#CultureNeedsDiversity: 6 principles for the arts sector

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Change is not a static process. It does not come with a static manual. The actions listed here come from years of conversations, between ethnically diverse, Asian and Black people working in the arts and creative sector. And those conversations change over time. Our needs will change over time. 

This is what the UK's leading ethnically diverse arts leaders, and the workforce, have agreed are the priorities for the sector right now. It is far from being an exhaustive list - it is a set of guiding  principles by which to effect change. 

1. Introduce regular mandatory training in your places of work on racial equality, micro aggressions and cultural differences to ensure a safer environment and that people are talking about it from the start of getting back to work.

Inc Arts’ charter is one starting point - and we are tailoring it to reflect different organisations. We See You WAT has everything you need to take comprehensive action.  

But before you do anything else...

• · Do not start to build without establishing an embedded consultation process, involving ethnically diverse people with expertise. 
• · Being ethnically diverse is not a qualification to help you with your change: do not mine the lived experience of those most affected by your ignorance.
• · Educate yourself: become an agent of change by starting with you - before creating systems for change in your organisation. 
• · Undertake unconscious bias awareness, and anti-racism training. Immerse yourself in the rich wealth of resource available to help you to understand how your actions have a detrimental impact on others, and what you can do to help. 

See our list on where to get help

2. Prioritise rescue package funding to  organisations that can actively demonstrate a minimum of 15% ethnic diversity in their operations and activity.

Prioritise ethnically diverse project-funded organisations: these are the hardest hit, and most at risk.  

Project-funded organisations have high numbers of freelancers, who have been disproportionately affected by the impact of COVID-19. The great work produced by these artists make our venues  what they are - bringing in audiences, and building arts engagement in local communities. Prioritise funding to ethnically diverse freelancers and project-funded organisations that are leading the way on community engagement, artist development and audience building.

3. Prioritise the retention of existing diverse staff, and the employment of diverse freelancers in the arts workforce. Advocate for amendment to the Equalities Act.

The diversity gains made in the arts in recent years have been largely down to new entrants to the sector. If we lose diversity in the workforce now, we lose our future talent pipeline. 

If we lose ethnically diverse staff and freelancers who are not new to the sector, we will create a skills deficit that will take years to rebuild. 

The UK’s population is increasingly diverse: lose ethnicity and we consign our industry to history.

Section 159 of the Equality Act allows employers to take active steps to increase the ethnic diversity of their workforce. At the moment this does not explicitly refer to  considerations of ethnic diversity in redundancy decisions, or dismissals. If you want to be an active ally for change, consider how you can take steps to ensure your organisation doesn’t lose the gains made in recent years. 

4. Ensure the UK's top 50 arts organisations (those with the biggest annual turnover) have 30% ethnically diverse leadership by 2025.

Embed diversity as a condition of funding for all publicly funded arts institution in the next National Portfolio round of funding. 

Impose 15% diversity across all arts institutions by the end of 2022.

Our largest arts organisations are in our most ethnically diverse regions. There is no excuse for the current lack of representation. Our creative leaders have been working in the UK for many decades. Dismantle the prejudices which have prevented their rise.

The last UK census in 2011 told us 13% of the UK was ethnically diverse. The UK’s ethnically diverse population is growing at a faster rate than those who describe themselves on the Census as ‘white’. 

Our most heavily populated towns and cities are also the most diverse: 

• 40% of London’s population is ethnically diverse. 
• 33% of Manchester’s population is ethnically diverse. 
• London receives almost 30% of Arts Council England’s funding allocation. 

Our arts funding is concentrated in areas of high population density. 

That’s why we believe 15% diversity across our arts institutions is both feasible and necessary. 

This diversity is required across workforce, audience and programming.

5. To build diversity across all areas of arts businesses: for cultural organisations to allocate a percentage of each budget line to an active diversity intervention, including all areas of business practice, management and governance.

From the artists you engage with, to the contractors you work with: even if your organisation is small, then prioritise engagement with ethnically diverse freelancers. Conscious procurement is within your gift. 

See our provocation: the 1% as a starting point

6. Impose sanctions on non-diverse organisations which have less than 15% of ethnic diversity in their workforce and programming - with immediate effect.

Our funding bodies have continued to fund organisations which have reported low engagement with ethnic diversity. These organisations are themselves funded by our taxes, and through national lottery funding – an income stream which comes from contributions from people typically under-represented in the arts workforce – both ethnically diverse, and socio-economically disadvantaged. 

If they do not represent us, they should not be funded by us.

                                          Work with us to make change happen.