About our survey respondents

A bar graph that shows the percentage of respondents against their level of responsibility. It compares results from 2019 – 2025. Manager/lead: 34% for 2025, 31% for 2024, 30% for 2023, 30% for 2022, 31% for 2021, 40% for 2020, 36% for 2019. Executive/officer: 18% for 2025, 20% for 2024, 17% for 2023, 21% for 2022, 22% for 2021, 21% for 2020, 28% for 2019. Head of: 16% for 2025, 16% for 2024, 20% for 2023, 14% for 2022, 19% for 2021, 15% for 2020, 14% for 2019. Senior manager: 11% for 2025, 12% for 2024, 10% for 2023, 9% for 2022, 10% for 2021, 0% for 2020, 0% for 2019. Senior executive/senior officer: 8% for 2025, 10% for 2024, 10% for 2023, 12% for 2022, 8% for 2021, 10% for 2020, 11% for 2019. Director: 6% for 2025, 8% for 2024, 10% for 2023, 9% for 2022, 7% for 2021, 8% for 2020, 6% for 2019. Assistant: 3% for 2025, 2% for 2024, 1% for 2023, 2% for 2022, 2% for 2021, 3% for 2020, 3% for 2019. CEO: 6% for 2025, 1% for 2024, 2% for 2023, 2% for 2022, 1% for 2021, 3% for 2020, 2% for 2019.  

A bar graph which compares how many respondents manage people as part of their role. It compares yes and no responses, across 2021 – 2025, with various colour bars. 2025: Yes – 57.9%, No – 40.6%. 2024: Yes – 52%, No – 48%. 2023: Yes – 56.4%, No – 43.6%. 2022: Yes – 57.2%, No – 42.8%. 2021: Yes – 55%, No – 45%.  

A bar graph which shows the main expertise of respondents from 2019 – 2025. The bars are various colours. Communications: 30% in 2025, 30% in 2024, 33% in 2023, 24% in 2022, 26% in 2021, 26% in 2020, 26% in 2019. Covers all areas: 20% in 2025, 27% in 2024, 17% in 2023, 16% in 2022, 16% in 2021, 13% in 2020, 15% in 2019. Digital, online and social media: 15% in 2025, 14% in 2024, 13% in 2023, 18% in 2022, 22% in 2021, 17% in 2020 and 21% in 2019. Marketing: 11% in 2025, 10% in 2024, 9% in 2023, 8% in 2022, 11% in 2021, 7% in 2020 and 8% in 2019. Fundraising: 7% in 2025, 3% in 2024, 5% in 2023, 9% in 2022, 5% in 2021, 11% in 2020 and 4% in 2019. PR, press and media relations: 6% in 2025, 6% in 2024, 7% in 2023, 8% in 2022, 6% in 2021, 5% in 2020 and 8% in 2019. Internal communications: 4% in 2025, 2% in 2024, 2% in 2023, 2% in 2022, 4% in 2021, 4% in 2020 and 3% in 2019. Brand management: 3% in 2025, 2% in 2024, 1% in 2023, 1% in 2022, 0% in 2021, 2% in 2020 and 3% in 2019. Public affairs, policy and advocacy: 1% in 2025, 2% in 2024, 3% in 2023, 3% in 2022, 3% in 2021, 3% in 2020 and 3% in 2019. Campaigns: 1% in 2025, 2% in 2024, 3% in 2023, 2% in 2022, 4% in 2021, 3% in 2020 and 3% in 2019.   

A bar table which shows how many years’ of experience respondents have across roles and sectors. The key shows navy as 0 – 12 months, green as 1-3 years, orange as 4- 10 years, blue as 11 – 20 years and grey as 21+ years. In your current organisation: 0 – 12 months at 15%, 1 – 3 years at 42%, 4 – 10 years at 31%, 11 – 20 years at 10% and 21+ years at 3%. In communications: 0 – 12 months at 5%, 1 – 3 years at 9%, 4 – 10 years at 34%, 11 – 20 years at 33% and 21+ years at 19%. In the charity sector: 0 – 12 months at 4%, 1 – 3 years at 15%, 4 – 10 years at 46%, 11 – 20 years at 28% and 21+ years at 7%. In your current role: 0 – 12 months at 18%, 1 – 3 years at 49%, 4 – 10 years at 26%, 11 – 20 years at 4% and 21 years+ at 3%. 

