Fri 31 Mar 2023
Dynamic by its very nature, the communications industry in the UK has evolved over the years and has become increasingly competitive. To thrive in this sector, professionals need strong leadership skills, creativity, and a mindset with innovation at its core. This evolution also involves efforts to foster diversity and inclusion in the workplace. However, when it comes to gender equity at the leadership level, women still face several challenges, ranging from gender biases, ageism, work-life balance, and unequal pay, to name a few.
With the conference Women in Communications taking place on 26 September, we take stock of these challenges and reflect on what can be done to overcome the barriers to female leadership in the sector. Teaming up with the Public Relations and Communications Association (PRCA) and the Chartered Institute of Public Relations (CIPR), the event explores the valuable contributions of women in the communications field. It provides guidance and mentorship to assist you in advancing your professional journey and honing your skills.
Lack of representation
Men still hold most leadership positions in many organisations, and the communications industry is no exception. This lack of representation makes it difficult for women to break into leadership roles and creates a culture where women are undervalued and their opinions overlooked.
Women also face unique challenges when it comes to communication. Fuelled by the impostor syndrome, women often find that their communication styles differ from men, and they fear being perceived as too assertive or aggressive when speaking up in meetings. As in a domino effect, this perception impacts women’s confidence, leading them to think they are being seen as less competent or less capable than their male counterparts.
Navigating the politics of a workplace is another struggle for women. One of the reasons for this happening is the pervasive gender bias and discrimination, which can result in women being excluded from informal networks, denied opportunities for career progression, and not taken seriously by their male colleagues.
Women also face the pressure to conform to traditional gender roles, the expectation to balance work and family responsibilities, and the possibility of facing sexual harassment and other forms of gender-based violence. These obstacles can make it difficult for women to navigate the complex workplace dynamics effectively and ultimately impede their career progression and success.
Gender bias and ageism
Despite progress in creating more opportunities for women in communications, gender bias remains a significant challenge. For example, women in leadership positions often find that they are held to a higher standard than their male counterparts and that their ideas and contributions are scrutinised more closely or undervalued.
A study by Global Women in PR (GWPR) found that 53% of women in communications have experienced discrimination at work, including prejudice based on age and gender.
Gender bias is a systemic issue that requires a concerted effort to address. Organisations in the communications sector can help tackle gender bias by creating a culture of inclusivity, offering training on unconscious bias, and holding leaders accountable for their behaviour.
Ageism is another issue in the sector, with older women facing negative assumptions about their ability to learn new skills or technology. They may be passed over for promotions or training opportunities, whereas younger staff face assumptions that they lack experience or wisdom.
Ageism harms not only individuals but also the overall workforce by limiting the diversity of perspectives and skills. By creating inclusive policies and promoting diversity, employers can combat gender bias and ageism in the workplace.
Work-life balance
Balancing work and personal life is a significant challenge for women of all grades, particularly those in leadership roles. The communications industry is known for its long working hours, tight deadlines, and high-pressure environments, making it difficult for women to manage their responsibilities at work and at home.
Women are still expected to bear the brunt of childcare and household responsibilities, making it difficult to prioritise their careers. This expectation can lead to women taking on fewer leadership roles or not pursuing them at all, perpetuating the gender gap in leadership.
Adopting flexible working arrangements is one way to help women balance their work and personal life. These arrangements include working from home, flexible hours, and job sharing. However, while there is increasing recognition of the benefits of these arrangements, not all organisations are open to them, which is why women tend to hold back on requesting them due to fear of discrimination or stigma.
Career progression
The lack of female role models in leadership positions stems from the challenges of work-life balance. Without visible female leaders to look up to, women struggle to envision themselves in leadership roles or feel like they do not belong, creating a self-fulfilling prophecy where women do not pursue leadership positions because they do not see themselves as capable of succeeding them.
As a result, career progression is another significant challenge women face in the workplace. Despite equal qualifications and experience, women are less likely to be promoted to leadership positions.
A Deloitte study found that only 19.7% of board seats are held by women globally. While this represents a 2.8% increase from the report’s last edition (published in 2019), the consultancy firm noted that, at this pace, the world could expect to reach near-parity in 2045 — more than twenty years from now.
Organisations in the communications sector can address this challenge by creating a talent pipeline and providing opportunities for women to develop their skills and gain experience in leadership roles.
Unequal pay
Unequal pay is a significant issue in the communications industry, with women earning less than their male counterparts. The State of the Profession 2022, published by the Chartered Institute of Public Relations (CIPR), revealed a five-digit gender pay gap in the PR industry, with women earning, on average, £10,000 less than men per year. Such wage disparity can be attributed to several factors, including gender bias, lack of transparency in pay structures, and the undervaluation of women's contributions.
The above suggests that female leaders in the communications industry must advocate for themselves and their peers. There are strong voices in the industry calling for colleagues to speak up when they experience gender bias, negotiate for fair pay, and mentor other women to help them succeed. They will be attending our conference Women in Communications on 26 September 2023.
Women in Communications 2023 takes place in London on 26 September. Gather your colleagues and gain the skills to become the leader you aspire to be. Book your place today!
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