{"id":142556,"date":"2023-03-08T10:34:07","date_gmt":"2023-03-08T09:34:07","guid":{"rendered":"https:\/\/www.vuelio.com\/uk\/?p=142556"},"modified":"2023-03-08T14:32:07","modified_gmt":"2023-03-08T13:32:07","slug":"international-womens-day-2023-how-can-the-pr-industry-evolve-for-the-better","status":"publish","type":"post","link":"https:\/\/www.vuelio.com\/uk\/blog\/international-womens-day-2023-how-can-the-pr-industry-evolve-for-the-better\/","title":{"rendered":"International Women\u2019s Day 2023 \u2013 How can the PR industry evolve for the better?"},"content":{"rendered":"

Does the world really<\/em> still need International Women\u2019s Day? For all those asking this question, the answer is very much \u2018yes\u2019. Gender inequality continues to thrive in 2023 – especially when it intersects with racism<\/a>, homophobia, transphobia<\/a>, classism<\/a>, ableism<\/a> \u2013 the list goes on.<\/strong><\/p>\n

And despite being made up of a workforce filled with women \u2013 a 67% majority<\/a>, apparently \u2013 PR has a gender problem.<\/p>\n

Here are takes from women working in comms on how the industry can evolve and why International Women\u2019s Day should be circled on the calendar:<\/p>\n

\u2018When misogyny is still allowed to breed in our society, at the highest levels and most trusted ranks, we need counter pressures to dismantle toxic views which seek to constrain and harm women \u2013 be that at work, at home, or in society at large,\u2019 believes Ketchum\u2019s Alicia Solanki.<\/p>\n

\u2018For that reason, IWD is critical and absolutely has a place in 2023. The dialogue must not stop once IWD has passed, but it is fine if on this day specifically, we crank up the volume\u2019.<\/p>\n

Break up bias in the boardroom<\/h3>\n

\u2018We have to address the fact that women and ethnic minorities are still not being represented enough in companies. 2022 stats<\/a> show us that in the UK only 19.7% of employees on boards are women \u2013 why is this? Because patriarchy is rife on company boards. Also in the UK, the employment rate in every ethnic group was higher for men than women.<\/p>\n

\u2018My experience working in PR and as the owner of a PR agency, is that when dealing with some male clients, I\u2019m not taken seriously. Despite running our own business and managing their brand and reputation, we see a lot of mansplaining. This isn\u2019t across the board, and things are improving but we still feel we\u2019re working hard to have a seat at a very male table.\u2019
\nSophie Kermani, director at In The Bag PR<\/a><\/strong><\/em><\/p>\n

\u2018As ever, there are benefits to having PR people more closely represent the societies in which we live. As PR practitioners, we aim to communicate messages effectively to various audiences. Having a diverse team that reflects the demographics of those audiences can help ensure that messages are communicated in a way that resonates with them as well as results in more creative and innovative solutions to communication challenges. Overall, ethnic diversity in the PR industry can lead to better communication, increased innovation, and more inclusive and respectful messaging.\u2019
\nHanisha Ganwani, senior PR manager for Global University Systems<\/a><\/strong><\/em><\/p>\n

\u2018Like many industries, women still have to choose between a career and a family. Hopefully, now more men are taking paternity leave, we might start seeing the balance change.\u2019
\nClaire Powell, managing director of The CAN Group<\/a><\/strong><\/em><\/p>\n

Drop the tokenism<\/h3>\n

\u2018While the workplace has become a lot more accommodating for women, there\u2019s still a lot of headway to be made.<\/p>\n

\u2018A lot of LGBTQ+ people often get put into a separate box or seen as the \u2018token diverse person\u2019 that companies can use to promote during Pride month. In reality, I don\u2019t want to be seen as any different, which is why a lot of people don\u2019t even express labels when at work.<\/p>\n

\u2018In a PR agency, you\u2019re often in communication with an in-house representative that\u2019s older and typically male, so you definitely get the odd person speaking over you and subtly treating you differently. It\u2019s especially hard when you\u2019re at the start of your career and trying to gain more confidence in a new industry\u2019.
\nStacie Plast, Senior account executive at Stone Junction<\/a><\/strong><\/em><\/p>\n

Drop the ageism<\/h3>\n

\u2018I think that there are still divides when it comes to women in PR and ageism is one of those.<\/p>\n

