Ashleigh Webber has covered Creative Access and Red Consultancy’s new study revealing that three in five (59%) Black candidates worry that dressing like themselves or wearing their hair naturally will result in discrimination when they attend job interviews – and concerns about discrimination persist even after they have secured a role.

Read the piece in full here.

New research from Creative Access, a leading diversity & inclusion social enterprise, reveals that a lack of or unclear workplace and job interview dress codes and guidance is causing confusion, anxiety and feelings of disadvantage amongst job seekers, particularly for those from groups under-represented in many professions, in terms of their ethnicity, socio-economic status or disability.

Half (43%) of candidates surveyed say they have never received guidance on what to wear for a job interview or when starting a new job, yet 82% say they would find clear guidance helpful. Over half (55%) said they found the common dress code ‘smart casual’ confusing.

Over 2,000 people across the UK workforce were surveyed by Creative Access to understand how the experiences of job interviews and the workplace varied for individuals from different backgrounds. 

Lack of interview dress codes guidance is driving anxiety:

• 59% of Black candidates worry ‘dressing like themselves’ or wearing their hair ‘naturally’ will result in discrimination at work
• Almost half (48%) of respondents from lower socio-economic groups say they found navigating what to wear or how to style their hair for an interview challenging – compared to just a third (36%) of those from the wider workforce
• Almost a third (27%) of people from Black, Asian and other ethnically diverse groups say they felt pressure to change their hair for an interview

Guidance on hair or clothing expectations is also important for those who identify as neurodivergent:

• Over a third (37%) of neurodivergent people have never received guidance on what to wear for a job interview
• When asked, if they would find it difficult to decide what is appropriate to wear and or how to style your hair for a job interview: 59% of neurodivergent individuals said yes, citing two main reasons:
  • That ‘smart casual’ is confusing (58%)
  • And worries that dressing like themselves or wearing their hair naturally or in the way they feel comfortable will result in discrimination (56%)

According to Nargis Choudhury, People Co-ordinator at Red Consultancy, a Soho-based public relations firm: “I regularly get asked by candidates what they should wear particularly by those from Black, Asian and ethnically diverse groups. It’s no use saying ‘smart casual’ which means different things to different people. We have had instances of people turning up in suits in a bid to look professional, but then felt too ‘corporate’ as they are interviewed by people dressed more casually. I direct people to our company Instagram page to show that we have, and we welcome a very broad range of looks.”

People with Afro Textured or curly hair face hair worry about discrimination

Once they’ve secured the job, workers continue to worry about discrimination based on their clothing and hair style choices. Those with Afro Textured or curly hair are less confident in wearing their natural style in the workplace – with more than 1 in 10 (14%) believing it will have a negative impact on their career.

Those with naturally straight hair broadly did not feel compelled to change their hair texture for interviews (86% said no), whilst a third of those with Afro Textured or curly hair (31%) feel compelled to change their hair texture and more than 1 in 10 of those with Afro Textured or curly hair felt they should cover their natural hair or wear a wig for interviews (15%).

Respondent case study:

According to one worker, 30 year old, Sloane Francis Grant from London: “I have definitely held back from switching up my hairstyles due to not wanting to attract attention. On the rare occasion that I did ‘debut’ a new hairstyle at work, I would get endless questions, and whilst never malicious, it could get exhausting answering the same questions such as “How long did that take? How long will it last? How much of it is your real hair? Wow you must have been so tired by the end!”

Work events are not inclusive

The research also highlighted a lack of inclusivity at formal work events with 18% of respondents saying that traditional ‘black tie’ events aren’t inclusive. More than one in ten (14%) had turned down invitations to formal work events because they didn’t have the right clothes, rising to one in five (20%) for Black employees. While almost a third (31%) from lower socio-economic groups admitted concerns about having the right clothes to wear.

Creative Access, who commissioned the study, provide career access, support and training for people from under-represented groups and help organisations build more inclusive cultures. The organisation’s mission is to make the creative industries reflect UK society.  

“As we enter the busy post-summer recruitment period, this research shows how important it is for employers to provide clear guidance to candidates on all aspects of the recruitment process, including what to wear. Navigating vague or confusing dress codes or no dress code at all is adding an extra layer of unnecessary anxiety and our research shows is particularly impacting those from under-represented groups,” says Bibi Hilton, CEO, Creative Access.

