The Public Relations and Communications Association (PRCA) has recently unveiled its diversity and inclusion guidelines, signifying a greater push towards improving the working environment across the PR and communications industry. The new guidelines emphasise a shift in workplace culture, focusing exclusively on wider representation and changing demographics, with the aim of engaging CEOs and industry leaders to lead the charge on top-down change.

The guidelines also pledge a revised recruitment process, supporting all aspects of diversity, from gender, sexual orientation and ethnicity, to geography, age and mental health. According to the 2016 PR Census, the industry was recorded as being 91% White, and 89% British. Despite the same study revealing 64% of the industry being female, its gender pay gap figure was recorded at £9,111.

Building an inclusive workplace however, requires a shift in organisational culture, one that senior leadership must recognise. For the PRCA, harnessing data, liaising with key PR industry stakeholders and a broader outreach across schools and universities will be a key component of an industry-led shift in the workplace environment.

The business case for diversity and inclusion has also become clearer. With 13.6% of the UK’s population now non-white, the University of Leeds predicts that by 2051, ethnic minorities will form 20% of the UK population. Yet increasing diversity works to help organisations better understand their customers, with the added benefit of diversifying skill sets. A report entitled ‘Diversity Matters’ by management consultancy firm, McKinsey, found that ethnically diverse companies are 35% more likely to outperform, and gender-diverse 15% more likely.

Francis Ingham, director general of the PRCA, says, “I am delighted to announce the launch of the Diversity and Inclusion Guidelines. The consensus in the industry is that diversity must improve and today we are providing the industry with clear steps to make that change. Businesses must address diversity as a key priority for their business to grow and ultimately for the industry to grow. We cannot perform our roles as communicators if we are not representative of the UK’s changing demographics.”

For a closer look at the PRCA’s diversity and inclusion guidelines, click here.

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