font Market Pulse 2013 Annual Salary Report

font Market Pulse 2013 Annual Salary Report

About the font Market Pulse font s 2013 Market Pulse provides insights into the year s remuneration and employment trends in the marketing, communications, PR, creative, digital, account management and media sectors in Hong Kong, Malaysia, New Zealand and Singapore. 44,649 surveys collected since 2008 More flexible working arrangements, temp staff and freelancers in 2014 as contracts become increasingly project-based 9-10 YEARS experience when the salary gap widens Men earn more except in Hong Kong LARGER Companies offer a higher median salary across countries in Asia 6410 surveys collected in 2013 (January 1, 2013 - January 1, 2014) Marketing, comms, PR & events roles saw the largest declines in median salaries overall in 2013 INCREASING DEMAND MEANS THE TALENT WAR WILL INTESIFY ACROSS THE CREATIVE, DIGITAL & MARKETING INDUSTRY IN 2014. WOMEN Will leave for their current roles for less money than men Except in Hong Kong where women with experience earn more than men SPECIALISTroles in CONTENT and DIGITAL should see the biggest salary increases in 2014 2 font Market Pulse, Annual Salary Report - 2013

Median base salaries by country, sector and gender in 2013 Median salaries across advertising, media and publishing, creative and creative services, marketing, communications and public relations, and multimedia design and digital generally declined from 2012 to 2013, despite businesses across APAC ramping up their investment in the sector. This downward movement can partly be attributed to rapid job creation at a junior level, driving the overall median down. As roles become more and more specialist, and demand outstrips supply, we expect salaries to rise in 2014. The data indicates a gender gap across all countries surveyed. Our experience tells us this is partly due to the long working hours, and high-pressure project-by-project nature of the creative, digital and marketing industry. Women are more likely than men to leave the industry when they reach a senior level, seeking more flexible conditions and a better work-life balance - this exodus contributes to a lower median salary. - Jacqui Barratt, managing director, font. Jobs by Sector Median Salary (Female) % Change Versus 2012* Median Salary (Male) % Change Versus 2012* New Zealand Advertising, Media & Publishing 63,500 +6% 69,000-12% Creative & Creative Services 58,750 0% 73,000-3% Marketing, Communications, Public Relations & Events 65,000 0% 81,500 +25% Multimedia Design & Digital 60,000 0% 77,500 +25% Hong Kong Advertising, Media & Publishing 315,000 +5% 300,000-20% Creative & Creative Services 300,000 0% 330,000-8% Marketing, Communications, Public Relations & Events 330,000-8% 330,000-21% Multimedia Design & Digital 225,000-25% 330,000-12% Malaysia Advertising, Media & Publishing 55,000-8% 70,000-22% Creative & Creative Services 55,000-4% 67,500 13% Marketing, Communications, Public Relations & Events 50,000-23% 65,000-21% Multimedia Design & Digital 42,500-15% 67,500-4% Singapore Advertising, Media & Publishing 50,000-17% 60,000-20% Creative & Creative Services 40,000-11% 50,000-17% Marketing, Communications, Public Relations & Events 55,000-21% 75,000-12% Multimedia Design & Digital 47,500-10% 55,000-8% *Salaries in local currency *12 months data to 1 January 2014 font Market Pulse, Annual Salary Report - 2013 3

New Zealand Trend Commentary Whilst overall salaries across the creative, digital and marketing industry in New Zealand have experienced low or negative growth over the past year, marketing and digital management roles saw reasonably steady growth. Advertising and journalism were hit with the most noticeable decreases, reflecting a global shift away from traditional media channels, and proving that companies are indeed channelling their advertising and marketing efforts towards savvy marketing and cutting-edge digital campaigns. Men continue to command a higher median salary than women based on years experience, and our data shows men in small businesses (classified as 1-10 staff in New Zealand, and generally referring to owner-operated companies) earned 44 per cent more than women in small businesses, and received larger bonuses. Marketing and digital salaries are likely to continue to rise due to the huge demand for professionals both in agencies and in-house. Advertising is set to favour more diverse skills, such as digital strategy and execution, whilst top-tier advertising roles are unlikely to increase dramatically. With the rise of project work, there is an increasing demand for freelancers and smaller, more flexible agencies. Traditionally men have owned this domain, which reflects the much higher median wage for men in small companies, compared to women. This year, we expect to see more highly-experienced women switching to smaller agencies or freelance arrangements, allowing them to juggle their family commitments whilst putting their specialist skills into practice. 4 font Market Pulse, Annual Salary Report - 2013

