Ideation tips for successful digital PR campaigns

Ideation tips for successful digital PR campaigns

This is a guest post from Chloe Rowlands, Digital PR Strategist at I-COM.

When it comes to thinking creatively and ideating for a digital PR campaign, it can be difficult to know where to begin.

Many people have their own preferred methods for coming up with ideas, whether that’s with a traditional brainstorming session or some industry research, however, there are certain steps you need to include in your ideation process to ensure your campaign has a higher chance of success.

You need to consider the following things when ideating:

• What topics are relevant to your industry, audience and services/products?
• Do you have any interesting company news or product sales data that you can utilise to create a story?
• Look for inspiration either by following digital PR accounts, or looking at competitors and seeing what campaigns are doing well
• Where is your audience likely to read? This allows you to target the right publications
• Once you know which publications you want to target, spend time consuming the news via these sites so you can see what kind of stories they share, and what style they write in – this helps when it comes to pitching your idea
• What emotional response do you want to achieve with your campaign?

Evergreen and newsworthy Topics
Before any ideation session, it’s worth writing down a mix of both evergreen and topical themes that are relevant to your industry. For example, evergreen topics are ideas that never date and are regularly covered such as:

• The Kardashians
• The Weather
• Christmas

Topical themes are things that are being covered in the news now. Both evergreen and topical content have something in common – they have wide audiences that are interested in them, and journalists are more likely to cover the idea if it sits under one of those brackets.

A great tip would be to tie both a topical and newsworthy topic together, as this provides you with a stronger chance of coverage and offers a more unique story for journalists.

What emotional response do you want to achieve?
Before ideating for a campaign, it’s important to consider what the objectives are and also, what way do you want the piece to be received by your target audience?

For example, are you wanting to position your brand as an expert on a current, newsworthy issue? Do you want to create social media buzz or are you wanting to draw attention to something important on a serious subject but in an engaging way?

Research has shown that campaigns that evoke certain emotional responses, tend to have a higher success rate in terms of coverage and links. The top three emotions revealed were nostalgia, happiness and disgust – clearly indicating what resonates the most with audiences. Take this into consideration before starting a campaign, which emotional response best fits your brand and will help you to achieve your objectives?

Utilise resources
One of the best ways to come up with strong campaign ideas is to follow accounts within your industry or follow the work of competitors to see what people are talking about.

There are also many different tools and resources that help make brainstorming for ideas a lot easier, from easily searching trending topics to seeing exactly when certain subjects peak in the press!

Want more on ideation and content creation? Check out these tips on creating content in-house

Bank in London

Barclays dominates the launch of the Vuelio Banking Comms Index

Today, Vuelio launches the Banking Comms Index as an industry benchmark. Using Vuelio Media Monitoring and Analysis, the Banking Comms Index is a free weekly resource that compares the Share of Voice of the UK’s top retail banks.

Share of Voice has long been used as a key metric in both PR and marketing, with evidence to show that increased Share of Voice, leading to ‘Excess Share of Voice’ – where a brand’s Share of Voice is significantly higher than its market share – can lead to growth.

The Banking Comms Index measures the earned online media coverage of 21 top retail banking brands and selected challenger banks in Britain. The coverage all appears in Tier 1 publications, with a reading list including national news and financial trades.

Barclays has dominated over the last three weeks in top spot, while challengers, including Starling Bank, Monzo and Revolut manage to take a bigger share of voice than more established brands like First Direct and Bank of Scotland.

Updated weekly, the Index will provide an archived comparison, as well as insight into the biggest movers and shakers. The monitoring in Vuelio also allows for further exploration to see how these retail banks compare on key issues in the media, whether that is ESG, financial policy changes or a breaking scandal.

Oliver Grant, senior consultant and financial services specialist at Vuelio, said: ‘We are thrilled to launch the Banking Comms Index that will, week on week, give a snapshot of how these major retail banks are performing in the press. Share of Voice allows brands to benchmark their earned media coverage against the competition in a meaningful way.

‘We will also use our proprietary data to regularly analyse the retail banking sector and see how each organisation tackles the big issues, from the pandemic and Brexit to advances in governance.’

AIinPR survey

AIinPR launches global AI Literacy in Public Relations Profession survey

CIPR’s Artificial Intelligence in Public Relations Panel (AIinPR) has launched its AI Literacy in Public Relations Survey in association with Page to assess understanding of the topic among PR professionals worldwide.

Results from the five-minute survey will inform plans for AIinPR work on improving knowledge levels and performance in the use of big data and AI across the industry.

All practitioners who work in PR across the world are encouraged to take part and can opt in for an additional short phone interview to further help with AIinPR research.

‘Data and AI literacy is an essential skill to develop for public relations practitioners who want to remain relevant,’ said AIinPR chair Kerry Sheehan.

‘The coming months and next year will be crucial for us with AI in our own roles and in our advisory roles. The AIinPR Panel knows there is an urgent requirement for AI-aware and public relations practitioners upskilled into real data and AI. Public relations practitioners should be at the forefront of AI innovation in our own roles and, importantly, holding organisations, businesses and brands to account on ensuring only ethical AI4Good is built and deployed, and trust is maintained in our roles as reputation guardians and solutions-led leaders. We have a vital role to play here.’

Page VP for communications and content Eliot Mizrachi added: ‘As PR adopts cutting-edge AI and machine learning, there will be profound opportunities to more deeply understand stakeholders and deliver more personalised content and experiences. At the same time, we must be cognisant of its implications, from algorithmic bias to the need to evolve how professionals work with these new technologies.

‘Now is the time to assess what we know, what we don’t, and develop smart approaches.’

AIinPR lead academic Professor Anne Gregory also highlighted the importance of understanding AI across public relations: ‘We have seen a growing number of governments, NGOs and businesses across the globe adopting data and AI technologies in their business processes, activities and interactions. It is now embedded into almost every commercial and social transaction.

‘Understanding AI is vital for the PR profession both in our own work practices and as advisers to senior leaders. With the power for good and harm that big data and AI offers, someone has to the perform the ethical guardian role. That is down to us.’

The AI Literacy survey can be completed here.

Find out more about the aims of CIPR’s AIinPR panel in our write up of its launch and research.

embracing technology in a crisis opening slide

Embracing technology in a crisis

This morning our head of marketing, Jake O’Neill, took to the virtual stage at Government Event’s Public Sector Crisis Comms Conference to talk about the importance of technology in both the strategy and delivery of crisis communications.

Chairing the event was Rachel Roberts, CEO and founder of spottydog Communications and CIPR President-elect 2021. Roberts opened the conference by discussing the importance of human relations in public relations and said that communicators need to keep at the forefront of their minds that what they say can affect people and make an impact on real lives, referencing the deaths of Dr David Kelly, Caroline Flack and Sophie Gradon, who were all thrust into the public eye.

Rachel also reminded the audience that comms needs to be the influencer in the organisation and make sure crises are handled with efficiency and consistency. She said the past 12 months has seen communications mark out their place in the boardroom and ‘we now need to cement this place’.

Echoing Rachel’s thoughts on keeping comms at the top table was Francis Ingham, director general of the PRCA. With the pandemic leaving plenty of legacies, some positive but many negative, Francis stated that a clear positive for the comms industry is that ‘we’ve recognised a simple truth, when so many things have closed down or been taken away, we’ve had to rely on our ability to communicate.’

He said that reputation has been key to withstanding the ongoing crisis, as an organisation’s most valuable asset is its reputation.

Francis highlighted the key takeaways for public sector comms from the pandemic:

  • Communications has found its seat at the top table and now needs to keep it.
  • The workplace has changed and this has had positive consequences for our industry, e.g. flexible working.
  • Collaborative working has been forced upon us and we’re better for it.
  • Internal comms has truly found its proper place and is important to every organisation.
  • We’ve become more inclusive in our comms and we need to remain so.
  • Our experience from the last year has taught us a lot around m/disinformation and while there’s still work to be done this will help us into the future.
  • The shift to digital media is accelerating.

With talk turning to the importance of upgrading digital skills in the industry, Jake’s session was very timely.

Using the unique insights from the recent PRCA Crisis Comms Conference panel Vuelio moderated, combined with in-house knowledge of PR and comms technology, Jake shared the reasons why tech is fundamental to comms. He explained that ‘technology underpins every aspect of how we engage with society and the core skills of a PR person rely on them being tech literate.’