To help employees be more inclusive during the recruitment process, Creative Access has put together a guide for employers here.

Research was undertaken by Vitreous World in June 2023. 2,000 UK nationally representative survey & 142 people working in creative industries via Creative Access membership.

As we enter the busy post-summer recruitment period, this new research report on unwritten codes around hair & clothing from Creative Access and Red Consultancy shows how important it is for employers to provide clear guidance to candidates on all aspects of the recruitment process, including what to wear. Navigating vague or confusing dress codes or no dress code at all is adding an extra layer of unnecessary anxiety and our research shows is particularly impacting those from under-represented groups. The bottom line? Clear and inclusive practices benefit everyone, especially when:

• 59% of Black candidates worry ‘dressing like themselves’ or wearing their hair ‘naturally’ will result in discrimination at work
• Half (43%) of respondents said they have never received guidance on what to wear for a job interview or when starting a new job
• 59% of neurodivergent individuals stated they would find it difficult to navigate what to wear/how to style their hair without guidance for an interview

Over 2,000 people were surveyed by Creative Access on their experiences in interviews and the workplace to explore the experiences of different ethnicities and socio-economic groups.

Based on those findings, Creative Access has outlined how those in influential hiring or people management positions can communicate any expectations clearly & inclusively about how to style or present yourself, and in some cases check their own biases at the door.

Read the full report & guidance: Navigating hair & clothing codes in the workplace

Once taboo in job interviews, career breaks – for a wide range of reasons – are in fact commonplace, especially now that career paths are less linear than they used to be. Read on to hear what our Creative Access recruitment team, and a real-life employer partner have to say about explaining a career break.  

Acknowledge the gap head-on in your CV, briefly referencing the reason – be it caring responsibilities, health issues, travelling, or studying. Often employers aren’t trying to catch you out by asking about your career break and just want to understand the reasons behind it and what you’ve learnt from it, just like any other experience you’ve had.  

It can also be helpful to be honest from the outset with a potential employer if you want to disclose any reasonable adjustments or caring responsibilities that they’d need to be aware of if they hired you. You can read our advice on navigating disclosure as a job seeker here.  

No matter your reasons for your career break, you will have likely learned something along the way about yourself, or picked up some transferable skills along the way that will help you in the next step of your journey. So, make sure to reference them with examples in your application and interview. 

You can use the experiences you’ve had during your career break: if you’ve taken time out to raise a child, or due to redundancy, work drying up as a freelancer during the pandemic, or illness, what have you learnt from that? Did you undertake any courses or volunteer at all during this time? You should also mention this!  

Career breaks – and your return to work – can also demonstrate your ability to overcome challenges.  Don’t forget that personal growth is just as valuable as professional growth. 

Here’s a few examples of skills you might have picked up on the way: 

• Perseverance – your return to the world of work itself demonstrates a great amount of perseverance 
• Resilience – if you’ve lost your job or have caring responsibilities, you might have learnt a lot about resilience in order to keep calm in moments of crisis  
• Organisation – if you yourself have been ill or have been caring for a love one with an illness, you may have picked up organisational skills from communicating with healthcare officials and making caring arrangements 

EXAMPLE: “Caring for my disabled sister throughout my life has meant I’ve had to take career breaks quite often. As you can see, in 2018 I took two months off to help her recovery from surgery. I’ve developed organisational and time management skills from these responsibilities such as scheduling, making phone calls, writing funding applications, that align with what the qualities needed in this project management role.”   

Greg Jones, European CEO of Smarts Agency:  

Practising for interviews is super helpful for everybody, particularly those who have been out of the interviewing game for a while and need to get back into the swing of talking about your skills and experiences. It will also be beneficial to help you practise explaining the reason for your career gap. This is especially true if the break was for a sensitive reason such as a health issue or the loss of a loved one. 

Ask a friend or family member to role-play a job interview with you so you can get comfortable with the format again.  

Interview Warmup by Google is also a great tool for practising.  

Read more in-depth advice on interview techniques from us.  

Demonstrating a passion and drive to re-enter the workforce, specifically the role you’re applying for, is key. Make sure to talk about your enthusiasm, interest in the industry and what skills and experiences you hope to gain from the role.  

You can even prep beforehand by brushing up on new industry trends and networking with others in your field. Has your career break given you a fresh perspective on your ambitions? Make sure to talk about this. 