New Zealand Insights Salary movement for specific roles from January to December Advertising, media and publishing saw a general decline in salaries over 2013 whilst the other sectors remained relatively buoyant. Journalists were the most affected, with salaries dropping by as much as 50 per cent for men surveyed. Salaries for digital advertising roles also fell, with a 35 per cent decrease for men and a 21 per cent slump for women. Other than women in PR and communications (and this is perhaps due to more women in entrylevel roles), median salaries across marketing, communications PR and events saw the strongest growth, followed by multimedia design and digital. Male marketing managers had a particularly good year, receiving median salary spikes of 25 per cent. Jobs by Sector Median Salary (Female) % Change Versus 2012* Median Salary (Male) % Change Versus 2012* Advertising, Media & Publishing Account Management 67000 6% 67000-19% Planning/Strategy 55500 3% 55500-16% Digital 55000-21% 55000-35% Journalism 51000-19% 51000-50% Advertising specialist 40000-15% 40000-18% Creative and Creative Services 73000-6% Graphic Design 51750-4% 58500-9% Creative/Art Direction 75000 7% 80000-16% Copywriting 80000 0% 100000 11% Studio/Traffic/Production 70000 0% 80000 0% Marketing, Communications, Public Relations & Events 73000-6% Marketing Manager 98500 9% 105000 25% Marketing Assistant / Coordinator 48250 18% 47500 17% PR - Agency 60000-25% 95250 16% Online / Digital Marketing 71000 8% 66000 0% Communications 55250-26% 57000-1% Multimedia Design & Digital -35% Production/Project Management 80000 24% 68000 13% Management 87000 14% 95000 4% Web / Multimedia Design 50000-6% 47750-19% Web - Back/Front End Development 48250-3% 60000 0% *Salaries in NZD *12 months data to 1 January 2014 font Market Pulse, Annual Salary Report - 2013 5

New Zealand Insights I would love to see woman getting paid for their value they need to negotiate better and be clear on what they have to offer. - Jacqui Barratt, managing director, font. Company size counts Company size vs pay in different industries Women in marketing across all business sizes said they would leave their current job for a much smaller salary increase than men. 57% higher median salaries for marketing roles in large companies than in smaller businesses. 23k median salary for men in small businesses is $23,000 more than women. *Salaries in thousands Gender disparity vs company size Men earn more than women across every company size, and particularly in small businesses. Bonus size vs company size Small businesses are paying huge bonuses to men. This likely indicates higher rates of small company ownership by men. Male median bonus Female median bonus Small companies 79,750 9,000 Medium companies 10,500 4,000 Large companies 12,000 6,250 SMALL MEDIUM LARGE 75000 52000 80000 65000 83000 70000 MALE FEMALE Qualifications New Zealand has the lowest rate of masters degrees of professionals surveyed. The data is also in line with a trend across all countries surveyed, which saw women achieving higher levels of education than their male counterparts. Advertising, Media & Publishing Creative & Creative Services Marketing, Communications, PR & Events Multimedia Design & Digital Female Male Female Male Female Male Female Male Degree or Higher 68% 62% 65% 48% 84% 83% 61% 61% Masters 4% 4% 4% 4% 9% 8% 5% 7% Postgraduate Degree 17% 14% 18% 14% 23% 18% 14% 10% Undergraduate Degree 47% 44% 43% 30% 52% 57% 42% 44% Diploma or Associate Diploma 15% 17% 21% 36% 6% 10% 35% 28% 6 font Market Pulse, Annual Salary Report - 2013

