A list of useful guides and documents to help you demonstrate best practice for achieving a more representative off-stage workforce.
Panic! Social Class, Taste and Inequalities in the Creative Industries
Panic! Social Class, Taste and Inequalities in the Creative Industries is the first sociological study on social mobility in the cultural industries, and was released by Create London and Arts Emergency on April 16th 2018.
The paper is part of the wider Panic! project initiated in 2015, that takes an unprecedented look at social mobility and inequality within the cultural and creative industries in the UK. Led by academics Drs Dave O’Brien, Orian Brook, and Mark Taylor from the Universities of Edinburgh and Sheffield, the paper highlights the significant exclusions of those from working class origins, women and those from Black, Asian and Minority Ethnic (BAME) backgrounds across the cultural and creative industries, which include the arts, music, publishing, advertising and IT.
Download the report.
d&i Leaders reports
d&i Leaders is a network of diversity, inclusion and HR professionals looking to collaborate, network and accelerate their workplace inclusion strategy.
d&i Leaders have a selection of downloadable reports, including: Ethnic Diversity: Learning to Work Together, Four Secrets to Success in Progressing the D&I Agenda, Future Skills of the D&I Leader, LGBT+ at Work 2019 Conference Report, Gender Pay Gap – What Next?, and Inclusive Leadership by Design
Visit the website
Maya Productions’ Pocket Guide to Black, Asian and Minority Ethnic Role Models and Leaders in the Performing Arts
Black, Asian and Minority Ethnic role models and leaders are important for increasing workforce diversity. Seeing BAME artists in the spotlight builds ambition in young people and motivates individuals to step into a career in the arts. Listening to BAME leaders in positions of power inspires confidence in the ability of the industry to reflect the rich tapestry of our society. Including more BAME workers across the industry takes us closer to the creation of great art that can speak to a wide range of people.
This Pocket Guide shares some findings from a Clore/AHRC funded research project, Where Am I? led by Suzanne Gorman in collaboration with Dr Doris Eikhoff and CAMEo Research Institute for Cultural and Media Economies, University of Leicester.
Visit the website
Arts Council England’s Diversity Report 2017-18
This report analyses data on:
- The workforce of National Portfolio Organisations (NPOs) and Major Partner Museums (MPMs), including the diversity of people in key leadership roles and at different job levels
- The Creative Case for Diversity ratings of NPOs and MPMs, which record how well they respond to diversity through different areas of their programme
- The diversity of artists and organisations who received investment in the last year through the Arts Council’s Grants for the Arts fund
- The diversity of the Arts Council’s workforce and leadership
- The socioeconomic diversity of audiences for Arts Council NPOs
Arts Council England’s Equality Action Plan Guidance
This equality action guide, produced in collaboration with Stephen Lawrence Consulting, will help organisations to address opportunities to diversify their workforce, leadership and audiences.
Visit the website
Arts Council England’s Making a Shift report
Disabled people are under-represented within the arts and cultural sector workforce in all role types and levels of seniority. This report aims to improve our understanding of why these trends exist, what barriers are preventing disabled people from entering and progressing within the arts and culture sector workforce, and actions that could be taken by the Arts Council and arts and cultural organisations to improve the representation of disabled people in the workforce.
Stage Sight Recruitment Guidance
Guidance from Stage Sight – suggested procedures for organisations to increase diversity in the recruitment process.
Equality Commission Employment Code of Practice
Guidance on discrimination because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. This includes guidance in chapters 12 and 16 on taking positive action to improve diversity and how to avoid discrimination in recruitment.