Your career break, ultimately, can show your strengths and skills; see job applications and interviews as an opportunity to show how committed and excited you are to re-enter the world of work and how driven you are about succeeding in the industry with a renewed focus.  

Check out our advice on putting together your CV and acing an interview, no matter what stage you’re at in your career. 

Calling all PR pros – aspiring or seasoned – we’ve got some fresh careers advice for you from #CAAlumni and steering group member, Abs Gandhi. 

Abs started off as an intern at Freuds back in 2014 and he is now the PR manager – EMEA at tech company, Snowflake. If you want to know how you can leverage your agency position to go inhouse, the importance of relationship management and why those from under-represented communities should work on their personal brand, then read on… 

Snowflake used to be one of the clients that I represented when I was working at a PR agency. I helped launch Snowflake into the UK market in 2017, and it was my favourite account to work on. It really helped me to grow and flourish in my role. A role came up to lead the PR in EMEA and it was the perfect opportunity for me. I knew how great the company was, as well as the employees within the company. The client I was reporting into is now my boss, which really helped me fit into my role easily and lead the Snowflake PR engine in EMEA.  

Relationship-management. There are so many tools and skills that help you flourish in a role in PR, but without the ability to form good connections with fellow colleagues, senior leaders, and of course, media, you will really struggle to drive real impact in your role and for the business. If it wasn’t for my abilities to focus on relationships, I may never have secured my current role.  

PR is not just about what you do for the company or clients you represent – it’s how you conduct PR for yourself. If you’re bringing something to the table, whether that’s unique or otherwise impactful, you should really shout about this. I have often felt that people from ethnic or low socio-economic backgrounds always have more to do when progressing in their career, and it’s essential to take the time to focus on your own brand, as much as you do in your job. 

Being responsible for the growth of PR across EMEA is a project in itself, and one I’m most proud of. When I joined the company there were only three core markets. Now we have PR presence across 17 countries which shows massive growth, and one that I’m truly happy to have played a key role in.  

Diversity in each working day. I often get asked, what do you do in your day-to-day role, and it’s the most difficult question to answer because every day is a new day. And that’s what really separates PR from other industries. You have the ability to be creative, expressive, strategic, be at events (domestic or international) – all completely different experiences and which help you develop skills all-round.   

One thing that I tell anyone starting their PR career, and one that I think is essential in the creative industries, is to remain authentic and be true to yourself, without compromising too many of your core values.  

The other thing more specific to PR is to find your niche. There are a number of PRs out there, but to climb the ladder and make yourself known in your agency/company/amongst colleagues, you should hone in on something that you’re interested in (just as writing or another specific skill set), and one that makes an impact. For example, in agency life and still in my role now, developing strong and authentic relationships with media has really helped me in my career in creating trust and of course, landing the right stories. 

A great deal of managers I’ve had have really inspired me, and have become mentors and great friends at the same time. I’ve always looked up to them because they have enabled me to be authentic, support my career, and always been a great sounding board if I’m ever facing any difficulties. Having a good manager can really propel your career, and I’m grateful to have had such an amazing group of people manage me. 

Looking for a new role in PR, check out our opportunities board! 

For this week’s installment of #CreativeIndustryTrailblazers, we’re chatting to Creative Access alumni and member of our steering group, Hetty Ashiagbor! Starting off as a location runner via Creative Access in 2015, Hetty’s career history so far reads like a dream resume, having worked as a social video producer at Mail Online and producer for BBC Good Food. She is now living out her creative dreams as a content creator at The Lego Group.

Here, she tells us about her current role, her insights into what skills are needed for a career in production and her own career inspirations… 

I needed a new job and to progress within my career. I wanted to work within multi-platform video content. My search mainly consisted of LinkedIn but I also applied for roles within media sites such as APA and Creative Pool. I submitted my CV before being contacted to take part in a three-stage interview process, and my final interview was a presentation. 

This may sound like a cliche, but I would say that it is imperative to have excellent communication and organisational skills. You have to be passionate about the content you’re producing and have an understanding of the production process. The production process can be split into three sections: pre-production, production and post-production. An understanding of costs and budgets is also needed. 

If you don’t ask, the answer will always be no. There’s no harm in asking for what you want. 

