• Average full-time income has risen to £64,817, the highest recorded in the State of the Profession series and 22% above the 2024 figure. However, the reported gender pay gap has also risen to £5,539, up from £3,894 in 2024.
• A quarter of PR practitioners use AI professionally without any formal AI policy or guidance. 81% believing the skills that make PR professionals valuable cannot be replicated by AI while 76% believe AI-generated content risks damaging trust in public relations.
• The biggest identified challenge facing the profession is, for the first time, fake news and disinformation. AI, which ranked top in 2024, is now second.
• The majority of professionals say their workplaces are very or extremely inclusive. However, White practitioners are more likely to say this is the case compared to non-White colleagues (72% vs 57%).

• Download State of the Profession 2026
• Find out more about other CIPR Research

The NES is the UK's leading EDI assessment framework. Developed in partnership with the UK Government, it provides independent assessment of an organisation's leadership, culture and everyday practice against rigorous inclusion standards. The CIPR first achieved the standard in 2023, becoming the first professional body to hold it and the first organisation assessed on both its employed workforce and its volunteer community.

The 2026 reassessment placed the CIPR in the upper quartile of organisations assessed under the framework, with an overall score of 115 out of 150 and 22 of the 30 competencies met. The CIPR passed first time, something fewer than one in ten organisations achieve. Assessors identified improvement in its maturity rating since the last cycle and particular strengths in governance, accountability and strategic oversight; stakeholder insight and evidence-led decision-making; and inclusive recruitment and volunteer engagement.

Alongside its reaccreditation, the Institute has launched its updated EDI strategy covering 2026 to 2029. The strategy sets a clear expectation of the whole profession. It moves inclusive practice from something the CIPR champions to something it expects of every practitioner, treating it as a core part of what it means to be a competent and ethical public relations professional. The new strategy aligns the CIPR’s EDI work with its five-year priorities and details key areas of focus informed by the Institute’s 2025 member survey and other research into barriers to participation, progression and belonging in PR. This includes:

• socio-economic background and class;
• age;
• ethnicity and race;
• neurodiversity and cognitive differences;
• and disability

• Find out more about the National Equality Standard
• Find out more about the CIPR's Equity, Diversity and Inclusion Strategy

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 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 Chartered Institute of Public Relations (CIPR) has today launched its new strategy for 2025-2029. Having worked on it with members, the strategy outlines the Institute’s vision to equip PR professionals worldwide to make a positive difference in business and society through chartership, innovation, and inclusion.

It is built on four strategic priorities: Chartership & Lifelong Learning, Leading Practice Development, Advocacy, and a Diverse and Collaborative Community. Through these pillars, the Institute will advance its journey towards making PR a predominantly chartered profession, support practitioners in adapting to technological changes including AI, act as a trusted voice for the industry, and work to remove barriers to entry within PR.

Key initiatives the Institute has planned for 2025 include raising the profile of chartered status and ensuring representation of Chartered Practitioners on boards, maintaining its position as the leading global AI training provider for PR professionals, continuing the 'Lobbying for Good Lobbying' campaign to support efforts to rebuild public trust, and working towards the renewal of its National Equality Standard accreditation in 2026.

• Read our new five year strategy

The CIPR exists to be an inclusive organisation and to provide a community for everyone in public relations. We stand firmly with all professionals across communities who are being targeted and stand against racism or any form of hatred in our society and industry. We remain committed to fostering an environment where all professionals feel safe, valued, and respected and recognise the role that public relations plays in bringing communities together.

Much of this unrest and hatred has been exacerbated by deliberate misinformation and disinformation which stemmed from the tragic incident in Southport last week. We remind PR professionals of their critical responsibility to ensure that any information shared in relation to these events is reliable and factual. This is particularly true of professionals who work for organisations that have a responsibility to communicate with the public and external audiences. 

Many professionals will also have internal communication responsibilities and should consider providing advice to colleagues about sharing information on the riots and, importantly, ensuring colleagues from targeted and underrepresented groups and their families are safe. 

The CIPR has the following resources available to support PR professionals to tackle mis and disinformation:

• Disinformation and ‘Fake News’ - A guide to ethical communications for public relations practitioners by Sarah Waddington 
• Misinformation (Webinar) by Professor Darren Lilleker

The following links provide practical advice and support to the wider PR industry:

• CIPR President-Elect Advita Patel - Advice to PR professionals communicating on the race riots
• PRCA Race and Ethnicity Equity Board statement
• ‘Agency leaders should encourage frank, honest discussions’ - PR reacts to UK riots (PRWeek)
• Iprovision Mental Health hotline

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

Now in its fourth successive year, the projects from the CIPR Research Fund cover a diverse range of themes including talent retention, internal communications strategies, and ageism within the PR industry. The four pieces of research are due to be published throughout 2025.

The commissioned research projects are:

• The Inside Story: Investigating Strategic Internal Comms in UK Organisations with Under 500 Staff, by John Clegg
• An age-old problem: what can we do to tackle ageism in PR, by Jenny Manchester
• Choosing Public Relations: Factors impacting career choice for the Next Generation of potential PR Practitioners, by Caroline Spence
• Missing Women: Exploring interventions to stop the mid-career talent drain, by Stephen Waddington and Sarah Waddington

Successful applicants have been awarded funding of up to £2000 to conduct independent research relevant to the advancement of the wider public relations profession. Successful applicants will also have the opportunity to undertake a CIPR training course to help refresh or develop their research knowledge and skills.

• For more information about the Fund, please visit our website

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.  

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.

Now in its third successive year, the CIPR Research Fund encouraged recent applications from members keen to support the CIPR’s 75th anniversary themes of demonstrating the value of PR to society and on the future of the profession. 

The commissioned research projects are:  

• Gen Z Media Habits in 2023. By Rebecca Roberts. 
• How can consistent accessibility and inclusion practice become part of public sector operational culture? By Leanne Hughes and Kim Tooke. 
• What is the experience of those from socio-economically disadvantaged backgrounds working in PR, why it matters and what can we do to address it? By Caitlin Plunkett-Reilly. 
• From Muckraking to Metaverse: 100 years of Public Relations education - learnings for India. By Noumaan Qureshi. 
• Communicating evidence to policy makers – what works? By Caroline Wood. 

Successful applicants have been awarded grants of up to £2000 to conduct this critical research that advances the knowledge and understanding of PR and communication management. New for 2023, successful applicants will also have the opportunity to undertake a CIPR training course to help refresh or develop their research knowledge and skills.    

The successful projects will be launched in January 2024.

See previous research funded by the CIPR’s Research Fund: 

• PR in a Pluralistic Society by Martin Turner Found.Chart.PR, MCIPR  
• Levelling up the Public Relations Profession by Stuart Baird FCIPR 

For more about the Fund, please visit our website. 

‘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 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 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.