Creative Access ‘The Class Ceiling in the Creative Industries’ report findings mentioned in opinion piece, ‘Crossing the class divide: are the creative industries a closed shop for the working class?’. Read the article by Tom West at Marketing Beat.

Freelancers are all too often the lifeblood and the lifesavers of a creative organisation. They’re the flexible extra resource we bring in when the workload suddenly increases and there’s no time (or budget) to hire; they’re individuals with incredible specialist skills who can change your organisation but you could never afford to hire permanently; they’re the crew on a theatre or TV production who make mind-blowing, award-winning work or in the case of many sectors in the creative industries, like film and TV, they are quite literally your entire workforce.

And yet, as Creative Access’ freelancer report shows, many employers are not treating their freelancers in this way. They are treating them as ‘other’ to their permanent employees; investing in training or wellbeing for everyone except their freelancers or worse, claiming to create a culture of ‘belonging’ that includes everyone except the large proportion of individuals not on permanent contracts.

If you have a creative organisation, at some point you will need freelancers. And here is our best practice for how to attract, retain and support the best freelancers in the business:

• Being a freelancer can be especially hard on your mental health
• Employers can play an important role in supporting freelancers with their mental health and wellbeing by opening up access to training and employee assistance programmes to freelancers

• 78% of freelancers in our survey said professional training was one of the most important areas employers and industry bodies can support them
• Ensure your freelancers can access all of your internal training
• Really progressive employers are now offering freelancers a stipend for further professional training – it’s definitely one way to ensure the best freelance talent will remain loyal to you over your competitors
• Or there may be professional training that your team could provide freelancers such as personal brand building, legal or financial management training

• For any freelancer working with you for more than a few weeks, they should be allocated a line manager, who should check-in with them regularly and provide performance reviews as they would with a permanent employee
• You could also consider offering your freelancers a mentor through Creative Access

• If you are truly building an inclusive culture you can’t segregate employees based on their employment contract
• Freelancers should be included in all social events, if you celebrate birthdays in your organisation make sure theirs is marked too
• Make it clear you will make reasonable adjustments for disabled freelancers – 91% of disabled freelancers in our survey highlighted this was an issue with employers

• Having a strong and growing network is critical for freelancers to find new projects and earn money
• Look at where you could help by writing testimonials for them on Linked-In or for their website or introduce them to people in your own network
• Showcase the work they’ve done for you on your organisation’s channels and name check them

Read the findings from our freelancer report: Freedom or working for free? Freelancers in the creative economy.

Creative Access data from their report: The Class Ceiling in the Creative Industrues reveals that over half of Public Relations professionals (PRs) say working class is underrepresented in the industry. 70% of PRs agree working class representation is worse at senior level – research from Creative Access and FleishmanHillard. Article by Elizabeth Wiredu at PR Week

Arts Professional covers Creative Access report stating: Class barriers persist in the creative industries. The publication reports 74% of employees in the creative industries, including those in the Creative Access community state it’s harder for working-class people to land a role in the creative industries. Click the link to read the article by Arts Professional

Industry title Broadcast reports on the perceptions of social mobility and class representation which vary dramatically in the world of TV and film. Click the link to read the full write up by Heather Fallon at Broadcast

Young Carer’s Action Day is an annual event, organised each year to raise awareness for the pressures, challenges and sacrifices that are made by individuals caring for a family member or friend. The life of a young carer can sometimes be disregarded. The resilience, patience and empathy can be carried in such a way that doesn’t make it look heavy – but just because you are caring for someone, doesn’t mean you don’t need your own support. The day not only calls for mindfulness but is a chance to say a special thank you to the thousands of people in the UK who care for someone, and ask how best we can provide support.

A young carer might do more chores than their peers and provide emotional support to the individual they are caring for. They may also learn how to nurse someone or look after personal needs.

Sometimes it can be very hard explaining why you have more responsibilities, or why you might have to miss out on certain occasions due to caring duties.

On average, a young carer misses up to a staggering 48 days of education, and over 60% are unfortunately bullied due to having to care for someone. At Creative Access, we believe that no young persons’ life should be unnecessarily restricted because they are a carer.