One of the first projects I ever worked on was a one-off documentary for Channel 4. I played a major part in the development stage, which was later commissioned by Channel 4.  

It is such a fun role. No two days are the same, so you’ll definitely be kept on your toes. You play a massive part in bringing together a project and ‘making things happen’. Producer roles are so versatile that there’s almost always a producer role that would be the right fit for anyone who wishes to work within the position. 

Learn as much as possible in every role you’re in, stay up to date with what is happening within the industry and network where possible. Don’t be afraid to move around within different roles and companies in order to progress. Be bold, take risks, ask a lot of questions and don’t be afraid to ask for what you want.  

Dr Joanna Abeyie MBE. Joanna has made a significant impact within the creative industries and has been an inspiration to my career since my first few roles working as a freelancer in TV production and development. Joanna is a champion for diversity within the sector, having launched Shine Media which focused on entry level recruitment for ethnic minority groups within the media industry. As diversity grew within entry level roles, Joanna saw an opportunity to work to increase diversity within senior positions. There was and still is a lack of diversity within senior positions across the sector. As a result, Joanna launched Hyden to cater to this specific need.  

Joanna’s career from working as a journalist to being a social entrepreneur and catering to the needs of the creative sector is an inspiration. She has progressed significantly within her career in such a short space of time and has won awards and has received an MBE as a result.  

I have crossed paths with Joanna on a number of occasions. The most prominent time was when she accepted an invitation to be a panelist at a networking event I organised, and hosted for creative professionals. She was so humble, kind and gave a wealth of knowledge as a panelist. Her experience is invaluable and she was transparent in her advice. You could tell that she just really wanted to help people. She thanked me after the event but really, I couldn’t thank her enough. 

One of her most recent roles was working as the head of creative diversity at the BBC. Her career trajectory is incredible and she continues to make ‘waves’ and ‘headlines’ for the amazing work that she does. 

Looking for more career inspo? Check out the rest of our blogs here.

We’re not interested in box-ticking training exercises. What we’re passionate about is facilitating discussion, reflection and actions that lead to disruptive change and impact. Whether you’ve participated in our diversity and inclusion, mental health and wellbeing, or leadership training, our goal is for you to take these learnings to the outside world with you and adapt for what your company or team needs.  

To help ensure participants are utilising everything that comes with the experience of diversity and inclusion training, we’re sharing our top three tips on how to get the most out of it! 

We don’t like to leave a single stone unturned when preparing for a training session with a new employer partner, which means it’s important for us to communicate beforehand. We advise planning calls between the trainer and a representative from your team so that we understand your specific challenges and can tailor the workshop accordingly.  

All our trainers have lived experience of the issues that they address; our mental health and wellbeing workshops are run by senior psychologists and our legal training by an experienced equalities lawyer. So, this is the perfect opportunity for the trainer to discuss any triggers, situations or dilemmas that they should be aware of and may need their attention in the session.  

It’s also important to allow the participants to prepare for what’s ahead – we recommend sharing the agenda early on, allowing them time to process the sensitivity of certain topics and share any access requirements they may have.  

Participants are given bespoke hand-out materials after each session. Along with the session’s summarised key points, these hand-outs include hours of further reading that will guide you in exploring the topic further (for starters!). They’re also brilliant for acting as regular discussion starters between the participants.  

Once you’ve begun your further reading, we recommend utilising the momentum of the training by organising with your fellow participants to plan further action. This can vary in formality, size and ambition; anything from remembering to check for bias and using appropriate language, to the formation of formal staff networks or Employee Resource Groups (ERGs) to bring together employees with a shared interest to help shape policy and develop initiatives that will lead to greater respect and inclusion within an organisation. 

The idea of taking part in a workshop is not simply to learn, but to effect genuine culture change. One way to ensure a legacy from the training is to participate in a reflective session a few months after the initial workshop. This provides an opportunity to reflect on themes and outcomes of the first workshop; to communicate aspirations, concerns and goals; and to consolidate learning and ensure staff have confidence and tools to lead the inclusion agenda.  

Equity and inclusion is very much a journey, not a destination – there is always more we can learn and the best way to do that, is to have an open mind and a growth mindset; to allow ourselves to make mistakes, but to work hard to continue to create the workforce we want to be a part of. 

Find out more about our training.  

