Ireen Ntoka’s Post

In case you are interested

The latest book review on the Wadds Inc. website by Claire Munro, Chart. PR, CMktr is Women's Work in Public Relations, an anthology edited by Liz Bridgen and Sarah Williams. The book covers a wide range of topics, including international comparisons of maternity provision, academia in Brazil and Spain, leading public relations in a warzone, sustaining a 40-year career as a woman, and working in public relations for the adult entertainment industry. Despite the diversity of topics, common themes emerge. Public relations is a feminised profession, yet women do not enjoy an equitable share of rewards - whether in position, respect, or status. Several contributors note that men disproportionately occupy senior management roles, and the ill-defined nature of public relations often renders women’s work “largely invisible.” Contributors employ various styles, such as first-person accounts, online surveys, qualitative and quantitative research, and mixed methodology approaches. New primary data is juxtaposed with existing academic research, resulting in a collection that is both rigorous and thought-provoking. The book also reveals differences. The shadow of the ‘Ab Fab’ or Bridget Jones view of public relations as glamorous and riotous looms large over women’s experiences in UK chapters, but not necessarily elsewhere. In Spain and Turkey, gender expectations differ significantly from the assumptions of gender equality common in the UK and the US. Legal positions on women’s employment rights also vary. The range and rigour of evidence in Women’s Work compel readers to consider the complexity of these issues. Some testimonies suggest that women are not always allies of other women in the industry. Women’s Work in Public Relations tells an important story about the gender disparities in recognition, compensation, and work-life balance that continue to shape the professional experiences of female practitioners and the broader public relations industry. There's a link to Claire's complete review in the comments.

We've been "celebrating" International Women's Day for nearly 50 years but no country in the world has achieved gender equality (Come on the Nordics the world relies on you for this stuff.). 🇮🇸🇸🇪🇳🇴🇩🇰 But more alarmingly an eighteen year old woman entering the workforce today 🙋♀️ will not see equal pay in her lifetime. And the question is "Why the hell not?" Well Claudia Goldin the first🥇(yes we're still announcing "firsts") woman to have a Nobel Prize 🏆for Economics all to herself can tell us why. Its not because someone in the human resources department is a mysoginist its because women who have children 🚸 and/or reduce their hours after having children never catch up with their male counterparts. So in Spain 🇪🇸 at least we are left with a 15% pay gap across the board. (Portugal 🇵🇹16,7%) In my sector, communications, there is predominantly female workforce yet only a third of the top positions go to women. Scroll down the M&A section of any of the industry press and you will not see the demographics of the PR industry reflected where the money 🫰 changes hands. So what to do about it? Well getting cross is a start. Talking about it is good. Raising awareness by stopping work for the day is also an option and so Stop Working for Change https://lnkd.in/de7RW-4X came into being. In 2023 Canela shut up shop for a day on 8th March and throughout the year we donated the hours not worked to NGOs dedicated to the empowerment of women. In 2024 we invited other agencies to join us. A big shout out to all the agencies that have signed up. 22 agencies from 19 countries who will be donating over 1.900 pro bono hours to NGOs or organisations that support the empowerment of women. As an industry whose unit of sale is time we are literally putting our money where our mouth is. 💪💪💪

I have mentioned previously on here that I am recruiting participants for my research at Birmingham Business School, specifically parents working in Public Relations in the UK. I wrote this article to give some background to my research and to explain why I think PR is such a fascinating sector for social networks research. It looks in particular at why I have chosen this sector for a qualitative study on how networks and gender progression gaps are related. If you are eligible for the study, please get involved - signup details in the article. #PR #PublicRelations #Womeninpr #socialnetworks #genderpaygap

looking for an Executive Director

🙏 Grateful for the opportunity to collaborate with diverse industries, from finance to commercial real estate to higher education, and implement these inclusive recruitment practices. One of my current clients is devoted to doing just this for a more diverse faculty. 🔈 Stay tuned for further insights on fostering diversity and inclusion in the workplace. Let's continue to work together to create more equitable and diverse organizations. Recruitment practices 🔍 Executives, are you seeking to enhance diversity and inclusion in your recruitment practices? Here are strategic steps to consider: 1. **EEO Demographic Analysis**: Run a comprehensive EEO demographic report to identify any barriers in your candidate pool. Evaluate short and long lists to track who progresses over time and pinpoint areas for improvement. 2. **Targeted Outreach**: Collaborate with colleagues who have connections with diverse faculty and students. Identify high-potential women and underrepresented candidates and actively encourage them to apply for open positions. 3. **Proactive Engagement**: Engage with underrepresented doctoral students well in advance of their Ph.D. completion. Cultivate relationships with them year-round to nurture their interest in future opportunities within your organization. 4. **Application Process Optimization**: Evaluate your job application process, including the use of an Applicant Tracking System (ATS). Assess the algorithms used and consider how they may inadvertently filter out certain candidates. 5. **Committee Diversity**: Assess the composition of your recruitment committee. Ensure diverse voices are represented and consider who may be missing. Take proactive steps to include a broader range of perspectives. 6. **Involvement of Diversity and Inclusion Office**: Engage the Office of Diversity and Inclusion in reviewing job descriptions to ensure they are inclusive and aligned with diversity goals. By implementing these practices, executives can proactively cultivate a more diverse and inclusive talent pipeline, driving organizational success and innovation. #DiversityRecruitment #InclusiveHiring #TalentAcquisition #DiversityandInclusion #WorkplaceDiversity #InclusiveRecruitment