As technology is fundamental to comms it’s also fundamental to crisis comms.

We’re now in an age of social media and, as such, a lot of things can look like a crisis when they are not. Giving the example of Jackie Weaver, Jake explained how this was not a crisis, rather it was an event, as everyone involved was aware of the video and the council members had uploaded it themselves.

Crises can come from multiple sources, not just social media, so it’s important to make sure the technology is in place to monitor, respond and manage the different platforms a crisis may occur. Using technology in this way can help identify what is a crisis, what is being said and which communities and audiences are saying it.

When it comes to using technology to respond to a crisis, it’s important to get the channel right. It’s not always necessary to publish a statement when a direct message would be sufficient, but the time has passed where organisations can stay silent on an issue thanks to social media.

Jake concluded that one of the most important aspects of a crisis is to evaluate what has happened and how the comms function responded. Using technology to log and keep a record of messaging and communication with stakeholders is an excellent way to review each crisis as no two crises are the same. Data is key to understanding a crisis and with the right technology you should be able to feed these insights back into your crisis management plan.

Find out more about technology best practice in communications with Vuelio.

Jane Latham

Feeling human at work in PR and communications

This is a guest post from Splendid Communications‘ head of wellbeing Jane Latham about her ‘Feel Human at Work’ programme which aims to help staff ‘navigate life’s ups and downs with kindness’.

A few weeks ago, I was excited to relaunch my career at Splendid in a newly created role, Head of Wellbeing, having served as finance director for the previous nine years. This marked the culmination of a long journey of personal development, during which I had adopted a more mindful approach to living, and in so doing, found myself being naturally drawn into offering therapeutic support to those around me, both at home and work.

Having embraced the Human Givens approach to emotional health for as long as I can remember, it made sense for me to formalise this development by qualifying as a Human Givens therapist. Combining this approach with the Insights Discovery personality profiling methodology, along with my in-depth knowledge and love of Splendid, I have formulated a unique wellbeing programme called ‘Feel Human at Work’, incorporating a range of interactive workshops for all staff, as well as leadership training and one-to-one coaching. All of this aims to promote an open and inclusive culture of mental health and wellbeing across the business.

So, what is the Human Givens approach? As humans we are all born with a set of fundamental emotional needs, which at Splendid we define as the needs for security, control, status, headspace, belonging, teamwork, development and purpose. They can be thought of as rungs on a ladder of emotional health, as with Maslow’s famous hierarchy of needs. We also have a range of mental resources such as our instincts, memory and a lively imagination which can help us to get our needs met. These needs and resources are collectively the ‘Human Givens’. Emotional issues arise when, for various reasons, our needs are not being met in balance. Furthermore, the needs on the lower rungs must be met before we can fully focus on the higher rungs. Understanding and applying this simple yet powerful guiding framework helps to foster positive emotional health and wellbeing.

Meanwhile, the Insights Discovery methodology uses a simple four-colour model based on the psychology of Carl Jung to help us to understand our working style, strengths and the value we bring to the team. We are all a unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why we behave the way we do. Not only does this model help us to understand ourselves, but it also helps us to connect better with our colleagues, supporting more respectful, productive, and positive working relationships.

The Feel Human at Work programme will be rolled out over the coming year, to include a range of interactive workshops for all staff as well as leadership training and one to one coaching. A key theme is communication; learning how to adjust our behaviour to respect the emotional needs of others, and to bring out the best in the different personality-types we are dealing with. The aim is to equip everyone with the emotional intelligence to improve and strengthen their relationships with others both inside and outside the workplace.

There is also a strong focus on dealing with work-related anxiety, with the provision of a range of tools to develop emotional resilience; including breathing, relaxation and movement, mindfulness and visualisation techniques, various modalities of which I am qualified to teach. I am hoping to reintroduce regular live classes once we are back in the office, along with some other on-site wellbeing support initiatives. It is through the development of resilience that it becomes possible for us to freely express the Splendid values of passion and creativity.

Another key value at Splendid is collaboration, and with the support of the Splendid wellbeing team, I am currently developing a calendar of exciting activities and initiatives: watch this space for further news, but as an example, in Mental Health Awareness week, amongst other things, everyone will be learning some basic techniques in mental health frontline support.

Given last week was the first anniversary of us all working from home, I was really pleased to see in a recent staff wellbeing survey that the score for the statement ‘I feel part of the overall work community and accepted for who I am’ had increased over the last year and was now the joint highest score, along with ‘I feel proud that I work at Splendid’. I see this as a testament both to Alec and the senior team’s abiding passion for Splendid, and the people-first culture championed across the business. There were of course some lower scores too, especially around the need for a good work-life balance, and we are actively working on how to address these issues.

In summary, I believe I am building on strong foundations as I roll out this progressive wellbeing programme at Splendid, and I am looking forward to helping the team thrive as we re-emerge into the uncertainty of a post-Covid world. These may be strange and potentially unsettling times, but to end on a more philosophical note: life will always be full of ups and downs, and what really matters is how we choose to respond to these. One of the key lessons I have learned over the years is that, invariably, kindness is the answer, and it is often kindness towards ourselves that is most needed.

At the end of the day, we are all human.

For more on workplace wellbeing, check out our accessmatters session on avoiding workplace burnout with KDP Coaching’s Katie Phillips.

Five ways to improve social mobility in PR

5 ways to improve social mobility in PR

There’s no denying that the PR industry has an inclusivity problem. Our latest accessmatter session focused on sociality mobility, with Sarah Atkinson from The Social Mobility Foundation explaining her work and how we can all do more to better our own industry when it comes to class.

Whether you’re someone who has come from the London-born, university-educated, middle-class-and-up background that makes up the biggest portion of the PR workforce and leadership level, or you’re from, well, anywhere else, here is some of Sarah’s advice for making a long-term career in PR a possibility for everyone.

1) Learn the terms and start asking questions
Low-income, disadvantaged, underrepresented, working class – if this isn’t your background, you might not be sure of the right words to use when having conversations around social, economic and class difference. If you’re from this background, you might not feel comfortable using these words as descriptors for yourself in a work environment.

But finding the words are important: ‘Use the right phrasing. ‘Low income’ is good, but it doesn’t cover everything,’ says Sarah. ‘Ask questions – in your family and in your network, did people go to university? Can people help you into industries?

‘We are working with very disadvantaged young people as part of our programmes at The Social Mobility Foundation. I do talk about ‘disadvantage’, and they’re comfortable with that. When I’m talking more broadly, I talk about class – I talk about “ordinary” people, actually. I’m talking about the general population with that; most of us.

‘Don’t worry about the language if it’s silencing you, though. Acknowledge social and cultural issues. Approach it with honesty and people will notice the intent and have faith in it.’

2) Ask if the recruitment process at your organisation is fair
Whatever level of the hierarchy you’re at, looking at or remembering your own recruitment process can help others coming through.

‘When it comes to recruitment, we ask employers at the start to analysis their recruitment process,’ says Sarah. ‘That’s critical in every organisation – if you’re automatically asking for degrees for jobs they’re not needed for, or if your process is one where people from low social economic backgrounds are being filtered out, that’s undermining any other efforts to be inclusive.’

3) Recognise that not everyone will be comfortable with working from home
Is the ‘new normal’ of working from home with no commute comfortable for you? It might not be the same for everyone you’re working with.

‘If we’re all in our home environment, and some are in nicer, or more comfortable situations, the levelling can be very false. Remembering that a virtual set up means everyone is more reliant on their domestic circumstances is really important,’ advises Sarah.

‘If we assume there’s equity in that, we’ll build in that inequity we’ve inherited. We need to assess any plan for the future and ensure that we’re understanding everyone’s set up and their needs. Make sure the plan is mindful and offer support.’

4) Be an advocate
Whether you’re working from a position of privilege and want to help others who don’t, or you want to help others from your similar backgrounds and circumstances to yours into the industry with you, you may be asking yourself, ‘What can I do as an individual to make a difference?’ Sarah says: advocate for others and yourself.

‘Look out for job descriptions that have ‘graduate preferred’ when it’s nonsense. Stand up and say it’s not acceptable when someone’s accent is mocked. Spot those things where not having enough money, or understanding of the culture, can make a difference – be an advocate.

