We conducted research into the expectations and ambitions of over 800 young people looking to work in the creative industries post-pandemic – the first generation to do so. The research revealed:

• When considering where they would like to work, this generation claim to be more influenced by an organisation’s reputation and how well they look after employee wellbeing rather than the salary they are offering (12%)
• When looking at specific roles, the job description sounding inspiring and challenging is more important than salary
• 82% of respondents are expecting to be promoted within the first year of their first role
• Just a quarter are quite or very optimistic about finding a role post-education, with well over half (57%) who are not optimistic

You can read the full press release here.

By April Brown – programmes manager, Creative Access

For Carers Week 2022 we want to remind our community about the findings of our Young Carers research and encourage employers to support carers in the workforce. April Brown who is both a carer and programmes manager here at Creative Access shares the benefits carers can bring to the creative workforce and the steps employers can take to make it more inclusive for them.

Have you ever cared for a friend or family member who, due to illness, disability, a mental health problem or an addiction cannot cope without your support? There are over one million young people in the UK who are trying to navigate their personal, academic and/or professional lives while facing the daily pressures of caring for someone who cannot look after themselves. Many of these young people are now doing so with increased pressure due to the impacts of the coronavirus pandemic.

Since 2012, Creative Access has been working to enable people from communities that are under-represented in the creative industries, to access careers, progress and reach leadership. We’re aware of the numerous barriers people face when working in the sector and we wanted to raise awareness today of the young carers and young adult carers in our community who deserve to be supported.

• 58% of young carers are caring for longer as a result of the pandemic and lockdown and are spending on average an additional ten hours a week or more on their caring role
• 78% of young adult carers aged 18 to 25 were experiencing an increased concern for their futures since Coronavirus

Our Young Carers survey and focus group was conducted to coincide with Young Carers Action Day on 14^th March to help understand the impacts of caring responsibilities on emerging creative professionals who identify as carers and how we can better support their needs in the workplace.

This year, many creatives have started to transition to hybrid or in-person working practices after working in isolation for the last two years. Since 2020 we have had to adapt to social distancing, support bubbles and numerous lockdowns juggling domestic life with remote work and/or learning simultaneously. This exceptional period initially allowed us to slow down, reflect and shift our approaches to work and life, with some beneficial side effects. In December, we released our updated research highlighting the impact of covid-19 on under-represented communities with 26% of participants citing flexible working as a positive outcome of the pandemic, something that the majority of our young carers also identified as a huge help. It is important to remember that for many employees and freelancers this flexibility is still an integral factor towards being able to cope with work and caring responsibilities and that many of the people being cared for are still vulnerable and shielding. The pandemic isn’t over yet. It’s also important for employers to be aware of their duties under the Equality Act 2010 which states that a carer cannot be discriminated against on the basis of their association with a disabled person.  

In the same vein, industry events have been adapted over the last two years to accommodate virtual audiences which allowed for greater opportunities to engage with local, national, and global communities. It would be a great disservice to those who aren’t physically able to participate if this wasn’t continued; especially as we have all become so familiar with virtual platforms like Zoom. 80% of the carers we surveyed felt like they had missed out on opportunities in their career due to caring responsibilities and 60% said they were unable to network or attend industry events.

Our findings also highlighted the unique skills and attributes that young carers can bring to the workplace with participants stating their empathy, time management, awareness of accessibility, patience, and crisis management abilities, as well as practical skills such as first aid training and Covid awareness. 

Unlike parents, many carers are invisible in the workforce, reluctant to discuss their personal situation due to stigma and unaware of the support available to them. 30% of our respondents felt like they weren’t supported in the workplace and 10% couldn’t work due to their caring responsibilities. Caring is often less predictable than child-care. Flexible working policies need to include the flexibility to change arrangements as caring responsibilities change. They also need to recognise the possibility of emergencies arising.

• Implement flexible working policies compliant with the current law, and allow as much flexibility for change as is consistent with business needs
• Review all your employment policies to ensure they are ‘carer friendly’
• Quote carers specifically in policies and other documentation or create a policy specifically for carers
• Nominate a key contact in the workplace
• Set up an internal carers group or forum – to allow carers to meet together occasionally

Michael Irwin – Co-Chair of Tate’s Parents & Carers Network upholds the value of an internal carers group:

They can tell you what will really make a difference to their ability to do a good job for you and keep up with their caring responsibilities at the same time. There are often small and inexpensive things employers can do to help – such as:

• Allowing carers to leave mobile telephones on in meetings in case of emergencies
• Flexing start and finish times to help people deal with caring commitments before and after work
• Allowing carers time and access to a telephone to check on the person they care for from time to time during work hours

Surveys, focus groups and employee carer groups are all useful ways to find out what the carers you employ would value.

