Scoping the PR industry is an unreliable business – but the PR Census (undertaken by PR Week and PRCA) is a valiant attempt to provide some useful numbers and insight into who we are and what we do. That’s why I support the call to complete the census form: https://survey.yougov.com/vdfp0RlDDBKrdk.
The greater the number of UK practitioners who take a few minutes to participate, the more reliable the data and analysis that is produced will be.
Reviewing the findings from the 2011 PR Census, I summed up public relations as:
dominated by the young and female. In terms of age, only 20% of PR practitioners are older than 45, despite the fact that 28% of the general working population is over 50. Women account for almost two-thirds of the PR industry (64%) compared to 46% for the overall workforce.
It is doubtful that two years on, the PR industry is demographically greatly different – but we will have an opportunity to look at some trends and dig deep into the data to discover if some of the previous findings still hold true:
- PR practitioners are not a greatly diverse bunch in demographic terms
- On average, the female respondents had less experience than their male counterparts
- There seemed to be a black hole of women leaving PR mid-career (and not returning after maternity leave)
- Regardless of age or experience, there continues to be a noticeable gender salary discrepancy in men’s favour
- With a relatively long hours culture reported by respondents, starting salaries in PR aren’t overly generous – which is even more important than two years’ ago given increasing costs of undergraduate degrees
If these aspects remain pretty consistent, it suggests little has been achieved since the last PR Census to address issues that should be of concern to employers, professional bodies, educators and practitioners themselves. Rather than simply focusing on where the results from the 2013 PR Census offer an opportunity for the industry to pat itself on the back, more needs to be done to future-proof rewarding careers in the field as the norm (regardless of gender, age, race, class, education, experience, entry point, etc).
Anyone looking to recruit PR talent continues to lament the shortage of really high calibre candidates. There has never been a better opportunity for public relations to secure its ground as a credible, valued professional discipline both as an in-house function and a bought in expert service. This is great news – but we won’t realise the potential, and attract or retain the brightest and best, if we simply use this important research to create infographics and generate publicity for PR.