Our research showed that 80% of young carers in our community felt like caring had an impact on their health and wellbeing, and that they missed out on opportunities due to caring.

This should simply not be the case. Taking care of someone else should never come at the expense of neglecting yourself.

Being a young carer plays such a valuable role in family relationships and even in society. Many young carers speak fondly of the strong familial bonds formed. When healthy coping mechanisms are adopted, and the right support is given – it’s hard to imagine a world without these individuals who are so strong, kind and selfless. Young Carers Action Day is a brilliant opportunity to recognise this and allow young carers themselves to express what they need. Although many do not have a choice about when or how they become carers, we as a society have a choice on whether we support them adequately.

This year’s Young Carers Action Day follows a theme of isolation – a process we’ve become all too familiar with in the past two years. One definition of isolation is “the fact something is separate and not connected to other things”. This seems vital when discussing being a young carer, an element that can sometimes become your identity, unable to be separated from the other things happening in your life. Young Carers Day sets out to explain that this being a carer is not a negative, but simply a part of someone’s identity, and as a community, we must work on the best ways to support – so that an individual is not separated but connected to a wealth of advice that makes every day a little easier.

Speaking from personal experience as an adult, some aspects of being a young carer never really leave you. Even if you don’t feel like you need help now; it’s helpful to know what support systems are available. Here are some resources we have gathered to support young carers:

• The Care Act of 2014 and Children and Families Act of 2014 placed responsibilities on local authorities to take a wider approach to families. This means that councils must have arrangements in place to assess the impacts of inappropriate caring responsibilities on young people.

• Legal stuff can be difficult to navigate and include lots of jargon that’s hard to understand. LawStuff provides free legal information to young people, so definitely worth checking out to know where you stand.

• You should never neglect your wellbeing, physical or mental health – and must always remember you are not alone. If you feel stressed out by too much responsibility, feel like your mental health is suffering, or are even feeling physically tired, these are all signs that you might benefit from some help. Our first piece of advice would be to confide in someone you trust, another adult or your GP.
• We’d also recommend finding your local carers centre, who can signpost you to help and support nearby. Young carers who have taken part in studies speak about the support given, which trickled into other areas of their lives. Support groups, days out, flexibility around work or school were all potential benefits available. The importance of relationships with friends in similar situations can be so constructive, encouraging feelings of connection and trust.

At Creative Access, we feel strongly that the culture of silence around being a young carer must end. It has been documented that many are worried about what happens after official interventions or being different from friends, so this prevents many from speaking out. Because of this, some young carers find themselves leading double lives in efforts not to discuss their responsibilities, but this isn’t the way forward. Secrecy invites isolation, it’s so important to open up to someone you trust, or the organisations ready to provide a helping hand – and begin caring for yourself.

Here some other resources that might be helpful for any current young carers:

• Carers UK– A organisation created to “make life better for carers”. They also have an online forum and helpline (0808 808 7777)

• Youth Access – An advice and counselling network providing advice to young people aged 12 – 25.

• Carers Trust is a major charity working to support, provide services for and encourage recognition for young carers. They have an amazing bank of resources that can be found here.

• Creative Access also has on tips for looking after your mental health by Dr Victoria Mattison, take a look!

Since 2022, Creative Access’ partnership with Bloomsbury Publishing Plc has strengthened. This is down to a combination of Creative Access’ involvement in senior level recruitment in the form of Bloomsbury Publishing’s Diversity and Inclusion Manager, via the Creative Access opportunities board, as well as Bloomsbury Publishing’s commitment to elevating and developing under-represented staff. Our joint aim is to empower under-represented staff, facilitating career advancement and professional development opportunities.

Creative Access’ partnership with Bloomsbury Publishing is all about practical steps and smart resource use. Thanks to our opportunities board, Bloomsbury was able to bring in fantastic diverse talent, including a new Diversity & Inclusion Manager. This has really paid off, with 10 times more staff joining initiatives like the Springboard entry-level career support program, enabling these historically under-represented individuals to build skills and networks. The involvement of key team members shows how effective our collaboration is in driving positive change.