For more employer advice and ways to get involved in Carers Week 2022 visit:

Carers Week: https://www.carersweek.org/ways-to-get-involved/for-employers/

Employers For Carers: https://www.employersforcarers.org/

Carers UK: https://carers.org/working-and-learning/how-employers-can-support-carers

Creative Access, a leading social enterprise specialising in diversity and inclusion, surveyed 800 of this year’s school-leavers, students and graduates to find out what the first generation to enter the workforce post-pandemic – so called “Generation Post-Pandemic” or “Gen P-P” – expect from their future careers in the creative industries.

The research reveals that this incoming generation are most influenced by an organisation’s values, commitment to employee wellbeing and inclusive culture, when looking for their first role, placing more importance on these factors than on salary.

The top five factors influencing where “Gen P-P” wants to work are:

1. Employer’s reputation as a good place to work
2. Training and support on offer
3. Employer’s commitment to employee wellbeing
4. Organisation’s values
5. Offering a good salary

For 71% of Black, Asian and ethnically-diverse young people surveyed, though, diversity of the team ranked as the most important influence.

When looking for their first role, the research shows this generation place more importance on the role being challenging, interesting or inspiring (23%) than on the attached salary (19%). Meanwhile, an accessible, inclusive, achievable job description was most important to 16%.

The pandemic, the impact of Black Lives Matter and a rising awareness surrounding mental health have impacted what this generation of workers expect from their new employer in the first 6 months:

1. 36% said they expect skills training
2. 24% expect a mentor
3. 17% expect the ability to work flexibly and from home
4. 16% expect training around diversity and wellbeing

The future’s bright

Despite the pandemic and the current cost of living crisis, the survey found that overall this generation is optimistic about their chances of finding a role – with over half (54%) expecting to find a job within a year of leaving education. Overall, “Gen P-P” is also optimistic about progressing quickly in their new careers with 82% expecting a promotion from their first-entry level within the first year to two years. However, this expectation for fast promotion drops to just over half (57%) for people from Black, Asian and ethnically diverse backgrounds.

Leading the way

Looking further ahead in their careers, 4 in 10 (39%) of those surveyed expect to be in a senior position after 10 years in the creative industries. However, surprisingly only 16% expect to be in an influential leadership position, 13% to be self-employed or working freelance, and only 12% expect to be running their own business. This hints at wider trends surrounding the death of the ‘dream job’ and an increasing prioritisation of mental health. “Gen P-P” seem to aspire to careers and employment which will put their mental health first and offer stability.

Josie Dobrin, CEO of Creative Access, says:  

“Despite everything that is happening in the world at the moment, it’s positive to see how optimistic the next generation is about their future careers in the creative industries. It is heartening to see the agency they have in expecting and not being afraid to ask for skills training, mentoring and career progression support from their employers. However, our findings clearly show that this optimism is not universal and is not shared at the same level by those from Black, Asian and ethnically diverse backgrounds. To attract and retain diverse new talent coming into the industry, it’s critical that employers show tangible progress in diversity, equity and inclusion and commit to providing mental health and skills training.”

Creative Access’ latest Masterclass coincided with Mental Health Awareness Week (9th – 16th May), and we were joined by a brilliant panel to discuss all things related to mental health, wellbeing and putting yourself first. The official theme this year was loneliness, and how it can produce feelings of depression, sadness, and isolation, especially after three long years of being in and out of lockdowns. With this masterclass, we aimed to raise awareness, encourage initiative, and invite discussions that might be uncomfortable to hear, but necessary to have. Yasmin Hemmings, our programme manager, sat in conversation with Kamilah McInnis, a senior journalist at BBC News podcasts, as well as Sam Bickley, TV consultant, exec producer and welfare executive, and began the conversation we hope many of you will continue in within your family, friends, and workplaces.  

Prioritizing your mental health isn’t always easy. Sometimes it may come as a shock that you might be struggling, but 1 in four adults experience issues with their mental health, making it a lot more common than you might think. When asked about their top tips on how to put your mental health first, Kamiliah, currently working on the podcast “If You Don’t Know” which focuses on informing young black adults of politics, culture and much more, spoke of the importance of knowing when to say no. Often, with those who have just begun their career in the creative industry, there can be a desire to try hard to prove their worth with their new company. This could involve staying after work hours, not taking adequate, full breaks, or simply saying yes, when really you should be saying no. It’s vital to understand that none of these things will be sustainable in the long run, and will certainly leave you burnt-out and unable to do your job to the best of your ability. Sam agreed, advising taking walks, as well as regular breaks away from computer screens to calm the mind and reset your focus.  

