Women in Communications Play a Twofold Role in Creating a Fairer Pay Equality Work Culture 

Today, on March 12th, 2024, as we commemorate Equal Pay Day, it serves as both a reflection on the progress we have made towards gender parity in the workplace and a reminder of the journey that still lies ahead. Coinciding with International Women’s Month, Equal Pay Day provides a poignant opportunity not just to acknowledge a statistical disparity but to spur action among female professionals, particularly within the dynamic fields of PR, Media, and Marketing. These sectors possess immense influence in shaping perceptions and narratives at mass levels. 

Throughout various stages of my career, including my tenure as Deputy Commissioner of Communications and Marketing at the NYC Commission on Human Rights, I have had the privilege of participating in initiatives at the forefront of advocating for workplace rights. Leading the public outreach campaign on the passing and implementation of the salary history ban in New York City was an eye-opening experience that highlighted some of systemic changes necessary to dismantle cycles of inequality and discrimination particularly impacting women and people of color. 

Yet, despite these progressive policies, personal testimonials from female professionals in my network and supporting data present a concerning picture of the gender pay gap within the PR, media, and communications industries: 

  • What should have been a typical team meeting turned into a disheartening revelation for this Social Media Manager when she discovered that a male colleague, with the same title and workload, earned considerably more than her. She sought help from HR and leadership but received only vague reassurances without any tangible solutions.
  • One woman shared her experience of finding out she was paid 30% less than her male predecessor for the same role. It was only through chance disclosure and subsequent assertive negotiation during a later promotion that she rectified her salary scale. Her advice is clear: always research salary ranges and do not hesitate to discuss compensation with male colleagues.
  • Another testimonial shed light on the nuanced aspects of pay inequality, which intertwine ethnicity, age, and even perceptions of personality. This serves as a stark reminder that manifestations of salary inequality are not always straightforward, and we must remain vigilant and proactive in advocating for ourselves and others.

Within the communications sector, where women are frequently underpaid, recent studies cited in PR Couture demonstrate a persistent wage gap. Despite representing a significant portion of the workforce in many areas of the industry, women earn on average 85.8% of what men do, with disparities even evident in bonuses and other forms of compensation. According to PR Daily, men in communications report additional pay averaging $10,549 versus an average of $7,248 for women, resulting in a 37% gap. While certain cities such as New York City are making commendable strides towards narrowing this divide, it is evident that the issue persists nationally.

Awareness and deliberate negotiation are crucial. As women working in communications, we must arm ourselves with information and confidently advocate for equal pay when starting new positions, seeking promotions, or embarking on consultancy projects. It is also vital for organizations within our industry to take proactive steps by regularly auditing their pay practices and directly addressing any disparities. Through its WomenHeard podcast series, networking and empowering events and mentorship program, professional organizations like NYWICI offer a unique platform for women in communications to equip ourselves with resources to embark on meaningful conversations and actions on this topic. 

Additionally, our role is twofold in significance. Not only are we advocating for equity within our own workplaces but we also possess the tools and platforms to amplify this conversation to broader audiences. We have the capacity and responsibility to challenge and transform the narrative surrounding pay equity.

Written by Carmen Boon, NYWICI member, volunteer and former mentor

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