International Women’s Day presents an opportunity to celebrate the achievements and progress made by women in society, but it is also a good time for reflection. This year’s IWD theme is to #EmbraceEquity, and ensure conversations are taking place that recognise that equal opportunities are no longer enough. Gender is intersectional, and to achieve equity, we must embrace inclusivity in everything we do. This has never been more critical for those working in and around Westminster.
As Co-Chairs of Women in Public Affairs (WiPA), representing a network of over 2000 women working in the sector, we have witnessed the challenges that women working in politics have faced. It’s been a turbulent year politically; we are now on our third Prime Minister in under a year. In the last year we’ve also seen reports of countless sexual harassment cases and investigations across the political spectrum. Not to mention a cost-of-living crisis, which has particularly impacted women, and left many employers in our sector looking at what they can do to better support women in the workplace.
In January 2023, WiPA launched the results of our fourth annual survey of women in the industry in collaboration with Opinium. The results demonstrate that there is a huge concern (96%) with the cost-of-living crisis, with over half of women worried that they will need to reduce essential spending (53%) and over a quarter (27%) are expecting to move jobs.
Part of this challenge can be addressed when it comes to greater pay transparency and flexibility over working patterns in our industry.
WiPA is calling on employers in the public affairs industry to act by demonstrating transparency and flexibility through:
· Pay and progression – Our 2022 survey results showed that there has been an 11% increase in job adverts not disclosing salaries compared to the previous year. Sadly, we know from our previous surveys that women are less likely to respond to a job advertisement if it doesn’t show salary bands. Whilst there was a slight increase in companies publishing maternity policies compared to the previous year’s results (50% compared to 48%) and salary bands (27% compared to 25%), there was a decrease in companies publishing paternity policies (42% compared to 44%). The lack of transparency on progression and pay has left over a quarter (32%) of women believing that pay differs for men and women at the same level.
· Flexible working patterns – Women have always faced challenges in the sector but responses to our 2022 survey suggests this may have increased further with childcare and travel costs rising and pay not keeping up with inflation. The industry needs to act to ensure women, particularly those with caring responsibilities, are supported by their employers. This may include greater flexibility with travelling into the office and allowing employees to work flexible hours to balance work and care.
· Communicating support available – Almost half (42%) of the women we surveyed were also unsure how they would rate the sector in supporting women during the cost-of-living crisis. One in three (34%) women felt that they have received no support from their employer. Clearer signposting of resources and help available must be implemented in order to ensure women in the industry feel supported.
Our survey results will shape WiPA’s advocacy for the year ahead and we want to continue to work with the PRCA and employers to retain top talent in our sector and ensure women from all backgrounds and minority groups feel fully supported.
It’s important to recognise that the public affairs industry has come a long way, but in order to address these issues, employers need to be doing everything they can to create an environment that enables and embraces equity at all levels.
There’s no time to waste, we must act now.
Written by Anne Mirkovic & Melanie Fernandes, Co-Chairs, Women in Public Affairs (WiPA)