New Zealand Insights 2014 Industry Outlook All economic indicators in New Zealand are positive and this should see a greater number of roles created over the course of this year. We are certainly seeing clients looking for new people with diverse digital expertise, which will help evolve the company and enhance the overall skill set. Digital competency is becoming the norm, so a more integrated approach is expected. We also see 2014 as the year during which temporary or freelance workers will be used more effectively on a project-by-project base, rather than increasing the full-time headcount. This allows for better productivity, cost management and protects the company against fluctuations in workflow. We are seeing this trend globally, with Asia beginning to embrace this as an option, as all businesses strive to work smarter and manage their resources for better profitability. - Jacqui Barratt, managing director, font. Pay disparity vs experience 5 Years When men start earning significantly more than women across each sector. Car benefits Mostly given to men - a strong indicator of management positions. Employee benefits across all sectors How much to headhunt? Men will leave for 14% pay rise Women will leave for 12% pay rise font Market Pulse, Annual Salary Report - 2013 7

Hong Kong Trend Commentary Women in Hong Kong buck an APAC trend by commanding equal-to-higher salaries based on experience and they are also driven to fight for better remuneration. Female respondents said they would leave their job for a 16 per cent pay rise, while men cited 15 per cent. This contradicted findings in other markets surveyed, where women said they would leave their job for a lot less. Larger companies were found to remunerate female staff considerably more than men, but awarded men much higher bonuses. This could suggest that men were commanding sales and business development roles, whilst women held senior management positions. Salaries in advertising and PR agencies appeared to take the biggest hit, declining up to 58 per cent. This data speaks to the insatiable drive of women in Hong Kong to progress in their career, and reflects the family situation in the country. Families in Hong Kong tend to be smaller with costly living standards and expensive accommodation being contributing factors and career women are often not forced to choose between raising children and climbing the corporate ladder. In this way, there is more freedom for women in Hong Kong to progress at work, compared to other regions, and a need for them to contribute to the family through their income. It is unlikely that salaries in large advertising firms will rise as rapidly, as clients are increasingly seeking more results-focused solutions with an eye on content and customer-profiling, rather than big-budget, above-theline campaigns. These specialist roles might see salary growth in 2014, but we don t see the sector as a whole moving much in the months ahead. 8 font Market Pulse, Annual Salary Report - 2013

Hong Kong Insights Salary movement for specific roles from January to December Hong Kong bucks a region-wide trend, showing that women in senior positions, such as art direction, advertising planning and strategy, and account management earn much higher median salaries than their male counterparts. The reverse is true for the multimedia, design and digital sector, where men command median salaries of between 315,000 and 420,000, whilst women sit between 180,000 and 345,000. PR agency roles saw the greatest overall median salary declines of 2013, and this is likely due to firms expansion at the lower, entry-level. Jobs by Sector Median Salary (Female) % Change Versus 2012* Median Salary (Male) % Change Versus 2012* Advertising, Media & Publishing Account Management 300,000 0% 240,000-20% Planning/Strategy 390,000 44% 240,000-38% Digital 270,000-25% 300,000 0% Journalism 300,000 33% 360,000-14% Advertising specialist 210,000-13% 240,000-30% Creative and Creative Services 73000-6% Graphic Design 210,000-13% 270,000-10% Creative/Art Direction 405,000 4% 360,000-14% Copywriting 300,000 5% 405,000 17% Studio/Traffic/Production 465,000 35% 465,000 29% Marketing, Communications, Public Relations & Events 73000-6% Marketing Manager 360,000-14% 360,000-17% Marketing Assistant / Coordinator 210,000-13% 180,000-25% PR - Agency 210,000-36% 210,000-58% Online / Digital Marketing 255,000-6% 285,000-27% Communications 345,000-28% 460,000 10% Multimedia Design & Digital 375,000 255,000-35% Production/Project Management 240,000-20% 330,000 10% Management 345,000-4% 420,000-22% Web / Multimedia Design 195,000-7% 375,000 4% Web - Back/Front End Development 180,000 0% 315,000-36% *Salaries in HKD *12 months data to 1 January 2014 font Market Pulse, Annual Salary Report - 2013 9

