FMCG crowned the best paid sector for marketers

The FMCG sector offers the best pay for marketers, according to the 2020 Marketing Week Career and Salary Survey.

The analysis of pay across 24 different sectors found that FMCG is on average the best paid sector for marketing, with a mean salary of £63,916. It is followed by gaming and gambling, and health and pharmaceuticals.

At the bottom of the ranking, meanwhile, is education, with an average marketing salary of £44,424. This is followed by the construction and property sector, and the charity/not-for-profit sector.

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The key trends that will impact marketers’ jobs in 2019


Effectiveness wins the battle over efficiency
This prediction might be more wishful thinking than based in reality, but there are signs 2019 could be the year marketers succeed in getting their businesses to prioritise effectiveness over mere efficiency.

Brands stop talking about being customer-centric
Brands often talk about being customer-centric but in reality, most businesses are still not set up with customers at their core. Simply installing a chief customer officer and hoping the rest will fall into place will not cut it in 2019.

The era of social media self-regulation is over
In a world of data breaches, hacking and fake news, social media giants will need to take greater responsibility for their communities if they are to avoid hefty regulation over the next 12 months.

Agencies under attack from all sides
Could 2019 be the year the agency model finally gets a 21st-century update? Putting aside the perennial complaints about pitches being too costly and time-consuming, the rise of the consultancies and a trend towards in-housing are now taking their toll.

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Helen Tupper: Three questions you shouldn’t ask in job interviews

I spend a lot of time thinking and engaging with others about the changing shape of work and the skills we can all invest in now so that we can continue to be successful, fulfilled and make a positive impact through our work. Sometimes I see things within organisations and the working environment that jar with the way work is evolving.

Flexible working policies are one such example, with nine out of 10 people seeking flexible work but only one in 10 jobs with a pro rata salary of at least £20,000 advertising it, according to research this year by recruitment portal Timewise.

One of the other ways in which the disconnect between the work people are seeking today and the work that has existed to date shows up is in job interviews. Here, traditional thinking about the world of work is most exposed and visible in outdated questions that tie us into old patterns.

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Why marketing should lead on flexible working

Marketers have a very important part to play in shaping the future of work. Whether it is exploring new ways of working, embracing greater flexibility or abandoning burnout culture, marketers are leading the charge for change.

Results gathered from the Marketing Week Career and Salary Survey 2018, a study of 4,154 marketers across 24 different industries, highlights the importance marketers place on flexible working in their quest to achieve a better work/life balance.

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How the gender pay gap impacts female marketers’ career progression

The gender pay gap, and its effect on female progression in business, is a pervasive and persistent problem that shows no signs of abating. 

According to the Office for National Statistics (ONS), the average gender pay gap for full-time female workers has been stuck at 14.1% for the past three years. The gender pay gap for women in their 20s is five times greater than it was six years ago and as it stands the pay gap means that from 10 November 2017 – Equal Pay Day – women were in effect working for free for the rest of last year.

The marketing profession is in no way immune. According to the ONS Annual Survey of Hours and Earnings, released last October, the average pay gap for marketing and sales directors is 12%, while the average pay gap for marketing associate professionals is 17.4%. The ONS defines the gender pay gap as the difference between men’s and women’s hourly earnings based on a percentage of men’s earnings.

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Thomas Barta: Five ways to make an impact in your career

“Let’s talk about your career.” If you ever want to stop a marketer in his or her tracks, try this sentence. Of course, marketers aren’t exactly shy. When it comes to brand and campaign success, no article or blog post can be long enough. But when the talk turns to careers, most marketers keep a low profile. As a result, we don’t really talk much about careers in marketing. Perhaps we should.

It’s not all rosy. In a recent study more than 50% of all marketers said they weren’t happy with their career progress. It’s about time to talk careers.

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The trends that will change how you do your job in 2018

From the GDPR opportunity and the purpose backlash to wellbeing as a differentiator, Marketing Week has rounded up all the trends you need to know going into 2018.
Below, Marketing Week outlines the eight key trends, issues and predictions that will define 2018. Click on each heading for the full analysis.

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Microsoft: Tech means marketing is now a career option for more people

Marketing has not always been the most inclusive industry or considered a career option for people with conditions such as dyslexia and dyspraxia, says Paul Davies, consumer marketing director at Microsoft. But as technology evolves and support improves, it is opening the door for more young people.

However, more must be done to remove the stigma of such learning difficulties, says Steven Woodgate, Surface and HoloLens UK marketing lead at Microsoft, who has both dyslexia and dyspraxia.

“We did an amazing campaign last year based on an insight that 61% of students in five years’ time will be in jobs that don’t exist today, which gives kids like myself opportunities. Technology isn’t just…

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To identify your next move think career possibilities, not career plan

Many of us struggle to answer the question ‘which role do you want to move to next?’ and even more of us are left frustrated by the direction in which we want our careers to go over the longer term. This lack of clarity can be detrimental to the choices we make and our ultimate career happiness.

The uncertainty about what we really want to do leads to one of three outcomes. One: you stay in your current role and after a period of time, stagnate and feel demotivated. Two: you hop around from role to role, in the hope of finding the answer. Or three: you progress to the most obvious role or the easiest next move. Sometimes, this can pay off, but more often than not the frustration remains and the desire to get to the bottom of what you really want is left unsatisfied.

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