‘Everyone, at every level, can be a mentor. It can be light-touch – taking someone under your wing, helping them with how to dress right for an interview. Or it can be something more structured like a mentoring scheme.

‘You don’t just need a mentor to get into a business. Making sure that networks are there for people from a low income background, that they’re supported and brought into a room – this is the thing that makes a difference.’

5) Be an ally
Is ‘banter’ regarding class/accent/pools of reference acceptable? Not always, not often.

‘In lots of environments, mild mockery may be intended as harmless ‘banter’, but the first thing to do is to stand up, to say “That’s not cool, that’s not what we do here”,’ says Sarah.

‘This is about a broader culture that the senior sets and reflects. The culture is rarely bound to one behaviour. I would assume that there is good intent and bad execution until you know different. Speak separately to the person taking the wrong approach, and also say to the person it happened to: “I don’t think that was okay”. You do two things with that; you may get a change… you may not, but you give the opportunity for people to get it right. And you’re being an ally to the person on the receiving end – it’s really important to show ppl that there is some recognition.

‘If the senior person wants to engage or learn, that’s a great opportunity to talk about social mobility… if they say ‘you’re a humourless fun sponge’ then it’s a signal of what you’re up against.’

Wherever you came from and wherever your ambition will take you in your career and in your life, being aware of what’s not fair will help to shape the PR industry for the better:

‘Once you start actively noticing issues around social mobility, you’ll notice how the world is shaped to benefit people who are more privileged. You’ll clock it,’ says Sarah.

‘When you’re alert, then you can start to have the conversations that help others to notice, too.’

Read the round-up of our accessmatters session with Sarah Atkinson from The Social Mobility Foundation here.

accessmatters with Sarah Atkinson

accessmatters with The Social Mobility Foundation’s Sarah Atkinson

‘Something isn’t working when talent still isn’t making as much of a difference as background. Whole communities can be left behind from success, from aspiration. PR is no exception.’

Sarah Atkinson from The Social Mobility Foundation joined us for our latest accessmatters session, which focused on social mobility – or the lack of it – in the UK, including the PR industry. Problems with diversity and social mobility in our sector are well-known by now, with CIPR’s State of the Profession highlighting issues with class and background, race and gender, year after year.

PRs are more likely to have completed a degree in comparison to the general public. They’re more likely to come from a background where their parents also undertook higher education. According to the numbers, there are twice as many PRs whose parents or guardians completed a university degree (or an equivalent) than those who received income support or free school meals during childhood.

For Sarah and The Social Mobility Foundation, change is long overdue: ‘We know there’s a race problem in PR, we know that there’s not enough people with disabilities working in the industry. Racial disadvantage is completely entwined with economic disadvantage.

‘Even if you went to a good university, you’re likely to earn less money if you come from a working-class background. And if everyone comes from the same background in PR, you’re going to have something missing when trying to engage the public.’

The Social Mobility Foundation works with young people from disadvantaged backgrounds to improve their confidence, give them the skills to ‘schmooze’ (of course those from working class backgrounds can schmooze just as well as those from middle class families when given the opportunity and experience, said Sarah during the session) and links with potential mentors and future employers give them the head-start they won’t have in comparison to many others at the beginning of their career journey.

What can those making the big decisions in PR do to help with welcoming (and keeping) those from disadvantaged, low-income or working-class backgrounds into the workforce? To start, recognise the problem.

‘It’s generally assumed that once you’re at work, your background doesn’t matter anymore, that it goes under the radar. If you actually come from a disadvantaged background, you damn well know it does matter,’ said Sarah.

‘There are two practical steps to start with – data and leadership. These things go together. We need to measure a baseline for the workforce with three key questions: did your parents go to uni? What school were you at at 14-years-old? And were you on free school meals? It’s not perfect, but it’s the best analysis we’ve got. You can start to measure whether we’re making change.

‘Leaders from privileged backgrounds may feel uncomfortable, might feel that they’re being patronising when talking about this. Make a clear personal commitment, and don’t say too much in the beginning.

‘People have to trust others to have the right intentions. If you come from a working-class background, you need to know it’s not going to matter in a negative way, to trust that positive things can happen.’

And when it comes to recruitment, Sarah urged that organisations start the right way: ‘Analyse the process – that’s critical in every company. If you’re automatically asking for degrees for jobs where they’re not needed, or if your process filters out those from low social economic backgrounds, that’s undermining any other efforts you make to be inclusive.

‘Very few employers are good at this when it comes to progression at the senior level,’ said Sarah. ‘It’s really hard to get there if you come from a low socio-economic background. If you’re there already, work with your employees and start focus groups – ask, have we got some unintended bias going on?

‘Because there’s getting in, and there’s getting on and you need to have something that addresses both.

‘The assumption can be that if you work on the ‘getting in’ part, your pipeline, it’ll all work out. But we know that’s not true from all the work we’ve done on gender – we’re still waiting for more women to reach the top spots.’

‘As a minority in the PR industry, you either have to hide it, if you can, or take it on as a ‘fun personality’. We’ve heard this from ethnic minorities and those from working class backgrounds – ‘It’s a burden of the work I have to do, I have to be this perfect person, or a comedy stereotype’.

‘It’s tough on people who have to do the work. If you aren’t one of them, be an ally.

‘The best thing we can do for social mobility is to talk about it more,’ believes Sarah.

For more from accessmatters, catch up with our previous sessions with KDP Coaching & Consulting’s Katie PhillipsTaylor Bennett Foundation’s Melissa Lawrence and Manifest’s Julian Obubo or check out the accessmatters hub.

 

PRCA Annual Perspective 2021

PRCA Ethics Council publishes its first Annual Perspective

The PRCA Ethics Council has published its Annual Perspective to highlight ethical challenges facing PRs across the globe ahead of this year’s PRCA Virtual International Summit.

With an aim to spark reflection on purpose across the PR industry in regards to ethical practices, the free 26-page Annual Perspective features insight from 20 global leaders and is headed up by PRCA Ethics Council Chair David Gallagher FPRCA.

Key themes of the report include:

– West vs. East divide
– How PR professionals can aid in tackling misinformation and protecting the truth
– Reimagining culture in a post-COVID world
– Who-to-work-for dilemmas
– Building trust and accountability
– Avoiding purpose washing

‘It’s safe to say there’s no shortage of ethical challenges facing communicators right now,’ said PRCA Ethics Council Chair David Gallagher.

‘With misinformation swirling, trust in institutions declining, and businesses operating in new ways, it’s essential we put ethics at the front of the line. So many of us love the industry that we’re in and want to see it take a lead in building a better world. There are often no easy answers when confronting ethics in the real world. But I hope the different perspectives that are so generously shared by global leaders in this report will help drive a much-needed dialogue.’

Launched in May 2020, the PRCA Ethics Council has an aim to elevate ethical standards in PR and communications. It will host events, initiatives, and campaigns throughout 2021. Chair David Gallagher will present this report at the PRCA’s Virtual International Summit on 30 March.

CIPR post pandemic survey

CIPR launches pandemic sector survey

The CIPR has launched a ‘PR post-pandemic’ sector survey in an effort to understand how public relations has changed during the global crisis as well as what the future may hold for the industry.

Open to CIPR members, non-members and those who have left the profession, the survey will gather data on information, from salaries to skill set, to pinpoint the potential challenges and opportunities coming up for practitioners.

Results of the survey will inform future updates to CIPR services and shape upcoming campaigns and policy change.

Those who wish to take part to aid in the snapshot of the experiences and predictions of PR professionals, organisations and the sector at large can do so here.

For a look back at the big trends and challenges of 2020 in PR, check out statistics from last year’s CIPR State of the Profession report.

Small Business Heroes

PRCA launches coaching programme for small businesses

The PRCA has launched a free coaching programme for small business owners in need of advice for their communication strategies.

Running for an initial period of six months from 1 April to 31 October, the programme is led by the PRCA’s think tank, the PR and Communications Council, and will aim to support businesses across all sectors. Small business owners will be able to connect with experienced PR practitioners for one-to-one support with best practice comms strategies and engaging with target audiences.

Those who have minimal experience with PR, or who are looking for advice on internal and external communications, are encouraged to apply.

PR Council member and small business lead Liam Buckley said: ‘Small businesses account for 99% of the total business populations in the UK and US, employing millions, so their collective success and failures have a direct impact on our economies. We’re aware that marketing budgets are often the first to be cut back during times of crisis, so we want to step in to help those who are looking for PR support, but don’t quite know which way to turn.

