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The foreword to Women's Work in Public Relations discusses the multitude of ways that women experience public relations (PR) work. Each women's experience depends on, for instance, location, culture, the presence (or otherwise) of a union or professional association, the support of colleagues, the practitioner's domestic circumstances and more. There is not just one female experience of PR.

This foreword reviews the chapters in Women's Work in Public Relations and points to the parallels, contradictions, and struggles faced by women working in the little-understood occupation of PR where the everyday work of women is largely invisible. It explains how women working in PR carry out tasks which can at once be necessary, unnecessary, the whim of a client or management, performative, or exploitative – such is the varied and unstructured occupation of PR.

Women face barriers and discrimination at work but past research has not always explained the form that this takes. The foreword notes that much discrimination takes place in plain sight (for instance in terms of erratically applied flexible working policies, unpredictable workloads, or language in professional documents that accepts inequality) and observes that unless we recognise discrimination it's difficult to vocalise opposition to it.

The foreword's discussion of methodology shows that there is no one way to study women working in PR and this book represents a small but rich range of largely qualitative research methodology. It demonstrates that, just as there are many experiences of women in PR, there are also many ways to research them.

The purpose of the project was to identify a mechanism of causal relationship between Brand Public Relations (BPR) and societal change in the perception of women gender roles.

Experimental evidence was obtained in three countries (N = 378) to examine the mechanism of societal impact of BPR. Effects of spillover of evaluations between two sub-brands of a house of brands company, caused by positive publicity about communication co-created by Public Relations (PR), were analysed.

Findings supported the existence of a positive spillover of evaluations. A mechanism of the societal impact of PR was also captured: an indirect effect of news stories about a non-objectifying portrayal of women in the male reference brand on the typicality of a non-stereotypical women role in society was demonstrated.

Experiments were conducted over a period of three years, during which publics perception of brands' communication about gender portrayal might have changed.

The paper argues for greater recognition of brand public relations professionals as co-creators of promotional brand communication. It gives evidence that one of the unique competencies of BPR is insight into publics and predicting long-term consequences of brand communication.

The findings of the research project suggest a mediated nature of influence of BPR on the perception of typicality of gender (women) roles in society. PR communicators should learn what areas of practice of PR require specific skills for the function of PR to develop the new competence.

This paper is the first one that aimed at establishing a common terminological framework of the societal impact of public relations.

The practice of public relations (PR) is shaped by the ‘life world’ of the professionals; moreover, both the experiences of the professionals and societal changes shape the profession in a particular area (Hodges, 2006). Women have always played an important part in the development of PR as a profession and academic field in Turkey. Since PR Association of Turkey was established in 1972, five out of eight presidents have been women, and most of the members are also female. Female PR practitioners represent 70% of the total workforce of PR sector in Turkey, and most of the communication agencies are led by female entrepreneurs.

However, research on women' positions and their multiple roles in PR in Turkey are limited.

This chapter uses a qualitative study with 27 in-depth one-on-one interviews conducted in order to analyse female PR practitioners' experiences related to (1) the start of their careers, (2) their career experiences, (3) their evaluation of the profession, and lastly (4) their career goals. The interviewees included agency owners, managers, deputy general managers and group directors.

The research aimed to discover the female PR professional experience in respect of the difficulties they face in their practice and everyday life, advantages and/or disadvantages of being a female PR professional in Turkey and the ways women balanced their career and family duties.

This chapter explores the extent to which female public relations (PR) practitioners perform professionalism in the workplace by interrogating and examining their professional behaviours. Using an ethnographic approach, where the researcher is immersed in the field, it uncovers the lived experiences and behavioural responses of women working in PR agency environments in the United Kingdom and enables a rich description of professional behaviours to emerge.