\u2018In many circles, PR is seen as a young person’s industry and when women go on maternity leave this can mark a dramatic change in their career. Being able to come back on a flexible or part-time basis can be hard and I believe that we often lose women who hold huge value and experience because making it work is just too hard.\u2019
\nNatalie Trice<\/a>, PR author, PR coach, PR trainer, Devon Trice Public Relations<\/a><\/strong><\/em><\/p>\n

\u2018There has been a huge issue around ageism in PR; a typical PR worker would be cited as a female in her 20s. Women in PR\u2019s recent survey showed over 34% of women working in comms have experienced ageism in the workplace. However, businesses are now waking up to the wealth of experience and knowledge that those of us who have been around for longer can bring.\u2019
\nSara Mak, PR & external communications manager for Verastar<\/a><\/strong><\/em><\/p>\n

No ‘gender-washing’<\/h3>\n

\u2018Say no to gender-washing BS. Businesses need to set themselves real goals to deliver on inclusion, equality and equity. Transparency, accountability and measurement are critical to track real progress. How can we assess progress if we don\u2019t know what it is we\u2019re measuring? In the data economy, the PR industry needs to get better at using data insights to inform the right strategy, create the right vision and achieve.\u2019
\nClaire Williamson<\/a>, founder and managing director of Resonance<\/a>, current PRCA Council Chair<\/a>, and co-chair of the PRCA AR Group<\/strong><\/em><\/p>\n

Be transparent on pay<\/h3>\n

\u2018I think businesses in the private sector need to be transparent about salaries. But I think the real changes can then only come from individuals. Bias needs to be called out, whether it\u2019s racism, sexism or transphobia \u2013 those who see it happening and let it slide are just as complicit.\u2019
\nJessica McDonnell, account manager for Source PR<\/a><\/strong><\/em><\/p>\n

\u2018As a Black woman working in PR, I think in order to address all the intersectionalities of gender, sexuality and race within pay and promotions, there needs to be honest and transparent conversations within the workplace. This would create transparency for marginalised groups to see how they compare with other counterparts (males, white people, cis people, etc). If we are transparent about pay scales and the reasons behind it, then there is no room for gaps. This gives everyone a level playing field to progress in comparison to others.\u2019
\nBuce Satimburwa, account executive at Full Fat<\/a><\/strong><\/em><\/p>\n

\u2018We need to stop making excuses for the reasons things happen in the workplace. If you\u2019re struggling to attract diverse talent, check your company culture, policies and external comms. If you are attracting diverse talent but seeing them check out, lift the lid on your employee experience and career development touchpoints. Do more to promote and champion diverse talent into the board \u2013 you can\u2019t be what you can\u2019t see which will continue to inflame the promotion and pay gap across gender, race or sexuality.\u2019
\nAlicia Solanki, chief client and innovation officer at Ketchum UK<\/a><\/strong><\/em><\/p>\n

Don\u2019t be part of the problem<\/h3>\n

\u2018PR and the press in general is, crucially, part of the problem. One scan of articles focus in on women’s marital status, weight and whatever else women are spoon-fed on a daily basis to erode their joy. While countless aggressive murders, crimes and violence committed by men, are simply reported as ‘genderless’ crimes. Oh, unless it’s a debate on transgender women in prison… yikes.<\/p>\n

\u2018There is a huge disconnect between the women working in PR and the output of commentary through journalism. This is because it is still male voices that dominate the actual news. Men occupy the vast majority of management and a majority of the jobs in journalism, which means that their narrative is the one represented. There’s still very much a double-standard in the PR industry, too.\u2019
\nFaye Lewis, head of comms at Viva!<\/a><\/strong><\/em><\/p>\n

\u2018I personally still believe there is a lack of education of what Public Relations is, even in today\u2019s world of 2023 (though I feel it\u2019s getting there, we are not there yet). Many still think PR is some form of advertising, marketing or just going out to fancy events.<\/p>\n

\u2018Because of the lack of knowledge, I believe it\u2019s not deemed as important compared to other industries, which is why I believe women are not taken as seriously. This reflects on how women are perceived.<\/p>\n

\u2018Education is needed for PR to be taken more seriously and it should rank among the top of the industry sectors \u2013 this would change the dynamic of any issues.\u2019
\nAm Golhar<\/a>, media voice and founder of Abstract PR<\/a><\/em><\/strong><\/p>\n

Set tangible targets for improvement<\/h3>\n

\u2018Companies and organisations should commit to creating tangible and achievable targets to close the gender\/race\/sexuality pay and promotion gaps. This should include setting specific goals for hiring more women, people of colour and members of the LGBTQ+ community, and creating transparent processes for evaluating and promoting them.\u2019
\nAlana Panton, founder of AP Comms<\/a><\/em><\/strong><\/p>\n

