Complete the 2022 IAPP-TRU Salary Survey
In partnership with TRU Staffing Partners, the IAPP will use this year’s Salary Survey to delve deeper into compensation of privacy professionals. The IAPP-TRU Salary Survey offers privacy professionals the chance to benchmark their own and their teams’ compensation. Your personal responses add to its value. Please set aside a few minutes in your schedule today to give us your perspective and make a contribution to our field. Click here to complete the survey.

The IAPP Privacy Professionals Salary Survey has been produced since 2003 to provide IAPP members with insights about salary and additional compensation. This year we have expanded the reach of the survey to include both in-house and external privacy roles from consultants to vendors to regulators. The survey takes 10-15 minutes to complete.

With your support we are aiming to provide insight into specific areas such as:

  • Compensation of in-house vs. external roles.
  • Industry/geographical/market/organizational breakdown of compensation.
  • The level of additional compensation awarded to privacy professionals through mechanisms such as bonuses, long term incentives and commissions.
  • Key benefits awarded to privacy professionals.

Take the survey now

All Responses Are Confidential
The survey is for research purposes only and results are analyzed only in the aggregate. Questions are designed to minimize risk of personal data collection. You will not be asked for your name, email address, contact details or company name, and we will not call or email you based on your participation.

Click to view more info

Published: June 2021View Full Report (Members Only)

Introduction: A year into the pandemic
So much has happened since the IAPP conducted its last Salary Survey in 2019. Many jobs have been lost due to the public health and economic crisis ensuing from the COVID-19 pandemic. As of today, only a portion of these jobs has returned. Many workers have also needed to switch roles or occupations or repurpose their skill set for the new demands of the time. The very meaning of concepts, like “work” and “meeting,” have even changed, taken on new meaning or lost some of their previous meaning altogether. For several more years, at least, businesses will likely continue to need to invest more in the health and safety of their employees and consumers. But despite the upheaval, the job market in the field of privacy has remained strong. Although remote and at home, privacy professionals continue their work, few privacy jobs have been lost and many roles are even better paid today than they were just a year or two ago.

Yet, many privacy pros, like other workers, have faced difficult choices regarding their careers and families due to the pandemic. Across the broader job market, macroeconomic data has shown women — and particularly women of color — have been the most negatively affected, bearing some 60% of the job losses caused by the pandemic. Indeed, women have exited the workforce in alarming numbers. A recent study by Oxfam International found last year women lost 64 million jobs, which equates to $800 billion in lost income. Due to the fact that women have experienced disproportionately more pandemic-induced job losses while facing greater pressure to do more caregiving at home, one researcher has dubbed the pandemic to be the first “she-cession.” In addition, essential workers, who have also borne the brunt of the risks to their health and well-being, are more likely to be women.

For virtually everyone, therefore, coping with COVID-19 has become a necessity. This need to cope may be why interest in activities, such as journaling, arts and crafts and collectables, has grown substantially. Whether expressing it through writing, creating something beautiful or simply screaming it out, finding meaning and comfort in these strange times have become crucial tasks for us all.

The IAPP published an infographic that highlights the results of the 2021 IAPP Privacy Professionals Salary Survey, which can be accessed here.

Businesses have also needed to grapple with a changed reality. Employee retention, satisfaction and morale have become acute challenges for many employers. Organizations in various industries have used incentives, in addition to base salary, to retain top talent in a year marked by excessive burnout, the blurring — if not evaporation — of the work-life boundary and the dreaded “Zoom fatigue.” Businesses have pursued various strategies to keep their employees happy. Wall Street banks have offered their employees perks ranging from all-expenses-paid vacations to Peloton bikes, while companies from Twitter, Facebook and Salesforce to Novartis, Siemens and Ford Motor Co. have promised their employees they can have the option to work from home or have flexible/hybrid work arrangements permanently, post-pandemic.

Given all that has occurred over the past year, the 2021 Salary Survey was conducted with the COVID-19 pandemic at the forefront of our minds. While its overall purpose is still to explore and benchmark the compensation, pay raises, bonuses and evolving characteristics of the privacy workforce, this year’s survey also examined how COVID-19 has impacted privacy pros, what related challenges they have faced, what keeps them motivated and what they expect the future to look like. The results are illuminating at a time when so much remains uncertain, providing a stable, historical look at the privacy profession and its unique position within the world today.

Key Findings


  • Mean privacy professional salary, which was nearly $141,000, has continued to increase over time and is more than $6,000 higher in 2021 compared to 2019.
  • Mean salary is much higher in the U.S. than in Canada or Europe.
  • 63% received a raise in the past year.
  • However, 75% received additional compensation on top of salary; the average additional compensation amount is $21,420, more than $1,400 higher than in 2019.

The Workplace

  • As of early 2021, about 90% of privacy pros were working mostly or entirely from home.
  • About 36% believe they will continue to work mostly or entirely from home after the pandemic ends, while another 50% expect to have a hybrid work arrangement.


  • The proportion with CIP certification is up four points since 2019.
  • 2021 saw significant increases in both CIPP/E and CIPM certifications.
  • Privacy pros with one or multiple certifications earned an average of $5,000 and $15,000 more than their non-certified counterparts.