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PRWeek UK Ethnicity & Gender Pay Gap Survey 2021

PRWeek and People Like Us, in collaboration with the PRCA and Women in PR, have launched a survey of UK comms agencies into ethnicity and gender pay gaps in the PR agency sector.

Please take time to complete this survey, which asks for data on pay gaps by level of seniority, and about the makeup of the comms workforce at your business. Agencies are urged to provide comment on steps they have taken to address pay gaps, and highlight some of the challenges, for use in editorial coverage in PRWeek (comments can be anonymous).

The results will be collated as part of a major project in PRWeek, published in September 2021 and featuring rankings tables. A formula will be used to create a score for each agency relating to the ethnicity and gender pay gaps.

No monetary figures from individual agencies will be published - for example: the average remuneration for an account director, or average remuneration for BME members of staff. We will only be publishing percentages related to individual agencies to highlight gaps, eg: 6% ethnicity pay gap at board level, 10% gender pay gap at account executive level.

We may publish aggregate monetary figures across the agencies that take part, but only if a minimum of 30 agencies submit their data. For example, we might publish that the mean average pay for an account executive across 50 agencies that took part is £20,050.

The questionnaire asks for information relating to the pay of non-binary or trans employees and the proportion of staff who identify as such. This data will not be published in a way that will be attributed to a particular agency, although we may use the information in aggregate form, eg: the number of non-binary or trans employees across all the agencies.

We appreciate that pay gaps are a difficult topic - almost every agency will have pay gaps at some levels of the organisation. Our intention is not to emphasise individual failings but rather promote transparency as part of a drive to encourage diversity in the notoriously non-diverse sector.

There will be separate tables relating to the ethnicity pay gap and to the gender pay gap. The number of agencies in the rankings tables will depend on the number of entries received. However, any position in the tables should be seen as an accolade - showing a strong commitment to transparency and to taking issues of underrepresentation seriously. It should be seen as a starting point to making further positive changes in the years ahead, and, we hope, as a promotional tool to show your business is serious about making progress.

We recognise the limitation of not asking for data on different ethnic groups within the broad category of BME, and understand that experiences of individual from some non-white backgrounds will differ from others. This is for practical purposes, because it is the first time (to our knowledge) that such a project has taken place. We hope to ask more detailed questions relating to ethnicity in future iterations.

*Please note: the survey is only for UK PR agencies with at least 10 full time comms employees.

The deadline for completing the questionnaire is 5pm on Wednesday 28 July 2021. Please note: there is no option to save the questionnaire as you go along. If you would like a PDF of the questions before you start, please email john.harrington@haymarket.com. John can also be contacted with other questions about the project.

Thanks and best wishes,


PRWeek, People Like Us, PRCA and Women in PR
SECTION A: Basic information

Please note: all data will be anonymised so we will not be attributing any data to your own company. However, we will be quoting from the comments if you choose to leave some, so this is an opportunity to be a thought leader on these crucial issues. If you would like a particular comment to be anonymous (ie. unattributable), please write "anon" after the specific comment.
SECTION B:

Important note: in this section, by "staff" we are referring to comms and public affairs professionals only employed at your agency (this includes individuals in marketing and creative roles). It does not include supporting roles; for example, HR, IT, finance, or front of house. The figures must be correct as of 1 June 2021.
5. Job roles & remuneration:
Space Cell Average remuneration for all staff at this levelAverage remuneration for women at this levelAverage remuneration for non-binary or trans staff at this levelAverage remuneration for BME staff at this levelAverage remuneration for white members of staff at this level
Account exec or equivalent (inc. account assistant/junior account exec/senior account exec)
Account manager or equivalent (inc. junior account manager/senior account manager)
Account director or equivalent (includes senior account director)
Director or equivalent (includes associate director & above)
Board member (includes practice/division leader, MD, chief exec & chair)
SECTION C:

Important note: in this section, by "staff" we are referring to comms and public affairs professionals only employed at your agency (this includes individuals in marketing and creative roles). It does not include supporting roles; for example, HR, IT, finance, or front of house. The figures must be correct as of 1 June 2021.
SECTION D:

Important note: in this section, by "staff" we are referring to comms and public affairs professionals only employed at your agency (this includes individuals in marketing and creative roles). It does not include supporting roles; for example, HR, IT, finance, or front of house. The figures must be correct as of 1 June 2021.
SECTION E (optional):
SECTION F (optional):

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We really appreciate your feedback which will help us to compile the PRWeek UK Ethnicity & Gender Pay Gap Survey 2021 report.

The responses you provide will only be used for the purpose of research for the Ethnicity & Gender Pay Gap Survey by PRWeek UK. Please indicate below if you are happy for us to use your name and contact details provided to reach out to you in relation to future PRWeek UK Ethnicity & Gender Pay Gap Survey reports.

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