Since 2022, Creative Access’ partnership with Bloomsbury Publishing has driven significant Diversity Equity & Inclusion progress. Bloomsbury has leveraged Creative Access’ opportunities board to recruit diverse talent and has actively engaged staff in Creative Access’ career support programs for entry and mid-level under-represented talent. Key achievements include the recruitment of a Diversity and Inclusion Manager in 2022 via Creative Access, as well as enrolling ten staff members in Creative Access career development programmes in 2023 and planning further participation in Thrive the mid-level career development programme in 2024. This collaboration has effectively promoted diversity and professional development within Bloomsbury, supporting the career advancement of under-represented staff.

During the 2022-23 academic year, Creative Access and Loughborough University collaborated to support Black and Asian students in career guidance and support. Through a series of initiatives, including showcase events, employability sessions, industry insights days and a mentoring programme, we aimed to enhance students’ understanding of, as we as raise awareness of opportunities within the creative industries.

Our showcase event featured a panel of successful alumni who shared insights and tips for success with 28 students. The bespoke employability session focused on portfolio development, networking, and personal branding, engaging 20 students. The industry insights day at ITV Studios provided 23 students with valuable behind-the-scenes experiences and networking opportunities. Additionally, our mentoring programme paired 20 students with industry professionals for six months, offering tailored support and guidance.

Feedback from participants highlighted the positive impact of our initiatives. Across events, respondents expressed increased confidence, inspiration, and optimism about pursuing careers in the creative industries. Specifically, the employability session helped develop crucial skills and knowledge for 84% of participants, while the mentoring programme beneficiaries spoke of: boosted confidence, industry understanding, CV and cover letter skills as well as an increased professional network they wouldn’t have otherwise had access to.

By Elonka Soros, Diversity & inclusion consultant and Creative Access trainer 

Whether it’s sparked by the personal impact of the cost-of-living crisis, reflections on high profile cases of bullying at work, or discussion about global conflicts, diversity, equity and inclusion (DE&I) conversations will continue to top workplace agendas into 2024. Supporting managers and colleagues to navigate these complex issues in a culture of respect and inclusion might take a little planning by HR professionals, but the beneficial impacts will be worth it, says Creative Access inclusion consultant Elonka Soros.  

We did not leave 2023 quietly. World events, political and economic uncertainties, and another round of nasty winter colds and flu are giving us all something to be concerned about. With post-pandemic work life still yet to find its rhythm, it’s no wonder many colleagues across the creative economy have been telling me they are finding it hard to keep going as ‘normal’.  

Senior leadership colleagues talk about the tensions of managing the economic impacts of a tough year for business, alongside the social and emotional fall-out in the workplace. While everyone else, from team leaders to interns, have been sharing the anxieties of working in an era of volatility and uncertainty.   

But 2023 wasn’t all about the troubling news and unease. Throughout last year, co-workers have also expressed a greater awareness of their diversity and acknowledgment that we won’t all be feeling the impacts of external events in the same way. More nuanced understanding of gendered, racialised or socio-economic experiences has in part been prompted by better workplace conversations – often facilitated by inclusion specialists – and the genuine desire of businesses and team-mates to support and accommodate talented colleagues during difficult times.  

“If only I knew what to say or do” 

Motivation doesn’t always lead to action. Feedback from over 200 hours of Creative Access DE&I workshops points to people’s fear of getting things wrong, with inappropriate actions or outdated terminology. This is where HR professionals can help colleagues by providing the tools and a framework to build inclusion competency, and to instil confidence in those leading and supporting a respectful and inclusive team culture.  

At Creative Access, we facilitate discussion, reflection and develop actions that lead to workplace culture change. Our DE&I workshops, mental health and wellbeing awareness sessions, and leadership trainings, are safe spaces where colleagues explore topics and learn strategies, tips and techniques that allow businesses to harness the added value of the diversity of their people, and in their teams.  

As we’re entering 2024, HR professionals will be thinking about what the training needs of your team will be and what will make the most impact. Whether it’s ways of opening up recruitment to a wider talent pool, addressing culture change or developing policies that dial up your inclusion aspirations, here are three tips to help you optimise your next investment in DE&I. 

