Make Ethnicity Pay Gap Top Priority – PRCA REEB


The PRCA’s Race and Ethnicity Equity Board (REEB) recently called for PR and communications organisations to disclose their ethnicity pay gaps ahead of the UK’s Ethnicity Pay Gap Day on 8th January.
The push comes as figures in the 2021 PRCA UK PR Census reveal the industry’s ethnicity gap as £8,084.50 (or 16%). Organisations looking to track and act on ethnicity pay gaps are encouraged to use PRCA REEB’s free and comprehensive Ethnicity Pay Gap Guide. The guide features advice on how to overcome challenges in ethnic pay reporting, including how to improve ethnicity disclosure amongst Black, Asian, and ethnically diverse professionals.


According to new research published this week from networking group People Like Us, a majority of PR and marcomms professionals surveyed have been denied a pay rise and 30 percent agree that they think their race, nationality, or ethnicity has negatively impacted their salary or promotional potential. Additionally, over a third PR and marcomms professionals surveyed admit that in their experience, they believe white colleagues are more likely than those from diverse backgrounds to successfully ask for a salary increase. Further, almost a third (30%) admit that in their experience, they think white colleagues are more likely than those from diverse backgrounds to receive a salary increase/promotion without having to ask for one.

The #EthnicityPayGap Day was launched in January, 2021 to raise awareness and inspire action to close the pay gap.
PRCA REEB Chair Barbara Phillips FPRCA said:
“The PR and comms industry is in rude health. We are making a great recovery. According to reliable sources including the PRCA, we have regained previous high levels of client confidence and can get back to the business of exploring creative ways for clients to build and maintain important relationships with customers, investors, partners, and most importantly, employees who are often all of the above. We are ready to tell their new stories, that once again, will lead to a mutually lucrative ending.  And while we all pour ourselves excitedly into 2022 with anticipation – my outpourings (and those of anyone who looks anything like me) will be worth around £8K* less a year than my white counterpart on average. The basis of the gap? My ethnicity. That’s it. 
“In October 2020, REEB launched an ethnicity pay gap guide. It’s free, and it’s readily available to use, should you choose to pay your Black, Asian, and non-white team members the same pay you find for their white peers in identical roles. This action even has its own day- January 8th, Ethnicity Pay Gap day! But I’m sure closing your EPG was already a top 2022 priority. Right?”

Sheeraz Gulsher, Co-Founder, People Like Us said:

“It’s simple. Nobody should earn less because of the colour of their skin, their sexual preference, gender or anything else that isn’t related to their performance. Salary and job progression should be based on merit, but the data here makes it patently clear that currently, they aren’t.
“Organisations need to get better at identifying pay gaps and progression bias within their companies because without understanding the issue, you can’t fix it.”

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