‘It is more important than ever that small businesses understand how to communicate with their target audience, and we’d encourage them to step forward to take advantage of the free coaching sessions. Our expert PR coaches will gain an understanding of your business, identify your communications challenges and work with you to put an effective strategy in place.’

Find more information and apply on the landing page here. Deadline for entries is 12 April 2021.

Caroline from CAF and Emily from Parkinson's UK

‘Charities are stronger as one voice’ – The Great Covid Bounce Back for Charities?

No sector has been left unscathed by the pandemic and the charity sector has faced multiple challenges impacting fundraising, comms, campaigning and supporter engagement.

In our recent webinar we spoke to Caroline Mallan, head of external affairs at the Charities Aid Foundation (CAF) and Emily Sturdy, head of supporter engagement at Parkinson’s UK to find out how they’d adapted their fundraising and messaging over the past 12 months.

We started the conversation on an optimistic note and discussed the positives charities have taken from the last year, with both Emily and Caroline agreeing that innovation has been the most encouraging result to come out of the pandemic.

Using 2020 as a ‘catalyst for change’ at Parkinson’s UK, Emily talked about how they had been pushed to get more out of data and insights so they could better understand their supporters and where their digital presence is. Caroline echoed these sentiments and provided hopeful insight regarding the changing public perception towards charities. Previous research had shown falling trust levels but since the pandemic this has been more than reversed, especially towards local charities. Caroline said: ‘People have had a reminder of the role they play in their communities, helping friends, neighbours and relatives’.

The past 12 months have seen everyone change their way of life, whether it’s working from home instead of the office to getting au fait with video call technology, and these changes have been reflected in how charities work.

At Parkinson’s UK, they had to adapt quickly and be flexible to not only a new way of working but creating virtual events rather than in-person activities that they would ordinarily run.

CAF helped charities with their own adjustments, enabling them to survive, adapt and thrive, and have been able to offer large scale grant funded programs to charities which supports the need for digital transformation. Caroline shared insight into the types of applications they received from charities that had previously relied solely on face-to-face support, giving the example of a charity who now needed to provide mobile phones and data to their volunteers to ensure they could continue to reach the at-risk young people.

Caroline gave some hard-hitting stats around how the pandemic has changed how charities fundraise with half of charities saying they had to change their methods and, worryingly, two thirds of charities stating they do not fundraise online. Along with charities, CAF also surveys the general public and saw giving levels at the start of the pandemic were what they would normally see in November/December, with huge fundraising campaigns around Children in Need and the Poppy Appeal.

Emily spoke about how they had to adapt the story they were telling when their research changed, focusing on the services they were offering to people affected by Parkinson’s, such as increasing the capacity on their helplines so they could have longer conversations with more people. Research is now getting back into full swing and, as such, their messaging has adapted to reflect this, focusing on the aim of a treatment for Parkinson’s by the end of 2024.

It’s not only messaging that has had to change but also how charities fundraise. Emily explained how Parkinson’s UK found good digital functionality crucial so they could communicate their core message and make sure their supporters were aware of how Parkinson’s UK could help. The channels they used to fundraise pivoted and they saw success on Facebook donate as this is where the stories from their supporters and community were being shared.

Charities rely on campaigning and lobbying to effect change, and both CAF and Parkinson’s UK had to adapt their approach during the pandemic. Caroline spoke about the difficulties of getting the attention of the Government with Covid dominating the year but found a positive outcome was the renewed collaboration within the sector and the recognition that charities are stronger as one voice.

Emily agreed that their lobbying had changed and shifted from the Government to the supermarkets, to make sure vulnerable people could get priority delivery slots as well as lobbying to make sure they had access to social care and health services. Emily and Caroline were both in agreement that the charity community working together meant they were able to get stuff done.

As the conversation drew to a close, the discussion focused on the future and whether we’ll see a return to the pre-pandemic methods of fundraising or if these changes will stay.

Once again Emily and Caroline were in agreement that the future of fundraising is hybrid and we’ll see virtual events used alongside in-person activity. And in terms of content and campaigns, Caroline said the key is human connection, being able to show the impact of the donations and finding emotive ways to show the funds in action.

Watch the webinar in full here.

5 tips for running TikTok campaigns as part of your PR strategy

5 tips for running TikTok campaigns as part of your PR strategy

TikTok, launched in 2018 when Douyin merged with Musical.ly, has grown to attract a user base of 17 million people in the UK alone – tempting numbers for PR teams looking for visibility and engagement for future campaigns.

If you find TikTok tempting but are yet to delve into creating content for the app, here is help with getting started (no dancing or sea shanties required) from CIPR’s introduction to TikTok for PR, comms and marketing professionals led by Access Intelligence’s Michelle Goodall, with tips from Zero Waste Scotland’s Claire Munro.

Watch the full video

1) Get to know the platform

‘Older professionals like me have lived through a time of explosion, of digital platforms and emerging behaviors,’ says Michelle Goodall. ‘We understand how to access them and build them into integrated marketing and PR strategies and campaigns.’ Incorporating TikTok into your PR toolkit is no different.

‘Strategists need to stay on top of all social media platforms used by young people and niche social apps breaking through, and TikTok has a credible, fast-growing mass audience’.

‘My advice,’ says Michelle, ‘is to look at the data when it comes to planning where to create social presences, experiences, content and ads.’

2) Capitalise on its difference from other social media platforms

While TikTok shares key components with other social networks (following people, sharing content, using hashtags and liking posts), its algorithm is where it differs. Based on content that TikTok considers will be successful, aligned to what you’ve engaged with in the past, its algorithm means that anyone or anything has the potential to go viral. And if you’re looking for the attention of that that younger, Generation Z, audience, TikTok is where you’ll find it.

Zero Waste Scotland, a publicly-funded organisation delivering all things recycling, reusing and repairing, made great use of TikTok campaigns as part of the award-winning ‘Scotland is Stunning – Let’s Keep It That Way’. Aiming to tackle the increase in littering in Scotland’s public spaces during lockdown, Claire Munro and her team needed to engage the right audience.

‘For our campaign, we had two key audiences – families and 18 to 34-year-olds,’ explains Claire. ‘We wanted to be creative about the channels we used – we didn’t just want to do a kind of traditional PR and media campaign which would probably reach the family audience but might miss out the vital 18 to 34s. So, we hit on TikTok.

‘As comms professionals, even if we don’t use these platforms ourselves, it’s our job to know what’s out there, to know who’s using it and know the power of it.’

3) Use TikTok as part of a larger strategy

TikTok is a platform for creativity, not so much for corporate messaging. Here is the place for video, use of trending hashtags, augmented reality and special effects, which may only be one element of your campaign.

Mainstream print titles and traditional journalists, niche-subject blogs and websites, and other social media platforms like LinkedIn, YouTube and Facebook can do the heavy lifting where TikTok can’t.

4) Find the right influencer

While Zero Waste Scotland wanted to make the most of TikTok, it felt advertising with the platform was still relatively untested. The way forward for them was to work with influencers – dedicated content creators with dedicated followings who can produce video that is proven to be popular.

Jared Rowan, aka littlestchicken, was the perfect fit for Zero Waste Scotland, who needed to engage a Scottish audience looking for entertaining content.

‘When deciding on an influencer, look at who their audience is and what kind of content they use,’ says Claire. ‘Does that marry up with your values and your objectives?’

5) Have fun

While dance challenges, sea shanties and memes are abundant on TikTok, educational and activist videos are also widely-shared. What they all have in common is a genuine approach – salesy doesn’t do so well. Any content created for TikTok as part of a campaign should take the same approach – have fun and be passionate about your topic and you’ll find your audience.

‘A preachy tone absolutely does not work with anyone – young audiences in particular,’ says Claire.

‘I would say, just go for it. And make sure you capture the learning, so you can do it again – even better next time.’

Sign up to watch the full video for an introduction to the basics of TikTok campaigns and how to make the most of the platform here.

For more on Zero Waste Scotland’s ‘Scotland is Stunning – Let’s Keep It That Way’ campaign, read our interview with Claire Munro on the campaign’s win at the 2020 Online Influence Awards.

The great Covid bounce back for Charities

The great Covid bounce back for Charities?

The great Covid bounce back for Charities?

