small business owner-operators from across the country on their policy preferences and evaluations of their state and local governments. With this survey data, we provide three novel contributions. First, we grade 35 states and 78 metropolitan areas on 11 dimensions, ranging from overall business friendliness to more specific measures, such as the friendliness of an area's labor regulations. Second, we use econometric procedure known as dominance analysis to determine what small businesses want most from their state and local governments. This exercise revealed that licensing requirements and tax regulations are single biggest determinants of small businesses's evaluations of their local and state governments, respectively. Finally, we use regression analysis to determine how improving along different policy measures affects perceptions of overall friendliness. These results indicate that, among other things, requiring a service provider to hold a license is only negatively correlated with friendliness evaluations if that license is also seen as being difficult to comply with. With these results, we look forward to working with state and local officials to help improve policy conditions for small businesses across America.
Exploring the public relations agency business | #FuturePRoof | ICCO | PRCAStephen Waddington
Ā
Progressive public relations agencies are rapidly modernising. They are embracing new skills in data, research and paid media, and are investing in creative teams.
The public relations agency sector is strong. Profits are healthy in well-managed businesses, and the market overall is growing according to both the PRCA and ICCO.
Innovation is everywhere in practice from freelancers through to the largest agencies.
However one area in which there remains surprisingly little innovation is around billing models. The dominant structure continues to be fees charged on an hourly basis, albeit on retainer or project basis.
These are the headline findings of this #FuturePRoof project on the future of the public relations agency, backed by ICCO and the PRCA.
You'll find eight drivers of change in the agency business identified by this project, outlined in this report. We hope that you find it useful.
The Digital Culture Challenge: Closing the Employee-Leadership GapCapgemini
Ā
Is company culture a roadblock or a catalyst for digital transformation? Does the big moment for an organization arrive when they have embraced the fact that the prerequisite to digital transformation isnāt a technical issue, but a cultural change?
Unfortunately, itās a pre-requisite that is beyond the grasp of many companies as they look to drive innovation and change through smart technologies and data. For most, cultural issues continue to block digital transformation and itās a problem thatās worsening. In 2011, a majority of respondents (55%) said that culture was the number one hurdle to digital transformation1 but in our latest research, this figure has actually risen to 62%
Download the report to understand why organizations are struggling and what they can do about it, we undertook an extensive research program based on a clear definition of digital culture. We surveyed 1,700 peopleāincluding not only senior executives, but also managers and employeesāin 340 organizations across eight countries and five sectors. We also interviewed senior business executives from a range of organizations across industries, as well as academic experts.
2019 Election| Truth about Unions and Union Dues| Canada| September 2019paul young cpa, cga
Ā
This presentation looks at unions including union dues. The presentation will also look at public sector unions. Public sector unions are funded by taxation.
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 yearās 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.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2017 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
More than 1,800 members joined the Chartered Institute of Public Relations (CIPR) in 2017 and overall member retention grew to 83%, according to figures revealed in the Institute's Integrated Report .
The CIPR's #PRinaPandemic specialist study of the public relations sector authoritatively explores the immediate impact of COVID-19 on the profession, and how it will develop, reflecting on a truly challenging year and what this has meant to those working in the profession.
Connections As A Tool For Growth: Evidence From The LinkedIn Economic GraphLinkedIn
Ā
New evidence from LinkedInās current network, presented here, demonstrates the economic value of connections. We calculate an āindex of connectednessā for each of 275 metro regions in the U.S., based on the average number of connections per LinkedIn member in that region. The higher the index of connectedness, the more dense the connections between LinkedIn members in that region. Using data from the Bureau of Labor Statistics, we calculate the four-year and one-year nonfarm payroll job growth for those metro regions.
This report was authored by Dr. Michael Mandel, with research supported by LinkedIn. November 2014.
A report on diversity within the UK PR industry.
This research study aims to:
ā¢ Create better understanding of the issues and barriers faced by different socio-economic
groups and understand what prevents underrepresented groups from engaging with public
relations
ā¢ Suggest potential and workable solutions for employers
ā¢ Propose initiatives to be led by professional bodies and other industry leaders
ā¢ Raise the issue of social mobility with individual practitioners
This survey provides insight into the salaries, benefits and bonuses commanded by professionals working within the consumer sector across a wide range of disciplines in Spain.
Executive Employment Trends Report Q1 2017BPI group
Ā
What is the current average length of an executive job search? How does an executiveās base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
A comprehensive review of AI use within the public relations profession.
At time of writing (February 2023), thereās been a burst of new AI-driven tools, services and use cases with the potential to impact virtually every aspect of the public relations profession.
This report is an attempt to assess the likely rapid progress of AI technology over the next year and the longer-term strategic considerations for all public relations practitioners as a result.
Co-authored by Andrew Bruce Smith and Stephen Waddington, with contributions from Professor Anne Gregory, Jean Valin and Scott Brinker.
