Now entering its sixth year, the multi-award-winning programme brings together senior leaders from across the industry with PR and communications professionals from Black, Asian and ethnic minority backgrounds. These partnerships are designed to spark candid conversations, challenge bias and drive cultural change by allowing senior leaders to hear first-hand experiences from underrepresented voices in the industry.  

More than 160 professionals have taken part in the programme since its launch in 2021. Previous participating organisations have included BT, Co-op, Virgin Money, Teneo, House of Commons, Freuds, and GolinKetchum. 

Applications are now open for the next cohort of mentors and mentees. Participants will be selected and matched through a joint process led by the Taylor Bennett Foundation and the CIPR, drawing on professionals from across agency and in-house teams. 

The programme will run for 10 months, starting in May 2027. Applications close on Friday 22^nd January 2027.

• Learn more about our joint Reverse Mentoring Programme
• Read our Influence magazine article on the power of reverse mentoring for PR professionals

The report - Impact Beyond Borders: Expanding Global Access for Young African Communicators - was authored by Adedoyin Jaiyesimi Chart.PR, MCIPR and sponsored by the CIPR Research Fund. It draws on a survey of more than 200 respondents across 11 African countries, 10 focus group discussions with 40 young professionals in Nigeria, Kenya and Zimbabwe, and one-on-one interviews with the presidents of four national PR associations and the chair of the CIPR International Group.

The study sets out to understand why young African professionals are excluded from global PR and communications training and how international associations could widen access. Reviewing how training is provided across the sector, it identifies where engagement is strongest and sets out practical steps to reach those still being missed.

The research identifies three main barriers that limit the access young African professionals have to global training and certification:

• Financial constraints and affordability
• Limited awareness and visibility of what associations offer
• A mismatch between global course content and African market realities

To address the barriers, the report proposes the ARC model, a framework built on three pillars: accessibility, relevance and collaboration. Accessibility addresses the cost, format and payment of training. Relevance concerns how well course content reflects African markets. Collaboration calls for partnerships between global bodies and African associations, academic institutions and PR communities.

• Read more CIPR Research Fund reports.
• Download the full report.

Now in its sixth successive year, the PR Research Fund supports independent research into questions facing the public relations profession. The 2026 projects cover ethics in internal and science communications, hidden disabilities, and the effects of secondary trauma on practitioners.

Successful applicants will receive grants of up to £2,000 and access to CIPR training courses to strengthen their research methods.

The projects commissioned under the 2026 Research Fund are:

• Living the Values: embedding ethical values through internal communications, by Katherine Bradshaw Chart.PR, MCIPR
• Invisible but Impactful: creating a more inclusive PR profession for people with hidden disabilities and long-term health conditions, by Samantha Livingstone Chart.PR, FCIPR
• Ethical and practical considerations in research communications, and how STEM PR professionals can provide fair and inclusive opportunity to diverse groups, by David Schley Chart.PR, MCIPR
• Vicarious and secondary trauma in PR: when telling the story takes a toll, by Crispin Thorold Chart.PR, FCIPR, FRSA

• For more information about the Fund, please visit our website
• Read the CIPR's latest Research Fund reports online

Episode 22 - Ageism in PR - examines why and how experienced practitioners get pushed out of the profession, drawing on the findings from the CIPR-funded report ‘An age-old problem: What can we do to tackle ageism in PR?’ It is the first in a new series produced in partnership with the CIPR's Diversity and Inclusion Network and its Equality, Diversity and Inclusion Champions, who work across the Institute's sectoral and regional groups.

The episode covers how ageism appears in hiring, in access to training, and in a stereotype that casts older practitioners as a “safe pair of hands” rather than a creative one. It considers business models and cultural norms that treat senior experience as a cost, the practitioners who feel pushed into freelancing as a result, and the way ageism can compound other forms of discrimination, particularly for women and people from diverse backgrounds.

Host Abha Thakor Chart.PR, FCIPR, journalist and Chartered Manager, is joined by:

• Jenny Manchester MCIPR, author of the report ‘An age-old problem: What can we do to tackle ageism in PR?’
• Avril Lee Hon.FCIPR, independent communications consultant and Chair of the CIPR’s Diversity and Inclusion Network and the Taylor Bennett Foundation.

The episode closes with practical steps to build age-friendly workplaces, returning to the employers' checklist published alongside Jenny's report and setting out where the industry can begin: clearer criteria and scoring in recruitment, checking who actually takes up existing policies such as those on menopause or caring responsibilities, and training line managers to work across generations.

• Listen to the episode on Spotify or Apple Music
• Find out more about the CIPR Engage Podcast
• CIPR members can log 5 CPD points for listening to this episode
• Read the CIPR-funded report - An age-old problem: What can we do to tackle ageism in PR?
• Find out more about the CIPR's Diversity and Inclusion Network
• Explore the Centre for Ageing Better's Age-Friendly Culture Toolkit and Age-friendly Employer Pledge

The change positions EDI learning alongside the existing ethics requirement within the 60-point annual CPD framework. Members' CPD cycles will only be marked as complete once both components are fulfilled, and the MyCPD dashboard will track progress against the new requirement in the same way it does for ethics points.

Over 80 free EDI activities are already listed on the CIPR’s CPD database, covering areas such as inclusive communications, understanding bias and behaviour, and building inclusive organisations. Members will also be able to log bespoke or external EDI learning as a custom activity.

The change was recommended by the CIPR's EDI Committee and approved by its Council and Board. It follows the Institute becoming the first professional body to achieve the National Equality Standard in 2023 and was identified as a priority point of consideration in its EDI Strategy.

• Log EDI CPD activities through MyCPD and explore a curated list of free EDI resources.
• Read our dedicated FAQs on the EDI CPD requirement.

Jo chairs the Women in Transport group and is Founder and CEO of public affairs consultancy, JFG Communications. Since joining Women in Transport's Board in 2015, she has led the organisation's transformation, including its evolution from WTS London in 2017.

She has been recognised for her work including authoring research examining how women working in transport perceive gender balance in the sector. This has led to the development of a programme for ethnic minority women and the establishment of the Lead programme, to support members progressing into leadership roles.

She also built the cross-party coalition behind the All-Party Parliamentary Group for women in transport, established in 2016 and designed to keep gender balance on the parliamentary agenda.

• Join the CIPR's Neuroinclusion in PR LinkedIn Group
• Learn more about the CIPR Neuroinclusion for Managers training

• Call our free confidential hotline to speak to a qualified counsellor

The awards were announced in person at the Institute’s annual Fellows’ lunch held at the Gherkin in London.

Sir Stephen Tallents’ Medal

The 2025 Sir Stephen Tallents' Medal was awarded to Anne-Marie Lacey, Founder of Filament PR. Anne-Marie is a CIPR Fellow, sits on the Institute's Board of Directors, and serves as a Senior Lecturer in Public Relations at Newcastle University. Her distinguished career includes winning the Outstanding Young Communicator Award at the 2014 CIPR North East PRide Awards, before winning the accolade nationally at CIPR's Excellence Award in 2017. She has since gone on to judge both schemes at a regional and national level. In awarding the Sir Stephen Tallents’ Medal, President Advita Patel noted Anne-Marie's "commitment and dedication to the CIPR and advocacy for professionalism, Chartership, and qualifications", in addition to praising her recent work on the CIPR's syllabus review.

