The IPA’s 65th annual company census reveals that employees numbers in each media and artistic companies are up, whereas turnover is all the way down to 24.1% (from 31.2%). That is prone to be a mirrored image of robust financial circumstances: freelancing is an more and more precarious choice, so individuals are extra inclined to go PAYE after which keep put.
Hybrid working may very well be key to those retention ranges, with 66.1% of companies settling for 3 days within the workplace and 16.5% for 2 days. Solely 5% of companies demand 4 days and a pair of.5% nonetheless insist on the total 5 days.
The rise in numbers is noteworthy however nonetheless tiny, at simply 157, taking the full to 26,787. Worryingly, younger individuals are much less seemingly to decide on promoting as a profession – underneath 25s are on the decline, bringing the common age as much as 35.2 years from 34.6 years. Non-white workers are up 0.5% to 26% in media companies, and by 1% in artistic to 22.6%.
Range and inclusion continues to make agonisingly gradual progress, with c-suite girls up by 2% to 39.9% whereas c-suite non-whites are down by 0.5% to 10.5%. In the meantime, pay gaps are growing. The gender pay hole in favour of males has elevated from 15.2% in 2023 to 19.7% in 2024, and the ethnicity hole is 31%, up from 21.6% the earlier yr.
Leila Siddiqi, director of D&I, IPA, mentioned: “This yr’s census findings present that there continues to be an absence of progress by way of the development and remuneration of ethnically various expertise, and the remuneration of girls. Daring leaders who’ve the foresight to be clear and galvanise their groups to take an inclusive method after taking a very good take a look at what their knowledge is telling them are prone to emerge as trailblazers with future-ready companies.”
Paul Bainsfair, director common of the IPA, mentioned: “It’s welcome information that the share of girls in C-suite positions continues its optimistic trajectory, and that the proportion of girls and other people from a non-white background coming into the enterprise is powerful. We’re, nonetheless, seeing that there are areas the place extra focus may very well be utilized; significantly with regard to making sure the development of individuals from non-white backgrounds and ladies up the ladder, which is able to in flip assist to scale back the ethnicity and gender pay gaps.”