In this report, the Institute of Directors (IoD) has joined forces with the Chartered Institute of Public Relations (CIPR) to look at ways in which organisations can best employ public relations to ride market turbulence and ensure they are fit for the future.
Youāll find the results of our recent survey which showcases how UK directors see and use public relations. Youāll also find a raft of practical ways in which your business can utilise PR and each chapter has five top tips to get you started.
The successful running of any organisation relies on effective and efficient line manager communication. In autumn 2021, CIPR Inside conducted a deep dive into line manager communication to find out:
ā¢ Who supports line manager communication and how important itās considered to be
ā¢ What line managers need in order to communicate effectively
ā¢ If effective communication is considered an important leadership skill and business enabler, and whether it is supported as such
Our guide for Members of Parliament who are approached by lobbyists. This leaflet sets out the standards of acceptable behaviour for professional lobbyists, what you should expect from them if they approach you, and what action you can take if you have concerns.
This report from the CIM and CIPR explores the experiences
of their chartered members by looking at the impact of
becoming chartered and committing to continuing
professional development (CPD) has had on their careers
and on their confidence. At a time of economic and social
uncertainty, chartership may play a crucial role in how those
working in marketing and PR are viewed and trusted, now
and in the future.
Our ebook 'Communicating in a Crisis' explores how public relations was successfully used in the pandemic and features case studies from agency, in-house and public sector teams shortlisted in our 2021 Excellence Awards.
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the professionās knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
This guide is designed to support PR and comms professionals
who might have to deal with this highly sensitive topic. Our ambition is that this guide will support you practically, and help you with your own mental health and wellbeing.
The guide provides practical advice on how to help organisations communicate suicide. It also looks at the wider issue of talking about suicide alongside mental health.
Weāve worked closely with people and organisations affected by
suicide and are grateful to be carrying their voices and experiences as we make recommendations and offer advice.
Much progress has been made in the area of mental health in the last several years; talking about it openly and honestly has become more commonplace, and governments and businesses have recognised that they have a major role to play in helping people look after their mental wellbeing.
The Workplace Mental Wellbeing Audit helps businesses and other organisations understand the mental health of their employees and in turn take steps to help them. This report from the CIPR, PRCA and ICCO surveys 559 PR professionals through their networks, with the aim to understand
specifically the mental wellbeing of those working in the PR and Communications industry, the impact of coronavirus has had and changes over time.
From Comms Professional to CEOā explores what holds comms people back on their professional journey to leadership positions. The report provides advice for professionals on making the journey to the top based on qualitative research interviews with CEOās who have a communications background.
The Chartered Institute of Public Relations (CIPR) has published its 2019 Annual Report,Ā celebratingĀ itsĀ success inĀ a year which helps define itsĀ purposeĀ āmore clearly than ever beforeā.Ā
The report (below) outlines theĀ work of theĀ InstituteĀ through the four key areasĀ as outlined in ourĀ five-yearĀ strategy;Ā leading practice development, building a resilient community, championing lifelong learning, and advocating public relations.Ā
This guide is designed to support communicators in their own work and in their senior management advisory capacity. It outlines some key principles for ethical decision-making, provides practical advice on using the CIPRās ethical decision-making tree and the Open Data Instituteās data ethics canvas through the use of real-life examples.
The guidance ā led by CIPR Health - is designed to help employers build a working environment that supports positive mental health and advises practitioners on how to take care of their mental wellbeing.
CIPRās Public Affairs Group have published a Horizon Scan document, exploring trends and topics likely to impact the future of working in public affairs.
New guidance from the CIPR and the Government's Centre for the Protection of National Infrastructure (CPNI) offers best practice guidance for communications professionals on the preparation and management of threats from hostile actors. More: https://newsroom.cipr.co.uk/cipr-and-uk-government-publish-terrorism-crisis-management-guidance/preview/db0ae1f554fad89e9ffdbe8dc16b616af3dc3011
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Top mailing list providers in the USA.pptxJeremyPeirce1
Ā
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Ā
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Ā
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.š¤Æ
We will dig deeper into:
1. How to capture video testimonials that convert from your audience š„
2. How to leverage your testimonials to boost your sales š²
3. How you can capture more CRM data to understand your audience better through video testimonials. š
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Ā
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website ā www.pmday.org
Youtube ā https://www.youtube.com/startuplviv
FB ā https://www.facebook.com/pmdayconference
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
Ā
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Exploring Patterns of Connection with Social Dreaming
Ā
CIPR State of the Profession 2018
1. P1
S TAT E O F T H E
P R O F E S S I O N
2018
#StateOfPR
cipr.co.uk
2. P2
INTRODUCTION
For almost a decade, the CIPRās State of the Profession has delivered industry-
leading data on the trends, issues and challenges impacting public relations.
From skills and salaries to diversity and gender pay, the research has benchmarked
standards and spotlighted stories that have guided industry efforts to improve practice.