Prepare for success   

Benjamin Franklin is credited with coining the phrase: “By failing to prepare, you prepare to fail” and in the context of booking your next DE&I training or consultancy, putting a little preparation in at the start not only ensures successful outcomes but saves time and money down the line.  

Online modules and off the shelf training sessions might look financially inviting but can leave participants frustrated as the current context can be overlooked. No two companies are the same and it stands to reason that the training needs of delegates, will also differ too.  At Creative Access, whether you’re engaging on one of our core courses or online briefings, we advise a planning call with the trainer so that your specific challenges are understood, and the workshop can be tailored accordingly. The world is changing very rapidly, and with it, the events that may trigger a need for team reflection and collective learning too. At time of writing, I have just finished another call with HR colleagues asking for my support with frameworks for having constructive conversations around religion, race and community in light of ongoing global conflict.  The Creative Access team is agile and alert to current affairs and best practice. All trainers have personal and professional lived experience across the full scope of the DE&I opportunity for the creative economy. 

You can also prepare for success by letting your team know what’s ahead. Be clear with colleagues about the expected outcomes of the training and share the agenda early on, allowing colleagues time to process the sensitivity of certain topics and share any access requirements.   

Plan-in for the next steps 

Very often the success of training is measured in participant engagement, but the purpose of a DE&I workshop is to effect tangible culture change. One way to ensure a legacy from the training is to plan in the next steps for delegate participation. Successful companies have held facilitated all hands meetings at the end of a suite of workshops where key insights are shared, and actions communicated. Others have provided colleagues with the opportunity to take part in a reflective session a few months after the initial workshop where themes and outcomes of the first workshop are shared and there is space to consolidate learning, share progress and recap to ensure staff have confidence and tools to lead the inclusion agenda.   

Equity and inclusion are the outcomes of ongoing actions. As sure as the world turns, there will always be more we can do or learn, and we will make mistakes – it’s how we respond to them that matters. HR professionals can generate momentum after DE&I training by scheduling in the spaces where colleagues continue their learning, feedback, and collaborate with each other.  

Whether your team needs to have more courageous conversations, manage bullying or harassment, set up and run employee resource groups, or develop the skills of allyship, Creative Access has a bank of ideas for formal, informal, internally generated, or externally facilitated next steps. All of our courses come with exclusive access to further resources, which are shared with all participants, and for HR colleagues there are additional invitations to update at regular free subject webinars. 

Practise makes perfect

A successful programme of training will deliver an inspired and motivated team eager and energised to engage with your DE&I action plans. It may surprise you therefore that at this point, my final tip is a heads-up to ‘curb your enthusiasm’. It can be tempting to rush into a flurry of activity, especially if you feel you’ve been battling to get DE&I seriously on the company agenda, but it could be easy to get very busy with initiatives and still get to the end of 2024 unclear about what you’ve achieved.  

A DE&I consultancy session can help those responsible for leading the change to take stock and identify the best course of post-training action. Taking an honest look at any in-training feedback about where your company is now and helping you plan for where you want to be by the end of the year. You won’t be able to do everything in twelve months, so don’t set yourself up to fail by promising to do so. Colleagues are less forgiving of pledges and statements that are not followed through.  

That’s not to say that you can’t be ambitious, far from it – but four or five priorities, with specific and measurable actions, communicated with transparency, and clear lines of accountability will deliver far more impact than 100 pages of strategy and a thousand flowers blooming.  

At Creative Access we’re ambitious – our mission is sector wide. Like many of the companies we work with, Creative Access is values-led, and data driven – our internal DE&I is as important to us, as supporting you with yours. We developed our Annual Thrive Survey to help us ensure that we’re actively living our DE&I aspirations.  In it we monitor the diversity of our workforce, check for equity in progression and pay, document the richness of our workplace culture, and measure the impact of our training and consultancy.  We have the data and are certain that we’re practicing what we preach so that we can help your business to Thrive too.  