The great Covid bounce back for Charities? looks at the impact the past year has had on the charity sector and what the path looks like returning to in-person events and increased levels of fundraising.

We are joined by Caroline Mallan, head of external affairs at the Charities Aid Foundation and Emily Sturdy, head of supporter engagement at Parkinson’s UK. Our CMO, Michelle Goodall moderates the panel and leads the discussion.

Join our webinar as we discuss:

• How the past 12 months have affected fundraising, comms, campaigning, supporter engagement and lobbying
• If there have there been any positives from this period?
• The projects charities have undertaken during the past few months such as new ways to engage with supporters and new fundraising tactic

Laptop, glasses, coffee mug, mouse and face mask

One year on: How the pandemic has impacted influencers

This post is by Slummy Single Mummy blogger Jo Middleton, exploring the impact the pandemic has had on the influencer industry.

Jo Middleton mummy blogger

A year ago this week, (or is it four? It feels like four years at least…), the UK entered its first lockdown. Nobody knew what to expect, how long it would last or what the impact would be on jobs, on whole industries and on our emotional well-being.

At first I wasn’t too worried. As a freelance writer and blogger at Slummy Single Mummy, self-employed now for over 12 years, I’m used to my income going through peaks and troughs. I have some savings – not a lot, but enough to mean I don’t need to rush out and sell the kitchen appliances at the first sign of trouble – and I’m good at holding my nerve when it comes to cash flow.

As one by one all of my existing blog projects were suddenly ‘paused’, (read ‘cancelled’ ultimately in most cases), and the tumbleweed rolled around my inbox, I lay in the garden reading Agatha Christie books and getting a suntan. ‘Give it a couple of months,’ I thought, ever the optimist, ‘and everything will be back to normal right?’

Wrong.

Instead here we are, one year down the line and, as a blogger and influencer, work is far from back to normal. No press trips, no events, no fun video projects where I have three weeks to learn Spanish and go on a date with a Spanish man called Marco. Nada.

The salt rubbed in the wounds is that I’ve not qualified for a single penny of financial support either. My earnings are over the cap and while as a single mum and sole breadwinner I’m definitely not rolling in disposable cash, apparently my average income means I should have made better pandemic provisions. Consider me told.

What I’ve found interesting though is how different brands and different influencers have responded. Campaigns have been switched up to focus on the joy of staying at home and I’ve seen a significant increase in approaches for projects around takeaways and alcohol. And while I’ve personally found it difficult to concentrate and hard to motivate myself, other bloggers have seized the opportunity of more free time to try new things and start new projects.

Take John Adams for instance, who blogs at Dad Blog UK. Pre-pandemic I’ve always admired John for his consistency and positive attitude. You just know that John works hard, and I was not surprised to learn that he was one influencer who has been using the last year productively.

John Adams

“Lockdown inspired me to do two things,’ John told me. “Number one, decades after leaving school, I started studying GCSE maths. It’s an exam I failed in my youth and it’s always bugged me. I sat exams in November and January and I’m just waiting for the results now.

“Number two, I launched a podcast called DadPodUK. It’s something I’ve wanted to do for ages so I produced a mini-series of eight episodes. To my amazement, those episodes were enough for me to get a Runner Up accolade in the inaugural Podcasting for Business Awards. This, despite the fact that early episodes were a bit ropey in places because I had no idea about recording audio, a skill I have rapidly taught myself.”

Admirable stuff right? There I was, signing up to an interior design course that I managed one module of, and John was resitting his maths GCSE. Not everyone though, (me included), has found it so easy to maintain that sense of drive and determination in the midst of such uncertainty.

So many influencers I’ve spoken to have told me that work just stopped in the early months of the pandemic. In an industry that can feel unpredictable at best, (I often wonder when someone is going to notice that I don’t have a ‘proper job’ and make me work as a plumber or something), we shouldn’t underestimate just how unsettling this was.

‘The first couple of months into the pandemic work basically stopped,’ says Fritha, aka Tiger Lilly Quinn, ‘which was worrying but not unexpected. I think like the rest of the world brands didn’t really know what lay ahead or what would be appropriate in terms of advertising. It’s been a slow climb back over the past year and our income has definitely taken a big hit.’

It has been the same for Donna from What The Redhead Said. Although Donna has normally remained upbeat, regular watchers of her Instagram stories will appreciate the subtle but clear correlation between the stress she’s feeling and the number of fudge recipes she creates. (I can vouch for the fudge recipes though – homemade slow cooker fudge has become just as much of a crutch for me during lockdown as I suspect it has for Donna.)

“Work for me vanished at the start of the pandemic,” says Donna. “I had a good three months where I earned next to nothing. I had a lot of work cancelled that involved content around days out, holidays and festivals. Influencers just stopped being able to promote huge chunks of everyday life literally overnight.

“I’ve seen a lot of influencers give up and go and get ‘proper jobs’ because trying to juggle a freelance career, sporadic income and family life is just too much. There’s a lot to be said for a guaranteed income during a pandemic and I can completely understand why some influencers have thrown in the towel.”

I can totally relate to this. After years of self-employment I took the huge step in November of taking a permanent, part-time job. Partly it was to have that regular income stream – the months of uncertainty had started to take their toll on my cash flow nerves of steel – but partly to address the issue of motivation.

In normal times I would work from a coworking space or cafe to break up the day and keep me focussed but with just the same four walls around me I was finding it increasingly difficult to find any structure or motivation at all. Making myself accountable to someone else has forced me to concentrate, if only for a few hours a day, and has helped to give me back a little of my pre-lockdown mojo.

Another consideration for influencers has been the type of content to post. We all want to be respectful of the difficult situations that people have been living through, but at the same time there’s clearly a huge appetite right now for any escapist.

I know in the early weeks of lockdown, (when I wasn’t sunbathing), I spent a lot of time walking in circles around the park listening to episodes of The Great Indoors podcast from Sophie Robinson and Kate Watson-Smyth from Mad About the House. That was pure escapism for me – escape from a world of uncertainty and greyness into a cosy, comforting and colourful landscape. I pictured myself under their duvets with them as they tried to record remotely with decent acoustics and their light-hearted positivity was a tonic.

Kate Watson-Smyth 2019 feature

I spoke to Kate about how she managed the balance between creating content that was fun but not overly frivolous.

“To start with I found it hard to decide on content,” says Kate. “It didn’t (and still doesn’t) feel right to keep talking about new stuff when people were worrying about how they were going to pay their bills.

“That said, it’s good to see that people are understanding the link between their homes and their well-being and mental health and are trying to make their homes work for them through their choice of colour and decor.

“Broadly speaking it’s a good time to be writing about interiors as interest is high (my blog had record-breaking numbers and engagement last year) and people want to know what they can do to make their homes both functional and attractive. For me that has all been good – all I ever set out to do with the blog was to encourage people to ask if they genuinely liked and needed what they were buying, so they wouldn’t make expensive mistakes and so their homes can support them and make them happy.”

So what’s the future looking like for influencers? Will we see a return to pre-covid levels of activity? I think so. Just over the last month I’ve noticed my inbox getting busier as brands adapt and start to look forwards. I think that having an exit plan has given everyone a bit of a light at the end of the tunnel and although it may take a while to get back to normal, there are surely going to be an awful lot of brands wanting to get themselves back on the radar and so plenty of opportunities for influencers to support that.

“A year later, my income levels are nowhere near where they were before the virus took hold,” admits Donna, “and it’s only now, a year after the initial lockdown, that I’m starting to receive a few tentative emails about reviewing hotels or going on press trips. Overall though  I’m starting to see brighter days ahead. I’m getting more emails, I have a few nice little campaigns lined up for the coming months and everyone just seems more willing to make plans and move forward once lockdown starts to ease.”

I agree with Donna – brighter days do feel like they’re ahead. And in the meantime, maybe I’ll just make one more batch of lockdown fudge.

people having a conversation on video chat

‘Speed dating’ for journalists and PRs

Last month, to celebrate our partnership with Journo Resources, we held our first virtual ‘speed dating’ event for journalists and PRs. After putting a call out, we had four journos and four PRs take part in 15-minute ‘speed dates’.

The aim was for our PRs and journalists to network with each other and have quick, effective conversations, and if they were stuck for chat, everyone had been given some handy icebreaker questions.