Thousands of PR professionals have had their say on the PR industry each year since the
surveyās inception in 2009, but tens of thousands more work in public relations beyond
the CIPRās networks. The CIPR wanted to conduct a research study that truly represented
the entire profession.
This perspective inspired a unique approach to the 2018 study.
For the first time, this yearās research combines State of the Profession insight with
data from a separate Office of National Statistics (ONS) study into the public relations
population. The intention was to create a higher level of assurance for the findings of the
research by doing a wider desk-based analysis of the PR population based on the ONS
Annual Population Survey.
Validated against the ONS data, this yearās State of the Profession is the most powerful,
statistically robust and authoritative exploration of public relations practice to date.
STATE OF THE PROFESSION 2018
3. P3
METHODOLOGY
In 2017 the CIPR chose to work with Chalkstream Ltd, an agency with a research
specialism led by a Chartered PR Practitioner, to deliver the project.
The initial output was an analysis of the UKās PR population, giving an overall figure and
providing a range of demographic information. This was tested and extended to cover
the period 2013-2017.
To set State of the Profession in context, the CIPR commissioned an analysis of the UK PR
population as a whole. This was carried out through an analysis of data collected through
the Annual Population Survey (APS) of UK residents.
Around 320,000 people take part in the APS each year, giving it the largest coverage
of any UK household survey and allowing for the generation of statistics for small
geographical areas.
The APS is a representative survey and produces the most robust data available to help
any organisation understand the population of a given profession. The APS data is,
according to the ONS, the most reliable source for occupation and industry breakdown
in the UK. To test the robustness of the methodology and to understand data trends,
data from APS 2013/14, 2014/15, 2015/16 and 2016/17 was analysed.
The data from population research was used to created weighted samples and test
the State of the Profession sample to see how representative it is of the PR population.
State of the Profession went into the field in November 2017, closing on 17 December
with 1,752 respondents. Invitations to complete the survey were sent via email by the
CIPR to its members and non-members who were signed up to the Instituteās mailing list.
Invitation links were also shared on social media.
Of the 1,752 responses, 179 respondents did not work in public relations and 369
respondents failed to complete the survey in its entirety although the responses provided
in these cases allowed for confident interpretation and presentation of the data.
The results reflected through this study related to the UK PR population as a whole,
as analysed further in the appendix. The State of the Profession survey sampled this
population and followed a different methodology. The two sets of results are distinct
but provide a strong basis for comparison. The APS data allowed us to analyse how
representative the sample in State of the Profession is of the UKās PR population and
provided a basis to set the analysis in a wider context.
STATE OF THE PROFESSION 2018
METHODOLOGY
4. P4
EXECUTIVE SUMMARY
The use of new research on the population of UK PR practitioners ensures the results
of this yearās State of the Profession are representative of the wider PR industry.
The findings:
1. GROWTH AND SALARIES
Public relations is a growing profession. There are 71,000 PR practitioners in the UK.
The workforce has grown by 22% (from 58,000) over the past four years. The vast
majority of agencies, consultancies and departments are growing or maintaining
their size in 2017/18.
Chartered Practitioners, as a group, have the highest average income. As in 2017,
in-house professionals in the private sector earn more than public sector in-house
professionals, agency, consultancy or independent practitioners.
PR professionals working outside the UK as well as those in London, the South East
and the Channel Islands have the highest average annual income; those in Northern
Ireland and East Midlands have the lowest.
Overall, average salaries for full-time workers grew by Ā£1,123 from Ā£50,447 in 2017
to Ā£51,570 in 2018, but the results showed significant variations according to gender,
age and location.
2. ACHIEVING RECOGNITION AS A STRATEGIC MANAGEMENT DISCIPLINE
Senior representation for the PR function matters to practitioners; respondents
consider that under-representation of public relations practitioners at board level is
the biggest challenge facing the industry, as they did last year. Practitioners need
to break away from tactical communications and assert wider influence over the
organisation they work in or for if PR is to thrive as a strategic management discipline.
Although practitioners influence communications strategy and communication
budgets, organisations are systematically undervaluing their PR functions ā
only 1 in 10 senior respondents indicated they were a member of an executive board.
Nine out of 10 (88%) recruiters value strategic thinking as one of the most significant
attributes in senior practitioners. Senior practitioners rate it as strength (45%),
and strategic planning is one of the most commonly undertaken activities at this
level (66%). However, senior practitioners need to build their business acumen to
break through beyond PR.
STATE OF THE PROFESSION 2018
EXECUTIVE
SUMMARY
5. P5
Public relations faces a longer term challenge to establish new sources of value
to counter the risks posed by new technology. At all levels, practitioners are
overwhelmingly engaged in tactical delivery. The most commonly undertaken
activity in PR is copywriting and editing ā the third most common is media relations.