Whatever 2024 brings politically, socially and for our businesses, we can be certain that it will involve more change. Restructurings, new hirings, new business and new people. If you want to know how to navigate business sentiment around DE&I with your team, check out the annual Thrive pulse report by Creative Access which outlines best and current practice for employers around the structures needed to support employees and build inclusive workplace cultures.  

Sometimes a health issue can make completing work difficult. You wouldn’t work with a broken arm, but more invisible conditions can be a little harder to navigate… Informing your employer of any ongoing difficulties you are facing is called disclosure – and it can be very hard to do, but will ultimately help you turn up to work as your best, most authentic self.  

We here at Creative Access have put together our top tips on how to overcome this and helpful advice that’s useful to know along the way… 

Adjustments can help you perform at your best, providing tailored support and works to reduce barriers you might face in the workplace. Although this decision is a personal one, we would recommend telling employers about any condition, physical or mental, that you may have, because there could be potential risks if not. 

The 2010 Equality Act describes disability as a “physical or mental impairment that has substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.” 

An ‘impairment’ can mean your physical or mental abilities are reduced in some way compared to most people. This could be the result of a diagnosed medical condition (like arthritis in your hands that means you can’t grip or carry things as well as other people) but it doesn’t need to be. If you’re suffering from stress, you might have mental impairments – like difficulty concentrating – as well as physical impairments such as extreme tiredness and difficulty sleeping.  

Any condition can have substantial and long-term adverse effects on your ability to carry out day-to-day activities. It doesn’t have to stop you doing anything, but can make it harder.  

This is known as disability discrimination, and it is against the law; disabilities fall under the 9 protected characteristics of the Equality Act. There is a difference between your employer making reasonable adjustments and you feeling discriminated against. If you feel uncomfortable by the actions made by your company, we recommend reaching out to your HR team for further advice. Disability discrimination could include things like failing to provide reasonable adjustments, e.g., wheelchair access, harassment, being treated less favourably and having information about your disability shared without your prior knowledge.  

Most companies have an equal opportunities statement or policy that is designed to prevent things like this from happening, but this is not always the case. Companies often welcome being informed where discrimination is happening in their organisation, so they can take action or make changes to prevent this in the future. 

You don’t have to inform your employer, but it may be in your best interests, especially if you would benefit from reasonable adjustments being made to make your working day easier. 

If a disabled person’s conditions are impeding their efficiency in everyday activities, they may need reasonable adjustments. 

• A Dyslexic person may experience challenges with reading fluency. Your employer can provide adjustments such as screen reading/read-aloud and proof-reading software or by presenting information visually to help you process documents easier 
• A candidate with ADHD may experience challenges with time management and organisation and could benefit from shared calendars, a separate working area to help them focus and stationary to help aid their working style  

• An individual experiencing mental health difficulties such as Anxiety or Depression may benefit from a designated safe space to retreat to when overwhelmed and flexible deadline adjustments. It may also be beneficial to complete a Wellness Action Plan to discuss the working style that benefits you most and anything that could hinder you in the workplace 
• An Autistic person may get anxious about unfamiliar environments and overwhelmed by bright lights. Adjustments could include assigning a designated colleague to help with moving around the building and a work space with adjustable lights and modified equipment so that the work environment is more recognisable. 

The above are not exclusive to these conditions, but show the array of adjustments that you could be entitled to. Your employer has a duty to provide extra support for you, whether you are applying for a job or are an employee, but they can only do this if they are aware.  

Any costs occurred from reasonable adjustments are covered by the employer; employees are not responsible for paying for these. 

Ultimately, disclosure of health issues at work is a personal choice, and you can say as much or as little as you want. It might be helpful to think about the role you may play in educating your organisation, or setting an example to those who might also be afraid to speak up about their invisible battles.  

1. Advocate for yourself!  

2. Know your rights 

3. Don’t be worried about the conversation 

4. Timing isn’t everything, you can always mention when circumstances have changed. 

5. Support is available – check out our links below! 

• Creative Access disability survey findings 2022
• Creative Access employer resource for creating more accessible workplaces
• Scope is a disability equality charity in England and Wales, they provide information and support, and strive to create a fairer society 
• Disabilityrightsuk is a leading organisation led, run and working to support disabled people, they have lots of free, helpful advice on their website 
• Mind provide advice and support to anyone experiencing mental health problems and tries to promote understanding and awareness. This post explores disclosing a mental issue in your workplace 

• Check out the pros and cons of disclosing a mental health issue! 
• Take a look here where the Diversity Movement has a great blogpost discussing invisible illness. 

