The CIPR’s State of the Profession research recently exposed an average pay gap of £11,156 in favour of men in public relations. Further calculations – removing factors that influence salaries such as part-time work – revealed the true gender pay gap rose from £5,784 to £6,725 between 2016 and 2017.
The new guidance, published today, is designed to equip PR professionals with the knowledge and confidence to lead conversations on gender pay gap reporting. The guide features practical information on legislative requirements, as well as tips for communicating pay gap data and considerations for internal communicators.
Since 6 April 2017, businesses with more than 250 employees are required by law to publish information on gender pay but the CIPR encourages all organisations to voluntarily publish salary data by gender.
“Gender pay reporting should be seen as an opportunity rather than a threat. As PR professionals, we have a responsibility to help organisations and clients understand the benefits of transparency on this issue. Reporting alone will not solve the pay gap, but publishing information can encourage organisations to consider how and where pay inequality occurs. Reducing this gap is not just the right thing to do – it makes financial and operational sense.” said Sarah Hall Chart.PR, FCIPR, CIPR President.
“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.” said Bibi Hilton, Golin MD and Women In PR president.