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 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.
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.
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.
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 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.
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.
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.
2016 Thumbtack Small Business Friendliness Survey: Methodology & AnalysisThumbtack, Inc.
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.
Delivered in partnership with Survation, the seventh edition of ‘State of the Profession’ 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.
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.
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
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.
Presentation by Michael Best, Columbia, Jonas Hjort, Columbia, David Szakonyi, George Washington. SITE, Stockholm School of Economics, December 15th, 2017.
Freelancing in New York is the first comprehensive measure of the independent workforce in New York City. Commissioned by Freelancers Union, Upwork, and the NYC Mayor's Office of Media and Entertainment, this study surveyed 5,000 working adults in New York City. The study, launched in part to inform work at Freelancers Hub, the first City-funded effort providing dedicated coworking and training to freelancers, estimates that 1.3 million workers are freelancing — with an estimated annual economic impact of $31.4 billion in earnings from their freelance work.
This research will find the gender pay gap in financial and insurance industries in Australia. It will not only benefit the domain of gender pay gap but it will also help in addressing alternative options that will help sideline this essential business issue.
this group assignment is covering the following topics:
1. Applied research study on Pakistan based business
2. Gallup’s procedure of poll conduct
3. International Communications Research, note on its services on problem definition process.
4. six stages of problem definition process (based on your own business idea)
Skills for a High Performing Civil Service - OECDOECD Governance
To assess changes in the skills needed in today’s civil services, the OECD has developed a
framework which identifies four areas, each representing specific tasks and skills required in the
relationship between the civil service and the society it serves. For more information see oe.cd/HRM-Skills
2016 Thumbtack Small Business Friendliness Survey: Methodology & AnalysisThumbtack, Inc.
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.
Delivered in partnership with Survation, the seventh edition of ‘State of the Profession’ 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.
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.
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
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.
Presentation by Michael Best, Columbia, Jonas Hjort, Columbia, David Szakonyi, George Washington. SITE, Stockholm School of Economics, December 15th, 2017.
Freelancing in New York is the first comprehensive measure of the independent workforce in New York City. Commissioned by Freelancers Union, Upwork, and the NYC Mayor's Office of Media and Entertainment, this study surveyed 5,000 working adults in New York City. The study, launched in part to inform work at Freelancers Hub, the first City-funded effort providing dedicated coworking and training to freelancers, estimates that 1.3 million workers are freelancing — with an estimated annual economic impact of $31.4 billion in earnings from their freelance work.
This research will find the gender pay gap in financial and insurance industries in Australia. It will not only benefit the domain of gender pay gap but it will also help in addressing alternative options that will help sideline this essential business issue.
this group assignment is covering the following topics:
1. Applied research study on Pakistan based business
2. Gallup’s procedure of poll conduct
3. International Communications Research, note on its services on problem definition process.
4. six stages of problem definition process (based on your own business idea)
Skills for a High Performing Civil Service - OECDOECD Governance
To assess changes in the skills needed in today’s civil services, the OECD has developed a
framework which identifies four areas, each representing specific tasks and skills required in the
relationship between the civil service and the society it serves. For more information see oe.cd/HRM-Skills
CFO Compliance Guide 2019 | Paycor - New York- Long IslandAdam J. Brier
Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
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Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
Morgan McKinley have teamed up with XpertHR to discuss the very topical theme that is the Gender Pay Gap. Morgan McKinley provided some insight into the gender pay gap from a recruitment perspective and XpertHR explained the difference between the gender pay gap vs equal pay, new regulatory requirements for reporting on the gender pay gap for employees and how and why this can be done. Guest speakers: Mark Crail and Clio Springer.
Articles in this edition include:
- 3 Biggest Employee Benefits Challenges Facing Employers
- 4 Tax Reform Changes to Watch
- Captives as Part of a Risk Management Plan
- Using AI for Hiring - the Pros & Cons
- Championing the Next Generation of Leaders via Internal Committees
A comprehensive review of AI use within the public relations profession.
At time of writing (February 2023), there’s 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.
A report on diversity within the UK PR industry.
This research study aims to:
• 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
• Suggest potential and workable solutions for employers
• Propose initiatives to be led by professional bodies and other industry leaders
• Raise the issue of social mobility with individual practitioners
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.
You’ll find the results of our recent survey which showcases how UK directors see and use public relations. You’ll 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:
• Who supports line manager communication and how important it’s considered to be
• What line managers need in order to communicate effectively
• If effective communication is considered an important leadership skill and business enabler, and whether it is supported as such
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.
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 profession’s 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.
We’ve 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.
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.
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.