CIPR President’s Medal

Sheeraz Gulsher, Co-founder of People Like Us, was awarded the 2025 CIPR President's Medal in recognition of his work championing diversity and inclusion within the public relations industry. People Like Us is an award-winning not-for-profit dedicated to celebrating and supporting UK professionals from Black, Asian, Mixed Race, and minoritised ethnic backgrounds. Through innovative campaigns and advocacy work, Sheeraz has established a reputation for supporting and amplifying under-represented voices within and beyond the industry. CIPR President Advita Patel highlighted Sheeraz’s "incredible work with People Like Us", noting that his continuous work and campaigns have made "significant contributions both politically and within the industry itself".

The report – 'An age-old problem: What can we do to tackle ageism in PR?' – was conducted by Jenny Manchester MCIPR and sponsored by the CIPR’s PR Research Fund. Through 44 semi-structured interviews with PR professionals across different age groups, sectors, and seniority levels, the study examines how age-related bias manifests in workplace culture, recruitment and retention practices, and attitudes towards older professionals.

The research reveals a range of experiences of age-related bias. Participants described being subjected to age-based comments, excluded from meetings and campaigns, stereotyped as less creative or digitally capable than younger colleagues despite their experience and expertise, and facing assumptions that limited their opportunities.

The research also highlights the intersection of ageism with gender discrimination, noting that women face compounded challenges as they age within the profession, often being excluded from leadership opportunities and facing greater barriers to progression and fair treatment.

To address these issues, the report presents recommendations for creating more age-inclusive workplace cultures, including reforming HR policies and recruitment practices to avoid cementing age bias, implementing flexible working arrangements, and fostering intergenerational collaboration across the industry.

The study is accompanied by a practical checklist for employers, line managers, and individuals, developed with the Centre for Ageing Better, providing starting points for developing age-friendly cultures in PR organisations.  The checklist is part of a more comprehensive Age-friendly culture toolkit aimed at large and small employers developed by the Centre.

• Download the research and checklist.
• Read more CIPR Research Fund reports.
• The Centre for Ageing Better is hosting a webinar presentation on What is an 'Age-friendly Culture' and how do we know if we have one? on 23 September from 13:00-14:00 BST. It covers what shapes an 'Age-friendly workplace culture' and explores the main areas where ageism may show up in your workplace.

• Cultural Digital Inclusion: A PR Toolkit for Engaging Diverse Community Initiatives in Scotland, by Olushola Damilola Adetutu MCIPR 
• From screens to speech. Investigating Gen Z anxieties with direct interpersonal communication within the PR profession, by Anne Nicholls Chart.PR, Dip CIPR, MCIPR and Richard Bailey Hon FCIPR 
• Bridging the AI Gap: How Generative AI is Reshaping PR Education and Professional Practice, by Laura Richard FCIPR 
• Impact Beyond Borders: Expanding Global Access for Young African Communicators, by Adedoyin Jaiyesimi Chart.PR, MCIPR 

Successful candidates receive grants of up to £2,000 to conduct independent research that benefits the broader public relations profession. They will also gain access to CIPR training courses designed to strengthen their research skills and knowledge.

• For more information about the Fund, please visit our website
• Read the CIPR's latest Research Fund reports online

Now entering its fourth year, the scheme has grown by 50% – a powerful signal that, despite mounting pressure and scrutiny on DEI initiatives, many agencies and in-house teams are reaffirming their commitment to building inclusive cultures. Participating organisations in 2025 include BT, Virgin Money, Freuds, MONY Group, and others.

Over the next 10 months, 20 senior leaders from across the industry will be paired with PR and comms professionals from Black, Asian and ethnic minority backgrounds. These partnerships are designed to spark candid conversations, challenge bias, and drive cultural change by allowing senior leaders to hear first-hand experiences from underrepresented voices in the industry.

• All participants were carefully selected and matched through a joint process led by the CIPR and the Taylor Bennett Foundation, drawing on a wide pool of agency and in-house professionals across sectors.
• The programme will run until February 2026.

The toolkit offers practical advice on the entire internship lifecycle, from recruitment and onboarding to supervision and career development. It emphasises the importance of fair payment, advocating that all interns should be paid at least the living wage. It also provides detailed guidance on recruiting for and promoting diverse and inclusive entry-level roles that promote social mobility within the PR profession.

Key features of the toolkit include:

• Guidance for onboarding, task and project management, feedback, and onward career support
• Tips on recruitment best practice and employment status definitions
• Recommendations on fair payment
• Practical advice on diversity, social mobility, and addressing ageism

• Download the Internship and Work Placement Toolkit 2025

The report covers the period between October 2023 and October 2024 and demonstrates the Institute's progress across the four key pillars outlined in its EDI strategy: leading practice development, championing lifelong learning, building a resilient community, and advocating for public relations. It showcases the CIPR's work in expanding its offer of EDI learning resources, publishing research, and supporting initiatives that break down barriers to entry and progression throughout public relations.

Key achievements include:

• The publication of a five-part EDI guide series, with over 4,500 downloads during the reporting period
• More than 1,100 members accessing on-demand EDI training
• The allocation of £75,000 through the Iprovision 75 Fund to support people from socially disadvantaged backgrounds to start or advance in a career in PR

• Read the CIPR's new Annual EDI Progress Report 2024
• Learn more about the CIPR's EDI Strategy
• Explore the CIPR's EDI resources

Sponsored by the Chartered Institute of Public Relations (CIPR) Research Fund, The Missing Women Study builds on the CIPR's 2024 PR Population report findings. It reported that women make up two-thirds of practitioners working in public relations below director level but under half of those working in senior roles. This new report combines a literature review, survey data from more than 230 respondents, and interviews with 30 women to pinpoint interconnected cultural, structural, and societal barriers that impede women's progress in the profession. The research identified:

• Systemic Barriers: A "boys' club" mentality, devaluation of public relations work, limited development pathways, and societal caregiving expectations as key factors driving women out of the profession. Over half of survey respondents felt they did not have equal opportunities for advancement compared to male colleagues. 
• Work-Life Challenges: The unsustainable, "always on" culture and lack of flexible working arrangements disproportionately affect women with caring responsibilities. Burnout was highlighted as the biggest career challenge, identified by over half of survey respondents. 
• Strategic Career Choices: Women who succeed often employ "workarounds" by strategically managing their careers, choosing progressive employers, and investing in professional growth. However, these strategies often require significant compromises between career advancement and worklife balance. 
• A Rewarding Career: Despite these challenges, the majority of women surveyed see public relations as a rewarding career. Over 9 in 10 rate their job satisfaction as very good, good, or average.

The research emphasises that successful women are thriving despite systemic barriers, underscoring the urgent need for comprehensive change. Recommendations include the introduction of leadership development and progression programs and flexible working arrangements without career penalties. 

The study was delivered by a team of Socially Mobile graduates, Rana Audah, Isobel Wilson-Cleary and Josie Shepherd, led by Stephen Waddington. The project was reviewed and project managed by Sarah Waddington and supervised by Ben Verinder.

The Missing Women Study, developed from an analysis of Socially Mobile applicants and the CIPR PR Population study of 2021 census data, investigates the reasons behind the underrepresentation of women in senior public relations roles. The study uses a five-phase approach, including a literature review, quantitative research, qualitative research, data analysis, and participant feedback. Data was collected via a survey distributed through channels such as the CIPR, PRCA E&I Group, and Women in PR, and included semi-structured interviews with 30 mid-career practitioners.

