Chartered Institute of Public Relations
    

Diversity

Our Diversity Strategy, led 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

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.

Future Perspectives

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The report will help to inform our trategy on careers and diversity, working in partnership with the Diversity Working Group to increase awareness of the public relations industry amongst young adults. This 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.

Next event

  • 2014 - TBC

Past events

  • 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 andrewr@cipr.co.uk.

Diversity Strategy

We intend to tackle these external issues by leadership through five key areas of work:

  • improve understanding of PR in communities in which it 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

  • we will 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
  • we will seek to embed this into its work as an ongoing benefit to the profession.

A best practice approach to internships

  • we will establish minimum expected standards for a best practice internship
  • we will 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.

Update:

A competence-based approach to recruitment

We intend to help establish recruitment criteria for entry-level jobs in the profession 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

We will examine our training programmes to see what they are providing and how we could better assist practitioners returning to work after an extended absence:

  • we will establish a mentoring scheme aimed at members who are returning to work
  • we will provide better guidance for both the returning practitioner and the employer.

Update:

Take steps to tackle glass ceiling issues

  • we will clarify the position on glass ceiling issues relating to under-represented groups in senior management through further research
  • we will engage with employers and members and will seek guidance from beyond the industry in developing a best practice approach to addressing glass ceiling issues.

We also intends to tackle these internal issues by leadership through three key areas of work:

  • to work towards an inclusive industry-wide approach to improving diversity in PR
  • to look at enshrining the principles of diversity into both our policy and practice
  • investigating what resources are available in order to champion diversity.

Contact us

If you would like to learn more about our commitment to tackling diversity issues in the public relations profession please email andrewr@cipr.co.uk.