1. Hongmei Shen, Ph.D. Bey-Ling Sha, Ph.D. & APR David M. Dozier, Ph.D. School of Journalism & Media Studies San Diego State University Follow the Money: Why Women Still Earn Less Than Men in PR

2. Women vs. Men: Salary in PR*  Women: $ 0.78  Men: $ 1 * Sha & Dozier (2011) What if?

3. The “What ifs” (I): Professional Experience  Women = less experience = less pay?

4. The “What ifs” (II): Manager Role Enactment & Participation in Decision Making  Women = less experience = less enactment of manager role = less decision-making participation = less pay

5. The “What Ifs” (III): Specialization  Women = lower-paying specialization = less pay *Org type? Women = lower-paying org. = less pay?

6. The “What ifs” (IV): Career Interruptions (Non-Baby Related)  Women = income-suppressing interruptions = less pay SickMoveEdu

7. The “What ifs” (V): Hrs. Per Day  Women = less hrs worked = less pay

8. So, Let’s find out: Survey  Online survey of PRSA members  Initial sample = 4,714 current members, randomly selected  18.6% completion rate  Only active practitioners included in final sample No educators No retired PRSA members

9. What did we find?

10. 5 Routes to Gendered Pay Inequity 1.Women  Less experience  Lower income 2.Women  Less experience  Less manager role enactment  Less decision- making participation  Lower income 3.Women  Low-paying specializations  Lower income 4.Women  Less experience  Low-paying specializations  Lower income 5. Women  Lower income

11. Annual Income: Men vs. Women Mean Income for Men Mean Income for Women Difference Unadjusted$94,898$73,303$21,595 Adjusted$84,368$76,063$8,305* 38% Annual Gender Discrimination The “What ifs” = 62% annually

12. Now What?