The Reverse Mentoring Programme, pioneered by the CIPR's Diversity and Inclusion Network, pairs senior PR leaders with Black, Asian, and minority ethnic (BAME) professionals, fostering meaningful conversations on race, inclusion, and allyship. The 10-month programme provides a platform for mentees to share their lived experiences, helping senior leaders build more inclusive workplaces and develop strategies that reflect the diversity of society.

At the closing event, held at Freud Communications, mentees and mentors reflected on the impact of their experiences. Mentees spoke to the relationships they had made and how this had informed their approach to inclusive cultures at their workplace. 

This year's programme saw industry-wide participation and included senior leaders from Headland, Teneo, Hope&Glory, Lloyds Banking Group, ICG, and the Ministry of Justice, underscoring the industry's growing recognition of the importance of EDI. Applications for the fourth cohort of Mentors and Mentees for the Reverse Mentoring Programme are now open until 21st February 2025.

• Applications for the fourth cohort of the Reverse Mentoring Programme are open until 21st February 2025. To apply, visit their dedicated webpage.

The final instalment in a five-part series of guides is designed to enhance understanding of disability allyship and advocacy by offering practical strategies for how PR professionals can support colleagues and close the gap between industry discourse and tangible change. The guide is part of a free-to-download series of EDI essentials, covering the following topics: 

• EDI Basics 
• Inclusive Language 
• Inclusive Communications 
• Inclusive Events 
• Disability advocacy and allyship 

The guides have been written by Sara Thornhurst Chart.PR, MCRIP and Vickie Cox MCIPR with input from Diversity and Inclusion Network Chair Avril Lee MCIPR and Cornelius Alexander Dip CIPR, FCIPR, Found.Chart.PR.  

• Download the series of guides now
• Each guide is worth 5 CPD points
• Find out more about the CIPR's Diversity and Inclusion Network

The six 'Mix & Match' modules enable PR practitioners to design their own customised EDI course tailored to their individual or organisational needs. Each module offers guidance on integrating EDI principles into communications work and provides tactics for promoting EDI best practice across the workplace. 

The six ‘Mix & Match’ modules are:

• Inclusive Communication
• Bias in Decision-Making
• Inclusive Policies & Practices
• Microaggressions
• Allyship & Advocacy
• Inclusive Language

Non-members can access the modules for £20 each, with a 10% discount automatically applied when purchasing three or more modules in a bundle.

The CIPR will continue to expand its on-demand EDI training offerings, with plans to introduce additional modules covering topics such as Unconscious Bias and Stereotypes, Inclusive Communications, Conflict Resolution, and more.

• Find out more about our on-demand training and the courses available at On-Demand Training CIPR.
• Each module is worth 3 CPD points and takes approximately 35 minutes to complete.

The scheme supports progressive learning as senior agency and in-house leaders are paired with a PR and comms professional from a Black, Asian, or ethnic minority background. The participants will exchange insights, challenges and their experiences as minorities and discuss forward thinking ideas to encourage EDI and a PR practice that better reflects the diversity of modern society.

The 2024 cohort includes (not limited to):   

Mentors:  

• Alicia Solanki, Senior Vice President (EMEA), Team Lewis  
• Shamma Kelly, PR Manager, Clifford Chance  
• Ed Tan, Account Director, 5654 & Company 
• Andrea Ilaka, Associate Director, Golin  
• Freeha Rafiq, Director, Corporate Communications (Global), Amicus Therapeutics 
• Jinmi Macaulay, Director of External Communications, Data Communications Company 
• Tani Fatuga, Senior Communications Consultant, Hard Numbers  
• Zoe Beard, Senior Manager, PR & Communications, Bitmovin  
• Matthew Geer, Head of Communications & Marketing, Kent Housing Association 
• Ruvina Uppal, Corporate and Tech, Communications Leader  
• Anita Salhotra, Communications Specialist  

Mentees: 

• Andy Williams, Senior Client Services Director, WPR  
• Adam Mack, Head of Strategy, Hope & Glory 
• Selena Callas, Senior Managing Director, Teneo  
• Fiona Laffan, Global Head of Corporate Affairs, ICG  
• Joe Walton, Managing Partner, Fight or Flight  
• Hannah Devoy, Creative Director, Missive  
• Richard Jones, Head of News, Ministry of Justice 
• Elizabeth Kanter, Owner, Avex Government Affairs 
• Jenny Todd, UK Managing Director, Archetype UK 
• Suzanne Morris, Chief Operating Officer, Headland Consultancy  
• Sarah Kent, Managing Director, Whistle PR  
• Caroline Lagden, Head of Colleague Channels & Experience, Lloyds Banking Group 
• Laurian Hubbard, Head of Engagement Services, Welsh Parliament 

• All participants were interviewed and screened by the CIPR and the Taylor Bennett Foundation from a broad range of agencies and in-house working in a variety of sectors.  
• The scheme is expected to end February 2025 and CIPR and the Taylor Bennett Foundation will continue to assess the findings and apply more initiatives to ongoing programmes.  

Key concerns emerging from the research include:

• Widespread scepticism that ambitious EDI goals are being translated into meaningful actions, with a perception that rhetoric and box-ticking exercises bring few tangible improvements. As a result, support for EDI efforts seems to be waning.
• Access and entry routes into many professions that remain challenging for people from minority backgrounds, with systemic barriers related to affordability of qualifications, accessibility issues, and lack of role models. This contradicts notions that professional success is based on merit.  
• Many professionals feeling excluded from informal networks and opportunities to develop. More than half (53%) have considered leaving their employer or profession due to EDI concerns, related to feeling undervalued or having limited scope to progress.  

However, the research shows that tailored solutions can have significant impacts. It reveals a range of initiatives viewed as effective when well-executed: from normalising flexible working and creating accessible learning resources, to targeted development programmes and removing biases in hiring.

To drive change, the report proposes professional and regulatory bodies can raise the bar for accountable, ethical professions with respect to EDI. It also includes further recommendations, categorised by audience, for organisations involved in this research, policymakers, employers, and individual professionals.

Ultimately, achieving systemic change demands multi-stakeholder commitments.

The professional membership and regulatory bodies involved in the research:

• ACCA (Association of Chartered Certified Accountants)
• The Chartered Insurance Institute (CII)
• CILEx Regulation (CRL)
• The Chartered Institute of Personnel and Development (CIPD)
• The Chartered Institute of Public Finance and Accountancy (CIPFA)
• The Chartered Institute of Public Relations (CIPR)
• The Chartered Institute of Procurement & Supply (CIPS)
• The Chartered Management Institute (CMI)
• The Institute of Chartered Accountants of Scotland (ICAS)
• The Institution of Engineering and Technology (IET)
• The Institution of Occupational Safety and Health (IOSH)
• The Institute of Workplace and Facilities Management (IWFM)
   

The report - 'Fish out of water: the experience of PR practitioners from lower socio-economic backgrounds, why it matters and what we can do about it' - was authored by Caitlin Plunkett-Reilly and funded by the Institute's Research Fund. It is based on in-depth interviews with a diverse group of PR practitioners, based on the criteria that neither parent or main caregivers went to university and whose family received tax credits or were entitled to free school meals. Two toolkits have been published alongside the research.

The report reveals that participants from lower socio-economic backgrounds perceive a heightened understanding of the priorities of communities with higher levels of deprivation as well as a deeper connection with "average" members of the public. Notably, participants spoke of their enhanced resourcefulness, resilience, and proficiency in constructing messages in clear and relatable language. 

