It’s generally accepted that PR and communications is, on the whole, very much a female-led industry.
In the PRCA’s last industry census, it found that 64% of professionals were women, and 34% had children or dependents.
But here at WorkPR, things are a little different. Females account for only 40% of the workforce, and a mere 20% of us are parents. But let’s be honest, we do most things a little differently around these parts, so why change the habit of a lifetime?
You see, the gender divide at WorkPR isn’t really a big thing. We have men and women at all levels of seniority, everyone participates, and everyone is included. From directors to apprentices. brainstorms, business development, content creation, growth, diversification, brand personality, client outreach. Everyone has a viewpoint that is listened to, considered, and appreciated. And that’s the way we like it.
WorkPR is quite unlike any other agency. We’re by no means a press release factory, but we still get epic levels of coverage. You won’t find us schmoozing editors over lunch, but we will still be their first port of call if they need quality content. And we don’t squeeze our clients for budgets they can’t afford, but we do provide them with real, quantifiable value for money.
We have struck upon a good balance, both in our team, and our approach to work. Our people are valued for the difference they make, and the contribution they give, irrespective of their standing, gender, age, or any other so-called ‘defining trait’. Because at the end of the day, these things don’t really define us. It’s what we put into being part of a united, productive, and successful team that really speaks volumes about who we are.
Below are some insights into the current workplace for women and how WorkPR strives to be different, as provided by some of our longstanding WorkPR colleagues:
Eve – Account Director
I have worked within the world of PR since I was in my mid-twenties. I have dedicated my whole adult life to honing my craft and becoming the best I can be at what I do. The world, and indeed the industry, has of course changed immeasurably in that time, but for some employers, rather disconcertingly, they simply haven’t kept up.
I was made redundant from my last role just as I was due back after the birth of my second child. We were still very much in the grasp of a global pandemic that had altered the work environment beyond all recognition. Everyone worked remotely. Applications were all digital. Interviews were on Zoom. Competition for every role was fierce because COVID-19 had decimated some parts of the industry.
Now I trust in my ability 100%. I am a consummate professional and remain committed to my work. But I now had two children, a husband who works unsociable hours, and I needed flexibility. A four-day week, perhaps. Or just working during school hours. Or even a commitment to remote working on set days of the week. But the amount of interviews or job offers that fell apart purely because I expressed a need for flexibility are far too many to mention.
How can it be, in a working world that had become so agile during the depths of lockdown, was now reverting to form, and giving a hard ‘no’ to someone wanting to maintain a work/life balance?
In PR we’ve always worked strange hours. We’ve tackled a crisis at 4 am. We’ve issued urgent comms on a Sunday morning. We’ve dialled into conference calls in Australia when we should be in the gym. It’s expected. It’s understood. But why, when we request the same courtesy, the door is slammed in our face? Part-time does not mean part-committed, part-experienced, or part-talented, after all.
Thankfully, this tale has a happy ending. I worked for WorkPR some 11 or so years ago and the culture was always different. The business owner, David Bailey, valued teamwork and personal ability above all else. He showed his team the same level of commitment that the team gave to him. It was the perfect payback.
Upon expressing my frustrations on LinkedIn, Dave got in touch. He got it. He appreciated what I still had to offer, and understood that if he could commit to being flexible with my working needs, I would commit myself to supporting the business in whatever way I could.
So here I am. I have a job I am happy in. I can spend valuable time with my children whilst they are still little. I am challenged and fulfilled by my day-to-day. And importantly, I feel supported and empowered both as a professional and a mother.
More businesses could learn from this. Don’t discount what isn’t the ‘norm’. Have faith in a person’s abilities, regardless of their personal circumstances. And everyone will benefit in the long run.
Laura – Media Relations Manager
After becoming a mum at a young age, I have always balanced my work-life with the responsibilities of parenthood. Although it hasn’t been without its challenges, I feel as though my resilience and commitment has taught my children that they can achieve anything, whilst giving them a strong female figure within their lives.
Until I joined WorkPR, it was very difficult to find a healthy balance, but Dave has been a breath of fresh air, allowing me to enjoy true flexibility when it comes to working around a family. Having recently relocated to The Netherlands towards the end of last year, I am now a full-time, remote worker – it doesn’t get much more flexible than that!
Being offered this flexibility has made me feel valued within my role, whilst ensuring I can enjoy a healthy work-life balance in a company I love being part of.
Sophie – SEO Specialist
Having experienced working for some large STEM publishing corporations before joining Work PR, you can’t help but notice that – despite them investing in large scale campaigns every year for International Women’s Day, boasting of the measures they were personally taking to make their business and the scientific field more inclusionary- nothing inside the company would ever actually change.
Although the marketing and editorial departments were full of female workers (some of them were even scientists in previous careers!) few women held senior management positions and there were certainly no women on the board. Women were frequently passed over for promotions they had worked hard for whilst their male counterparts shot up the career ladder. Some female co-workers even had to leave the business entirely because the company would not allow flexible working around childcare.
Sadly, I know that this is not a unique situation, as women across the UK – and even the world – still face these challenges when trying to build a career.
I feel very lucky to work at Work PR as, although we are still a small outfit, we have women of all seniority working for us; some of them have even been generously accommodated when it comes to their childcare e.g., a flexible working policy and the freedom to work from home even at short notice.
If small firms like ours can accommodate female workers like Work PR does, then there really is no excuse for larger companies. I am hopeful that in the future there will be growth for practical and meaningful change to the way women work – and not just expensive media circuses that pay lip service to it.
