2018 was a ‘game-changing’ year for the CIPR according Vice President Sarah Hall Chart.PR, FCIPR.
The CIPR’s overarching ambition for 2018 was to assert the value of public relations as a strategic management discipline to the business community. This was achieved by striking partnerships with organisations including the CBI and FSB, as well as by educating business leaders on the benefits of PR through the PRPays campaign.
The Integrated Report (PDF) reflects on a year of special celebrations honouring the Institute’s seventieth anniversary. Highlights included the launch of Platinum, a 45 chapter book celebrating excellence in modern PR, and the Institute’s 70 at 70 initiative, which profiled pioneers and volunteers who’ve made outstanding industry contributions. Other highlights included ground-breaking research on the prevalence and potential of AI in PR.
2018 was a game changing year. Many joined the rallying call to upskill and develop the financial, business management and consultancy skills needed to take a seat at the top table. The number of chartered practitioners rose by 24% to 267. New admissions increased by 10%, while retention across membership remained strong at 79%. My huge thanks go to the CIPR team and all the many fantastic volunteers who do so much to ensure the organisation and its members continue to thrive. Long may this continue.
The CIPR’s Financial Report (PDF) reveal the Institute’s accounts for 2018. The figures show income rose to £4,324,570 and the organisation made a pre-tax surplus of £31,316. For the first time, the Financial Report contains an analysis of the CIPR’s gender pay gap. These reveal the CIPR’s median (28%) and mean (24%) gender pay gaps and are broken down by staff seniority.
For the CIPR there is one significant reason for our current gender pay gap. Our senior management team is predominantly male while the majority of our junior roles in 2018 were held by women. Recruitment opportunities at senior levels arise infrequently, with the last appointment taking place in 2014. As and when new opportunities arise at this level, we will be mindful of our responsibility to achieve greater gender balance on our senior management team.