However, the research also found significant barriers to entry to and progression within the PR profession for practitioners from lower socio-economic backgrounds, with particular characteristics of the industry making it feel impenetrable. Those who do make it into the profession find they lack a full sense of belonging with many reporting having to expend additional energy on code-switching between environments. 

All those interviewed raised the issue of barriers imposed by practical financial constraints, including anxiety about covering expenses for clients and investing in professional development. Nine in ten of those surveyed believe it was harder for them to progress in their PR careers compared to their peers from more affluent backgrounds. Despite these challenges, practitioners found they provided an ability to overcome obstacles and leverage their unique perspectives for the benefit of their practice.

• Two accompanying toolkits have been published alongside the research. The first serves as a ‘one-stop shop’ for PR practitioners from lower socio-economic backgrounds to access resources on navigating recruitment, accessing mentoring programmes and networking, and wider support organisations. The second is a toolkit for employers.  Download the report now.
• The CIPR Research Fund is now in its fourth successive year. The Fund awards grants of up to £2000 to CIPR members at any stage of their career to conduct independent PR research to support the development and advancement of the wider profession, in line with the Institute’s Royal Charter and five-year strategy. Applications are decided by members of the CIPR’s Research Fund Panel. Find out more.

The 75 Fund aims to foster a more diverse and inclusive PR community. It was launched to help celebrate in the Institute’s 75th anniversary year.

Over the course of six months and two application windows, the Fund allocated its full total of £75,000.  More than 150 people applied to the fund and some 60 successful applicants will benefit from direct grants to fund their PR qualifications, training courses and access to CIPR membership. 

Direct help to CIPR members from the 75 Fund approached £13,000, with more than £60,000 being directed towards supporting non-members to enter the profession.

Hosted by John Clegg, Internal Communications and Engagement Manager at HR Wallingford, Episode 13 – Winning the War for Talent – is the third instalment in the Engage series dedicated to celebrating the CIPR’s 75th anniversary.

This episode explores what tactics organisations are using to recruit their top talent. It delves into the shift towards hybrid working as the “new normal” post-pandemic and examines the generational differences towards workplace flexibility. The panellists unpack the industry’s struggles with a lack of representation and diversity at both junior and senior levels.

Joining host, John Clegg, for this episode are:

• Christine Yuan, Senior Talent Acquisition Partner, BCW
• Toluwani Omotoye, Communications Coordinator, Global X ETFs

• Listen to the Engage Podcast on Apple, Google or Spotify
• Find out more about the CIPR's Engage Podcast

Published ahead of Global Accessibility Awareness Day on Thursday 18 May, Inclusive Language - the second in a five-part series of guides - is designed to improve understanding across the public relations profession of the importance of inclusion in the language practitioners use.

The CIPR’s Diversity and Inclusion Network published a guide to EDI Basics in March and will publish the following resources throughout 2023;

• Inclusive Communications (June 2023)
• Inclusive Events (September 2023)
• Advocacy and Allyship (December 2023)

The guides have been written by Sara Thornhurst Chart.PR, MCIPR and Vickie Cox MCIPR with input from Avril Lee MCIPR and Cornelius Alexander Dip CIPR, FCIPR, Found. Chart. PR. 

• Download the first guide - EDI Basics. 
• Each guide is worth five CIPR CPD points. 
• Find out more about the CIPR's Diversity and Inclusion Network.

‘EDI Basics’ – published by the Chartered Institute of Public Relations' (CIPR) Diversity and Inclusion Network - includes definitions of equality, diversity, and inclusion and associated terms, explains how these apply in practice, and outlines ways to create an equitable future within the PR industry.

Readers are encouraged to use this new guide as an onboarding tool for new employees, as a foundation to build inclusive processes and systems, and to ensure their organisation's work aligns with the core values of EDI.

Throughout 2023 the Network will be launching the following resources;

• Inclusive Language (May 2023)
• Inclusive Communications (June 2023)
• Inclusive Events (September 2023)
• Advocacy and Allyship (December 2023)

The guides have been written by Sara Thornhurst Chart.PR, MCIPR and Vickie Cox MCIPR with input from Avril Lee MCIPR and Cornelius Alexander Dip CIPR, FCIPR, Found. Chart. PR. 

• Each guide is worth five CPD points, claim points via out CPD database 
• Find out more about the Diversity and Inclusion Network.  

The scheme supports progressive learning as senior leaders are paired with a PR and comms professional from the Black, Asian and ethnic minority backgrounds. Our participants will exchange insight, challenges and experiences as a minority and discuss forward thinking ideas to encourage diversity, equality and inclusion to reflect modern society.  

The launch event for the Reverse Mentoring Scheme 2023 will be on Thursday 9^th February at 3 Monkeys Zero London Offices. Mentors and mentees will meet for the first time and be given the opportunity to network and cross-collaborate on future diversity and inclusion planning. Participants on the scheme are listed below: 

Mentors: 

• Eduvie Martin, Global Internal Comms Manager, British American Tobacco 
• Gafa Kuku, Account Director, Outcast 
• Janelle Feliciano, Creative Director, The Roman 
• Jayna Mistry, Global PR Lead, Omnipresent 
• Kandace Williamson, Account Director, ​The Romans​ 
• Kiran Collier, Head of Communications - Aviation, maritime and international, Department for Transport 
• Kristianah Fasunloye, Founder and Managing Director, Astraea Public Relations 
• Lequan Johnson, Senior Associate, Atai Life Sciences 
• Nasar Haq, Head of Marketing & Communications, Spectrum Community Health CIC 
• Risha Parmar, Press Officer, Citizens Advice 
• Sabrina Lynch, SVP, Brand Strategy, M&C Saatchi Sport Entertainment 
• Samiah Anderson, ​Public Affairs Account Manager​, Hill Knowlton Strategies 
• Shaline Manhertz, Founder and Managing Director, Exceeding Your Potential Limited 
• Sonia Malhotra, External Communications: Executive Manager, Clifford Chance 
• Svetlana Leu, Head of Communications and Partnerships 

Mentees: 

• Alex Belardinelli, Communications Director - Northern Europe, Meta 
• Claire Bloomer, ​Director of Operations​, ​Chartered Institute of Public Relations​ 
• Clare Wareing, EMEA Comms Director, ​Meta​ 
• David Hamilton, Director of Communications and Marketing, ​NSPCC​ 
• David Lucas, ​Head of Technology​, 3 Monkeys Zeno 
• Elizabeth Jones, Managing Director, With Public Relations Ltd 
• Jo Carr, Co-founder and Chief Client Officer, Hope & Glory PR 
• Joshua Breckman, Head of Communications, EMEA, WhatsApp, Meta 
• Julie Jupe, Head of Communications, British Antarctic Survey 
• Kate Reynolds, ​UK Director of Corporate Affairs and Communications​, National Express 
• Kezia Anim-Addo, Communications Director, Sub-Saharan Africa, Meta 
• Madeleine Hallward, Non-Executive Director, Office of Rail and Road 
• Mary Whenman, Director of Communications, British Business Bank 
• Rebecca Muncaster, Communications Director, EMEA, Meta 
• Rebecca Williams, Director, WPR 

Reverse mentoring is the opposite of a traditional mentoring format. Senior leaders in the PR and communications industry will receive mentoring from a PR professional with at least 5 years’ experience. 