We caught up with them after the event to get their feedback and here’s what they said:

Firstly, did you enjoy your ‘speed dating’ experience?

Rachael Davies, freelance journalist: I really liked it! It was lovely putting names to faces, instead of only talking with email accounts, etc. Especially during the pandemic, it’s nice to do a bit of face-to-face networking.

Daniel Puddicombe, freelance journalist: I did – it was a nice way to break up the day and make new connections, something which hasn’t happened a lot recently owing to the pandemic. The format of the event worked well – 10 minutes to get to know a stranger, see what you have in common and how you can help each other going forwards.

Were you surprised by anything your ‘dates’ told you about their job?

Jack Izzard, CEO, Rhizome Media: Yes. All the journalists I spoke to are freelance, and it was interesting to hear what their strike rate is when pitching story ideas to editors.

Rachael Davies, freelance journalist: I was surprised by how much research and stats they’re doing behind the scenes, and have encouraged them to share that more. I often get sent very people-focused stories, and rarely concrete data, but numbers can often be much more of a hook! I’ve got some interesting stats and research results to work with already from some of the PRs I’ve met.

Daniel Puddicombe, freelance journalist: Not really – everything made sense. I wouldn’t say it was surprising, but the event reminded me that there are so many sectors out there that I don’t really come into contact with, such as PRs that concentrate on ‘stunts’, so it was nice to see how the ‘other side’ works.

What do you think people misunderstand about PR/journalists?

Rachael Davies, freelance journalist: How much control we have over whether a story gets picked up! We can want something published or think that a story deserves telling as much as you, but editors and publications might have different ideas.

Jack Izzard, CEO, Rhizome Media: Journalists mistakenly think PR is easy. And that any hack who tires of PR can move seamlessly on to be a gravy train career in PR. Sadly this is not the case now; and I’m not sure it ever was. While many of the skills you require in journalism – the news sense, the speed and precision of writing – are very useful for PRs, a good PR will layer on many more skills. People skills, persuasion and multitasking – not to mention entrepreneurialism – are all invaluable too. These traits are what differentiate a so-so PR from a great one.

Daniel Puddicombe, freelance journalist: What makes a good story – in this respect, the event was very useful as I was able to say ‘these are the kinds of stories I like; how can your clients help?’, bounce ideas backwards and forwards. The chats also allowed the PRs to say ‘these are kind of stories we’re working on at the moment, would they be of interest?’, too, so it worked both ways.

If you could change one thing about PRs/journalists what would it be and why?

Jack Izzard, CEO, Rhizome Media: A thank you every now and again wouldn’t go amiss. PRs don’t expect medals from journalists, but if you’re a hack and a PR has spent all day running around trying to help you, a quick acknowledgement email is always appreciated. Even if you couldn’t use the material they sent, just a quick line to say whether it made it in or not would be great. Doing so will also remove the need for the PR to pester you with questions about where your piece is and is their client in it etc. No-one likes that.

Daniel Puddicombe, freelance journalist: Pitching irrelevant stories – thankfully none of the PRs I spoke to during the event did this – but as someone with very specific beats, I’m often sent press releases that I would never use. A classic example (and one that happens over and over again) is that I’m sent a press release about a new hotel or boat. I’ve never written about boats or hotels, but because I have written rail-related pieces, someone, somewhere (or more like an algorithm) has decided that because I’ve written travel-related pieces (about trains) I must therefore be interested in hearing about a new hotel. Ditto, the PRs that pitch stories about high-end hypercars when I cover the fleet and company car industry. I’m acutely aware poor PR targeting is a problem that every journalist faces though.

Rachael Davies, freelance journalist: Encourage them to be more direct, not putting gimmicky titles in their subjects or being too flowery. Short and to the point is always best.

Hopefully you’ve made some professional connections, do you think you’ll stay in touch?

Daniel Puddicombe, freelance journalist: I exchanged contact details with the three PRs I spoke to, so hopefully we’ll stay in touch going forwards.

Jack Izzard, CEO, Rhizome Media: Yes a couple might be useful.

Rachael Davies, freelance journalist: Definitely! Made a few contacts I definitely want to follow up on and even a few fledgling story ideas.

Thank you to all the PRs and journalists that took part. We hope to run the event again so if you’re a PR or a journalist who would like to get involved please email [email protected].

How to work with a charity partner

How to find charity partnerships

With its reliance on awareness-raising events, in-person fundraising and support from those who have time, funds and energy, the charity sector has been immeasurably impacted by the COVID-19 pandemic. Help with increasing visibility in an overcrowded news space and inspiring those who have the capacity to support is where good PR can come in.

Sign up for our live webinar on 17 March 2021 at 11:00 GMT The great Covid bounce back for Charities? here.

Picking a charity for your agency to partner on a specific project, or for the longer-term, is a great way to live your purpose, give to good causes and support the charity sector at large. Where should you start?

Finding the right fit

‘It really did come down to the people for us,’ says Emma Roberts, PR manager for Dr.PAWPAW. When the skincare brand was looking for a new charity to partner with, the team found shared goals with the Teenage Cancer Trust.

‘The energy from the team there and even beneficiaries themselves has been incredible,’ says Emma of the experience. ‘They are constantly communicating with us and it really does make all the difference.’

Naturally, for a sector that’s powered by communication, comms is key. From the very start of a PR agency-charity partnership, transparency on what the shared aims are and what resources each side requires has to be clear. But before that, there’s connecting with your intended charity…

Beginning a partnership

For Red Lorry Yellow Lorry director of EMEA Hannah Patel, research and contacts in the industry were key. Previous experience working with charities as part of its PRoactive programme, which supports non-profit organisations and charities with tackling social mobility and diversity issues, also helped.

‘Most of our partnerships happened organically,’ says Hannah. ‘Our PRoactive programme has welcomed long-term partnerships that we’ve built over time, such as I Can Be, a think-tank turned charity which introduces 7 and 8-year-old girls from inner-city London schools to inspiring women in the workplace.

‘In 2020, we decided to expand the work we’re doing, but also offer pro bono support to other organisations too. To kickstart the process, we needed to define the offering by asking ourselves what skills and services might be of value and how much time we’d dedicate to each partner. We decided to create a small team of volunteers internally to drive the overall initiative and give it focus. We also asked the whole agency to contribute suggestions. The small team then selected a small handful of partners to approach. As a result, we’ve just started working with FemTech Lab – Europe’s first FemTech accelerator that helps rising stars in the space take their products to market – and we’re loving every minute of it!’

When choosing CALM as the preferred charity partnership for the Vuelio Online Influence Awards for 2020, previous work with the organisation helped, but shared goals were what made the partnership a perfect fit for the event, company at large and the industries the company works with.

‘Given the impact the pandemic has had on mental health across the comms, media and influencer industry – many of whom are self-employed, were furloughed or under increased financial strain – we wanted to support and partner with a charity that is doing amazing work in this field,’ says Access Intelligence Group Events Manager Rebecca Potts.

While Vuelio’s team-up with CALM was successful, first attempts at connecting with your chosen charities might not be. But don’t be discouraged, says Red Lorry Yellow Lorry’s Hannah: ‘It’s important to not get offended if the first potential partner you approach says no. Charities and non-profits get approached all the time by businesses wanting to ‘help out’, so it might not always be the right fit.’

Prepare to work with teams stretched to capacity

‘Having worked with several charities in my decade-long career in marketing, PR and social media, one thing that is apparent is that working in the charity sector is not a 9-5 job,’ says Little Seed Group’s Ellen Cole.

Flexibility and reactivity is required for work with a charity – especially in a time when their teams are likely smaller and busier than ever. There is also all of the necessary red tape…

‘Working with charities is extremely fulfilling – there’s nothing more motivating than knowing that your comms can make a life-changing impact. However, lots of charities are dealing with extremely sensitive issues and content – your team needs to be prepared to be able to handle comms in a sensitive manner, and to understand the appropriate tone of voice needed for the organisation. Also be aware that many charities are governed by boards – not all decisions can be made quickly and sometimes campaigns can take a long time to be signed off. Patience is a virtue – as is planning well-ahead,’ says Helen Creese, who has worked with charities regularly at Some Like It Social.

‘Be flexible,’ agrees Vuelio’s Rebecca. ‘Charity budgets are varied but often quite small. It depends on the charity, but teams can also be limited with a couple of people doing the job of a team in bigger organisations. Make sure you give them plenty of notice for any assets or content you require.’