A bar graph which shows what conditions apply for respondents in managing their workloads. The responses are compares from 2023 – 2025, with various colour bars, to show patterns over time. I can decide when to take a break: 68% in 2025, 66% in 2024 and 59% in 2023. My workload is manageable: 42% in 2025, 50% in 2024 and 49% in 2023. I feel able to ask for help at work in managing my workload: 45% in 2025, 48% in 2024 and 46% in 2023. My organisation helps me to manage my wellbeing effectively: 32% in 2025, 22% in 2024 and 25% in 2023. I have effective tools at work to help me manage my workload: 23% in 2025, 20% in 2024 and 16% in 2023. I often feel stressed at work: 48% in 2025, 42% in 2024 and 40% in 2023. My workload is too much and stops me doing a good job: 39% in 2025, 34% in 2024 and 35% in 2023. I often feel burnt out at work: 33% in 2025, 26% in 2024 and 27% in 2023. I frequently search for resources to help prevent burnout: 14% in 2025, 9% in 2024 and 8% in 2023.  

A series of pie charts for 2020 – 2025 responses which show if survey respondents feel their job allows them to have a good work/life balance. Dark green is strongly agree, light green is agree, grey is neutral, yellow is disagree and red is strongly disagree. 2025: strongly agree at 23%, agree at 52%, neutral at 8%, disagree at 12% and strongly disagree is 5%. 2024: strongly agree at 31%, agree at 50%, neutral at 9%, disagree at 8% and strongly disagree at 2%. 2023: strongly agree at 36%, agree at 41%, neutral at 10%, disagree at 11% and strongly disagree at 2%. 2022: strongly agree at 24%, agree at 48%, neutral at 11%, disagree at 13% and strongly disagree at 4%. 2021: strongly agree at 25%, agree at 44%, neutral at 13%, disagree at 15% and strongly disagree at 3%.  

A bar graph shows how many hours respondents work over their contracted hours in a typical week. It shows the variation of responses from 2019 – 2025, with various coloured bars to represent each year. 2025: None at 19%, Less than 30 mins per week at 10%, 30 – 60 mins per week at 13%, 1-2 hours per week at 31%, 3 – 5 hours per week at 20%, 6 – 10 hours per week at 4% and 10+ hours per week at 3%. 2024: None at 22%, Less than 30 mins per week at 12%, 30 – 60 mins per week at 17%, 1-2 hours per week at 20%, 3-5 hours per week at 17%, 6- 10 hours per week at 4% and 10+ hours per week at 1%. 2023: None at 23%, Less than 30 mins per week at 10%, 30 – 60 mins per week at 18%, 1-2 hours per week at 21%, 3 – 5 hours per week at 21%, 6- 10 hours per week at 7% and 10+ hours per week at 1%. 2022: None at 15%, Less than 30 mins per week at 8%, 30 – 60 mins per week at 16%, 1-2 hours per week at 25%, 3 – 5 hours per week at 26%, 6- 10 hours per week at 7% and 10+ hours per week at 5%. 2021: None at 15%, Less than 30 mins per week at 7%, 30 – 60 mins per week at 16%, 1- 2 hours per week at 24%, 3-5 hours per week at 24%, 6- 10 hours per week at 11% and 10+ hours per week at 3%. 2020: None at 12%, Less than 30 mins per week at 3%, 30 – 60 mins per week at 11%, 1-2 hours per week at 22%, 3-5 hours per week at 31%, 6- 10 hours per week at 15% and 10+ hours per week at 6%. 2019: None at 10%, Less than 30 mins per week at 8%, 30 – 60 mins per week at 16%, 1-2 hours per week at 26%, 3-5 hours per week at 27%, 6- 10 hours per week at 10% and 10+ hours per week at 3%.  