Elements of these activities, as well as social media relations, are at risk
of automation. Delivering PR campaigns is the second most common activity.
Senior practitioners are strategic planners but are more commonly occupied
in copywriting and campaigns. While recruiters value strategic thinking and
practitioners identified it as a strength, there is a gap between this perceived value
and the reality of a senior role in PR.
3. PR FAILING TO BRIDGE THE DIVERSITY GAP
PR has a āDiversity Gapā ā our population research suggests that in 2017, 96%
of the population of public relations was ethnically white, up from 90% in 2013.
We should be cautious about placing too much emphasis on diversity data for a
single year, due to the limitations of the methodology. The average over recent years
(of 93% white ethnicity) is probably more robust.
Thus, even on a generous interpretation of the data, the āDiversity Gapā exists
between the PR population and the wider UK population, which is generally
identified as 87% white.
The āDiversity Gapā also relates to the change in attitudes within the profession.
State of the Profession data shows practitioners are increasingly likely to believe that
ethnic diversity contributes to improved PR practice. This rose from 59% to 65%
between 2016 and 2017. Attitudes may be evolving, but recruitment practices are
failing to drive real change.
PR must take this issue more seriously. According to the January 2016 School
Census, in primary schools 31.4% of pupils are of minority ethnic origin. The UK
population is changing and PR is standing still.
The sector needs to break down barriers to diversity in employment. The cost of
failing to do this will become increasingly evident as society diversifies and PR is
increasingly isolated and out of touch.
STATE OF THE PROFESSION 2018
EXECUTIVE
SUMMARY
6. P6
4. DECLINING FEMALE EMPLOYMENT, GENDER PAY AND PRāS GLASS CEILING
FOR WOMEN
Our survey data suggests that the proportion of men and women in the profession
remains stable at 63% women; interestingly however, ONS data suggests there is
a steady change in the gender balance in public relations. This ONS data indicates
women make up 56% of the PR practitioner population which has declined year on
year since 2013 (when they made up 63% of the workforce). If women are leaving, or
being put off from working in PR, it may be in part due to the following reasons:
The gap between the female and male salaries in PR has fallen slightly, to an average
of Ā£11,156 in 2018. However, this masks the annual cost of being a woman in PR.
According to the regression analysis, which strips out other factors that influence
earnings such as seniority, prevalence of part-time work or years in practice, this has
risen from Ā£5,784 to Ā£6,725.
It is also more difficult for women to reach the most senior, better paid roles in public
relations. The average gap between male and female earnings rises to over Ā£18,000
for practitioners who have worked in PR for between 17 and 21 years.
5. MENTAL HEALTH ISSUES ARE ON THE RISE
Around one in six (16%) of PR practitioners stated that they have a mental health
condition. This figure has more than doubled in the last year ā only 6% of professionals
reported mental health conditions in 2016/17. This rapid increase could be attributed
in part to greater awareness of mental health in society, but also points to a challenge
for employers in the sector.
STATE OF THE PROFESSION 2018
EXECUTIVE
SUMMARY
7. P7
CONTENTS
THE PROFESSION 8
ā¢ RECRUITMENT 9
ā¢ CHALLENGES FACING THE INDUSTRY 10
EMPLOYMENT DEMOGRAPHICS 11
ā¢ AGE 12
ā¢ GENDER 12
ā¢ EDUCATION 12
ā¢ WORKPLACE REGION 13
ā¢ ORGANISATION TYPE 14
ā¢ YEARS IN PR 16
ā¢ SENIORITY 16
SALARY 17
ā¢ BY AGE 18
ā¢ BY LOCATION 18
ā¢ BY ROLE 18
ā¢ BY EXPERIENCE 19
ā¢ BY PROFESSIONAL ACHIEVEMENT 19
ā¢ BY GENDER 19
ā¢ GENDER PAY GAP BY EXPERIENCE 19
SKILLS, ATTRIBUTES AND KNOWLEDGE 20
ā¢ ACTIVITIES UNDERTAKEN 21
ā¢ SENIOR PRACTITIONERS 22
ā Perceived strongest skills/competencies 22
ā Skills most valued by recruiters 22
ā Top perceived strongest attributes 23
ā Attributes most valued by recruiters 23
ā Strongest areas of professional knowledge 23
ā Specialist knowledge most valued
by recruiters 23
ā¢ NON MANAGERS 24
ā Perceived strongest skills/competencies 24
ā Skills most valued by recruiters 24
ā Top perceived strongest attributes 24
ā Attributes most valued by recruiters 24
ā Strongest areas of professional knowledge 25
ā Specialist knowledge most valued
by recruiters 25
ā¢ RESPONSIBILITIES 26
ā Senior responsibilities 26
ā In-house responsibilities 26
ā Consultancy/agency responsibilities 27
ā Independent practioner responsibilities 27
ā Professional standards 27
DIVERSITY AND INCLUSION 28
ā¢ ETHNICITY 29
ā¢ SEXUAL ORIENTATION 29
ā¢ RELIGION 29
ā¢ WELLBEING 30
ā¢ DIVERSITY ATTITUDES 30
HOW RESULTS REFLECT THE INDUSTRY 31
APPENDIX 32
LIMITATIONS OF THE METHODOLOGY 33
ABOUT CHALKSTREAM AND CIPR 34
STATE OF THE PROFESSION 2018
CONTENTS
8. T H E
P R O F E S S I O N
01
STATE OF THE PROFESSION 2018
9. P9
The APS data highlights a growth in the population working in PR. Over
the last four years this has seen a rise from 58,000 to 71,000 people
working in PR.
