Our work on the gender pay gap was prompted by David Cameron’s decision to ensure that firms with more than 250 employees were disclosing data on the gender pay gap to their staff.
We launched a joint survey with PRWeek and Women in PR in August 2015 to gage the industry’s views on voluntary disclosure. The industry overwhelmingly agreed that the publication of gender pay gap information would encourage employers to take positive action on the issue. Moreover, nearly 80% said that the industry should voluntarily adopt a lower limit than the 250 employee limited proposed by the Government.
To read PRWeek’s analysis of the survey results, please click here.
We also submitted a joint consultation to Government Equalities Office on “Closing the Gender Pay Gap” in September 2015.
In September 2016, we made a commitment to include gender pay gap reporting in the Communications Management Standard, the hallmark of PR and communications excellence.
Alongside this, we also made a commitment to publish our own gender pay gap and guide members on how they could report their own gender pay gap.
The PRCA Gender Pay Gap Report, provides a step-by-step explanation of how the gender pay gap can be calculated. Here is a brief summary of how members can report their gender pay gap:
•Establish the precise objectives and reasons for disclosing the gender pay gap.
•Disclose the relevant results from employee surveys.
•Divide the workforce into different job levels, salary bands, and occupational groups.
•Disclose promotion rank by gender.
•Record the uptake of flexible working across the company.
•Monitor the rate of employees who returned from maternity/paternity leave.
•Report the gender pay gap by business region/unit.
•Examine past measures in starting salaries and benefits.
•Establish the full-time gender pay, providing a single figure median for part-time employees, different job levels, and pay quartiles.
•Establish the percentage change in gender pay gap over time.
In this report, we also published our own gender pay gap for the first time. The PRCA’s gender pay gap is 9.1%, significantly lower than the 19.2% figure established by the Office for National Statistics.
For more information, take a look at the following reports: