Gender pay is a national and cross-industry issue. Over the past five years, the CIPR's annual State of the Profession survey has evidenced the scale of the industry's gender pay gap. In 2017, the report revealed that the influence of gender amounts to a £5,784 disadvantage for women.

This figure cannot be explained by any other factor such as length of service or seniority. Findings also reveal the biggest influences on the salaries of all public relations professionals; with gender identified as the third biggest behind seniority and years of experience.

*The pay inequality gap was revealed after detailed regression analysis, the details of which can be found in the final 2017 CIPR State of the Profession report.

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PR and Pay Equality report

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

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

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






Narrowing the gender pay gap – CIPR Manifesto

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

Supporting organisations in the drive to achieve gender pay parity

We will:

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

Supporting individual practitioners

We will:

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

Lobbying and representing our views to government

We will:

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