We've spent 25 years placing senior communications and policy leaders. In that time, we've seen how small differences in the design of hiring processes can significantly change who ends up on a shortlist and who gets missed.

The industry data reflects what we observe in practice: a profession with strong diverse talent at mid-level, but a leadership pipeline that narrows earlier than it should. 

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What the data tells us

In many sectors, communications is a majority-female profession. According to CIPR's analysis of Census data, 60-66% of PR practitioners are women. Yet at director level, 54% of senior roles are held by men, and 46% by women.

CIPR data shows 87% of practitioners come from a White ethnic background overall, rising to around 90% at director level. The PRCA's 2024/25 Census notes that while overall ethnic diversity is improving, women and ethnic minority practitioners continue to face barriers to reaching the most senior positions.

Research linked to CIPR's PR Population report estimates a shortfall of almost 3,000 women in senior PR roles in England and Wales. Survey findings report that 63.5% of women experienced gender-based discrimination or harassment, and 55.8% saw unequal opportunities for progression.

Age also comes into play. Women in PR research found that 78% of women in comms feel they start becoming overlooked from age 40. 59% have experienced ageism, up from 41% in 2021. Yet just 11% of organisations have age-related targets in their DEI plans.

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Where hiring processes can improve

When we review a client's hiring process, we often find opportunities to reach a broader range of candidates. As our Executive Chair Gavin Ellwood has written, unconscious bias manifests when your brain makes quick judgements about people or situations. In recruitment, it thrives on first impressions and confirmation bias.

Language in job descriptions and interviews matters. Specific phrases and undisclosed salary bandings can unintentionally screen out experienced candidates, particularly senior women or those returning after a career break. Unstructured interview processes tend to reward confidence and familiarity over capability.

Many organisations still treat age as separate from their DEI strategy, despite evidence that ageism intersects with gender, ethnicity, disability, and socioeconomic background.

As our Chief Executive Jules Shelley noted when we launched our guide with Women in PR: "Age inclusive hiring practices and the retention of senior women in the PR and communications industry not only makes commercial sense, but they provide important role models for future female leaders."

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Practical steps that make a difference

Based on what we see working with clients across corporate, membership, NFP, and government sectors, meaningful progress comes from practical changes to the hiring process.

Structured interviews reduce the influence of unconscious bias. Using the same questions for every candidate, focused on behaviour and situational judgement, helps surface comparable evidence rather than gut feel.

Anonymised shortlisting can help at earlier stages. Rethinking job descriptions to focus on outcomes rather than a narrow set of credentials opens the pool to candidates with non-traditional backgrounds.

Flexibility matters. Supporting returnships, interim roles, job shares, and part-time senior appointments creates pathways for experienced professionals who might otherwise be excluded.

And sponsorship, not just mentorship, makes a difference. Senior leaders actively advocating for progression, not just offering advice, helps close the gap between mid-career and leadership.

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Our way of working

Equity, diversity and inclusion are central to how we approach every search. We're committed to delivering fair and inclusive shortlists, and we work closely with clients to design processes that surface the best candidates regardless of background.

We collaborated with Women in PR to co-author a guide on improving senior female inclusivity in the workplace covering practical advice for both hiring managers and experienced professionals. Our Executive Chair Gavin Ellwood joined the Women in PR panel as a male ally to support this work.

If you're looking for an inclusive recruitment agency in the UK that understands senior-level hiring in communications and policy, we'd welcome a conversation.

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Whether you're a hiring manager looking to strengthen your shortlists, or an experienced professional navigating your next move, we'd be glad to help.

To receive a copy of our guide, Improving Senior Female Inclusivity in the Workplace, or to discuss a senior appointment, contact us at hello@ellwoodatfield.com or 020 7340 6480.

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