All participants were interviewed and screened by the CIPR and the Taylor Bennett Foundation from a broad range of agencies, in-house and independent consultants working in a variety of sectors. 

The scheme is expected to end November 2023 and CIPR and the Taylor Bennett Foundation will continue to assess the findings and apply more initiatives to ongoing programmes. 

Designed to help senior leaders understand the challenges faced by practitioners from diverse communities in the PR industry, support the creation of inclusive cultures, and drive lasting change in the PR industry, the scheme will run for just over 10 months.

Applications open following a successful pilot scheme, which paired senior leaders with Black, Asian and ethnic minority PR professional mentors to share insights into what it is like to be a person of colour in the industry, to understand the challenges that are experienced, and to showcase the vital role of informed allyship and inclusive cultures. The scheme also supports and encourages new ways of thinking in how organisations approach all aspects of diversity, equity, and inclusion.

Participants in the pilot scheme included mentors from Netflix, Imperial College London and agencies such as Four Communications, with mentees from Google, ARUP, Cardiff University Centre for Journalism and Public Communication and a wide range of agencies including Cicero, Launch and Brands2Life.

Due to the success of the pilot programme, CIPR’s Diversity and Inclusion Network and the Taylor Bennett Foundation are inviting those interested in becoming either a mentor or mentee to apply to the scheme before applications close on 9 December 2022. Full details of the scheme, applicant criteria and how to apply can be found online.

Full details of the Scheme, the applicant criteria and how to apply can be found on the Taylor Bennett Foundation website. 

• Apply to become a mentor.
• Apply to become a mentee.

The twelve bodies have come together to identify where professional and regulatory organisations can collectively make the most impact to increase recruitment, progression and retention of under-represented groups. By exploring the standards and experiences across these sectors, the research will help identify barriers to progression across the professions and identify steps that can be taken individually or collectively to address these over the coming years. The group will use this research to share resources around ED&I and commission new work and research to ensure our professions are as inclusive as possible.

How to complete the survey

A link to the survey was emailed to all CIPR members yesterday (Tuesday 25 October). If you are a CIPR member that would like to complete the survey and has not received this email please contact CIPR's PR and Policy Officer, Liam Taylor.

The Chartered Bodies Collaborative includes:

• ACCA, Association of Chartered Certified Accountants
• CII, Chartered Insurance Institute
• CILEx Regulation, legal regulator of individuals, entities and licensed bodies
• CIPD, Chartered Institute of Personnel and Development
• CIPFA, Chartered Institute of Public Finance and Accountancy
• CIPR, Chartered Institute of Public Relations
• CIPS, Chartered Institute of Procurement & Supply
• CMI, Chartered Management Institute
• ICAS, Institute of Chartered Accountants of Scotland
• IET, Institution of Engineering and Technology
• IOSH, Institution of Occupational Safety and Health
• IWFM, Institute of Workplace and Facilities Management

The survey takes around 15 minutes to complete. The delivery of this research has been contracted to The Young Foundation, an independent research agency. For more information about this work please visit this page online.

The leadership scheme for UK-based Black, Asian, Mixed Race and Ethnic Minority (BME) PR and comms pros is the first of its kind and is entering its second year when the course opens on 1 September 2022.

The twelve candidates, who secured a place following a rigorous application and interview process, are:

• Juanita Bawagan, Communications Manager, the Institute of Cancer Research
• Selena Dhanak, Associate Director, Global Communications, Organon
• Lornette Harley, Account Director, MSL UK
• Mahalia Johnson, Global Communications Strategy Manager, Stuart
• Gemma Kappala-Ramsamy, Head of Media and Public Affairs, London Councils
• Eduvie Martin, Group Internal Communications Manager, BAT
• Jayna Mistry, PR Lead, Omnipresent
• Shanil Nayee, Account Director, Harvard
• Níkẹ Onakoya, PR Consultant
• Ernest Opoku, Marketing Manager, Furnitubes
• Malini Parkash, Senior Consultant, Blurred
• Shamina Peerboccus, Associate Director, Tyto

Bold and ambitious, The Xec. Leadership Scheme aims to create the next generation of BME leaders and to increase boardroom diversity client and agency-side.

Launched in March 2021, and now in its second year, The Xec. leadership scheme is a 10-month long course encompassing 17 training days (including with the PRovoke Media team and a special Google Day), 12 masterclasses and 13 ‘My Career’ talks all delivered by a diverse range of industry leaders including award-winning creatives, comms directors and agency owners from organisations including Google UK, The Guardian, Blurred, Twitter, Diffusion PR, Fanclub PR, Manifest and Hope&Glory PR. The Xec., running from September 2022 to July 2023, is worth 55 CIPR CPD points.

Aside from the masterclasses, talks and training days, The Xec. course participants will have the unique opportunity to curate and present a special PRovoke Media event to be broadcast in June 2023.

The Class of 2023 will:

• Be allocated a BME PR Pros mentor for six months
• Create and host a podcast series
• Be invited to judge a CIPR award
• Receive complimentary CIPR membership for 12 months
• Be given £5,000 to create and launch a group campaign

The cohort will be mentored by industry powerhouses: Daljit Bhurji (CEO & Co-Founder, Diffusion); Jessica Hope (Founder & CEO, Wimbart); Claire Johnson-Tusińska (Regional Leader, Strategic Solutions Communication & Public Affairs EMEA, Johnson & Johnson Medical Devices); Gabrielle Laine-Peters (Digital Consultant); Avril Lee (Head of Healthcare Europe, Zeno Group, Chair CIPR Diversity & Inclusion Network); Adrian Ma (Founder & Managing Director, Fanclub PR); Doyel Maitra (Director of Group Communications & Board member, Hachette UK); Sophie Parker (Brand Communications & PR Consultant); Claire Quansah (Head of Client & Business Development, Social); Reesha Rajani (Group Commercial Director, GOLIN & Virgo Health); Karen Tippett (Owner, TippettPR & Social); and Anisha Vikram Shah (Consulting Director, Blurred)

Profile interviews with the cohort are available on bmeprpros.co.uk. 

The leadership scheme, the first for UK-based Black, Asian, Mixed Race and Ethnic Minority (BME) PR and comms pros, aims to create the next generation of BME leaders and to increase boardroom diversity client and agency-side.

The practical 10-month long course encompasses training days, masterclasses and ‘My Career’ talks delivered by a diverse range of industry leaders including award-winning creatives, comms directors and agency owners from organisations including Google UK, The Guardian, Blurred, Twitter, Diffusion PR, Fanclub PR, Riot Communications and Manifest. The Xec., running from September 2022 to June 2023, is worth 40 CIPR CPD points.

Furthermore, The Xec. Class of 2023 will:

• Be allocated a BME PR Pros mentor for six months
• Create and host a podcast series
• Be invited to judge a CIPR award
• Receive complimentary CIPR membership
• Be given £5,000 to create and launch a group campaign

The Xec. leadership scheme runs from September 2021 to June 2022, is free and there are twelve places available. Deadline for applications is 23:59 on Thursday 5 May 2022.

For terms and to request an application pack visit: bmeprpros.co.uk/the-xec

The scheme pairs senior leaders with Black, Asian and ethnic minority PR and communications professionals to share insights into what it is like to be a minority in the industry, to understand the challenges that are presented, to showcase the importance of allyship and inclusive cultures, and to encourage new ways of thinking in how their organisations approach all aspects of diversity, equity and inclusion.