This growth is reflected in the survey findings from State of the Profession
which shows that agencies, consultancies and in house teams largely identify
their workforce as āgrowingā or āstableā. This trend suggests a continuation in
growth of the workforce as well as recognition of the importance of strategic
PR. However, the main challenge facing the industry is recognised as āunder-
representation of public relations practitioners at board levelā for the second
year in a row.
Other challenges include adapting to trends in media and technology ā
matters set to impact the workforce and required skills now and in the future.
RECRUITMENT
Agency/consultancy
Growing
Stable
Reducing in size
I donāt know
RECRUITMENT
PR department
Growing
Stable
Reducing in size
I donāt know
STATE OF THE PROFESSION 2018
THE
PROFESSION01
37%
59%
3% 1%
2%
31%
53%
14%
10. P10
STATE OF THE PROFESSION 2018
THE
PROFESSION01
CHALLENGES FACING THE INDUSTRY
Ranking Industry Challenge
1. Under-representation of public relations practitioners at board level
2. Changing social and digital landscape
3. Unethical public relations practice
4. An expanding skill set required of professionals
5. Not being seen as a professional discipline
6. Convergence with other marketing disciplines
7. Emergence of fake news
8. Lack of diversity amongst PR professionals
9. Lack of analytical skills
10. A lack of collective self-belief and confidence
11. Automation
11. P11
STATE OF THE PROFESSION 2018
E M P L O Y M E N T
D E M O G R A P H I C S
02
12. P12
STATE OF THE PROFESSION 2018
EMPLOYMENT
DEMOGRAPHICS02
AGE
Age range
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
Over 64
GENDER
Male
Female
Other 0%
Prefer not to say 0%
This section explores the make up the PR population by age, gender, region and education.
This examines the split between in-house and agency practitioners as well as their role, level of seniority,
and years of experience.
6%3%
29%
29%
24%
10%
36%
63%
EDUCATION LEVEL
Undergraduate degree 74%
Masters degree 32%
Doctorate/PhD 2%
Another university 12%
qualification
No higher education 9%
qualification
13. P13
STATE OF THE PROFESSION 2018
EMPLOYMENT
DEMOGRAPHICS02
WORKPLACE REGION
Region %
Channel Islands 1%
East of England 5%
East Midlands 4%
London 27%
North East 4%
Northern Ireland 3%
North West 8%
Scotland 7%
South East 10%
South West 8%
Wales 4%
West Midlands 5%
Yorkshire and the
Humber
3%
Outside of the UK 10%
14. P14
STATE OF THE PROFESSION 2018
EMPLOYMENT
DEMOGRAPHICS02
ORGANISATION TYPE BY AGE
ORGANISATION TYPE
Response
I work in-house in the private sector
I work in-house in the public sector
I work in-house for a
not-for-profit organisation/NGO
I work in a consultancy/agency
I am an independent practitioner
12%
16%
27%
22%
23%
In-house
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
Over 64
Consultancy
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
Over 64
Indep. Prac.
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
Over 64
24%
37%
12%8%
17%
2%
33%
32%
7%
1% 3%
24%
30%
6%
34%
23%
7%
15. P15
STATE OF THE PROFESSION 2018
EMPLOYMENT
DEMOGRAPHICS02
ORGANISATION TYPE BY LOCATION
In-house
London
Midlands and E. England
North England
South (incl C.I.)
Northern Ireland
Scotland
Wales
International
Consultancy
London
Midlands and E. England
North England
South (incl C.I.)
Northern Ireland
Scotland
Wales
International
Indep. Prac.
London
Midlands and E. England
North England
South (incl C.I.)
