As the U.S. women’s national soccer team celebrated their second straight victory in the World Cup, chants demanding “equal pay” erupted from both players and fans. This isn’t the first time, nor will it be the last, that gender discrimination and inequity will be in the media spotlight.

In February, the Institute for Public Relations (IPR) and KPMG launched the first phase of a two-part study to address how the public relations industry can achieve progress on gender equality that empowers and moves more women into leadership positions.

IPR and KPMG are moving into the secondary phase of research and need your help by taking a survey investigating gender and leadership in the public relations industry. We hope the findings will help create a blueprint (and bias) for action to create industry change for the better.

We invite allto fill out this 10 to 20-minute survey. Results will remain confidential and answers will not be connected to any participants.

Based on results from 10 focus groups of men and women, the first IPR-KPMG study found that HR policies are an opportunity for change—imbalanced policies create an imbalanced playing field. Work-life fit is an issue for both men and women, who said they always felt pressure to be “on.”  Both men and women acknowledged an industry pay gap.

So, what can organizations do today? Leaders must prioritize change and action, while having open conversations with their employees and the industry.  Imbalanced policies and pay gaps can be addressed by organizations now.

To take this important survey, please click here.

To read the first full study and the stories of some of the respondents, visit: https://instituteforpr.org/mind-the-gap-womens-leadership-in-public-relations/