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PRWeek UK Ethnicity & Gender Pay Gap Survey 2022

This survey is for UK PR and comms agencies to provide data on their ethnic and gender pay gaps. It will form part of a project on pay gaps to be published by PRWeek in Autumn 2022. Please note: this survey is for agencies with at least 10 full-time or equivalent comms staff.

The deadline to complete the form is 5pm on Wednesday 10 August.

The project, a collaboration between People Like Us and PRWeek, is about transparency. Very few agencies will have pay parity regarding either gender or ethnicity, but taking part in the project is evidence that your agency takes equal pay and diversity seriously. It shows a willingness to be open about the progress made to date and the steps it still needs to take.

Broadly the same approach will be used as last year. There will be separate tables for gender and ethnicity pay gaps. Agencies will be listed alphabetically and given a score based on the pay gap data. The survey asks for average pay levels overall and at different levels of seniority.

For an example of how it will look, check out last year’s gender pay gap and ethnicity pay gap tables.

Like last year, to provide context to the figures, agencies can provide up to 100 words to go alongside their entry on the gender pay gap table, and the same for the ethnicity pay gap table.

Agencies are also encouraged to provide details about actions they have taken to increase diversity of their workforce and include comments that may be used in other features as part of the project.

Sheeraz Gulsher, co-founder of People Like Us, said: "We’re proud to be back with the latest installment of the Pay Gap study. We're hopeful this will go some way in addressing inequity in comms and that it emerges as one of the most important accolades one can receive in the industry. The study has been designed to recognise trailblazing businesses that are willing to walk the walk and show their commitment to inclusivity in a tangible way.

"It’s worth noting the majority will not have their pay gaps where they’d like them to be and that’s okay. For us, it’s the willingness to be publicly accountable that represents a huge stride towards achieving equality in our wonderful industry.

"We urge agencies of all sizes to throw their hat in the ring: it’s what your teams, the wider industry and country at large deserves. We’ll only achieve true equity with this level of transparency."

A note on definitions
We understand that terms like “BME” and “non-white” are not ideal, and different people may identify in different ways regarding their ethnicity. It is not PRWeek’s role to label individuals by ethnicity. However, for the ethnicity pay gap table, agencies will need to provide a breakdown of their staff under two definitions: ‘white’ and ‘non-white’.
For companies that do not have identification data for staff, we’ve created a simple form you can share with your employees. You can either: 
  • Make a copy on Google Forms by clicking this link - you will become the owner of the copy of the form. Send to your staff to fill in by simply clicking send and adding their email addresses. Each member of staff will only be able to reply once.
  • If you’d prefer to work offline, download the form as a PDF (to do this, click the three dots on the top right-hand corner of the page, select print, then select save as PDF). Or you can copy and paste sections in the Self ID form and input them into your preferred system.
  • Note: please do not send the results to PRWeek - all the information required for the Pay Gaps Project is included in this questionnaire.
Important note: when the survey mentions "staff" or "employees", we are referring to communications/PR/public affairs professionals rather than people in supporting roles.

Any questions about the project, please email john.harrington@haymarket.com.

Many thanks.
SECTION A: Basic information
 
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 2022.
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 non-white 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 2022.
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 2022.
24. Which of the following steps has your agency taken in the past two years to close the ethnicity and/or gender pay gap? Please tick as many as apply to you; the results will be aggregated, rather than attributed to specific agencies. Please also provide comments below (up to 200 words) providing more details of the steps you’ve taken and why. We would prefer to attribute the comments to your agency. However, if you would prefer your answer to be unattributed, please indicate in the box.

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