Hong Kong Insights Hong Kong is still seen as an Asia hub and we expect to see increased investment, more job creation, and gradually rising salaries in 2014. - Richard Hanwell, Hong Kong country manager, font. Company size counts Company size vs pay in different industries SMALL MEDIUM LARGE 90k The difference in median salary between a large company and medium or small company in the creative and creative services sector. 330 300 300 240 390 360 300 300 240 240 255 330 40k Women earn a median of $40,000 more than their male colleagues in large companies. 54k The median bonus awarded to men in large companies (compared to 27k for women in large companies). ADVERTISING, MEDIA & PUBLISHING *Salaries in thousands CREATIVE & CREATIVE SERVICES MARKETING, COMMUNICATIONS, PR & EVENTS MULTIMEDIA DESIGN & DIGITAL Bonus size vs company size Large companies pay higher bonuses, and men receive a much heftier sum than women. Medium companies offer the greatest equality. Gender disparity vs company size Women in Hong Kong earn more than their male colleagues across every company size, particularly in large companies. SMALL 300000 270000 FEMALE MALE Male median bonus Female median bonus Small companies 30,000 24,000 Medium companies 30,000 30,000 Large companies 54,000 27,000 MEDIUM LARGE 330000 300000 380000 340000 Qualifications Masters and postgraduate degrees are highly valued in Hong Kong, other than in the multimedia, design and digital sector, where employees, and particularly women, are more likely to hold a diploma. Women are more highly educated than men across advertising and creative sectors. Advertising, Media & Publishing Creative & Creative Services Marketing, Communications, PR & Events Multimedia Design & Digital Female Male Female Male Female Male Female Male Degree or Higher 94% 87% 91% 68% 93% 96% 78% 89% Masters 20% 18% 22% 16% 19% 25% 21% 27% Postgraduate Degree 16% 15% 16% 21% 18% 20% 14% 13% Undergraduate Degree 57% 52% 53% 31% 56% 50% 43% 48% Diploma or Associate Diploma 4% 10% 5% 29% 4% 5% 21% 9% 10 font Market Pulse, Annual Salary Report - 2013

Hong Kong Insights 2014 Industry Outlook This year, we expect to see an increase in digital marketing roles, and other e-commerce positions as online shopping gains momentum in Hong Kong. This comes in response to a need to satisfy the increasing number of consumers from mainland China, and as a result of skyrocketing retail space costs. Agencies will continue to build their headcount this year as they receive an increase of work from China. Whilst much of this may be junior roles, employers will also be looking for very specialist skills, particularly in digital, and these will be able to command high salaries. Hong Kong s expanding fashion and retail sectors will continue to drive growth across the creative, digital and marketing sectors. We expect to see gradual salary increases in 2014 the steep post-recession boost has slowed, but many still view Hong Kong as the North Asia hub and have been encouraged by the growth in recent years to increase investment in their teams here. - Karin Clarke, regional director Asia, font. Pay disparity vs experience MALE FEMALE 570000 620000 16-20 years When women earn considerably more than their male colleagues - suggesting they hold very senior positions. 180000 180000 300000 300000 420000 430000 23% of women cited flexible working hours as one of their employee benefits, compared to 9% of men. 1 YEAR 5 YEARS 9 TO 10 YEARS 16 TO 20 YEARS Employee benefits across all sectors How much to headhunt? Men will leave for 15% pay rise Women will leave for 16% pay rise CAR PARK FLEXIBLE WORKING HOURS MOBILE PHONE/ MOBILE ALLOWANCE COMPANY PAID TRAINING FEMALE 33% 35% 23% 9% 14% 12% 14% 19% MALE HEALTH CARE SUBSIDIES 13% 11% *12 months data to 1 January 2014 All percentages have been rounded to the nearest whole number font Market Pulse, Annual Salary Report - 2013 11