Northern Ireland
Scotland
Wales
International
27%
15%19%
7%
10%
15%
4%
3%
31%
9%
15%
20%
13%
5%
4%
3%
14%11%
16%
17%
2%
2%
5%
32%
16. P16
STATE OF THE PROFESSION 2018
EMPLOYMENT
DEMOGRAPHICS02
YEARS IN PR
0-4
5-8
9-12
13-16
17-20
21+
12%
13%
17%
21%
18%
19%
SENIORITY
Role
Assistant/Executive
Officer
Manager
Head of Communications/
Associate Director
Director/Partner/
Managing Director
Other
Intern/Trainee 0%
21%
17% 34%
17%
6% 5%
SENIORITY BY GENDER
Male
Role
Non-manager
(i.e. Intern, Assistant,
Executive, Officer)
Manager
Head of Communications/
Associate Director
Director/Partner/
Managing Director
Other
17%
19%
33%
26%
5%
Female
Role
Non-manager
Manager
Head of Communications/
Associate Director
Director/Partner/
Managing Director
Other
5%
24%
35%
18%
18%
17. P17
S A L A R Y
03
STATE OF THE PROFESSION 2018
18. P18
STATE OF THE PROFESSION 2018
SALARY03
SALARY BY AGE
Age range
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
Over 65
Average income
Ā£24,223
Ā£38,794
Ā£51,840
Ā£67,425
Ā£73,613
Ā£65,778
SALARY BY ROLE
Role
Intern/trainee
Assistant/executive
Officer
Manager
Head of Communications/
Associate Director
Director/Partner/
Managing Director
Average income
Ā£21,667
Ā£23,844
Ā£31,232
Ā£43,498
Ā£63,139
Ā£79,244
SALARY BY LOCATION
Location
Channel Islands
East of England
East Midlands
London
North East
Northern Ireland
North West
Scotland
South East
South West
Wales
West Midlands
Yorks Humber
Outside of the UK
Average income
Ā£51,462
Ā£41,296
Ā£38,390
Ā£60,228
Ā£39,907
Ā£37,596
Ā£49,880
Ā£43,904
Ā£51,304
Ā£49,311
Ā£41,247
Ā£44,778
Ā£42,645
Ā£69,290
19. P19
SALARY BY GENDER
Gender Average income
Male Ā£58,276
Female Ā£47,706
Difference Ā£10,570
GENDER PAY GAP BY EXPERIENCE
Years Worked
in PR
Difference between male
and female salaries
0-4 Ā£2,298
5-8 Ā£4,034
9-12 Ā£6,121
13-16 Ā£12,649
17-20 Ā£18,713
21+ Ā£11,436
SALARY BY PROFESSIONAL ACHIEVEMENT
Status
Professional qualification
in public relations
Chartered Practitioner
No professional
qualification/Not Chartered
Average income
Ā£50,027
Ā£66,526
Ā£49,360
SALARY BY EXPERIENCE
Years in PR
0 to 4
5 to 8
9 to 12
13 to 16
17 to 20
21+
Average income
Ā£31,201
Ā£41,537
Ā£51,458
Ā£55,773
Ā£65,872
Ā£76,522
STATE OF THE PROFESSION 2018
SALARY03
A regression analysis of the gender pay gap, which considers variables
that influence salary such as prevalence of part-time work, years in PR
and seniority, revealed that men are paid an average of Ā£6,725 more
than women in public relations.
20. P20
S K I L L S ,
AT T R I B U T E S
A N D
K N O W L E D G E
04
STATE OF THE PROFESSION 2018
21. P21
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
Survey respondents were asked to indicate how they spent their time by identifying specific work
activities. The results reveal the evolving skillset required of public relations professionals.
Segmenting these responses by respondentsā seniority reveals powerful insights into how workflow is
distributed amongst PR professionals.
Meanwhile respondents with responsibilities for recruiting staff were asked which skills, attributes
and specialist knowledge they value most. This exercise evidenced the prevalence of skills gaps in
public relations. The options were developed using the Global Allianceās āGlobal Body of Knowledgeā
framework. This section also identifies where PR is positioned within organisations in relation to its
influence and authority over strategy and budgets.
PUBLIC RELATIONS ACTIVITIES MOST
COMMONLY UNDERTAKEN IN CURRENT JOB
Activity %
Copywriting and editing 73%
PR programmes/campaigns 68%
Media relations 65%
Strategic planning 57%
Social media relations 54%
Crisis, issues management 52%
Community and stakeholder relations 49%
Internal/employee communication 48%
Events, conferences 44%
Management of people, resources 38%
Research, evaluation, measurement 36%
Marketing 33%
Project, account, client management 29%
Public affairs 25%
Defining mission/values, corporate governance 24%
Technical/digital (exc social media) 19%
Financial, investor relations 6%
Respondents were asked to reveal how they spent their time. This yearās
study combines the tasks/competencies respondents said they spend most
and some of their time on to reveal the most common areas of practice.
