1. Work, Life & Gender: Findings From the PRSA 2010 Survey Bey-Ling Sha, Ph.D., APR Natalie T. J. Tindall, Ph.D. David M. Dozier, Ph.D.

2. Background National Committee on Work, Life & Gender – Research team – Communication team Surveys conducted in 1995, 2000, 2006, 2010 Trends 1970-2010 – “Feminization” of the field – Glass ceiling effect – Gendered pay inequities

3. 2010 Survey Online survey of 4,714 PRSA members Response rate = 18.6% (n=876) Respondent gender: 79% women; 19% men PRSA membership: 71% women; 29% men Current Population Survey: – 59% women; 41% men (Note: PRSA membership and CPS data as reported in Hazleton & Sha, 2011)

4. Results Professional experience: – Mean: 14.7 years; Median: 13.0 years Income: – Mean: $78,000; Median: $70,000 Technician role enactment (scale 1-7) – Mean: 4.96; Median: 5.00 Manager role enactment (scale 1-7) – Mean: 5.75; Median: 6.00

5. Gender Differences Men Technician score: 4.76* Manager score: 5.69 Salary: $94,697* Experience: 17.8 years* Women Technician score: 5.11* Manager score: 5.78 Salary: $73,544* Experience: 13.8 years* (Note: * indicates statistically significant results)

6. Salary Inequities: History

7. Salary Inequities: 2010 0.78 0.86

8. WLG Challenges Persistent gendered pay gap Balance vs integration Different definitions of “non-work” life Diversity of “family” obligations Time, priorities, technologies

9. Core Best Practices Flexible work practices Flexible work culture Focus on work-life effectiveness Career path flexibility Infrastructure and positioning

10. Mentoring Advice Creation & clear definition of boundaries in your work. Integration of work & non-work lives. Same attention given to the job should be focused on developing a life. At the start of your career, focus on the career path and your job. (Note: Results reported in Tindall, Sha & Dozier, 2011)

11. Contact Information Bey-Ling Sha, Ph.D., APR bsha@mail.sdsu.edu Natalie T. J. Tindall, Ph.D. n.tindall@gmail.com David M. Dozier, Ph.D. ddozier@mail.sdsu.edu