When discussing mental wellbeing, there can often be a one-size-fits-all approach on self-care. Lighting a candle won’t always fix everything, and our panel spoke about finding what works for you. Sam herself is an advocate for “self-care in the day, and self-care in the week,” sharing how important it is to find things you enjoy that can fit around the diary. Maybe the candle will work for an evening and keep you going till a fantastic new play you’ve booked to see that weekend, or a day trip you have in a fortnight – it’s important to set things up for yourself. In addition to this, Kamilah adds that it’s important to “take holiday every few months!”, a right we are all entitled to, but many forget. A few days away from work can do the world of good, helping you get back to your normal self. Communicating this need to your workplace can be daunting, but is better than the alternative. Your manager will really appreciate your honesty about your capacity. “No” doesn’t mean you aren’t capable, it can also mean yes, but I will get it done tomorrow, which is just as good.  

For those who are still job searching, we understand what a tiring process that can be. It might seem like you are getting nowhere, but you can’t give up. When speaking about the strength in kindness, Kamilah shared a sweet story of her days as a BBC multi-media trainee (a role secured by Creative Access!), and how when her contract came to an end, she felt anxious about her next career move, and whether she would find anything at all. As she wandered outside her offices, trying to clear her head, she looked down and saw some free flowers, a sign to persevere that in a roundabout way, lead to her next role. Although the lesson here is rooted in goodwill, it is also a testament to not giving up, and even more than that, to taking your breaks! Sam also added how useful it is to “think about your network,” doing things together and bouncing off each other’s ideas can really propel your applications. Especially for freelancers – get a friend’s opinion, or even a mentor, who can offer their advice and guidance. It can be easy to apply for everything, but really hone in on what you want from your work, what kind of industry you would like to go into, and that passion and determination will jump off the page in your applications.  

Networking is nerve-wracking for people already struggling with anxiety. For this, our panel spoke of the power of preparation. Kamilah, when really struggling, tells herself to just “go for an hour” to an event. Once the hour is up, you can leave, but you might just find yourself having so much fun you’d like to stay. You can try and prepare conversation starters and do some research on who will be there, and the work they have done is a great place to start. However, if you are really not well, don’t force yourself to go, instead perhaps draft a message explaining that you would’ve loved to attend, but were unable to, and try and connect with that person via LinkedIn orother appropriate social media. Sam said it is also completely fine “to let people know you’re feeling a little nervous,” because there is a lot of strength that comes with that honesty. Yasmin added how useful joining networking groups like “Young People in the Arts” was. Rest in the fact that you are amazing, and not meeting someone, or going to an event does not mean the end of your career – you just might need to get a little more imaginative about how you strategically place yourself in that important person’s line of view.  

When asked how to bring her best self to work, Kamilah had loads of top tips. “We are all works in progress,” she says smiling, before admitting that she still has down days, but with experience, time, and counselling (which she recommends), it becomes easier to deal with. The 4-7-8 breathing technique is great for calming yourself down during those sudden panic bursts, or just before a big meeting, as well as the book Feeling Good, by David D Burns, which discusses numerous coping techniques, including how to rewire those negative thoughts. More often than not, you can feel an episode brewing, Kamilah warms to pay attention to this, and let your team know. Yasmin encourages a routine with exercise, and Sam journaling, as “being a companion to yourself” can provide a sense of clarity that can be beneficial. “You control how your day looks” she continues, set boundaries with your workplace, for example mentioning that your workday must finish at a certain time, and you can’t exceed that. Other tips included writing lists, breaking down tasks into chunks and always keeping your managers in the know.  

There is so much more support now for those dealing with mental health struggles. Sam notes how the younger generation’s openness about something once seen as taboo is breaking down barriers for those in the industry ahead of them. As a welfare executive, Sam’s role is proof that after tragedies within television, such as those on Love Island, and Jeremy Kyle, companies now understand more than ever the importance of aftercare. As someone who has always cared about her contributors and advocated for their needs, this change is needed and welcomed by Sam. Many workplaces now have mental health policies, and if you are curious about whether yours does, Yasmin says you are well within your right to ask. If there is not one, and it’s something you would like to help create, make this known too! Kamilah is part of a wellbeing group that is actively trying to change work culture, and often has executives sit in on meetings so they know what more they can be doing to support their workforce. It’s not a job that can be done by an individual, but it does take that one person to begin the conversation. Mental health is no longer a taboo; Be upfront with those who need to know. 