22. P22
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
SENIOR ROLES
Activity %
Copywriting and editing 71%
PR programmes/campaigns 69%
Strategic planning 66%
NON-MANAGER ROLES
Activity %
Copywriting and editing 79%
Media relations 67%
Social media relations 65%
SENIOR PRACTITIONERS
TOP 3 PERCEIVED STRONGEST SKILLS/
COMPETENCIES
Activity %
Copywriting and editing 59%
Media relations 46%
Strategic planning 45%
SKILLS MOST VALUED BY RECRUITERS
Activity %
Management of people, resources 65%
Strategic planning 61%
Crisis, issues management 57%
23. P23
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
TOP 3 PERCEIVED STRONGEST ATTRIBUTES
Activity %
Strategic thinking 62%
Problem solving 43%
Writing ability 38%
ATTRIBUTES MOST VALUED BY RECRUITERS
Activity %
Strategic thinking 88%
Problem solving 45%
Emotional intelligence 37%
TOP 3 PERCEIVED STRONGEST AREAS
OF PROFESSIONAL KNOWLEDGE
Activity %
Research, planning, implementation, evaluation 55%
Crisis communications management 47%
Media and social channels, use of technology 44%
SPECIALIST KNOWLEDGE MOST VALUED
BY RECRUITERS
Activity %
Research, planning, implementation, evaluation 66%
Business acumen 62%
Crisis communications management 57%
24. P24
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
NON-MANAGERS
TOP 3 PERCEIVED STRONGEST SKILLS/
COMPETENCIES
Activity %
Copywriting and editing 73%
Social media relations 44%
Media relations 50%
SKILLS MOST VALUED BY RECRUITERS
Activity %
Copywriting and editing 84%
Social media relations 57%
Media relations 53%
TOP 3 PERCEIVED STRONGEST ATTRIBUTES
Activity %
Attention to detail 42%
Writing ability 49%
Creativity 38%
ATTRIBUTES MOST VALUED BY RECRUITERS
Activity %
Attention to detail 63%
Writing ability 54%
Creativity 41%
25. P25
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
TOP 3 PERCEIVED STRONGEST AREAS
OF PROFESSIONAL KNOWLEDGE
Activity %
Media and social channels, use of technology 65%
Research, planning, implementation, evaluation 50%
Communication models and theories 25%
SPECIALIST KNOWLEDGE MOST VALUED
BY RECRUITERS
Activity %
Media and social channels, use of technology 86%
Research, planning, implementation, evaluation 64%
Business acumen 34%
26. P26
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
SENIOR RESPONSIBILITIES
Board level responsibility
I am directly answerable to one
or more Boards of Directors
I am a non-executive member
of a Board of Directors
I am an executive member
of a Board of Directors
None of the above
43%
47%
11% 5%
IN-HOUSE RESPONSIBILITIES
The marketing
budget
29%
38%
34%
The public relations
budget
50%
36%
14%
Other budgets in
the organisation
17%
37%
46%
The communication
strategy
63%
34%
2%
The organisationās
business strategy
3%
60%
37%
In-house
I am responsible
for
I influence but
I am not
responsible for
I do not
influence
27. P27
STATE OF THE PROFESSION 2018
SKILLS, ATTRIBUTES
AND KNOWLEDGE04
CONSULTANCY/AGENCY RESPONSIBILITIES
I am
responsible for
I influence
but I am not
responsible for
I do not
influence
Consultancy/agency % % %
The organisationās budget 39% 37% 24%
Client marketing budgets 25% 50% 25%
Client public relations budgets 38% 50% 11%
Client communication strategies 60% 37% 2%
The organisationās
business strategy
37% 47% 16%
Client business strategies 24% 55% 21%
INDEPENDENT PRACTITIONER RESPONSIBILITIES
I am
responsible for
I influence
but I am not
responsible for
I do not
influence
Independent % % %
Client marketing budgets 24% 52% 25%
Client public relations budgets 30% 56% 15%
Client communication strategies 59% 41% 1%
Client business strategies 15% 67% 18%
PROFESSIONAL STANDARDS
How do you judge the professional standards
of public relations practitioners? %
Satisfying clients/employers 63%
Membership of a professional body 60%
Commitment to industry codes of practice 56%
Industry training and qualifications 50%
Active participation in CPD or similar scheme 36%
Chartered Status 29%
28. P28
STATE OF THE PROFESSION 2018
D I V E R S I T Y
A N D
I N C L U S I O N
05
STATE OF THE PROFESSION 2018
29. P29
STATE OF THE PROFESSION 2018
DIVERSITY
AND INCLUSION05
This section explores the progression of diversity in PR. Data from the APS suggests that despite the shift
in attitudes towards greater diversity within the workforce, the diversity gap has increased.
ETHNICITY
2013/14
%
2014/15
%
2015/16
%
2016/17
%
Average
White 91% 92% 93% 96% 93%
Mixed/Multiple ethnic groups 4% 1% 1% 1% 2%
Indian 1% 2% 1% 1% 1%
Black/African/Caribbean/Black British NA 1% 2% NA 2%
Other ethnic group 1% NA 1% NA 1%
Suppressed data/NA 2% 4% 3% 2% 3%
From ONS data - please see āLimitations of Methodologyā for further details.
