By The Sampadak Express
A newly published study, Missing Women, conducted by Socially Mobile and released by the Chartered Institute of Public Relations (CIPR), sheds light on a persistent and troubling trend in the public relations (PR) industry: women are disproportionately leaving the sector mid-career or are failing to reach senior positions.
The issue reflects a broader pattern found in other sectors with predominantly female workforces but male-dominated leadership—such as education, healthcare, legal, and financial services.
Gender Imbalance in PR Leadership
Government data from England and Wales reveals a stark contrast in gender distribution at different levels within PR. While two-thirds of practitioners below director level are female, the gender ratio flips in senior roles, with 54% of leadership positions held by men.
Out of the 63,563 people working in PR in England and Wales, this disparity equates to nearly 4,000 “missing women”—experienced professionals who have exited or stalled in their careers.
The Three Core Barriers
The Missing Women study identifies three interconnected barriers that contribute to the attrition of female talent in PR:
1. Cultural Barriers: A persistent “boys’ club” mentality and the perception of PR as “soft” work undermine women’s contributions and limit advancement.
2. Structural Barriers: Limited career development pathways, poor maternity support, and inflexible working arrangements hinder progression.
3. Societal Barriers: Traditional caregiving roles and the high cost of childcare force many women to make career sacrifices.
These challenges compound over time, prompting many women to question whether staying in the industry is viable in the long term.
The Business Impact
The departure of experienced female professionals is not just a gender equality issue—it’s a significant business concern. “In a profession built on its people, losing nearly 4,000 practitioners isn’t coincidental. It’s a systemic failure,” said CIPR President Advita Patel.
Avril Lee, Chair of CIPR’s Diversity and Inclusion Network, added, “Our industry’s credibility depends on retaining talent. The loss is unsustainable at a time when businesses need trusted communications counsel more than ever.”
Coping Strategies—At a Cost
The study reveals that women who do succeed in reaching senior positions often do so by developing creative “workarounds”: managing their careers as flexible portfolios, shifting between in-house and agency roles, changing work patterns, and investing in their own development.
However, these strategies often come at a personal cost, as women are forced to balance career progression against family and well-being.“
This is a silent crisis,” said Nicola Green, Chief Communications & Corporate Affairs Officer at Virgin Media O2. “The creativity women show in staying in the game is remarkable—but they shouldn’t have to fight this hard.”
Five Key Areas for Action
The report outlines five essential interventions for meaningful, long-term change:
1. Leadership Development: Establish transparent career progression frameworks, formal sponsorship, and regular pay equity reviews.
2. Flexible Work Patterns: Promote real flexibility, including senior-level job sharing, clear availability expectations, and fair compensation for reduced hours.
3. Support Through Life Stages: Provide enhanced parental leave, return-to-work programmes, menopause support, and broader well-being initiatives.
4. Cultural Change: Shift workplace norms to value diverse leadership styles and avoid placing the burden of change on women.
5. Structural Reform: Elevate the status of communications roles, conduct regular equal pay audits, and invest in technologies that support flexible working.
A Call for Systemic Change
The overarching message is clear: fragmented, one-off initiatives are not enough. Businesses must treat talent retention as a strategic priority. This requires senior leadership buy-in, consistent investment, and a commitment to challenging entrenched cultural norms.
Policy change must be accompanied by genuine cultural transformation. Only then can industries fully leverage the skill, perspective, and leadership potential of their entire workforce.