The CIPR’s Race in PR report, issued last year, found that many PR professionals from ethnic communities face significant barriers to inclusion and career progression with research from PR Week showing that one in five UK PR agencies having no non-white employees at all.

The first participants in the scheme are:

Mentors

• Frances Abebreseh, Communications Manager, Netflix
• Ashwinder Bedi, Campaign Manager, Babel PR
• Tom Hunt, Senior Associate, Purpose Union
• Melissa Jumbo, Communications Lead, Mouro Capital
• Deepak Kumar, Press Officer, TfL
• Kuldeep Mehmi, PR Manager, Savills
• Hannah Mensah-Kane, Account Manager, Nexus Communications
• Shanil Nayee, Senior Account Manager, Harvard PR
• Emmanuel Ofosu-Appiah, UK PR Manager, Mercer
• Esther Oluga, Regional Communications Manager, Home Office
• Tariq Peters, Senior Account Executive, Four Communications
• Ata Rahman, Digital Content Office, Imperial College London
• Nahidur Rahman, Senior Manager, DWF Group
• Ester Russom, Press Officer, Euronext
• Christine Tama, Communications and PR Freelance

Mentees

• Matt Appleby, Independent Strategic Communications Consultant
• Shaun Bell, Group Account Director, Stripe Communications
• Juliet Cameron, COO, Launch
• Tim Chatwin, VP Communications and Public Affairs, Google EMEA
• Tom Frackowiak, Managing Director, Cicero
• Daniel Gerrella, Associate Director, Liz Male Consulting
• Susie Hackett, International Head of Corporate Communications
• Susan Kinnear, Director, Centre of Journalism & Public Communication, Cardiff University
• Molly Neal, Director of Communications, Brand & Campaigns, National Grid
• Jo Patterson, CEO, 3 Monkeys Zeno
• Sarah Pinch, Managing Director, Pinchpoint Communications
• Brad Ryan, Senior PR Lead, ARUP
• Kate Smith, Practice Director, Brands2Life
• Vicki Spencer-Francis, Managing Director, Cowshed
• Ben Verinder, Founder and Managing Director, Chalk Street Communications

Reverse mentoring turns the traditional format on its head. In this case, the scheme is matching 15 senior leaders from a white background mentored by PR professionals with 3-10 years experience from an ethnically diverse background.

Mentees were invited to join the scheme and reflect a broad range of agencies, in-house and independent consultants working in a variety of sectors.

The scheme officially is due to complete in June 2022 with the CIPR and Taylor Bennett Foundation committed to taking and sharing learnings from the pilot scheme to inform future initiatives and training in this area.

The Xec. offers applicants a 10-month practical course with training days, masterclasses and career-focused talks delivered by a diverse range of industry leaders from award-winning agencies and organisations. Applicants will be allocated a BME PR Pros mentor for six months within the course to support their development.  

The scheme, developed by BME PR Pros in consultation with The Blueprint advisory board, aims to create the next generation of BME leaders and to increase boardroom diversity client and agency-side. 

Course participants will receive complimentary CIPR Membership and will be invited to judge a CIPR award. Throughout the course, there will be the opportunity for course participants to:

• Create and host a podcast series
• Be given £5,000 to create and launch a group campaign
• Curate and present a special PRovoke Media event to be broadcast in June 2022 

The Xec. Programme is running between September 2021 to June 2022 and CIPR members can gain 55 CPD points for completing the course.  

The Xec. leadership scheme runs from September 2021 to June 2022, is free and there are eight places available. The deadline for applications is 23:59 on Wednesday 21 April 2021. 

To find out more information and to apply for the application pack, click here.  

The report - ‘Race in PR: BAME lived experiences in the UK PR industry’ (below) - is calling on senior PR business leaders to take these findings seriously and work to change practices and cultures to “unleash talent and create a fair and equal workplace for all”.  

The research follows the career journey of 17 BAME practitioners and highlights a worrying set of common experiences; a profession in which BAME practitioners speak of being afraid to make mistakes, of being unable to be their true selves, of having to work harder for fewer opportunities and of the racism they experience. They speak of being judged to a different standard to their white colleagues and of a lack of support when they speak up; ultimately making individuals question their ability to sustain a career in PR.

Data from CIPR’s State of the Profession reports over the last few years shows a profession that is becoming less diverse despite many in the industry apparently supportive of a more diverse PR workforce. This report goes some way to explaining why retention of BAME professionals is such a challenge for PR, with many practitioners choosing to leave the profession or become independent or freelance practitioners. 

• The CIPR has also published a supporting Q&A to go alongside the report, detailing the CIPR’s work in this area and how the Institute intends to progress its diversity and inclusion work (download here). 

Relaunch of CIPR’s Diversity and Inclusion Network 

Publication of the report coincides with the relaunch of CIPR’s Diversity and Inclusion Network. The existing volunteer team working on diversity and inclusion is to become a member-wide group enabling members from across the CIPR community to become more actively involved in D&I matters, network, and work together to make a difference. The Network will soon be surveying members on the future direction of its work.

• If you are interested in joining the committee and are able to commit the time to realising the aims of the group, please email CIPR’s PR and Policy Manager, Jon Gerlis, with a brief summary as to why you are interested in the position. 

The Blueprint Commitments  

The report includes details of The Blueprint - a brand new programme launched today by BME PR Pros and welcomed by the CIPR. The Blueprint is a practical and targeted scheme, initially for agencies, which offers communications leaders a pathway to improve their BAME diversity and rewards best practice with a Blueprint mark of quality through meeting a series of commitments.  

The report also details the work of BAME2020’s ‘No Turning Back’ programme and the Taylor Bennett Foundation. 

• Read the report below or download the report and Q&A from our website.

The report, whilst highlighting concerns with "familiar and traditional recruitment processes", calls on businesses to refuse to accept "the headhunters' excuse that 'the candidates just aren't there'". Instead it recommends businesses support existing staff through regular reporting on the ethnic diversity of their boards, on policies and activities to increase board diversity and on developing ethnic minority leaders and senior managers.​

These findings support research CIPR will soon publish into lived experiences of BAME practitioners in public relations. The research - due in March - finds that the main challenge in addressing the lack of diversity in the profession is not in attracting diverse talent, but in retaining that talent.

The Parker Report does point to progress being made. In 2017, when it was fist published, 51 of the FTSE 100 companies had no ethnic representation on their boards. Today that figure has fallen to 33%.

Our 2019 State of the Profession report highlights a fall in diversity within public relations: 

• More than nine in ten practitioners (92%) classify themselves as white – compared to 88% in 2018 and 90% in 2017.
• More than a quarter (28%) of respondents said they had attended a fee-paying school. This is four times higher than the national UK average of 7% and a significant rise on the 16% figure reported in the 2015/16 State of the Profession report.

Download CIPR's guide - 'Recruiting for Public Relations Roles' from this page for best practice regarding the recruitment process.

This year’s State of the Nation report, published by the Social Mobility Commission – a non-government department sponsored by the Department for Education – attests that “being born privileged means you are likely to remain privileged”. The report shows those from working-class backgrounds are significantly less likely to embark on a career in a professional occupation. Those that do, continue to face challenges - earning “on average 17% less than their more privileged colleagues.”

