News | Diversity, inclusion, and pay gaps take centre stage on the PRCA 2024 UK PR and Communications Census

The Public Relations and Communications Association (PRCA) has launched its UK PR and Communications Census 2024, offering a thorough analysis of the industry’s workforce and trends. This year’s report highlights the challenges of diversity, inclusion, and equity, with an urgent call to address the ethnicity pay gap.

Ethnicity pay gap widens

The PR industry faces a widening ethnicity pay gap, now at £14,638 in 2024—a 25.6 per cent disparity, up significantly from 16 per cent in 2021. White professionals earn an average salary of £57,153, compared to £42,515 for Non-White professionals.

This pay disparity is linked to the underrepresentation of Non-White professionals in senior roles. Just 9 per cent of Non-White agency professionals hold top-tier positions (e.g., Chair, CEO, or MD), compared to 22 per cent of their White peers. Similar trends exist in in-house roles, where only 14 per cent of Non-White professionals are Senior Managers, compared to 28 per cent of White professionals.

Beyond pay, workplace experiences diverge significantly. 24 per cent of Non-White professionals reported experiencing racial prejudice in the past year, compared to just 6 per cent of White professionals. 21 per cent of Non-White professionals rate their organisation’s diversity and inclusion efforts as “poor” or “very poor,” compared to 12 per cent of White professionals.

These findings highlight systemic barriers facing Non-White professionals and call for urgent action to promote equity in pay, representation, and workplace culture.

Growing diversity in the workforce
The workforce continues to diversify, with 31 per cent of professionals identifying as Non-White, up from 13 per cent in 2021. Additionally, 23 per cent of practitioners are non-British nationals, a notable rise from 16 per cent three years ago. EU nationals now account for 10 per cent of the workforce, while 8 per cent come from outside the EU. Despite this progress, significant disparities in seniority and pay persist, underscoring the need for more inclusive recruitment and promotion strategies.

Neurodivergence in PR
For the first time, the Census reports that 20 per cent of professionals identify as neurodivergent, with ADHD (36 per cent), autism (26 per cent), and dyslexia (22 per cent) being the most common conditions. However, 65 per cent of neurodivergent professionals report negative impacts at work, often linked to unmet support needs, including stress, anxiety, and burnout. These findings emphasise the importance of tailored workplace adjustments and greater awareness to foster an inclusive environment for neurodivergent employees.

Decline in Diversity and Inclusion Efforts
Perceptions of workplace diversity and inclusion have declined significantly, with just 50 per cent rating their organisation’s approach as “good” or “very good,” down from 67 per cent in 2021. Alarmingly, nearly half (49 per cent) of professionals reported experiencing workplace discrimination in the past year, with age, gender, and race cited as the most common factors.

Other key findings

Social mobility: While representation from lower-income households has improved slightly, barriers to socioeconomic diversity remain evident.

Gender pay gap: The 11.8 per cent gender pay gap shows marginal improvement from 2021 but remains a challenge in a female-dominated sector.

AI and technology: Professionals are divided on the impact of artificial intelligence, with 62 per cent expressing concern about its potential risks, though many recognise its transformative potential for the industry.

Ray Eglington (pictured), PRCA chair said: “The 2024 Census is both a celebration of progress and a stark reminder of the work still needed to create an equitable and inclusive industry. We urge organisations to take decisive action, committing to robust diversity, equity, and inclusion (DEI) strategies. This includes tackling the ethnicity pay gap, advancing support for neurodivergent professionals, and creating fairer pathways to leadership for underrepresented groups.”