Singapore Trends Commentary Overall, despite increased investment in the sector, the survey showed that median salaries in Singapore declined across most job functions in the creative, digital and marketing industry in 2013. Women generally earn slightly less than their male colleagues across all four sectors and the Market Pulse study suggests that the pay disparity is a result of women settling for less. When asked what it would take for them to leave their jobs, women stated they would jump ship for a median salary increase of 13 per cent, compared to men who said it would take a 15 per cent increase. Perhaps because of this, many women leave the industry around childbearing age - 9-10 years experience - resulting in greater salary discrepancies between genders with experience. Declining salaries in advertising, PR and digital functions are most likely due to the influx of entry-level roles over 2013, which weighed down the median. We predict this trend reversing in 2014, fuelled by greater demand for specialist marketing, creative and digital services, and very tight supply. We also expect to see continued growth of small companies offering more specialist solutions and, correspondingly, rising salaries in smaller companies. This salary disparity boils down to work-life balance. Women are often faced with pressure beyond the workplace, such as caring for their children, parents and in-laws. Rather than a higher salary, many women are looking for roles that will allow them to fulfill duties both at home and at the workplace. As it becomes more difficult and more costly to fill roles in Singapore, we expect employers to be more open to flexible work arrangements that will keep women in their roles. 12 font Market Pulse, Annual Salary Report - 2013

Singapore Insights Salary movement for specific roles from January to December Singapore median salaries declined across the board compared to 2012. Roles in multimedia design and digital were hit the hardest, with men in web development seeing salaries drop by 36 per cent. Industry-wide, men and women in communications roles received the largest decrease, as salaries shrank by 39 per cent and 21 per cent respectively. The strongest growth was seen in studio, traffic and production roles for the creative industries where salaries grew by 43 per cent, while digital marketing and advertising specialist roles experienced the biggest upward shift for women, with spikes of 27 per cent and 18 per cent respectively. Jobs by Sector Median Salary (Female) % Change Versus 2012* Median Salary (Male) % Change Versus 2012* Advertising, Media & Publishing Account Management 50,000-17% 62,500-20% Planning/Strategy 55,000-8% 85,000-11% Digital 60,000-25% 57,500-23% Journalism 40,000-11% 62,500 25% Advertising Specialist 82,500 18% 72,500 12% Creative and Creative Services 73000-6% Graphic Design 30,000 0% 35,000-13% Creative/Art Direction 47,500-17% 60,000-8% Copywriting 50,000 0% 50,000-33% Studio/Traffic/Production 60,000 9% 50,000 43% Marketing, Communications, Public Relations & Events 73000-6% Marketing Manager 65,000-7% 60,000-25% Marketing Assistant / Coordinator 30,000-25% 36,500 22% PR - Agency 45,000 0% 75,000 11% Online / Digital Marketing 82,500 27% 60,000-14% Communications 55,000-21% 57,500-39% Multimedia Design & Digital -35% Production/Project Management 240,000-20% 330,000 10% Management 345,000-4% 420,000-22% Web / Multimedia Design 195,000-7% 375,000 4% Web - Back/ Front End Development 180,000 0% 315,000-36% *Salaries in SGD *12 months data to 1 January 2014 font Market Pulse, Annual Salary Report - 2013 13

Singapore Insights The skill shortage in Singapore s creative, marketing and digital sector will only grow as employment regulations are tightened - we expect to see salaries rise in response. - Anna Clark-Hall, Singapore country manager, font. Company size counts Company size vs pay in different industries SMALL MEDIUM LARGE 7k The median bonus for both men and women in medium-sized companies. 75 50 65 65 45 52.5 50 50 55 45 52.5 60 20k The difference in median salaries for marketing roles at large companies compared to small companies. 30k The difference in salaries between men and women surveyed who worked in PR agencies. ADVERTISING, MEDIA & PUBLISHING *Salaries in thousands CREATIVE & CREATIVE SERVICES MARKETING, MULTIMEDIA DESIGN COMMUNICATIONS, & DIGITAL PR & EVENTS Gender disparity vs company size Genders achieve greater pay parity in large companies, suggesting more women are in managerial positions. Bonus size vs company size The larger the company, the greater the bonus for both men and women. Male median bonus Female median bonus Small companies 6,000 4,000 Medium companies 7,000 7,000 Large companies 14,000 10,000 Qualifications Singapore is ahead of Malaysia and Hong Kong in levels of higher education, but this has not translated to comparatively higher salaries. Women in Marcoms have the highest rates of university education of any sector. Advertising, Media & Publishing Creative & Creative Services Marketing, Communications, PR & Events Multimedia Design & Digital Female Male Female Male Female Male Female Male Degree or Higher 82% 79% 69% 59% 91% 89% 78% 74% Masters 10% 15% 12% 11% 19% 26% 16% 20% Postgraduate Degree 17% 19% 12% 16% 16% 13% 20% 14% Undergraduate Degree 54% 43% 45% 32% 55% 49% 42% 39% Diploma or Associate Diploma 15% 19% 31% 35% 9% 10% 22% 21% 14 font Market Pulse, Annual Salary Report - 2013

