#CommsChat on video and internal comms

This week's chat

This week on #CommsChat the topic is video and internal comms with our guests from Buto (@ButoVideo). Communicate magazine (@Communicatemag) and Buto are conducting a survey to better understand how comms teams use video to further their internal comms strategy. Take part in the survey here.

#CommsChat topics below:

  • What style of video is most effective for engaging internal audiences?
  • How can you ensure that video is included as part of a strategic or campaign-based approach?
  • How can you prove ROI on video?
  • Should your organisation be open to user-generated content?
  • What is the future of video for internal communications?

Join us! We tweet from @CommsChat and #CommsChat takes place from 8-9pm GMT. Anyone can take part in the discussion – simply follow the hashtag here or on Twitter. If you can’t make the chat or would like to revisit it, a transcript will go up on Tuesday morning. We’d love to hear your suggestions for future topics for #CommsChat – get in touch with Brittany by email or on Twitter if you have any ideas.


Is gender equality the new reputation driver?

This week's chat

Rachel Friend, MD, Weber Shandwick, London

After decades of women demanding equal representation, it seems there’s still a long way to go when it comes to a seat in the C-suite.

At Weber Shandwick, we believe gender equality is an emerging driver of company reputation, and will only become more powerful in years to come. Together with KRC Research, we sponsored a survey of 327 senior executives across 55 countries in North America, EMEA, Asia-Pacific and Latin America, conducted by the Economist Intelligence Unit, the survey was titled, “Gender Equality in the Executive Ranks: A Paradox — The Journey to 2030”.

The research reveals a paradox – nearly three-quarters of global executives (73%) believe that gender equality in the C-Suite will be achieved by 2030. This is great, on paper. However, there’s no clear road map for making this prediction become a reality. Most execs (56%) report that their company does not have specific goals in place for achieving such an outcome, and only 39% of C-level executives report gender diversity in senior management as a high business priority, ranking seventh among 10 priorities.

In the absence of proactive steps, women appear to be developing “gender pipeline fatigue”, and believe that parity will only come through compulsory measures such as governmental mandates on equal pay.

However, things are beginning to look up. The research identifies several “push” forces that will move gender equality further up the corporate leadership agenda. These include:

  • Increased media and social media coverage of gender equality (worldwide, there has been more than a threefold increase in articles about female CEOs since 2010)
  • The need for companies to get better at attracting and retaining talented women
  • Growing acknowledgement that diverse gender perspectives lead to better financial performance

More women are also aspiring to the C-suite, and for young people, gender equality in the C-Suite is a no-brainer. Three-quarters of Millennials (76%) say that it’s important to them, a marked increase over Gen Xers (44%) and Boomers (48%).

The research also looks at the roles of a group of companies and leaders, Gender-Forward Pioneers (GFPs), who are ahead of the curve in making diversity in senior management a reality. GFPs are much more likely than non-GFPs to formalise clear goals for improving gender equality (58% vs. 37%), and 68% publicly share information about their gender equality efforts because they believe it enhances their reputation.

The Weber Shandwick GFP 2015 Index measures the percentage of Fortune Global 100 companies that have achieved gender equality in their leadership ranks. According to the 2015 Index, only 12.5% of senior leaders in the world’s top 100 companies are women. In EMEA, the figure is even lower, at 9.9%. The findings of this study are a wakeup call. Senior executives across EMEA must make a positive commitment to redress the balance of gender equality.

Aiming for equality in the workplace is a core part of our mindset and attitude at Weber Shandwick. In London, 47% of our senior executives are women and 70% of the Weber Shandwick leadership across our seven offices in the UK is female. We have reached this position because of the positive steps taken by our gender-forward CEO, Colin Byrne, who champions a fair and balanced workplace. We will continue to support gender equality at Weber Shandwick and across the entire PR industry.

There’s still a long way to go but it seems we are close to a tipping point, with pressure building toward gender equality progress. Wise corporate leaders should heed the signs: companies without women in senior positions are going to experience the negative reputational consequences.

Find Rachel tweeting @RachelFriendly




Transcript of #CommsChat on women in comms

This week's chat

This week we were joined by Rachel Friendly, MD at Weber Shandwick, as we tried to understand the pay gap, why there is still gender inequality in comms and what the industry should do to tackle it. Read the highlights below:

  • @adamrubins in my experience I haven’t seen a gender pay gap. Our comps and bens looks at grade averages not gender averages
  • @KelYoung8 A1: CIPR stats show women in PR are paid on average £13,887 less with £8,483 of that unaccounted for by circumstantial factors
  • @Helenw7 @CommsChat does it come down to lack of confidence? Confidence to ask what colleagues earn&ask for what you’re worth. #commschat
  • @blowndes I’ve been lucky as I’ve worked for companies who’ve had family friendly policies with women in senior positions
  • @RachelFriendly Good point @blowndes as an industry we need to have family friendly flexibility for both men and women to create true equality

Read the full conversation on Storify here


#CommsChat on women in comms

This week's chat

Next week we’re joined by Rachel Friend (@RachelFriendly), MD of Weber Shandwick’s London office, in a #CommsChat about gender equality and female leadership in comms. Topics up for discussion include:

  • How does the gender pay gap affect the communications industry?
  • What are the main contributing factors?
  • What can individuals do to ensure that they are treated fairly at work?
  • What should the industry do? What is it already doing?
  • How does greater diversity impact upon business results?

Join us! We tweet from @CommsChat and #CommsChat takes place from 8-9pm GMT. Anyone can take part in the discussion – simply follow the hashtag here or on Twitter. If you can’t make the chat or would like to revisit it, a transcript will go up on Tuesday morning. We’d love to hear your suggestions for future topics for #CommsChat – get in touch with Brittany by email or on Twitter if you have any ideas.


Transcript of #CommsChat on content

This week's chat

This week we spoke about content. We analysed the meaning of the term ‘content’, and we tried to decipher how it can best be used to build brands and engage stakeholders.

Here are some of the highlights:

  •   A good content strategy means orgs business goals, key messages & personality are defined & communicated to audience consistently
  •   yes! Without content, no brand can exist in this digital world.
  •  A5. Be engaging & relevant. Personalised marketing gets more cut through. Everyone is broadcasting. Less (more targeted) is more
  •   don’t chase the trends – stay true to your orgs  brand & values – individuality will make you stand out from the crowd
  •  Quality content that looks good and people want to share. Adds value to customers and represents your brand voice

Read the full conversation on Storify.