Could HR + PR = parity in pay?

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Does the PR industry lack HR skills and is this contributing to the gender pay gap?

Earlier this year the Chartered Institute of Public Relations published the results of its State of the Profession Survey.

It established that one of the top issues the industry faces is the gender pay gap.

A salary discrepancy of £8,483 in favour of men cannot be explained by any other factor such as length of service, seniority, parenthood, or a higher prevalence of part-time work among women.

It’s a sobering thought when over two-thirds of practitioners in the profession are female. The CIPR has committed to tackling the issue head on through a four point plan, which sets out what the Institute intends to do to help employers narrow the pay gap going forwards.

It can’t happen quickly enough.

Not a women’s issue but an issue of how well you run your business

This Autumn the CIPR will publish the results of research that’s being undertaken on people and performance management within the PR industry.
The survey of PR employers looks at which general practices are in place within member organisations to define pay at a senior and junior level and who is responsible for this.

From work carried out to date, such as round table events with a variety of industry practitioners including freelancers, SME owner-managers, in house practitioners, agency players, academics and recruitment specialists, there is a clear indication of a potential skills gap in terms of the human resources function.

While it’s true this wouldn’t universally apply, for example where public sector and larger organisations are concerned, the CIPR wants to know more broadly if this is actually the case.

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