Having less time is an occupational hazard for any charity contact you connect with – this is why help from a PR or comms agency is so valuable. ‘The majority of organisations which will find most value in your support are those who don’t have time to manage their own PR and comms in-house,’ says Hannah at Red Lorry Yellow Lorry.

‘There won’t always be a PR or marketing contact their side, so you’ll be working with people who have very busy day jobs with very little time for promotion or awareness raising activity. Don’t expect to be at the top of their priority list or expect the contacts to suddenly have a lot of extra time to dedicate to you and the PR programme you run for them. This doesn’t mean that they’re not grateful for the support, but just be self-aware enough to understand that things might take a little longer from time to time, and that the operational running of the organisation has to come first.’

Remember that any extra work and time is worth it

Finding a charity partnership, ensuring the work you’ll be doing is relevant and right for them and getting through to the right busy people is a challenge, but a worthwhile one.

‘Do it if you can,’ urges Emma at Dr.PAWPAW. ‘It’s a huge, core piece of our business now because we are in a position where we can but it hasn’t always been at the scale we give now. As soon as you can give back you should be. Apart from the obvious, that you’re helping people in need, it gives the team another thing to work towards and to support. When you see the results and see the people we are helping, all those stressful work days disappear. It makes it all worth it.’

Join CAF head of external affairs Caroline Mallan and Parkinson’s UK head of supporter engagement Emily Sturdy for discussion of the impact the pandemic has had on the charity sector as well as its path to recovery – sign up for the 17 March webinar The great Covid bounce back for Charities?.

For advice on helping local charities, read this guest post from Spike’s Andre Gwilliam.

For how charities managing to create inspirational campaigns on low budget (and how you can do the same), read advice shared by Tiny Tickers and The Wildlife Trusts here.

PRCA campaign #HireaPRCAmember

PRCA launches #HireaPRCAmember campaign

The PRCA is asking organisations to prioritise its members when hiring employees, freelancers and agencies with its global #HireaPRCAmember campaign, launching today.

The initiative’s first focus will be to encourage companies seeking external support with PR to priorities those who are part of the PRCA. As part of this aim, the industry body is profiling consultancies that have held its Communications Management Standard (CMS) for more than 15, ten and five years on PRCA channels and giving Gold awards for the longstanding accreditees.

Companies in the top bracket, with the longest accreditation are:
• Firefly Communications
• FleishmanHillard UK
• Garnett Keeler Public Relations
• Good Relations and Good Relations Property
• Grayling
• Harvard
• Hill+Knowlton Strategies
• Kaizo
• Lansons Communications
• Red Consultancy

The campaign will also include the sharing of resources as well as upcoming events to aid those hiring in-house, the availability of a toolkit for PRCA members to participate in the campaign, support from the PRCA’s Matchmaker Service and additional social and digital content underlining the importance of ethical and professional standards.

‘Reputation now matters like never before for organisations of all sizes, in all sectors, across the world,’ said PRCA director general Francis Ingham. ‘The pandemic has made this crystal clear, and it has also accelerated the pre-existing shift towards purpose-led, ethical business.’

‘All this means that organisations considering bringing in PR support ought to consider hiring only those consultancies which can be trusted to act ethically, are held accountable to a robust code of conduct, and committed to high professional standards’.

Find out more about the #HireaPRCAmember campaign on the PRCA website.

Is the PR and comms industry doing enough to be intersectional

International Women’s Day 2021: Is the PR and comms industry doing enough to be intersectional?

International Women’s Day is a yearly catalyst for greater consideration and action for gender equality within the PR and comms space, but is enough work being done when it comes to intersectionality as part of the push forward towards gender parity?

We asked women working across UK PR for their opinion on whether the industry is doing enough to create a truly intersectional workforce in 2021.

‘Probably not – but it’s wrong to pretend that unpicking the various structural inequalities and entrenched biases is easy. At least there is movement in the right direction. In my role on the PRCA’s PR Council this year we’re focusing on women returners, BAME representation at senior level and social mobility, but we’re under no illusions, there are always more layers of diversity – disability, sexuality, gender identity, religion, neurodivergence…

‘As an Asian woman myself, there have definitely been times where I’ve felt like the odd one out and at a disadvantage in my professional life, but I’m pleased to say that I’ve never suffered the kind of mistreatment that certainly still goes on in this and other industries.’ – Tas Bhanji, Blakeney

‘More can be done to support intersectionality at an industry level – e.g. intersection of feminism with race/ableism/LGBTQ+ rights, etc. PR is a female-dominated industry, but we have to look at this as a whole not being individualistic when we discuss progress. A greater range of voices means greater representation and understanding.’ – Sian Gaskell, Cuban Eight

‘A few years ago, I was talking to a US CFO who remarked on the narrowness of the diversity conversation in the UK and within UK businesses. We’re an industry that prides itself on being a community of creative, solution providers who can work across multiple issues and campaigns simultaneously yet there remains so much more to be done to make the industry truly inclusive for all. Real change requires real work and consideration and we can all be guilty of being inconsiderate of others.

‘I can hold my hands up and acknowledge that during lockdown, I’d been complaining about virtual events being poor substitutes for real life sessions and had to have it pointed out to me that virtual events can make it easier for people that a) aren’t based in London or the South East b) are not able-bodied and others to gain access to the same connections, knowledge and insight.’  – Addy Frederick, PrudentialWomen in PR and UK Black Comms Network

‘Sadly, many of our clients and employers still act as if the world of work is stuck in the beginning of the 20th century.’ – Ella Minty, #PowerAndInfluence

‘We definitely need to do more on intersectionality. We have practitioners who are multiply-disadvantaged not only by gender but by race, disability, age, sexuality, background and other factors. We should celebrate the diversity of our industry and recognise that talent comes in all forms. That means working with business and leadership to shift the culture and mindset.’ – Mandy Pearse, Seashell Communications and CIPR

‘Women, especially women of colour, are more likely to have been laid off or furloughed during the COVID-19 crisis, stalling their careers and jeopardising their financial security. The pandemic has intensified challenges that women already faced.

‘If the PR industry doesn’t step up and continue to step up, we’ll potentially end up with far fewer women in PR, PR leadership, and far fewer women on track to be future leaders. The PR industry needs to flex its muscles like never before and support its women.’ – Kerry Sheehan, CIPR

‘One key aspect of intersectionality is that we need to deal with discrimination before we can make real progress on goals such as the environment or the economy. This is absolutely true of the PR and comms industry. The latest CIPR State of the Profession report demonstrates clearly that not enough progress has been made on widening representation in the PR industry of people from all ethnic groups, and all income groups and backgrounds. There is a persistent over-representation of people who were privately-educated, and a persistent under-representation of women in more senior positions.

‘This is evidenced by a continuing gender pay gap, though the good news is, it is shrinking. To what extent all these issues (and others) are linked, bears further scrutiny and as professionals, we should keep up with mainstream business research too. It’s difficult to see how the PR industry can meet its wider goals and communicate effectively with all its publics until these disparities are redressed. That’s why, for instance, increasing diversity of membership, and of the industry at large is one of the key goals of the CIPR Scotland committee (of which I’m a member). Laura Sutherland, PRCA Scotland Chair, is also doing some great work this year on diversity issues through the #PRFest community.’ – Claire Munro, Zero Waste Scotland

‘There still seems to be a reluctance to recognise the many distinct intersections of identity and what true inclusion means, which is very odd given that we are supposed to be able to be active thinkers on behalf of our organisations and clients. The industry itself doesn’t do enough and even when it makes a step it rarely feels progressive.’ – Ronke Lawal, Ariatu Public Relations

‘The drive to increase awareness and take action on this is a task my daughter’s generation will still be striving for. However, we have a choice to make now in how we create the environment for future leaders to step into. I’m confident that the choices we make today to create a fairer society will benefit many generations of PR and Comms professionals.