Singapore Insights 2014 Industry Outlook Whilst we will see more regional functions shifting to Singapore this year, we predict overall growth of the sector to be slow, due to the consolidation of major acquisitions that occurred last year. More SMEs will be investing in marketing and communications services, particularly on the back of the Do-Not-Call Registry, a privacy Act that requires businesses to minimise telemarketing. Savvy businesses will instead be scaling up their digital content and advertising campaigns. We are seeing that many women with great career experience seek roles that will allow them to fulfill duties both at home and at the workplace. To retain this talent, organisations should tailor work schedules that are more flexible to their needs, offer them more caretaker leave days, or adopt work-from-home practices. Singapore s tightened labour laws may result in much longer recruitment timeframes that are very costly for companies, particularly those working on a project-by-project cash flow, which is common in the creative, marketing and digital industry. We expect to see a greater acceptance of flexible working hours to retain the very valuable women in the workforce. - Karin Clarke, regional director Asia, font. Pay disparity vs experience MALE FEMALE 120000 115000 9-10 years At 9-10 years experience, more women leave the industry and salary discrepancies become more apparent. 35000 30000 55000 50000 80000 70000 23% of women surveyed receive company-paid training, compared to just 13% of men. 1 YEAR 5 YEARS 9 TO 10 YEARS 16 TO 20 YEARS Employee benefits across all sectors How much to headhunt? Men will leave for 15% pay rise Women will leave for 13% pay rise HEALTH CARE SUBSIDIES MOBILE PHONE/MOBILE ALLOWANCE COMPANY PAID TRAINING CAR PARK MALE 37.8% 41.0% 36.1% 37.6% 13.2% 23.2% 15.5% 14.8% FEMALE FLEXIBLE WORKING HOURS 17.5% 13.4% font Market Pulse, Annual Salary Report - 2013 15

Malaysia Trend Commentary Malaysia experienced a downward movement in salaries over 2013, with men continuing to earn higher salaries than women, particularly in large companies. This may be related to the fact that women were more likely to jump ship than men. Women said they would leave their current role for an 11 per cent pay increase, while men would leave for a 17 per cent increase. Whilst salaries between genders were relatively equal in the early years of their careers, the study found wide discrepancies at around nine years experience, suggesting women were leaving the workforce, or seeking professions that offered more flexibility. Small companies offered salaries of around MYR 55,000 across the board - significantly less than the larger companies, but probably retaining more staff due to greater flexibility and opportunities to learn. Interestingly, marketing, PR and events companies offered relatively equal salaries regardless of size, suggesting greater diversification in this particular sector of the industry. With steady economic growth and increasing demand for roles in the creative industry, we predict that salaries will rise in Malaysia this year, and hope this will reduce some of the gender gap evident in this report. Around the six to nine year mark it is common for women to decide whether or not they want to stop and raise children, or continue to work their way up the career ladder. In many cases they have made many sacrifices to get to senior roles, and are well remunerated. If salaries increase this year, we predict more attritions, greater employee mobility, and aggressive hiring campaigns from employers. To mitigate the costs associated with this, we recommend that companies look at their staff retention strategies, ensuring they meet their promises of remuneration, training and benefits. Small companies that already offer such benefits will set a benchmark, and will also face greater competition as more small, highly-specialised firms emerge in this space. 16 font Market Pulse, Annual Salary Report - 2013

