Hold on. Diversity and Managing in the Arts.

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Our new report, created in collaboration with The Bridge Group, exposes inequalities in the arts that have been 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 – and makes practical recommendations for change.

Hundreds of people working in a range of roles shared demographic information and occupational data, alongside their perceptions of opportunity, progression, diversity and inclusion across the arts sector. The findings are stark.

"In the UK we have a long tradition of maintaining structural inequalities, while simultaneously wringing our hands about it. What is stopping change? Retention of power is driven by fear, and a lack of imagination: a fear of losing relevance, status, incomes – considerations that all can relate to. Imagination takes courage: and right now, imagination is what is required of us all. The sector is at an important point of inflexion. It is the perfect time to experiment with radically different strategies for employment, progression and retention in the sector."

Amanda Parker

The report makes a range of practical recommendations, including:

• Embed ethnic and socio-economic diversity as a condition of funding and government support – contextualised regionally
• Individual arts organisations should support Inc Arts in the development and implementation of a National Action Plan for diversity in the arts and cultural sector
• All arts organisations should pay people undertaking work experience and internships lasting more than two weeks, and openly advertise all internships wherever possible
• All organisations should access and adopt best practice in advertising and recruiting roles and opportunities – and evidence where possible why a university degree is essential criteria
• Lobby for socio-economic background to be a protected characteristic, enacting Section One of the Equality Act
• Lead by example by using language that is progressive, specific yet accessible, appropriate, and inclusive.

Read the Summary Report below and the full report by clicking here.