A bar graph that shows the size of the organisation the respondent works at , comparing data from 2019 – 2025 with different coloured bars for different years. The key shows that extra large is 1000+ employees, Large is 101 – 999 employees, Medium is 11 – 100 employees and Small is 1 – 10 employees. Extra-large: 8% in 2025, 8% in 2024, 12% in 2023, 10% in 2022, 9% in 2021, 12% in 2020 and 10% in 2019. Large: 30% in 2025, 32% in 2024, 32% in 2023, 30% in 2022, 33% in 2021, 34% in 2020 and 28% in 2019.  Medium: 46% in 2025, 46% in 2024, 47% in 2023, 48% in 2022, 45% in 2021, 41% in 2020 and 37% in 2019. Small: 16% in 2025, 14% in 2024, 9% in 2023, 12% in 2022, 13% in 2021, 13% in 2020 and 14% in 2019. 

A series of pie charts for 2020 – 2025 which show how many people at the respondents’ charities have comms or marketing at part of their job roles. Blue shows 1- 3 people, navy shows 4 -10 people and yellow shows 11+ people with these roles in the organisation. 2025: 1- 3 people at 43%, 4 -10 people at 29% and 11+ people at 22%. 2024: 1- 3 people at 40%, 4 -10 people at 35% and 11+ people at 21%. 2023: 1-3 people at 36%, 4 – 10 people at 34% and 11+ people at 27%. 2022: 1- 3 people at 40%, 4 -10 people at 32% and 11+ people at 27%. 2021: 1- 3 people at 35%, 4 -10 people at 36% and 11+ people at 30%. 2020: 1- 3 people at 32%, 4 – 10 people at 32% and 11+ people at 37%.  

A bar chart which shows how 2025 respondents describe their cause. A series of blue bars show the percentage, with the list ordered from the highest percentage rates. Health ranked at 23.8%. Education ranked at 8.6%. Disability ranked at 8.3%. Environment and conservation ranked at 7.0%. Society and work ranked at 6%. Arts and culture ranked at 5%. Children ranked at 4.6%. Animals ranked at 4%. Homelessness ranked at 4%. Membership ranked at 3.3%. Cancer ranked at 2.7%. Hospices ranked at 2.3%. Human rights ranked at 2%. International aid ranked at 1.7%. Older people ranked at 1.3%. Heritage ranked at 0.3%. Sport ranked at 0.3%. 

A bar graph shows how many respondents have or do not have strategies in place, or if they are working on one. The graph uses green for yes, red for no and blue for working on one. Comms strategy: yes at 43.9%, no at 25.7% and working on one at 27%. Data strategy: yes at 25%, no at 46% and working on one at 14.9%. Digital strategy at 28.8%, no at 41.4% and working on one at 21.7%.  

A pie chart which shoes if organisations currently use AI tools. Yes reponses are shown by the green ring, no, but planning to is shown by the blue ring, and no is shown by the red ring. Yes responses at 65%; no, but planning to responses at 17%, and no responses at 12%.  

A series of pie charts for 2023 – 2025 survey responses, which show if organisations have an AI policy or guidelines to support staff. Yes is marked in green, no but planning one is marked in blue, and no is marked in red. 2025: yes at 34%, no but planning one at 32% and no at 34%. 2024: yes at 18%, no but planning one at 28% and no at 54%. 2023: yes at 5%, no but planning one at 16% and no at 80%.  

A bar graph which shows the training and opportunities comms professionals access over a year, showing comparisons between 2019 – 2025 with various colour bars. Webinars: 2025 at 78%, 2024 at 59%, 2023 at 59%, 2022 at 65%, 2021 at 72%, 2020 at 77% and 2019 at 47%. Training courses: 2025 at 59%, 2024 at 57%, 2023 at 52%, 2022 at 68%, 2021 at 61%, 2020 at 52% and 2019 at 69%. Conferences and seminars: 2025 at 53%, 2024 at 45%, 2023 at 43%, 2022 at 51%, 2021 at 56%, 2020 at 57% and 2019 at 75%. Lunchtime learning: 2025 at 32%, 2024 at 25%, 2023 at 25%, 2022 at 26%, 2021 at 23%, 2020 at 27% and 2019 at 30%. Mentoring: 2025 at 19%, 2024 at 18%, 2023 at 18%, 2022 at 24%, 2021 at 23%, 2020 at 27% and 2019 at 26%. Shared learning: 2025 at 11%, 2024 at 9%, 2023 at 12%, 2022 at 16%, 2021 at 9%, 2020 at 16% and 2019 at 14%. Role-shadowing: 2025 at 4%, 2024 at 6%, 2023 at 4%, 2022 at 8%, 2021 at 5%, 2020 at 3% and 2019 at 9%.  