From Comms Professional to CEO’ 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 CEO’s who have a communications background.
The Chartered Institute of Public Relations (CIPR) has published its 2019 Annual Report, celebrating its success in a year which helps define its purpose “more clearly than ever before”.
The report (below) outlines the work of the Institute through the four key areas as outlined in our five-year strategy; leading practice development, building a resilient community, championing lifelong learning, and advocating public relations.
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 CIPR’s ethical decision-making tree and the Open Data Institute’s data ethics canvas through the use of real-life examples.
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.
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Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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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).
2. PR and Gender Pay Gap Reporting / 2
Summary
The law has changed and
since 6th April 2017
employers in the UK with
more than 250 members of
staff are required to
annually publish gender
pay and bonus data.
Despite moves to tackle this gap, such
as the introduction of The Equal Pay Act
in 1970 which enshrines in law the right
to pay equality between women and
men for doing the same job, there
remains a difference of 9.1% difference
in hourly earnings in favour of men.1
The CIPR’s 2018 State of the Profession
survey showed that whilst women make
up over half of practitioners there is still
a pay inequality gap of £6,725.2
Whilst the legal requirement to report on
these criteria falls on larger companies
with 250 or more employees, there
is nothing to stop smaller businesses
reporting their own figures. The PRCA
Gender Pay Gap Report highlights that
nearly 80% of professional surveyed
believed the industry should voluntarily
adopt a lower limit.
The Law
From April 4th, 2018 employers in
Great Britain with over 250 members of
staff will legally be required to publish
annual gender pay and bonus data
under The Equality Act 2010 (Gender
Pay Gap Information) Regulations 2017.
The deadline for the public sector is
March 30th, in line with their fiscal year.
The following information needs to be
available publicly on their own website
as well as on the government website –
www.genderpaygap.campaign.gov.uk:
1. mean gender pay gap in hourly pay
2. median gender pay gap in hourly pay
3. mean bonus gender pay gap
4. median bonus gender pay gap
5. proportion of males and females
receiving a bonus payment
6. proportion of males and females
in each pay quartile
This data should be presented as
percentages and substantiated by a
written narrative which can include
recognised challenges, successes and
long term plans.
1
The Office for National Statistics 2017’s provisional data for their Annual Survey of Hours and Earnings
2
2018 CIPR State of the Profession
3. PR and Gender Pay Gap Reporting / 3
With some exceptions there are two sets
of regulations:
1. The Equality Act 2010 (Specific
Duties and Public Authorities)
Regulations 2017 for some public
sector bodies including most
government departments, the armed
forces, local authorities and NHS
bodies.
2. The Equality Act 2010 (Gender Pay
Gap Information) Regulations 2017
for all other private, voluntary and
public sector employers.
Compliance
Employers can register their organisation
on the government’s online reporting
service at https://www.gov.uk/report-
gender-pay-gap-data and must do so
within one year (businesses and charities
by April 4 and public sector organisations
by March 30 each year). Enforcement falls
under the responsibility of the Equality
and Human Rights Commission. While
failure to comply constitutes an “unlawful
act”, no sanctions have been specified
although employers should also consider
the reputational risk of non-compliance.
ACAS have outlined the following steps
to take to comply with the regulations.
Further detail on how to do these can be
found here:
1. Extract the essential information about
staff numbers, bonuses and hours
worked
2. Do the mean and median calculations
3. Create a supporting statement and
narrative
4. Publish the gender pay gap
information
5. Consider initiating plans to reduce the
gender pay gap
Staff
The definition of who should be counted
as part of the reporting is set by the
Equality Act 2010 and includes:
• Employees (those with a contract
of employment)
• Workers and agency workers
(those with a contract to do work
or provide services)
• Some self-employed people
(where they have to personally
perform the work)
Agency workers will need to be counted
as part of the agency which provide
them and not the employer they may be
currently assigned to.
Part time workers and those involved
in job-shares must be counted as one
employee each irrespective of the number
of hours/days they work a week.
Partners should be included in the
employee head count if they would
normally be considered “employees”, but
not as part of the calculations.
Overseas and international workers may
need to be included in the Gender Pay
Reporting regulations. As a general rule
these include employees who:
– Have a contract subject to British
legislation
– Continue to have their home in Britain
– Have UK tax legislation apply to their
employment
For more detailed guidance ACAS have
produced the following information.