People are willing to listen; don’t be worried about signposting useful information to your managers. Kamilah advises speaking to your colleagues and joining initiatives and groups. If you are a journalist, the National Union of Journalists (NUJ) is good at providing any information you might need. Sam adds to research dignity at work responses, which are quickly improving in comparison to five years ago. Above all, listen to your body, navigating mental health can be difficult, but you are not alone in this. Reach out and speak out if you need help.  

Please do watch a recording of this masterclass here.  

You can also read our resource on how we support our team’s mental wellbeing here.

As part of Neurodiversity Celebration Week, we at Creative Access want to highlight the lived experiences of neurodivergent people within the workplace and the strengths and skills they bring to their roles.

We sat down with CA’s employer training trainee Simba, to chat about what adjustments work for her as someone with ADHD, and her top tips for neurodivergent people in the workplace.

As someone with ADHD, one thing that often gets brought up is time management. You can be perceived as lazy, or not prioritising correctly, or in general, your work ethic can be questioned if you’re not coming in on time, or they wonder how serious you are as an employee because you can’t meet certain time expectations. However, I think a strength that neurodiverse people can bring to roles off the back of that misconception is that we have the ability to hyper-focus. That’s a noticeable strength. It’s expected that you’re not necessarily hardworking, or that you can’t apply focus to a task, but you can.

As a person with ADHD, another strength we bring to the table is socialising. We have really good oral abilities; we enjoy socialising, we enjoy networking. Sometimes I feel like we’re like bridges to other people.

And another strength is our visual abilities – neurodiverse people in general share that strength. We tend to be able to see things in big pictures, or mind-map, or visually see things.

On top of that, enthusiasm and optimism. In the general workplace, if you’re used to not being the ‘best’, you have to offer optimism to keep you going. You have to keep that optimism and that drive which is really valuable in the workplace.

You also think outside the box. An opportunity might come where your skills might work well for a task in another department and you can then use that to get closer to your desired career goals.

Finally, I have so many interests and passions. I can put my hand in many different bags! You can take us out of our comfort zone and I think we can seize the challenge and have a level of enthusiasm and problem-solving skills. It might not be approached in the way that’s expected, but we’ll find a way.

More than average regular check-ins with my line manager.

Sometimes I can get lost in a task or the opposite, [and] lose focus on a task. I have a really good relationship with my line manager and it is super helpful. It means that no matter what, I can go to her about a series of things. She also sends me emails after a verbal discussion. I know dyslexic people also have difficulties with taking on verbal conversations and making sure you have all the details relevant to the task.

Avoid glaring lights and find a quiet place to work

It will help you stay focused. I’ve not personally had to do this, but it is ok to ask for a quiet space so that you can focus. In the workplace, you might be prone to anxiety or agitation if there’s a lot of lights and a lot of noise. Lots of neurodivergent people have an issue with sensory overload like glaring lights and overhearing other conversations, so a good adjustment is a quiet room with dim lights.

Fidget spinners and spinny rings!

Alongside this, I have other things, like a lavender bag because I stim off smells. People stim off different things, such as music. I just sniff the lavender bag and it calms me down. Same with my spinny rings, if I’m in a meeting and I need to move, I have my spinny ring. At work, if I’ve been stuck on a task too long, I’ll feel in my body that I need to move.

Make sure that you go on regular walks

Even going on walks around the office, exploring different floors.

Snacks!

Have snacks with you! People with ADHD also crave things that are high in dopamine: foods high in sugar and saturated fats, basically things that give you energy really fast. This is helpful but can ultimately lead to a crash, so you should try to go for nutritious but high complex carbohydrate foods to keep your sugar levels at a decent level.

Nutritious foods like oily fish, nuts, seeds, berries, leafy greens… I also take fish oil tablets which is meant to be really good for focusing. The ways I’ve tried to manage my ADHD is through supplements and snacks, Vitamin D as well.

Set alarms

I set alarms to remind me to eat – sometimes with ADHD and autism, you can forget when you’re hungry. The alarms also remind me when it’s time to focus on something else. They help keep you involved in your day, so you don’t get lost in a task and also can help how long it takes you to do a task.