Here are some apps that might improve your routine and productivity: 

• Sensory apps – Range of sensory apps to help with relaxation and overstimulation  
• tiimo – Visual learners, or anyone who appreciates graphics, typically love Tiimo. This visual daily planner helps users keep a routine, stay organized, and meet goals 
• I cant wake up! – alarm for those who struggle with sleep/time management (the alarm only shuts off after completing math, memory, and order questions or can play music to prevent a return to deep sleep) 

Creative Access joins those across the globe in speaking out in solidarity and to condemn the brutal murder of George Floyd and the many others who have died tragically because of State aggression.

We’ve collated a list of resources for those for those wanting to improve their understanding of racial justice. It includes a collection of articles, links and books, as well as signposting for those who may have been triggered by recent events and need support with their mental health at this time.

Articles and links

• How the George Floyd Killing Is Just as Relevant in the UK, and What You Can Do About It by Ayeisha Thomas-Smith

• George Floyd: how can I help from the UK? is a list of resources and suggestions for white UK residents via @das.penman

• 10 Steps to Non-Optical Allyship, a Twitter thread by Mireille Cassandra Harper

• Transform Allyship into Action: A Toolkit for Non-Black People via Social Justice in Medicine Coalition at USC

• Anti-racism resources for white people, a live doc of articles, podcasts, and videos collated by Sarah Sophie Flicker and Alyssa Klein

• How to be a good ally by Isabella Silvers

Books to read

• Natives: Race and Class in the Ruins of Empire by Akala

• Dark Days by James Baldwin

• The Heart of the Race, Black Women’s Lives in Britain by Beverley Bryan, Stella Dadzie, and Suzanne Scafe

• Don’t Touch My Hair by Emma Dabiri

• Freedom Is A Constant Struggle by Angela Y. Davis

• Why I’m No longer Talking to White People About Race by Reni Eddo-Lodge

• Brit(ish): On Race, Identity and Belonging by Afua Hirsch

• Your Silence Will Not Protect You: Essays and Poems by Audre Lorde

• Black and British: A Forgotten History by David Olusoga

• Me and White Supremacy: How to Recognise Your Privilege, Combat Racism and Change the World by Layla F. Saad

• Diversify: An award-winning guide to why inclusion is better for everyone by June Sarpong

• The Good Immigrant, edited by Nikesh Shukla

Mental health resources

• If you’re struggling to cope with feelings of anxiety and stress, please speak to your doctor or NHS 111. Many GPs are offering telephone consultations.

• For urgent support, Samaritans are also here to listen at any time, day or night. Call free on 116 123 or visit the Samaritans website.

• The Black, African and Asian Therapy Network (BAATN) share free services on their website.

• Self-Care Tips for Black People Who Are Struggling With This Very Painful Week by Rachel Miller.

• 7 Virtual Mental Health Resources Supporting Black People Right Now by Jesse Sparks.

• Anxiety UK also have a helpline staffed by volunteers with personal experience of anxiety so you will be speaking with someone who has been there. Call them on 08444 775 774 (Monday – Friday: 9.30am – 5.30pm).

• You can text the YoungMinds Crisis Messenger, for free 24/7 support across the UK if you are experiencing a mental health crisis. If you need urgent help text YM to 85258.

• Local Minds offers valuable support for yourself and if you’re supporting someone else experiencing difficulties with mental health.

Creative Access’ mission is to help under-represented communities, not just enter the creative industries, but to thrive when they get in – because only then will the industry truly reflect and engage broader society. If you work in the creative industries, you can support us by signing up to be a mentor or anyone can support our work by making a donation.

PR Week cover the new members of the Creative Access Steering Group initiative, which aims to prepare rising PR pros for leadership roles in comms and other creative industries. You can read their story here.