The If You Could Jobs annual salary report

Written by
Kohlrabi Consulting
Commissioned by
If You Could Jobs
Prepared by
Jo Blodgett, Cornelis Rijneveld, Mohamed Yusuf, and Aradhna Kaushal

Money matters, but it's not always easy to talk about. Especially in the workplace. So we've kicked off the conversation for you.

We partnered with Kohlrabi Consulting and surveyed nearly a thousand people across the creative industry about their salary, bonuses, salary transparency and perceptions towards fair pay. Read an executive summary of our key findings or download the full salary report below.

Executive Summary:

In May and June 2022 we invited those working in the creative industry to participate in their first annual salary survey. We wanted to create transparent salary ranges so employees could see how their current salary matched up to others in the industry and provide additional guidance for employers if desired. We heard from nearly 1,000 individuals about their salary, bonuses, salary transparency and perceptions towards fair pay. The main findings are summarised below:

Salary Bands (average, minimum, maximum) By Job Level (juniors, midweight and seniors) Were Available For 13 Different Job Roles

  • Jobs from the Design and Creative sector were most represented, with salary ranges provided across all seniority levels of 5 jobs.
  • These bands can be used by employees and employers during negotiation, to encourage offering pay in line with industry standards and to retain talent during a period where many are changing jobs.
  • CEOs in business and operations management received the highest salaries, while producers, designers and creatives at the junior-level received the lowest.

Bonuses Differed Greatly Amongst Respondents

  • A third of individuals received an annual bonus (average of £3,168).
  • Higher bonuses were given to men, those working in a London-based company, those in a more senior role and those working in non-Design and Creative sectors.

Most Employees Felt That They Were Underpaid

  • 52% felt that they were underpaid; 45% felt they were paid fairly; 3% felt that they were overpaid.
  • Reasons for feeling this way included:

  1. Direct comparison to the market
  2. Appreciation (or under appreciation) for skills, knowledge, experience
  3. Appropriate (or inappropriate) pay for the role and responsibilities of the job
  4. Opportunities for reward and career progression
  5. Discrimination based on gender and ethnicity
  6. Perception of pay in relation to the cost of living

Salary Bands Were Not Transparent

  • 70% reported that salary was not transparent within their company. These individuals felt discussing salaries with colleagues was ‘taboo’ and shared experiences of active suppression of salary discussions in their organisation.
  • Those who reported it being transparent discussed openly available salary bands and scales. Positive transparent practices included clarity on progression, promotion and pay rises.
  • More than half of individuals discussed salary raises during an annual review, although more than a quarter reported that there was no formal processes in place and relied ad hoc discussions instead.

Featured Companies

Learn more about our featured companies

  1. Apartamento

    We understand that people want to be inspired as they seek better and more meaningful lives, so the focus of our work is on building authentic relationships that are propelled by a shared long-term vision.

  2. Anyways Creative

    London, GB

    Anyways Creative is an award-winning creative agency based in London and working globally. Its purpose is to impact culture through creative collaboration.