Women's Work in Public Relations (edited by me and Sarah Williams) explores the struggles, successes, sisterhood and systemic discrimination faced by women working in PR around the world. Want an idea of what's in the book? Each week for the next couple of months we'll highlight one of our authors and publish an extract or synopsis of their chapter. #WWIPRChapterSummary To kick off this series I'm delighted to introduce Keren Darmon who wrote the chapter 'Women’s-Only Networking in PR: Discourse Analysis of the Entanglement of Barriers and Benefits'. Keren is is a teaching fellow in Media and Communications at the University of Greenwich, London, UK. She has a PhD in Media and Communications from the London School of Economics and Political Science, awarded in 2017, with no corrections. Prior to embarking on her PhD, Keren was a senior member of the Government Communications Service. Keren’s current research interests are at the juncture of feminist media studies and media and communications practice, namely exploring the role, function and purpose of women-only networks in these industries. She is currently researching the discourse on blogs about the menopause published by UK-based members of women-only networks for women in PR and advertising. Her chapter explores the entanglement of barriers and benefits of women-only network membership. It uses discourse analysis to examine the ways in which the website texts of Women in PR and Global Women in PR construct the function, purpose and role of women-only networks for women working in PR. The chapter takes a feminist approach and sheds light on the relationship between the ways these networks position themselves and the ways in which the current, neoliberal, postfeminist sensibility of the wider media culture work to construct the parameters within which women working in PR can consider themselves and their career opportunities. It identifies the benefits – solidarity, community and collective action – and the barriers – motherhood, menopause, sexual harassment and assault – that women encounter and stresses the important, feminist potential that women-only networks can offer to their members. And it calls for further research to advance this feminist potential and to help make it a reality. #WomensworkinPR https://lnkd.in/eeK4_JGR

Did you know that: ⭐ 98% of women want to go back to work after having children ⭐ 87% can't make full time work alongside having children ⭐ Three quarters of women earn less after having children than before ⭐ And there are 33% less women at management level after having children These statistics highlight a significant challenge faced by women in the workforce post-childbirth. While the desire to return to work is strong, practical constraints often impede full-time employment. The disparity in earnings and the drop in women at management levels underscore systemic barriers that need addressing for gender equity in the workplace. For more information and to learn how you can help make a difference, check out the amazing work in this area by Jessica Heagren, founder of Careers After Babies! 💫 Because 'everybody matters'!! #equitymatters #workingmums #equalityatwork #supportingworkingparents #workingmothers #careerafterkids #worklifebalance #backtowork #professionalgrowth #careerafterchildren #careersafterbabies #parentingchallenges

Hey #LinkedInFamily, here are 5 Reasons Why You Should Be At The “Take The Lead Career Brunch Accelerator” 📌This brunch offers women an exclusive opportunity to delve into the intricacies of crafting a personalized career blueprint. Attendees will gain insights and strategies to design a roadmap tailored to their unique strengths, aspirations, and professional goals. 📌With Francesca Uriri, a seasoned strategic communications and advocacy leader, as the host, attendees can expect to receive expert guidance and mentorship. Francesca's 16+ years of global experience make her an invaluable resource, providing participants with practical advice and perspectives to navigate their career journeys. 📌The event promises a diverse and enriching experience, drawing on Francesca's extensive experience in North America, Asia-Pacific, Europe, the Middle East, and Africa. Attendees will gain global perspectives on career development, enabling them to adapt and thrive in different professional landscapes. 📌This brunch ensures a close-knit gathering of like-minded women. Networking opportunities abound, offering a chance to connect with peers, potential mentors, and industry leaders. Building a strong professional network is key to advancing careers, and this event provides an ideal platform for such connections. 📌 Beyond career advice, the brunch aligns with a broader mission—championing gender equality and inclusion. Francesca Uriri, as a leading voice in these movements, will inspire attendees to contribute to positive change in their workplaces and industries. The event goes beyond individual career growth, fostering a sense of community and shared commitment to advancing women in the professional sphere. You definitely don’t want to miss this!! Register using the link below. https://lnkd.in/d4TK5z8d #CareerAdvancement #CareerAndMentorshipProgramme #CareerDevelopment #LeadingLadiesAfrica #GenderEquality #GenderInclusion #FutureofWork #TakeTheLeadBrunch