A bar graph which shows if respondents have training and development booked in the next 12 months, comparing 2019 – 2025 data with various bar colours. Yes: 2025 at 35%, 2024 at 42%, 2023 at 36%, 2022 at 33%, 2021 at 37%, 2020 at 28% and 2019 at 43%. No: 2025 at 63%, 2024 at 57%, 2023 at 62%, 2022 at 64%, 2021 at 59%, 2020 at 69% and 2019 at 55%. Don’t know: 2025 at 2%, 2024 at 1%, 2023 at 3%, 2022 at 2%, 2021 at 4%, 2020 at 3% and 2019 at 3%.  

A series of pie charts which show differences in responses from 2019 – 2025 for whether respondents are planning a career move in the next 12 months. Yes is indicated by green rings, no plans but would consider for the right role is indicated by grey rings, and no is indicated by orange rings. 2025: Yes at 33%, no plans at 47% and no at 16%. 2024: Yes at 32%, no plans at 54% and no at 14%. 2023: Yes at 41%, no plans at 44% and no at 15%. 2022: Yes at 43%, no plans at 44% and no at 12%. 2021: yes at 37%, no plans at 49% and no at 14%. 2020: Yes at 36%, no plans at 48% and no at 16%. 2019: Yes at 37%, no plans at 47% and no at 17%.  

A bar graph chart which shows variations between preferred methods for job searches between 2019 – 2025 responses, with yearly data in various colour bars. Sector-specific job board: 2025 at 80%, 2024 at 84%, 2023 at 78%, 2022 at 82%, 2021 at 82%, 2020 at 88% and 2019 at 82%. LinkedIn: 2025 at 75%, 2024 at 76%, 2023 at 71%, 2022 at 75%, 2021 at 64%, 2020 at 65% and 2019 at 56%. Recruitment consultancies: 2025 at 26%, 2024 at 31%, 2023 at 27%, 2022 at 37%, 2021 at 33%, 2020 at 36% and 2019 at 37%.  Referrals and networks of contact: 2025 at 24%2024 at 26%, 2023 at 26%, 2022 at 30%, 2021 at 30%, 2020 at 31% and 2019 at 34%. Other social media channel: 2025 at 10%, 2024 at 13%, 2023 at 14%, 2022 at 25% 2021 at 26%, 2020 at 29% and 2019 at 29%. Print publications: 2025 at 2%, 2024 at 2%, 2023 at 3%, 2022 at 3%, 2021 at 4%, 2020 at 2% and 2019 at 6%. 

Two pie charts compare 2024 and 2025 responses on how valued respondents feel charity communications is in their organisations. Highly valued is indicated by the dark green rings; somewhat valued is indicated by the light green rings; neutral is indicated by the grey rings; not really valued is indicated by the yellow rings, and not valued at all is indicated by red rings. 2025: Highly valued at 25.9%, somewhat valued at 43%, neutral at 9.6%, not really valued at 18.1% and not valued at all at 3.4%. 2024: Highly valued at 28%, somewhat valued at 48%, neutral at 7%, somewhat valued at 15% and not valued at all at 2%.  

A series of pie charts which show if there is a good understanding of comms at senior and board levels, comparing data from 2019 – 2025. The key shows that yes is indicated by green rings, no by red rings and I don’t know responses by grey rings. 2025: Yes at 40%, no at 48% and I don’t know at 12%. 2024: Yes at 28%, no at 53% and I don’t know at 19%. 2023: Yes at 32%, no at 45% and I don’t know at 23%. 2022: Yes at 36%, no at 44% and I don’t know at 20%. 2021: Yes at 38%, no at 48% and I don’t know at 14%. 2020: Yes at 40%, no at 50% and I don’t know at 10%. 2019: Yes at 31%, no at 58% and I don’t know at 11%.