4. PR and Gender Pay Gap Reporting / 4
Benefits of Reducing
the Gender Pay Gap
Reducing the gender pay gap is not just
the right thing to do – there is also a
compelling business argument. Pay gaps
can demotivate staff and result in higher
staff turnover meaning employers are
missing out on potential skills and talent
that a diverse work place offer. The
McKinsey Global Institute estimates that
closing Britain’s pay gap could add
£150 billion to the country’s annual gross
domestic product by 2025 through
an increase of 800,000 more women
being in work. Companies with a higher
representation of female directors have
been shown to perform better financially3
.
Gender Pay Gap
Reporting and the
Role of PR
As the largest companies in the country
publish their data this presents potential
challenges to their public relations teams.
Every organisation will have a gender pay
gap with each employer having particular
circumstances and factors contributing to
this. The regulations require a commentary
to go alongside the reported figures and
it is here that PR should be taking the
lead and not letting the numbers simply
speak for themselves. Committing time
to understand your figures, reflecting
on what similar organisations are doing,
preparing for any media and public
scrutiny and communicating your platform
for narrowing the gap in the future should
be a central part of any organisation’s
approach to the reporting with PR leading
this from the front.
“Gender pay gap reporting should
be seen as an opportunity to drive
positive change and put equality
at the heart of a business.
An organisation that reports a poor
gender pay gap should own the
problem and focus on what they’re
doing to improve. An authentic
commitment to closing the gap will
be well-regarded both internally
and externally. Reporting was
not a legal requirement for Golin
(with less than the required 250
employees), but we decided to
voluntarily report our gender pay
gap data as part of our commitment
to championing women and
diversity in the industry. This was
a brilliant opportunity to show our
people that they are compensated
according to their skills and
expertise, not their gender, life
decisions, background or ethnicity.”
Bibi Hilton,
Golin MD and Women In PR president
3
Catalyst, The Bottom Line: Corporate Performance and Women’s Representation on Boards
5. PR and Gender Pay Gap Reporting / 5
The role of internal
communications
As well as managing the public
communication of the results, management
needs to consider effective internal
communications and be mindful of the
benefits this can bring to the workforce.
It is likely all organisations will have a
gender pay gap. This can demotivate
employees and lead to high turnover in
staff. Employee engagement can help
develop an action plan as well as offer
valuable insights. The reporting process
and messages to support the results
should be passed to all line managers in
an organisation – especially in the cases
where changes in practice are required.
Communicating these changes with staff
and explaining the benefits this will bring
to an organisation will have a positive
impact.
Planning to communicate your
gender pay gap – tips and steps
An organisation that prides itself on
treating people fairly may also find it has
a gender pay gap. The existence of
structural conditions does not excuse a
gender pay gap but they are part of the
route to addressing it.
1. Make sure you understand the figures
and their context – take the time to
properly get to grips with them and ask
questions about them at every stage.
2. You will almost certainly be
presenting evidence of a gender pay
gap. A gender pay gap exists in a
context – think about how you present
the context as well as the figures.
3. Find out how other organisations are
presenting their reports – such as the
ones here.
4. Present the figures clearly using
infographics and charts – consider
going beyond what is legally required.
Avoid using jargon and acronyms.
5. Ideally, the communication will be
owned by your organisation’s senior
leadership, with a personal statement.
Case Study: BBC
When the BBC published details of their staff salary figures they were
prepared for a fallout concerning how much high profile talent were paid.
Instead the story became the gender pay gap with men being paid 9.3% more
than women. More alarmingly nearly 500 employees appeared to be paid less
than their colleagues in similar roles because of their gender. A public letter
was released by high profile female stars and legal action was threatened.
Although the BBC’s gender pay gap is below the national average (18.1%
at the time) senior female reporters have alleged the Corporation is actually
breaking the law by not offering equal pay for equal work.
6. PR and Gender Pay Gap Reporting / 6
6. Once the figures are presented,
the important element of the
communication is how your
organisation intends to address the
gender pay gap. This is an opportunity
to show that the organisation “gets it”
and will take steps such as:
a) Reviewing senior staff
remuneration
b) Addressing opportunities for
women to progress to more
senior roles
c) Addressing gender imbalance in
the wider workforce
d) Changing recruitment policies
and how salaries are negotiated.
7. Be prepared to answer difficult
questions which will probably
be about senior salaries in your
organisation.
The CIPR
The issue of gender pay disparity is one
the CIPR has highlighted in recent years
through research, reports and campaigns
such as our 2017 PR and Pay Equality
report and 2015 Four Point Plan.
There is an ever growing issue that
women who return to work after having
a baby fall behind men in terms of
their earning potential. The CIPR offers
practical support through the following
resources:
• Managing Maternity Leave Package
• Managing Maternity Leave
for Managers
• Flexible Working