SEXUAL ORIENTATION
Heterosexual
Gay
Prefer not to say
Bi-sexual
Lesbian
5%
2%1%
85%
7%
RELIGION
No religion
Christian
Buddhist
Hindu
Jewish
Muslim
Sikh 0%
Any other religion
Prefer not to say
50%
37%
2%
1%
7%
30. P30
STATE OF THE PROFESSION 2018
DIVERSITY
AND INCLUSION05
DIVERSITY ATTITUDES
āI believe public relations campaigns are more effective
if practised by teams that areā¦
%
Agree
%
Neutral
%
Disagree
Donāt
know
ethnically diverseā 65% 27% 6% 2%
socially diverseā 78% 17% 4% 1%
of all agesā 77% 18% 4% 1%
representative of the audience(s) they are
communicating withā
67% 23% 9% 1%
culturally diverseā 74% 20% 5% 1%
made up of a proportionate number of men and womenā 57% 31% 11% 1%
made up of a proportionate number of people with and
without disabilitiesā
43% 41% 13% 3%
Mental health condition
Yes
No
Prefer not to say
WELLBEING
Physical disability or long-term
physical health condition
Yes
No
Prefer not to say
6%1%
93%
4%
16%
80%
31. P31
STATE OF THE PROFESSION 2018
HOW RESULTS REFLECT THE INDUSTRY
By analysing data from the Office for National Statisticsā Annual Population Survey (APS),
Chalkstream was able to determine the number of practitioners, as well as a range of
demographic features, including:
ā¢ Gender
ā¢ Age
ā¢ Type of employment
ā¢ Sector
ā¢ Industrial sector
ā¢ Workplace location
ā¢ Ethnicity
ā¢ Employment length
ā¢ (Recent) education and training history
The methodology was tested by applying it to the results of the APS for the previous
three years and by comparing results against the national census of 2011.
The results were then used to create a sample frame in order to weight the study to
reflect the population as defined by the APS data. This allows assessment of the extent
to which the results of the State of the Profession Survey 2018 are representative of the
industry beyond CIPR members. Only complete returns to the SOTP 2017/18 survey
were used to facilitate comparison.
The weighted responses are consistent with those of the broader set of respondents,
showing that the State of the Profession is a reliable barometer of the industry.
32. P32
STATE OF THE PROFESSION 2018
APPENDIX
For this study, the APS was used to identify those who classify themselves as working in
public relations. All Standard Occupational Codes (SOC) used in the APS were reviewed
in detail.
Two codes were identified that covered those working in PR:
2472 ā public relations professionals
1134 ā advertising and public relations directors
Advertising directors were then separated out from PR directors in the 1134 SOC data. From
the remaining respondents, the social survey unit at the Office for National Statistics built up
a detailed picture of the population.
Please note that for reporting purposes the graphs and tables with percentages have been
rounded up or down accordingly and, in some cases, might not add up to 100%.
33. P33
STATE OF THE PROFESSION 2018
LIMITATIONS OF THE METHODOLOGY
1. While the APS is considered a reliable source for occupation and industry breakdown,
by filtering respondents so specifically the study is based on the responses of around
400 individuals in total. Those 400 are theoretically representative of the UK PR
population because the broader sample of 300,000+ is representative of the whole
UK population. This theory is here tested by applying the methodology to different
sets of APS results in order to see whether the results are broadly similar, or represent
a trend, each time the data produced by the different surveys is analysed. While the
trends are clear, the methodology seems least robust where there is a wide range
of possible responses to a question in the APS (such as in relation to ethnicity or
workplace region).
2. The level of filtering involved in this study results in ācell suppressionā ā where data
is hidden either to mitigate against data users being able to infer what should be
private information from public sets of data, or because sample sizes are too small to
provide reliable estimates.
3. The data under analysis does not provide information on the proportion of the PR
population that works in-house and what proportion works in an agency setting.
4. As a result of the methodology applied, the following will not be included in the
population under study here:
a. Public relations professionals working as public relations directors in the
advertising industry (due to the approach applied at #1).
b. Individuals working in a public relations role but classifying themselves as having a
different occupation (as, say, a journalist).
c. Heads of public relations agencies who classify themselves as managing directors
in an occupational capacity (as opposed to public relations directors).
Data for some variables cannot be analysed at all due to a lack of responses.
For example, typically only around 10% of APS respondents answer questions
about their income.
34. P34
STATE OF THE PROFESSION 2018
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, Association of Colleges,
National Union of Students, Association of School and College Leaders, ZSL, University of
Sussex, the UK Government.
chalkstreamltd.co.uk
ABOUT CIPR
The CIPR is by far the biggest member organisation for PR practitioners outside of North
America. By the size of turnover and number of individually registered members, we are
the leading representative body for the PR profession and industry in Europe.
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.co.uk
35. P35
Chartered Institute of Public Relations
52-53 Russell Square
London WC1B 4HP
+44 (0)20 7631 6900
#StateOfPR
cipr.co.uk