The report warns with the increased use of automation “these divides could worsen, as workers in low pay and with low qualifications are most at risk of their work being automated,” and highlights inequality deriving from ones education background. While 7% of the population attends a private school, 82% of those in private school education “are drawn from the top half of the income distribution” with more “prestigious” positions dominated by alumni from private schools. This echoes findings from CIPR’s latest State of the Profession report which shows that more than a quarter (28%) of those working in public relations attended a fee-paying school - four times higher than the national UK average of 7%.

More than a quarter (28%) of the public relations workforce are privately educated – four times the national average – according to figures revealed in the CIPR's 2018/19 State of the Profession report (PDF).

The study - delivered in partnership with Chalkstream – shows privately educated PR Professionals secure more senior roles and earn an average of £13,000 more per year than state-educated colleagues.

The findings are compounded by diversity figures which reveal BAME representation has hit a five-year low, with 92% of PR professionals describing themselves as white. Practitioners claim to believe PR is more effective when practiced by diverse teams, but the data raises serious questions over whether the industry is truly committed to addressing its diversity crisis.

Department for Education figures for England reveal ethnic minorities comprise 31% of the primary school population, yet only 8% of PR professionals are from BAME backgrounds. The decline of ethnic minorities in PR is at odds with UK population trends and poses a long-term threat to the relevance and staying-power of an industry which should reflect the society is seeks to engage.

The report also lifts the lid on a mental health epidemic facing the profession, with around a quarter (23%) of practitioners saying they took sickness absence from work on the grounds of stress, anxiety or depression.

The nature of PR work contributes directly to poor mental health amongst practitioners, according to the report. More than a fifth (21%) of respondents said they had a diagnosed mental health condition and over half (53%) said work contributed highly to their diagnosis, with unrealistic deadlines and unsociable hours cited as common causes.

Worryingly, the report reveals a significant number of line-managers fail to address mental health concerns amongst employees. Almost a quarter (23%) of respondents who discussed concerns about their mental health with a manager said that nothing happened as a result of those conversations.

Other key findings include:

• Steady commercial growth – average salaries increased slightly to £53,000 and the majority of in-house teams (84%) and consultancies (96%) are either growing or stable in size.
• Is social on the slide? - social media relations fell from the fifth most common PR activity to the ninth – the biggest shift of any task over the last year.
• Modest progress on gender pay – salary calculations, which consider all factors influencing pay such as length of service and prevalence of part-time work, reveal the pay inequality gap between men and women has fallen by £1,523 to £5,202.
• Financial reward for professionalism – those who hold CIPR membership (£2,963+), professional qualifications (£3,800+) or Chartered Practitioner status (£18,000+) earn higher average salaries than those without professional credentials.
• Senior skills gap – there’s a notable difference in the skills recruiters want and what senior professionals have to offer, including ‘research, evaluation and measurement’, ‘PR and corporate governance’ and ‘people management'.

Meanwhile, more PR professionals than ever believe PR campaigns are more effective when practised by ethnically diverse teams, but less than 1 in 10 PR professionals are from a BAME background. 

Speakers include:

• Poli Stuart-Lacey, Director of Communications, HMRC
• Timothy Armoo, CEO, Fanbytes
• Lucy Reynolds, Head of External Communications, Vodafone
• Sneha Patel, Senior Advisor for External and International Affairs, Mayor of London’s Office
• Laurian Hubbard, Head of Campaigns and Channels, Intellectual Property Office, UK Government
• Sarah Pinch, Managing Director, Pinch Point Communication
• Reeha Alder Shah, Managing Partner, AnalogFolk
• Emma Reynolds, Head of Communications, National Crime Agency

CIPR members can claim a 20% discount using code: CIPR20. 

For further information, visit the Women in Communications and BAME in Communications websites, or contact Joanna Michael on 020 7593 5556. 

The morning event, which takes place at Ellwood Atfield in Westminster, will explore practical ways to address the lack of diversity in the workplace. The event will also explore how measurement and transparency can improve businesses and address challenges, including the gender pay gap.

Maria Miller MP is a member of the Commons Reference Group on Representation and Inclusion, while Victoria Harrison-Cook was recently recognised as a Member of the British Empire (MBE) in the Queen’s Birthday Honours for services to diversity in Public Relations.

Registration begins at 10am with the disucssion starting at 10.30am. The event is worth 5 CPD points. Booking is free but registration is required.

Register for free.
 

A survey of 163 women working in communication and marketing roles across the construction and property industries between February and April this year, commissioned by the CIPR Construction and Property Group (CAPSIG) and carried out by JFG Communications, found women overwhelmingly reported feeling proud to work in the construction sector.

When asked about career progression, almost 90% of those who took part agreed the construction sector offers a wide range of interesting projects to work on. However, the industry needs to ‘shout’ more about the great things it is doing and the exciting projects it offers, according to those questioned.

However, women’s perceptions of construction industry culture were slightly more negative, with over three-quarters (76%) believing the sector is ‘macho’. Just over one-third (38%) believe the sector is an attractive place for women to work and only 14% of those questioned believe women and men are treated equally.

When asked about gender issues in construction, a large proportion of women (61%) reported experiencing unconscious bias. ‘Conscious’ bias was also reported, where women were subjected to jokes about ‘making the coffee’ or ‘making the sandwiches’.

According to those questioned, the construction sector has been slow to adapt to flexible working, even though over four-fifths (88%) of those who took part thought more flexible working would attract women into the industry.

The survey findings also revealed a lack of mentors and sponsors for women in construction PR. Four-fifths of those questioned did not have a mentor or a sponsor but over half (54%) would like one.

The report recommends five key areas where CAPSIG could support women working in construction PR and marketing roles:

1. Promote and encourage flexible working
2. Support the sector to promote and provide women’s staff network groups
3. Support the sector to promote a positive image
4. Launch a mentoring scheme
5. Provide a service to help members address challenges

The former Chief Secretary to the Treasury added that "discombobulated politics" around Brexit detracted from serious issues facing large swathes of UK society. 

"When 7 in 10 job offers in some professional firms go to those who've been privately educated it's obvious the current playfield field is unbalanced," said Milburn. 

Despite the divisions, Milburn pointed to a growing appetite for social mobility amongst citiziens. He highlighted recent campaigns including the #MeToo movement as examples of grassroots initiatives driving social change.  

Milburn said the responsibility for driving change ultimately fell to individuals and local communities. He urged professionals to look beyond Russell Group universities when hiring and offer "someone who isn’t a relative or a friend" the opportunity to intern. 

Prior to the speech, CIPR Vice-President Jason MacKenzie Found.Chart.PR, FCIPR heralded a record-breaking year for the CIPR, which resulted in the Institute's largest surplus in five years. 

The 2017 President revealed plans to make the Chartered PR Practitioner process more accessible to members, while reaffirming the CIPR's comitment to operate a "robust and rigorous" assessment process. 

CIPR Chief Executive, Alastair McCapra updated members on the Institute's proposed plans to relocate from its existing offices in Russell Square. The move - which will significantly reduce overheads - is expected to take place before the end of the year.

• Dowload the 2017 Integrated Report (PDF)
• Download the 2017  2017 Financial Report (PDF)
• Read about the new eligibility rules for Chartered Practitioner status

The study - delivered in partnership with Chalkstream - reports that 84% of in-house teams and 96% of consultancies are either growing or stable in size. Despite robust growth, the report uncovers evidence of a skills gap at the industry's senior level.