Show up<\/h3>\n

\u2018I think that newer generations reaching the PR industry won\u2019t stand for disparities in gender, race, pay or the like, and rightly so. Some businesses naturally adopt best practice in these areas, but with talent shortages being felt across the industry, it\u2019s going to force all business leaders to show up for this generation \u2013 they want to see people doing the right thing or they\u2019ll disengage entirely.<\/p>\n

\u2018There needs to be firm action taken when sexism, racism, ageism or any other form of discrimination is experienced. We have brought contracts to a close that haven\u2019t afforded members of my team the respect they deserve, and I will continue to put people over profits when it comes to addressing behaviours that are not welcome in 2023.\u2019
\nAlia Al-Doori, Managing Director at Pearl Comms<\/a><\/em><\/strong><\/p>\n

Provide time for personal development<\/h3>\n

\u2018In 2023, there are so many amazing opportunities for women in PR, from leadership courses to workshops and panel discussions – I think it\u2019s imperative that agencies not only encourage their employees to take these opportunities but ensure that they are given the time and support to be able to do so.<\/p>\n

\u2018There are many PR agencies whose lack of diversity is a huge issue that they are just ignoring, and, with so many talented people in the PR world, there\u2019s just no excuse for it!\u2019
\nMaisie Bamford, PR account director at Tank<\/a><\/em><\/strong><\/p>\n

Remember why International Women\u2019s Day is still necessary<\/h3>\n

\u2018IWD is still important in 2023 because the challenges women face haven\u2019t gone away. It\u2019s the obvious things like the gender pay gap, yes, but it\u2019s also the way every woman I know insists on a text to make sure their friend got home safe and refuses to walk alone at night.<\/p>\n

\u2018It\u2019s the \u2018someone\u2019s on their monthly\u2019 comments and the way that I still have to explain to the men I love why I don\u2019t feel as safe or as seen or as heard as they do. It\u2019s how being sexually harassed is literally just a given and my friends and I have unspoken methodologies to protect ourselves and others when we go out for drinks. It\u2019s how music, art and activities enjoyed and\/or created primarily by women are belittled and dismissed. How the media would rather discuss female politicians and celebrities weight gain and fashion choices than their policies and actions. How men can get away with saying and doing and being things that women cannot.<\/p>\n

\u2018It\u2019s all the tiny little things I have to take into account, the self-defensive thoughts and actions that have become habit, that I\u2019ve been told by men is \u2018a bit paranoid\u2019 or \u2018a bit much\u2019. The little things are the hardest to fix \u2013 it\u2019s not something that can change overnight \u2013 but IWD is about giving women of all races, nationalities, religions and experiences the space and the platform to make their voices heard.\u2019
\nLeigh-Ann Hewer, account manager at Carnsight Communications<\/a><\/em><\/strong><\/p>\n

\u2018Although gender equality is widely understood in many societies, far too many individuals still believe \u2018feminism has gone far enough\u2019, some men and women are still reluctant to use the label \u2018feminist\u2019, and the popularity of misogynists like Andrew Tate evidences that women\u2019s rights and opportunities are still not guaranteed. Marking International Women\u2019s Day reminds us that there are many different ways to \u2018be\u2019 a woman, that womanhood is intersectional with ethnic, racial, LGTBQ+ and disability status complementing our identities and presenting new challenges and opportunities, and that every woman has a different story to tell and something unique to offer the world.\u2019
\nAimee Treasure, marketing director at Templeton and Partners<\/a><\/em><\/strong><\/p>\n

For more on the experiences of women throughout the creative industries in the UK, check out our accessmatters series<\/a>, including The Social Mobility Foundation’s Sarah Atkinson<\/a>, the Taylor Bennett Foundation’s Melissa Lawrence<\/a> and InFusion Comms’ Sara Hawthorn<\/a>.\u00a0<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

To celebrate International Women’s Day 2023, we gathered experiences and insight from women working across the UK PR and comms industry on why the day is still necessary to acknowledge and how PR can evolve for the better. <\/p>\n","protected":false},"author":423,"featured_media":142555,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[7365,7272,3725,3729],"tags":[],"_links":{"self":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/142556"}],"collection":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/users\/423"}],"replies":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/comments?post=142556"}],"version-history":[{"count":5,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/142556\/revisions"}],"predecessor-version":[{"id":142560,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/142556\/revisions\/142560"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/media\/142555"}],"wp:attachment":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/media?parent=142556"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/categories?post=142556"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/tags?post=142556"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}