‘Choosing to work in PR should be a choice that’s open to everyone and celebrate what makes up the richness of our society. That includes having diversity of thought, background and gender. There’s always more that could be done.’  Rachel Miller, All Things IC

‘The answer is a simple no. There is a lot more work to do here. The 2020 PRCA Census reported that while the number of Black and ethnically diverse professionals had increased incrementally to 12% (from 10% in 2019), these professionals were overwhelmingly in junior roles. Couple this with the CIPR’s ‘Race in PR: BAME lived experiences in the UK PR industry’ report, which is sobering reading and it appears we are not committed to inclusivity at all. It’s down to people like me to use our power and influence to make the system fairer for everyone.’ – Sarah Waddington, Astute.Work and #FuturePRoof

For more on the women PRs featured in this piece, check out our interviews with Sian GaskellRonke LawalTas Bhanji, Mandy PearseRachel Miller, and Ella Minty as well as features on the work being done by Sarah WaddingtonLaura SutherlandAddy Frederick, Shayoni Lynn and Kerry Sheehan.

PR Club International Women's Day

5 ways to make work and life better for women in PR

For 2021’s International Women’s Day, we’ve spoken to 12 women working across PR and comms to get their thoughts on what would make the PR industry a more welcoming, fair and inclusive place for all women, every day…

1) Inclusivity
‘We need to strive for more inclusivity, mentoring and women in senior roles in the industry for young women coming into the profession to aspire to. PR and comms are significant to the success of any business today – and there is a huge female contingent driving that – and that needs to be taken seriously.’ – Sian Gaskell, Cuban Eight

‘It would be remiss of me not to state that as a Black woman in PR it sometimes feels like the industry actively overlooks Black women in the industry and that is alienating – not because I require validation because, to be fair, I have a great network and I’ve made myself visible to inspire other women to showcase their work, but because it shouldn’t take individual efforts from women like Kamiqua Pearce (founder of UK Black Comms) or Elizabeth Bananuka (Founder of BME PR Pros) to make Black women feel seen.’ – Ronke Lawal, Ariatu Public Relations

2) More time, resources and development
‘More time, more automation and AI to truly take away the brunt of all the process-driven elements, freeing up time for what matters most, strategy, leadership, ethics and more creativity. And, importantly, time for continuing to learn, develop and have fun!’ – Kerry Sheehan, CIPR

‘I’ve been heartened to see the discussions about roles and responsibilities, flexible working and creating equality for career opportunities. There’s still a long way to go. I’d love to see companies investing in closing the integrity gap between what they say and do and bringing values of fairness to life, so their employees can thrive.’ – Rachel Miller, All Things IC

3) Diversity in leadership
‘We need more female leaders representing the diversity of the PR industry. We are nowhere near as representative as we could be and we need to champion our diversity and be proud of it. This includes visibility across events, membership bodies and industry initiatives.’ – Shayoni Lynn, Lynn PR

‘Making it possible for women to progress in their careers is so important. Yes, we can be creative, hard-working, motivated, and driven, but there needs to be a shift in workplace culture and opportunities. Flexible working, mentoring schemes, as well as education around gender bias at the executive levels are all key to change, and that’s long-term change, not just ticking an HR box on policies. Women have a huge amount of experience, skills, and potential, and this needs to be seen and acted upon from the very beginning of careers, right up to leadership level.’ Natalie Trice, coach and mentor for PR professionals

4) Flexible working
‘I’d really like organisations to remember that women not only take on the bulk of childcare responsibilities but also caring responsibilities in general. We will all be working longer so it’s highly likely that women working in their 40s, 50s and 60s will also be juggling care for parents. So, flexible approaches to work patterns, portfolio careers and judging on outcomes not hours all need to be part of the answer.’ – Mandy Pearse, Seashell Communications and CIPR

‘I imagine for my fellow women in PR with younger children, the work/life balance right now is a big struggle and this is something all businesses will need to think about and consult on, in preparation for coming out of lockdown. Hats off for surviving until now. I’ve loved seeing all your creative work with your kids!’ – Laura Sutherland, PRFest and Aura PR

‘There needs to be greater flexibility around working hours and just injecting a bit more humanity and empathy into the world of work – whenever you’re talking to someone, there should be an understanding that they are more than their job title. Neither of those things need to mean accepting worse results for clients – in fact, they should improve them.

‘The industry is often guilty of saying things like ‘increased flexibility will help mothers’. It is of course true, but framing it in a gendered manner negates the fact that fathers can also take extended parental leave or work part-time around family commitments, and entrenches outdated stereotypes around careers, families and work-life balance.

‘I know from personal experience that coming back to work after becoming a mother is a tough time, but it can also be very rewarding – I hope you’ll excuse the plug [we do – go for it], but I’m delighted to be hosting a PRCA event on this topic on Friday 26 March, with the amazing campaign group Pregnant then Screwed. Non-members also welcome!’ – Tas Bhanji, Blakeney

5) Transparency on those ‘competitive’ salaries
‘I’m not looking for my work/life to be made easier as a woman working in the industry. I’m very capable and good at my job. What would be helpful is greater gender equality, starting with better efforts to close the gender pay gap!’ – Melissa Lawrence, Taylor Bennett Foundation

‘Back in 2015 I wrote this article on the gender gap in PR for the very first #FuturePRoof book. While the statistics might be outdated and we have since seen a surge of women appointed to top roles, the ten steps for achieving parity of pay are still as necessary now as they were back then. I feel I can speak on behalf of women generally when I say not having to perennially fight this battle would be a big win.’ – Sarah Waddington, Astute.Work and #FuturePRoof

‘I’m a member of the Women in PR and the UK Black Comms Network committees. These groups seek to increase the seniority of female and Black talent in the industry. I would love for the industry to be in a place where these groups were surplus to requirements. I would love for hiring organisations to publish their salary bands for roles.

‘I mentor several female PR professionals and they are always concerned about asking for too much when they go for a new role. The use of ‘competitive’ in lieu of pay bands and asking for a person’s current salary only serves to bake in any pay gap inequality. For a female heavy industry, it’s not great that the best advice I was ever given about salaries, which I now give is to always ask a man if you want to get a sense of the true market rate for a role.’ – Addy Frederick, Prudential, Women in PR and UK Black Comms Network

For more on the women PRs featured in this piece, check out our interviews with Sian Gaskell, Ronke Lawal, Tas Bhanji, Melissa Lawrence, Mandy Pearse, Rachel Miller and Natalie Trice as well as features on the work being done by Sarah Waddington, Laura Sutherland, Addy Frederick, Shayoni Lynn and Kerry Sheehan.

Cut for time Katie Phillips

Cut for time: extra answers from our accessmatters session with KDP Coaching & Consulting’s Katie Phillips

Our accessmatters session with KDP Coaching & Consulting’s Katie Phillips focused on how we can all prevent burnout and protect our mental wellbeing while working through stressful situations.

Watch the full accessmatters session with Katie Phillips here.

Sharing how her 15 years of experience in government, corporate and start-up communications led to her own burnout a few years ago, Katie detailed the signs to look for in colleagues, employees and ourselves when it comes to mental wellbeing and launching her own consultancy to tackle the issue.

We ran out of time to answer all of the questions that came in during the session, so Katie has very kindly answered additional questions on company culture and the approach of start-ups versus big corporate organisations when it comes to mental health…

How much does company culture matter? And what if the culture doesn’t lend itself to a caring approach but you as a manager are much more aware of it?

Company culture is super important. People need to feel safe, supported and able to speak up. If that isn’t the case, mental wellbeing will suffer and that will have a domino effect on productivity, creativity and relationships. If the culture isn’t caring, then that manager really needs to get some allies if they want to push the cause. Doing it alone will be draining. I wrote about how to do this recently.

Are there market sectors, in your experience, that are better at this stuff than others? Does a small start-up find it more difficult to have a concerted approach to this than, say, a big corporate with a HR department and big budgets?

It’s generally reported that the public sector does better in terms of supporting the mental health of employees than the private. The CIPD have done reports which go into more detail about what that looks like more specifically across industries.
Having a bigger budget is helpful but doesn’t always mean that it has the biggest impact. Smaller organisations that are willing to look at the core of how their business is run can do just as well with a relatively small budget. Many of my clients fall into this category and it’s their openness rather than money or internal structures that I feel have the biggest impact. It doesn’t need to be complex or expensive to be valuable!

Here are some useful resources for starting to tackle mental health at work for those with little to no budget…

Burnout Prevention: How to support yourself and your team
How to start a conversation about mental health
How to improve your teams’ Mental Health (Clue: it’s not with Employee Wellbeing perks)

Read our overview of our accessmatters session with Katie Phillips here and watch the full video on the accessmatters website.