The CIPR Diversity Strategy, developed by our Diversity Working Group, aims to develop an inclusive culture, raise general awareness of diversity within the public relations industry and increase the number of public relations practitioners from all backgrounds.
Latest comment on diversity in public relations
- 26 February 2014
The truth gap, diversity & PR
- 10 October 2013
Public relations professionals to discuss the business case for diversity
- 7 October 2013
CIPR and PRCA launch public relations careers guide for young people
- 13 August 2013
CIPR announces partnership with National Citizen Service
- 7 June 2013
Public relations looks to improve the number of women in the boardroom
- 8 April 2013
CIPR: CIPR to welcome leading expert on deafness and disability to next Equal Access Network event
- 1 March 2013
CIPR: BME students postive about careers in public relations
- 30 January 2013
Public Relations Consultants Association (PRCA): Tanya Joseph and Robert Phillips to head up PRCA's newly-launched Diversity Network (External link)
- 28 January 2013
PRmoment.com: Three steps the PR industry needs to take to close the diversity gap, by Bright Star's Bieneosa Ebite (External link)
- 14 January 2013
CIPR: The CIPR has diversity on the agenda
Future Perspectives: A study of 16-18 year olds' perceptions of public relations
In March 2013, our Diversity Working Group released the 'Future Perspectives' report which revealed students' attitudes towards the public relations profession and found that BME students are more likely than the total student population to consider a career in public relations.
Download PDF (opens in a new window)
This report will help to inform the CIPR's strategy on careers and diversity. Our aim is to increase awareness of the public relations industry amongst young adults. The report has also informed our approach to 'Education outreach'.
Equal Access Network
Launched in August 2012, the 'Equal Access Network' is a networking group for practitioners who are affected by, or have an interest in, issues relating to diversity in employment and representation within public relations.
All events are free to attend and open to both members and non-members.
- 2014 - TBC
- Thursday 7 November 2013
The Business Case for Diversity: How it can help public relations at CIPR, London
- Tuesday 2 July 2013
Public Relations: Women in the Boardroom' at Guildhall, London
- Wednesday 24 April 2013
'Jane Cordell: Board member at Disability UK' at our offices in Bloomsbury, London
- Wednesday 6 February 2013
'The Pathway into Public Relations' at Edelman
- Tuesday 4 December 2012
'Biased and Ignorant!' at CIPR
- Thursday 20 September 2012
Equal Access Network Launch at Ketchum
Got an idea for a future event? Please email firstname.lastname@example.org.
We intend to tackle these external issues by leadership through five key areas of work:
- improve understanding of PR in communities in which diversity is not a visible career option
- a best practice approach to internships
- a competence-based approach to recruitment
- a best practice approach to re-employment and return to work
- take steps to tackle glass ceiling issues.
Improve understanding of PR in communities in which PR is not a visible career option
- work with others across the industry to achieve this, asking agencies and employers to lend support and expertise and to work with us to make this happen
- seek to embed this into its work as an ongoing benefit to the profession.
A best practice approach to internships
- establish minimum expected standards for a best practice internship
- aim to balance out the need to ensure that internships are at the same time ethical and open to the widest possible number of people, without seeking to make it harder for employers to offer valuable opportunities to people seeking to gain access and experience.
A competence-based approach to recruitment
The CIPR intends to help establish recruitment criteria for entry-level jobs in the profession. These will be based on ability and potential and to work with employers and recruiters to establish a competence-based approach to employment in public relations. We will engage experts and provide employers with guidance on how best to deliver this approach in practical terms.
A best practice approach to re-employment and return to work
The CIPR will examine training programmes to see what they are providing and how we could better assist practitioners returning to work after an extended absence:
- establish a mentoring scheme aimed at members who are returning to work
- provide better guidance for both the returning practitioner and the employer.
- View CIPR and Hanson Search: Getting the Balance Right, A study into the impact of maternity leave on the communications industry
Take steps to tackle glass ceiling issues
- clarify the position on glass ceiling issues relating to under-represented groups in senior management through further research
- engage with employers and members and will seek guidance from beyond the industry in developing a best practice approach to addressing glass ceiling issues.
The CIPR also intends to tackle these internal issues by leadership through three key areas of work:
- work towards an inclusive industry-wide approach to improving diversity in PR
- look at enshrining the principles of diversity into both our policy and practice
- investigate what resources are available in order to champion diversity.
If you would like to learn more about our commitment to tackling diversity issues in the public relations profession, please email email@example.com.