London,
06
April
2017

Gender pay gap: PRCA welcomes start of reporting period with CMS inclusion and updated report

The PRCA has welcomed the start of mandatory gender pay gap reporting by launching its own requirement for members seeking the Communications Management Standard (CMS) and an updated PRCA Gender Pay Gap Report.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires private and voluntary sector organisations with over 250 employees to publish relevant information between today and 4th April, 2018. Public sector organisations are required to publish before 30th March, 2018. The legislation makes the UK one of the first countries to require companies to report on the gender pay gap.

This annual publishing exercise – which covers approximately 9,000 employers representing nearly half of the UK’s workforce – must include: the median gender pay gap; the mean gender pay gap; the median bonus gender pay gap; the mean bonus gender pay gap; the proportion of male and proportion of female employees that received a bonus that year; and salary quartiles.

In line with the PRCA commitment made when the original PRCA Gender Pay Gap Report was published on the 12th September, 2016, gender pay gap reporting will feature from today onwards in the CMS hallmark of PR and communications excellence. The Diversity Module of the audit will now include learning outcomes asking organisations to show: how the gender pay gap features in their overall objectives and key policies; what record there is of work carried out under “representative measures” (such as gender representation at different roles and flexible working offering and uptake) and “past measures” (such as difference between starting salaries, gender representation at different pay quartiles, and the mean and median gender pay gap figures); and what modifications have been made because of work and findings relating to these measures.

The original PRCA Gender Pay Gap Report has also been updated to mark the beginning of the mandatory reporting period and to include a detailed question and answer on reporting and the legislation and the key changes to the CMS audit. The report initially followed our joint research with PRWeek and Women in PR in August, 2015, to inform our response to the Government’s consultation on closing the gender pay gap in September, 2015. The research revealed that the PR and communications industry overwhelmingly agreed that the publication of gender pay gap information will 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 limit proposed by the Government. The PRCA Gender Pay Gap Report was therefore created to provide a structured and a metric for organisations below the 250 employee threshold to achieve this disclosure. The report takes into account both the Think, Act, Report framework produced in 2016 by the Government Equalities Office, and the Prince’s Responsible Business Network Business in Community Toolkit 1, also produced in 2016. The PRCA’s gender pay gap is 9.1%, significantly lower than the latest 18.1% figure established by the Office for National Statistics. The next figures relating to the PRCA will be published in September, 2017.

All our work can be found on the dedicated gender pay gap Releasd Page.

Francis Ingham MPRCA, Director General, PRCA, said:

“There is no lack of appetite for voluntary disclosure and industry-led solutions: to coincide with the Government’s requirement for larger organisations to report their gender pay gap, today marks the beginning of the gender pay gap featuring in the kitemark of PR and communications excellence.

“This is precisely where it should be: front and centre. The updated PRCA Gender Pay Gap Report exists to help guide members through the disclosure process and makes clear what is required of them by the legislation and where they can go much further. All of this sits alongside worked examples from the PRCA itself – we simply cannot ask our members to do something we ourselves would not.

“There has been an enormous amount of work to get us this far but today only marks the first step in solving problem: some organisations now have a year until they have to publish their gender pay gap figures, and some organisations – untouched by the legislation – have the opportunity to do the right thing and ensure our industry does what is necessary and not just what we are instructed to do.

“UK PR and communications is worth £12.9bn and 64% of the 83,000 people working in the industry are women. The gender pay gap disadvantages the majority: it is time to end this.”

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Who we are: Founded in 1969, the Public Relations and Communications Association (PRCA) is a UK-based PR and communications membership body, operating in 49 countries around the world. We represent in excess of 20,000 people across the whole range of the PR and communications industry. The PRCA promotes all aspects of public relations and communications work, helping teams and individuals maximise the value they deliver to clients and organisations.

What we do: The Association exists to raise standards in PR and communications, providing members with industry data, facilitating the sharing of communications best practice and creating networking opportunities.

 

How we do it and make a difference: All PRCA members are bound by a professional charter and codes of conduct, and benefit from exceptional training. The Association also works for the greater benefit of the industry, sharing best practice and lobbying on the industry's behalf e.g. fighting the NLA's digital licence.

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Matt Cartmell
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