The Mo Siewcharran Fund has awarded its latest round of grants to four innovative, creative organisations in Leeds, London and Brighton, across publishing, theatre, music and art: Blast Theory, World Book Day, Come Play with Me and Arcola Theatre.

The Fund was set up five years ago in memory of Nielsen Books’ former director of marketing and communications, Mo Siewcharran, by her husband, John Seaton and is administered by leading diversity and inclusion social enterprise, Creative Access. 

Mo Siewcharran was passionate about ensuring theatre and publishing were accessible to all and the grant funds internships for talent from Black, Asian and other ethnically diverse backgrounds to improve accessibility and representation in the creative industries.  

Impact of the Fund

Since the Fund started in 2018, it has supported 36 Black, Asian and ethnically-diverse trainees in publishing, theatre and music across the UK. Its impact can be clearly seen across each sector: last year Creative Access found that two-thirds (63%) of interns supported by the Fund stayed on at their host organisation at the end of their traineeship, whilst 9 out of 10 (89%) trainees continued to work in the same sector. 

On this latest round of recipients, founder of the Fund, John Seaton said: 

“If I say I have recently felt personal sadness you will think I am giving the wrong quote. But, hear me out. The personal sadness was occasioned by the sixth anniversary of Mo’s death at the end of June. Thank goodness therefore for this vibrantly good news. It is a supreme pleasure for the Mo Siewcharran Fund to be assisting these four wonderful companies, diverse in both purpose and location, but united in their desire to create working communities where there are no barriers.”

The grants contribute to the salary of an intern for a six-month traineeship, and trainees benefit from a full programme of support from Creative Access to ensure that they thrive in their new role.  

Brighton-based recipient Blast Theory make interactive art – including performance and theatre – to explore social and political questions. The group’s work places the public at the centre of unusual and sometimes unsettling experiences, to create new perspectives and open up the possibility of change. On being awarded the Fund, Business Director Anne Rupert said: 

“We are thrilled to receive support from the Mo Siewcharran Fund and Creative Access. Our paid internships offer a great opportunity for learning and skills development: building confidence and opening up career prospects. Working with Creative Access will enable us to offer a longer placement and reach people who are often excluded from these types of opportunities.” 

Recipient World Book Day is a small charity with big ambitions, committed to improving diversity and inclusivity in children’s literacy and reading. Its vision as a charity is to see more children, from all backgrounds, developing a life-long habit of reading for pleasure, benefiting from the improved life chances this brings them​. Chief Executive, Cassie Chadderton said:

“Funding from the Mo Siewcharran fund will provide a supported entry route to a charity playing a vital role in encouraging more children, particularly those from disadvantaged backgrounds, to experience the life-changing benefits of reading for pleasure.” 

The Fund was also granted to Arcola Theatre, one of the UK’s only theatres founded and run by first-generation migrants. Over 20+ years, they have consistently created responsive, high-quality theatre by and about the lived-experience of people of marginalised backgrounds. Leyla Nazli, Executive producer said:

“As a diverse led organisation, Arcola is always looking for ways to develop the next generation of theatre makers from the Global Majority. We are proud to be partnering with Creative Access and grateful for the support of the Mo Siewcharran Fund.”

The Fund is once again open for other theatre, publishing or music organisations wishing to support internships for those from under-represented communities. 

Those interested in applying should contact recruit@creativeaccess.org.uk. The deadline for the next round of applications is Friday 1^st December 2023.  

Broadcast’s Ellie Khan has covered Creative Access’ 2023 Thrive findings on support for diverse creatives, explaining:

Read the article in full.

PR Week’s Jonathen Owen has written that Creative Access’ 2023 Thrive Report warns: “PR careers stalling for under-represented groups”. The coverage highlights that only one in three people from under-represented groups working in PR or trying to enter the profession have progressed in their career over the past year.

Read in full.

For Advanced TV, Colin Mann has reported on Creative Access’ newest annual report; and the findings that “Organisations within the creative sector such as PR, broadcast/media, publishing, performing arts and more are currently putting most of their efforts into improving diversity and inclusion at entry-level (45 per cent), however when asked where they felt their organisation should focus their DE&I efforts, 70 per cent said it should be at all career levels of the organisation.”

Read the piece here.

Heloise Wood has covered a new Creative Access report showing lack of DI&E progress in publishing in The Bookseller.

Wood reports:

Read the article in full.