The Women in PR Mentoring Programme was set up in 2014 as a joint initiative with PRWeek UK to identify, nurture and inspire the next generation of female leaders. We are proud that, since its inception, the scheme has supported 75 ambitious women from a range of backgrounds, and with an array of career goals and challenges, to achieve their individual goals.

Women can face different challenges to men as they step up the PR career ladder, whether they are working in-house, in an agency or as a freelance practitioner. These include navigating a boardroom often dominated by men, negotiating equal pay or juggling work and family or caring responsibilities.

Our scheme ensures that women can confidently and successfully overcome their unique challenges in order to progress in their careers to achieve their ultimate ambitions. We do this by matching candidates with women who are operating in very senior positions within the UK PR industry.

The mentoring board

The mentoring board changes every year as members step down and we recruit more women keen to give back to the industry and support future female leaders. The diverse backgrounds and experiences of our board of mentors allow us to support the very broad range of needs from our mentees.

The Impact

Graduates from the mentoring programme have gone on to secure top level positions in the industry. There is a great community of mentoring scheme alumni including four members of the current Women in PR Committee: Sarah Samee, Anna Geffert, Alison Hicks and Addy Frederick. The feedback we receive regarding the impact on individual careers is fantastic and many stories have been published on our blog.

Programme details

The mentoring programme lasts for 12 months and involves three full mentoring sessions plus ad-hoc discretionary support. The 2020/21 programme will start in August.

The 2020/21 criteria:

The programme is open to female practitioners of public relations who have 5 or more years’ experience and/or are working at middle-management or director level or equivalent, who can demonstrate…

  1. Leadership potential (demonstrable experience to date; a leader of the future)
  2. Clear objectives for career (and how access to a mentor will help her get there, including helping to overcome any perceived obstacles)
  3. Industry engagement (demonstrable effort to engage in key issues and effect change – for example, being an active member of a trade body, or helping / driving new initiatives to help improve our industry)


“The application process for 2020 has now closed. The judging process will be taking place in June, with successful candidates to be announced in July and the mentoring programme will then begin in August.”