Malaysia Insights Salary movement for specific roles from January to December Malaysia median salaries saw an overall downward trend across every sector in 2013. Salaries drawn by women in multimedia design and digital roles were most negatively impacted, while salaries for both women and men in web development slid the most, by 61 per cent and 45 per cent respectively. Journalism followed closely behind with men earning nearly 40 per cent less. The largest salary increase came for men in PR agencies at 64 per cent, whilst female copywriters and digital advertising experts received gains of 33 per cent. Jobs by Sector Median Salary (Female) % Change Versus 2012* Median Salary (Male) % Change Versus 2012* Advertising, Media & Publishing Account Management 55,000-27% 70,000-13% Planning/Strategy 70,000 17% 95,000-19% Digital 60,000 33% 60,000-37% Journalism 65,000-7% 50,000-38% Advertising specialist 52,500-38% 105,000 27% Creative and Creative Services 73000-6% Graphic Design 35,000 0% 35,000 0% Creative/Art Direction 80,000 7% 95,000 19% Copywriting 80,000 33% 55,000-8% Studio/Traffic/Production 52,500-19% 65,000 8% Marketing, Communications, Public Relations & Events 73000-6% Marketing Manager 77,500 3% 65,000-38% Marketing Assistant / Coordinator 30,000 0% 33,000 1% PR - Agency 40,000-33% 57,500 64% Online / Digital Marketing 50,000-23% 80,000 33% Communications 45,000-25% 62,500-46% Multimedia Design & Digital -29% -35% Production/Project Management 40,000-47% 85,000 21% Management 77,500-57% 145,000 29% Web / Multimedia Design 37,500 0% 60,000 20% Web - Back/Front End Development 35,000-61% 30,000-45% *Salaries in MYR *12 months data to 1 January 2014 font Market Pulse, Annual Salary Report - 2013 17

Malaysia Insights We see a greater number of small companies emerging in Malaysia, catering to rising demand for more specialised skills, particularly in marketing and communications. We expect to see salaries in smaller firms rise comparatively. - Priya Bala, Malaysia country manager, font Company size counts Company size vs pay in different industries SMALL MEDIUM LARGE Small companies promote greater pay parity between men and women than medium or large companies. 90 80 75 70 70 55 55 55 60 65 70 55k the median salary in small companies, except in multimedia, where the median salary is $40,000. 40 50k the difference in salaries for multimedia roles in larger companies compared to small companies. ADVERTISING, MEDIA & PUBLISHING *Salaries in thousands CREATIVE SERVICES Bonus size vs company size MARKETING, COMMUNICATIONS, PR & EVENTS The larger the company, the greater the bonus for both men and women. Male median bonus MULTIMEDIA DESIGN & DIGITAL Female median bonus Small companies 6000 5000 Medium companies 10000 5000 Large companies 13500 10000 Gender disparity vs company size Women in Malaysia achieve greater pay parity in smaller companies than in larger companies. SMALL MEDIUM LARGE 50000 55000 60000 80000 60000 85000 FEMALE MALE Qualifications Malaysia has a lower rate of degrees than Singapore and Hong Kong. Women are more likely to hold a degree or higher except in the multimedia sector, where 40% of women hold a diploma or similar. Advertising, Media & Publishing Creative & Creative Services Marketing, Communications, PR & Events Multimedia Design & Digital Female Male Female Male Female Male Female Male Degree or Higher 82% 66% 68% 62% 83% 76% 61% 67% Masters 11% 11% 9% 5% 10% 17% 1% 6% Postgraduate Degree 24% 20% 15% 20% 23% 16% 21% 24% Undergraduate Degree 47% 35% 44% 37% 50% 41% 40% 35% Diploma or Associate Diploma 15% 28% 30% 34% 14% 20% 40% 33% 18 font Market Pulse, Annual Salary Report - 2013

