My colleagues and I here at the FT’s Women at the Top blog have written a great deal about the persistent pay gap between men and women – and the various reasons for it.
The public relations industry is dominated by women. In 1970, according to Ragan’s PR Daily, women comprised only 27 per cent of the US public relations workforce. Today, close to three-quarters of the members of the Public Relations Society of America are female; in the UK, about 64 per cent of those employed in PR are female.
Also, women in the US with bachelor’s degrees in journalism or mass communication disproportionately specialise in advertising and PR, which have more opportunities for full-time employment than other parts of the industry.
But unlike many fields where women dominate at entry level and in the junior ranks but are noticeably absent at the managerial and principal levels, in PR they are increasingly seen in managerial roles.
First, the good news. The Chartered Management Institute’s yearly salary survey published on Wednesday shows that junior female executives in the UK are earning as much as their male counterparts for the first time in the survey’s 38-year history.
Now, the bad news. Looking at the overall picture of 34,158 executives surveyed (including directors), men continue to be paid almost a third more than women doing the same jobs – and the gap is slightly wider than last year.
The most effective way for companies to ensure their most talented women do not go unnoticed for promotions and plum assignments is through sponsorship, according to a new report by Catalyst, the US non-profit diversity group.
Ask any entrepreneur the things he or she has given up for the sake of a business and you’ll hear a long list of sacrifices: sleep, personal time, hobbies and – perhaps most important – time with family.
Female bosses get a bad rap. There’s even a word for them. No, not that word. I am talking about the term “queen bee”.
It is MBA season, the time of year when graduates move back into the business world, hoping their hard work will propel them effortlessly to the top.
“The power of progress is fundamental to human nature, but few managers understand it or know how to use it to boost motivation.”
Typically, investors focus on bottom-line results, sustainability and social responsibility – but that is no longer enough.
If the age of the general manager is over, what can we bank on for the future?