Almost two-thirds of recruiters (65%) said they looked for evidence of resource and people management in senior hires, but only a quarter (25%) of senior practitioners ranked those abilities amongst their strongest skills. Similarly, 66% of recruiters reported looking for senior professionals with business acumen, but only a third (33%) of those respondents ranked the skill amongst their strongest competencies.

Other key findings include:

• Tactical dominance - Copywriting/editing (73%), PR programmes/campaigns (68%) and media relations (65%) comprise the top three most commonly undertaken activities, suggesting PR professionals spend the majority of their time on tactical delivery
• Gender inequality
  • The true gender pay gap - which strips out factors that influence salaries such as part-time work - rose from £5,784 to £6,725
  • ONS data indicates women now comprise 56% of the industry - a proportion which has declined year-on-year since 2013 when women made up 63% of the industry
• Diversity gap - More PR professionals than ever (65%) believe PR campaigns are more effective when practised by ethnically diverse teams but ONS data indicates the industry has remained more than 91% white since 2013
• Mental health - Around one in six PR professionals (16%) report living with a mental health condition - an increase of 10% from last year's research.

• Watch a video summary of the research
• Download the 2018 CIPR State of the Profession report (PDF)

The partnership sees the CIPR and PRCA promote Career Ready volunteering opportunities - including internships, masterclasses and mentoring - to public relations professionals.

Career Ready connects young people from low income families with volunteers from the business world, equipping them with the skills, confidence and behaviours to stand out in a competitive jobs market.

If you would like to support Career Ready by giving young people the chance to start a successful career in public relations, please contact info@careerready.org.uk. 

Alexander is a founding member and former Chair of the CIPR’s Diversity and Inclusion Forum (formerly known as the Diversity Working Group). He began his media career as a journalist working on his local paper, East End News, at the age of 16 before crossing into media relations and landing a role with the Metropolitan Police 24-hour press bureau.

A media role for the Mayor of London followed before a chance meeting at a networking event in Canada led to an invite to join the Vancouver chapter of the Canadian Public Relations Society; years later a similar meeting led to an invite to join the CIPR’s Greater London Group. Cornelius would eventually sit on other groups and committees and serve twice on the CIPR Council.

The award was presented during a reception honouring the CIPR's 70th anniversary. Previous award winners include Sir Tim Berners-Lee and Rt Hon Lord McNally. 

CIPR welcomes the “Christmas So White” initiative started by Nadia Powell in partnership with modelling agency Looks Like Me; which aims to show families from minority backgrounds taking part in typical Christmas scenes in an effort to tackle under-representation in the media.

The CIPR's 2015/16 State of the Profession survey found that just 10% of public relations practitioners were from BAME backgrounds. However, the same study revealed under two thirds (62%) of practitioners agree that PR campaigns are more effective when practiced by teams who are representative of the audiences they are communicating with.

The news follows evidence of active discrimination of ethnic minorities in PR recruitment and a lacklustre impetus for change amongst industry leaders, found in the CIPR's 2015 Diversity and Inclusion report (PDF).

Find out more about FleishmanHillard Fishburn's partnership with Career Ready.

In an interview with Business Insider, Mr Roberts denied that the lack of women in leadership roles was a problem in the advertising industry and said the debate about gender bias was “all over”. He has since been placed on leave by parent company, Publicis.

The CIPR's 2015/16 State of the Profession research revealed women make up 73% and 70% non-manager and manager roles. This decreases for ‘Head of Comms / Associate Directors’ to 60%, and at ‘Director / Partner / MD / Owners’ level to 48%. 

The research also revealed pay inequality manifests most apparently at senior levels and is particularly acute for those working in consultancies. 

• Download the CIPR State of the Profession 2015/16 report
• Read about the CIPR's efforts to tackle gender pay

Heather was awarded the CIPR’s most prestigious accolade by President Sarah Pinch Chart.PR, FCIPR at a Taylor Bennett Foundation graduation ceremony, hosted by MHP Communications on Thursday evening.

Heather established the Taylor Bennett Foundation in 2008 to address the need for greater ethnic diversity in the PR industry. The Foundation exists to encourage black, Asian and ethnic minority graduates to pursue a career in communications.

Heather's dogged determination to make a measurable difference to the industry in which her business operates resulted in the Foundation achieving charitable status in 2013. She also received a CBE last year for services to Business, especially Employment Skills and Diversity in the Workplace.

Over 150 black and minority ethnic graduates have now been through the Foundation’s programme, 83% of whom now work in the PR industry. Having personally financed much of the Foundation's work, Heather remains closely involved with the charity and delivers networking workshops for each group of graduate trainees.

Further information on the Taylor Bennett Foundation can be found online.

The enei Awards recognise and celebrate the achievements of organisations that have taken a lead in challenging discrimination and are working inclusively to tap into their talented workforce.

The Awards Ceremony will take place on 7 July at the Law Society in London.

• View the full enei Awards shortlist

A video summary of responses that featured within the report is available below.

This call-to-action is prompted by the findings of a qualitative research study of more than 30 PR professionals, from a range of disciplines and backgrounds, which recorded personal experiences and perceptions across a range of ‘diversity issues’ including ethnicity, sexuality, disability, gender equality and age equality.

The findings reveal:

• “Disability in PR is a dirty secret” often overlooked by PR businesses and the industry’s representative bodies
• Evidence of active discrimination of ethnic minorities in recruitment – and general slow progress on the issue down to a lack of impetus for change
• “PR’s obsession with youth” and pursuit of digital natives has resulted in older professionals being made to feel “out of touch”
• A complacent approach to sexuality has led to non-heterosexual professionals feeling uncomfortable about being themselves in certain sectors
• On gender equality – a feeling of injustice amongst women starting families that has been amplified by inflexible working cultures, created by an imbalance of men in leadership positions, resulting in a gender pay gap of £12,591 (Note: as recorded in CIPR State of the Profession 2015)

The research was conducted both through face-to-face roundtables hosted in London and Leeds, and through the use of innovative mobile research platform Kiosk, which prompted participants to record and share video feedback on a range of issues via their smartphones.

In addition to presenting the research findings, the report also contains four separate pieces of reflective thought leadership, issued as a challenge for public relations professionals to take a lead on delivering diversity and inclusion in their own organisations. These are titled:

• ‘Embrace diversity or fail’
• ‘Is your organsation future proof?’
• ‘The future challenge’
• ‘What can you do?’

The report and further video content from Kiosk HQ can be accessed via the CIPR website at www.cipr.co.uk/diversityPR.

The new guidance, available to download from the CIPR website, covers advice on appropriate and inclusive language, producing accessible formats, issues concerning legality, and general tips on delivering inclusive and diverse communications.

Accompanying the publication of the new guide, a round-table meeting will be hosted this morning by the CIPR and DWP, chaired by the Minister for Disabled People at the CIPR.

At the round-table, Mark Harper will lead a discussion with over 20 senior public relations business leaders on Disability Confident, a key government campaign designed to challenge negative attitudes and improve employment opportunities for disabled people.

As well as being an opportunity to share new guidance, the meeting also tables a discussion aimed at addressing the issue of under-representation of disabled people in public relations, identifying key areas of development for employers in delivering ‘disability confident’ workplaces.

This follows data from the CIPR’s 2015 State of the Profession survey, to be published next week, which will reveal that just 6% of all public relations professionals identify as having a disability or a long-term health condition, significantly lower than the 16% of the UK working population that has a disability, according to government statistics.