Malaysia Insights 2014 Industry Outlook We ll see even more new entrants in the creative, digital and marketing industry in 2014. These are both international companies and small local agencies who are looking to make the most of the Malaysia s growth and a general demand for creative, digital and marketing services. More non-creative and non-client-facing roles will be moving to Malaysia from across the region as the country provides a lower cost base and continues to establish itself as a business process outsourcing leader. As cutting-edge brands look to keep ahead of the curve and reach discerning customers through social media and smart phone penetration, we re predicting increased investment and headcount in top-tier agencies, with a particular focus on Digital. With that increased demand, we re expecting salaries to rise. Smaller firms are often more likely to accommodate flexible working arrangements, which in many cases is more attractive to female employees than a high salary. We predict more and more of the larger companies will adopt flexible working arrangements this year to retain their excellent female talent. - Karin Clarke, regional director Asia, font. Pay disparity vs experience MALE FEMALE 180000 1-5 years Men and women earn almost equal salaries in the early years of their careers, but at 9-10 years and above, men earn significantly more. 35000 30000 55000 50000 120000 90000 135000 34% Men with 16 to 20 years experience earn 34% more than women, suggesting men hold the leadership positions. 1 YEAR 5 YEARS 9 TO 10 YEARS 16 TO 20 YEARS Employee benefits across all sectors How much to headhunt? FEMALE MALE Men will leave for 17% pay rise Women will leave for 11% pay rise HEALTH CARE SUBSIDIES MOBILE PHONE/MOBILE ALLOWANCE FLEXIBLE WORKING HOURS COMPANY PAID TRAINING CAR PARK 45.4% 42.8% 42.3% 40.1% 37.4% 39.8% 30.5% 13.9% 22.5% 26.1% *12 months data to 1 January 2014 All percentages have been rounded to the nearest whole number font Market Pulse, Annual Salary Report - 2013 19

OnlineSalarySurvey.com Who is font? OnlineSalarySurvey.com is a specialist salary comparison site run by leading marketing, creative and digital recruitment specialists font. The site s aim is to give professionals in these sectors a mechanism to openly contribute, share and exchange salary data about their industry. We collate salary information gathered from marketing, creative and digital professionals so that the combined salary database delivers information of real value to the entire industry. Finally, the survey gives an accurate insight into what people in the marketing, creative and digital sector are really earning. Salary information is entered online by marketing, creative and digital employees and compiled anonymously so that other industry professionals, including employers, can determine how their salary compares to their industry peers. All salary data is shown live (in real time) so the moment salary data is entered it becomes available to the entire community. Importantly, the impact of factors such as company size, gender, location, industry, years of experience, and number of direct reports can also be included in salary searches to ensure the most accurate and relevant salary data is delivered to you. font specialises in recruitment solutions for the marketing, creative and digital industries. We exist to place talented specialists in temporary, contract or permanent jobs they love, and to help companies find, attract and retain the most outstanding Talent in the marketplace. We place talented professionals in permanent positions in the following areas: Executive management Digital design and production Creative and creative services Account management and planning Marketing and communications Media Explanation of Market Pulse data Median Base Salary: The median base salary is the salary that falls at the midpoint of matching salary data. It does not include cash benefits/bonus or superannuation/pension. Company sizes: In Singapore, Malaysia and Hong Kong a small company refers to 1 to 49 staff, medium refers to 50 to 299 staff, and a large to 300+ staff. In New Zealand a small company refers to 1 to 10 staff, medium refers to 11 to 99 staff, and large to 100 + staff. Based on real-time data extracted from results from font s online salary portal: www.onlinesalarysurvey.com Disclaimer: Changes to economic market conditions from the time of surveying to the time of distribution is not reflected in this report. Whilst every care is taken in the compilation of the results, the report is provided on the understanding that it neither represents nor is intended to be advice. font will not accept responsibility for any loss arising from the use of the information provided within this report. Copyright The information contained in this survey is copyright. No part of it may be reproduced, stored or transmitted, in any form or by any means, without the prior written permission of font. Contact us Hong Kong +852 2127 7747 Malaysia +60 3 62010196 New Zealand +64 (0) 9 309 6691 Singapore +65 6336 7444 Website Blog Facebook Twitter YouTube LinkedIn Pinterest fonttalent.com fonttalent.com/about-us/blog facebook.com/fonttalent twitter.com/fonttalent youtube.com/fonttalent linkedin.com/company/font pinterest.com/fonttalent/