Fawkes argues that research into roles in PR ‘has tended to assess roles using management rather than sociological theory’ (2014, p. 2). That is not to say that all PR research adopts the same paradigmatic stance. Several scholars have encouraged the development of a research agenda rooted in social theory. Holtzhausen called for a move away from what she termed the ‘modernist approach to organizations’ (2002, p. 251), which focuses on management discourse, and encouraged instead a focus on the postmodern concept of discourse, where meaning is constructed and conveyed through social and institutional practices.

In seeking to discover the ‘lived experience’ of female practitioners, this chapter locates professionalism in the context of their behaviours and enables individuals to articulate their understandings of the relationship between performance and professionalism. Using Goffman's (1959) work on social encounters as performances in conjunction with Foucauldian discourse and Feminist theory, this chapter explores the three stages of performing professionalism – preparation, performance and reception – through the eyes of women working in PR agencies in the United Kingdom to explore their lived experience and determine how gender affects their performance of professional behaviour.

The PRCA December 2020 census tells us that, in the United Kingdom, the public relations (PR) industry continues to be predominantly female, with 68% of respondents ticking that box. It also highlights a ‘gender pay gap’ of 21%, an increase of 7% from March 2020 and states that ‘this can be explained by the fact that the respondents … are largely in senior roles which tend to be more male dominated’ (PRCA, 2020), thus demonstrating a leadership gap as well as a pay one. Both of the leading PR professional membership bodies in the United Kingdom – the PRCA and CIPR – acknowledge the gender pay and leadership gaps, made starker in an industry dominated by women, and have committed to tackle the disparity.

In this chapter, I build on Liz Yeomans' (2020) work, in which she suggests ‘new avenues for researching neoliberalism and postfeminism in PR’ (p. 44) to examine the ‘apparently progressive moves’ (Yeomans', 2020) by women's networking organisations. I analyse website texts from two women-only PR networking organisations – Women in PR and Global Women in PR – to explore the ways in which they construct their function, purpose and role, and to examine their position vis-à-vis the contemporary postfeminist media culture (Gill, 2007). The research takes a feminist, discourse analytic approach and sheds light on the reality of women in PR as constructed by organisations whose stated goal is to: ‘improve equality and diversity across the industry by increasing the number and diversity of women in leadership roles’ (Women in PR, 2022).

Research on the role of women in Public Relations (PR) has seen a notable increase in recent years (Topić et al., 2019), yet exploratory studies on the subject remain limited, particularly concerning the role of women in the academic sphere of PR in Spain. Guided by the imperative to reflect on the role of PR professionals operating within the Spanish academic landscape, this chapter aims to identify and reflect on the role of women in PR academia in Spain to discover the extent to which women are leading the communication faculties where PR is taught; to identify the presence of women in the departments where communication studies take place and to determine women's leadership in national research activity. This study follows a combined approach with two dimensions, exploratory and interpretative, combining quantitative and qualitative techniques. The interpretative approach is developed using a focus group with women currently working in PR education and leading projects and institutions in the Spanish academia. Through this research, we discover the struggles and opportunities they face and identify possible solutions and ideas to improve the situation of women in academia and, specifically, in PR.

This paper aimed to research attitudes of women working in the Croatian public relations (PR) industry regarding office culture (networking, banter, dress codes, etc.).

This paper uses Bourdieu's habitus theory and analyses the experiences of women working in the Croatian PR industry with a focus on office culture. The study is based on 21 in-depth interviews with women working in the Croatian PR industry. Thematic analysis has been used to analyse data.

Although female employees (76.84%) dominate the PR industry in Croatia, the so-called masculine patterns still prevail in the PR sector. Results show that women are often exposed to gender discrimination but at the same time, they also perpetuate gender-based prejudices.

Employees in the PR industry should consider working on their own gender stereotypes that impact their patterns of behaviour. Relinquishment of the ideas of patriarchal essentialism would consequently change career progression opportunities, and it would particularly improve networking among women, which could lead to career advancement opportunities.

Structural changes are needed in society to avoid women perpetuating inequality through masculine behaviour and unrealistic expectations that many women cannot meet.

