Hold on, produced in partnership with The Bridge Group, exposes inequalities in the arts exacerbated during Covid-19, and calls for urgent, practical action.
This report is about who gets ahead – and how – in UK arts management. The study includes over half a million quantitative data-points, more than 500 survey responses and 60 hours of qualitative interviews to make practical recommendations for change.
Hundreds of people working in a range of roles shared their demographic information and occupational data, alongside their perceptions of opportunity, progression, diversity and inclusion across the arts sector. The findings are stark.
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Inc Arts reports into the effect of coronavirus on ethnically diverse creatives informed the Shadow Cabinet’s response to recovery, and was reflected in the Liberal Democrats creative manifesto recommendations.
The UK’s first research into the impact of the pandemic on wellbeing and livelihoods of Black, Asian and ethnically diverse people working in arts and culture.
The creative and cultural sector was one of the most severely affected by the pandemic. Inc Arts CEO Amanda Parker authored sector recommendations for creative and cultural leaders looking to rebuild more equitably.
In October 2020, Inc Arts UK conducted a snap poll of ethnically diverse arts sector leaders (Artistic Directors, Executive Directors and equivalent roles), and London-based leaders whose work primarily target diverse audiences. The poll was open for over 4 days, and was supported by interviews with a selection of the survey group.
The group was asked to share their experiences, outcomes and opinions of the UK Government’s Culture Recovery Fund.
Are organisations doing more than posting a ‘black square’?
In May 2021, Inc Arts sent out a survey to 100 Arts Council England (ACE) National Portfolio organisations (NPOs), and the 16 organisations directly funded by the Department of Digital, Culture, Media and Sport (DCMS).
These organisations were committed to public displays of diversity, more diverse programming, and ethnically diverse appointments to boards. However, there was little change in the ethnic diversity of wider staff.