To the best of the author's knowledge, this paper is the first paper that explores gender-biased office culture in the Croatian PR industry. In doing so, the paper also applies Bourdieu's habitus theory, thus contributing to studying cultural masculinities from a Croatian perspective. The paper also introduces the concept of gender-biased behaviour.

The purpose of this paper was to explore social interactions, banter and the office culture in the public relations (PR) industry in England with the use of the difference approach and Bourdieu’s habitus theory. The paper explores whether PR organisations act as masculine habitus.

Qualitative interviews were conducted with 26 women practitioners, and thematic analysis was used to analyse data. Women were asked questions on social interactions, banter and the office culture, as well as questions on exclusion, from business decisions and having to work harder to succeed.

Findings show that two main themes dominate in responses from interviewees, “de-patriarchalisation” of PR with no personal appearance requirements and no business exclusions because of gender, and “gendered organisations” where interviewees reported dismissive stereotypes of women who work in PR, networking as a job requirement and differences between male-dominated and female-dominated offices, which includes differences between social interactions and banter among men and women.

Results indicate that women feel there are differences in social interactions and banter between men and women. Interviewees also report masculine domination as and harmful stereotypes of public PR professionals, most of whom are women. Organisations who have PR departments, as well as those who hire PR agencies to do the work externally, should design policies on the office culture to ensure equality and respectful work environment for everyone.

In line with the difference approach, women report differences in social interactions and banter between them and men, thus signalling that social differences influence the office culture and work interactions, which tend to be gendered. Findings also indicate that organisations are functioning as a masculine world where women struggle to fit in and obtain recognition. Consciousness-raising is needed in the industry because many women do not recognise oppression in the form of social interactions, and its effect on the position of women or the fact that the most feminized industry is being trivialised by the men on top.

To the best of the author’s knowledge, this is the first paper analysing interactions in PR offices using the difference approach and Bourdieu’s habitus theory.

The purpose of this paper is to capture historical data relating to the enactment of public relations work based on gender in post-war Britain. The paper contributes new insights on gender formations in public relations practice during that period in that cultural context, providing a point of contrast with present day practice.

Historical sociology.

The paper presents data drawn from interviews and document analysis that reveals the separation of male and female work in public relations.

The research provides contextual historical background to the burgeoning contemporary research that is focused on issues relating to gender and LGBTQ in public relations, and highlights historical features which may have shaped the contemporary occupational culture in the UK. The research may provide useful background context for comparable studies in adjacent disciplines.

This is a culture-specific study and cross-cultural comparisons would be useful in understanding the extent to which female work in public relations has been similarly framed historically.

There is historical residue in the popular representations of women in public relations in film and media in the UK, for example the notion of “PR girl”. Understanding the origin of such stereotypes and their persistence is important for professional bodies and practitioners.

The paper brings to light previously unpublished opinions and perspectives from the post-war era.

This research aims to explore perceptions of subjective well-being (SWB) in public relations (PR) practitioners, focusing on dimensions of job satisfaction, networking, relationships and work–life balance, while addressing the under-researched area of gender and age – related to stages of life – disparities in SWB within the PR industry.

Employing a mixed-methods sequential explanatory design, this study utilised a survey, followed by semi-structured interviews to investigate SWB among PR professionals in Portugal, considering gender and stages of life differences.

Using a gendered and stages of life lens, this study found nuanced perceptions of SWB among Portuguese PR professionals. Older women showed higher emotional well-being but lower work evaluations than men, while young professionals exhibited less gender disparities in SWB. Men reported greater job satisfaction, emphasising passion, while women faced challenges like work overload and valued recognition. Gender differences were seen in networking, with men favouring teamwork and women valuing friendships for career advancement. Work–life balance issues, especially among older women, related to mental health.

This study contributes to filling the research gap regarding SWB in the PR industry, particularly in Portugal, offering insights into gender and stages of life dynamics that influence SWB perceptions, thereby informing strategies for enhancing well-being and productivity in PR workplaces.