Considering our strengths in visual mind-mapping skills, an adjustment an employer can make is giving someone 2 computer screens or a large computer screen so that everything is visible and it reduces the burden on your memory. For me in life, it’s out of sight out of mind so I like to have a visual idea of where everything is. Your own personal desk-space is also another reasonable adjustment so you can see your own belongings and what’s available for you.

An employer can also understand that someone with ADHD might need regular movement, and that not being viewed as weird. An adjustment could be giving someone ideas and spaces where they can have those times to release the burden of sensory overload.

I understand that in a business you can’t be late to everything, but having an employer who understands when you might be late reduces the anxiety and that that they might struggle with time management, and are probably very aware of that struggle can be really helpful.

Things like visual prompts and colourful stationary; a visual calendar; a notebook that you colour-code; checklists; notes; traffic light system in terms of things you prioritise in your day and your line manager breaking down tasks can all also be great adjustments. There’s also loads of softwares like Grammarly and text-to-speech softwares.

Another thing to bear in mind is, lots of people with ADHD thrive when they can do a couple of things at once. I’m able to take things more if I’m doing multiple things at once. It can feel a bit limiting to do that in the workplace, as it might look a bit unserious. But if I’m able to use my fidget spinner, for example, whilst in a conversation, I can offer up more ideas. So, a certain level of understanding that not everyone has to sit at a desk to be 100% focused.

Disclosure isn’t necessary. It really depends on the working environment you’re at. It worked well for me but some businesses might not have the structure to support you and your disclosure ends up being redundant. But if you feel like the symptoms of your neurodivergence are pervasive in that they affect you on a day-to-day basis, then disclosure is a safe space. Ultimately, it is better not to mask these things. Don’t have fear that your difficulties are bad personality traits.  

You have strengths and skills to bring forward and it’s ok to say, “this is where I’m strong and this is where I’m not”. We’re all motivated and inspired by different tasks and activities.

Go to someone you trust and raise creating a Wellness Action Plan with them. The way I could disclose my neurodivergence was through my Wellness Action Plan. You discuss what tell-tales sign you give off when you’re upset. I know that according to my ADHD how that would translate. This is relevant for everyone, not just neurodivergent people. 

It has benefitted me in regards to delegating tasks, my line manager knows what tasks are well-fitting for me and which ones I may struggle with so she can assist me in those areas. It makes me feel more comfortable to be myself, to move around, my mannerisms… Everyone should be free to be themselves no matter if you have neurodivergence or whether you’re culturally different, or any of those things. But it gives me a sense of freedom to come as my authentic self – I’m never questioned, or mocked. I feel appreciated for those things.

These things oscillate, even with ADHD symptoms, there’s some weeks where I feel completely neurotypical. For anyone, in regards to mental health or their personal circumstance, these are all things that are constantly oscillating. Someone neurotypical, on a bad mental health month, can show symptoms that might overlap with someone with autism, or ADHD… That’s why I love the idea of Wellness Action Plan – someone who’s struggling with their mental health can disclose and ask for reasonable adjustments. Having those adjustments in the workplace help everyone.

If you are being discriminated against, remember this is illegal. Under the equality act 2010, it’s a legal requirement to have reasonable adjustments made in the workplace. No one can do everything, so have faith in the ability that you have. It’s within your rights to ask for support and support in how you can develop.

Advocacy!

Advocate for your colleagues when they have difficulties. One thing I feel blessed with both my 2 past line managers is that I was shy and nervous to talk about difficulties and sometimes they would send an email on my behalf to explain I was struggling and feeling shy. But it goes both ways.  

Making everyone aware

In your own department, it can be fine as you know the way of working and you have your own style of working, but sometimes someone from the wider team might come in and not know. A colleague explaining to them your style of working and your adjustments can be really helpful.

Ask questions

If you see someone looks agitated, you could say “Hey I’ve noticed this – tell me if I’m wrong – but I wanted to ask you if this is the case?”. That’s how I’ve approached it with colleagues who’ve had bad mental health days before.

Ask if there’s any way you can adjust

If there’s a group project and you can tell someone’s struggling, ask how you can assist or do it differently. Ask if you can adjust your working styles to work better together. Giving the option of being able to have a verbal or written conversation, maybe we could talk on the phone or do a visual mind-map. Give them the option to approach tasks in different ways.

• Plan your journey the day before. Give yourself visual cues, what landmarks might you see on your way there?
• Pack your bag before
• Plan your outfit
• Sleep hygiene is really important: if you struggle with waking up, put your phone far away from your bed so you have to get up to get it in the morning might be helpful
• Body double: it’s not always possible, but if you find having someone present while you do a task helpful, you could find yourself a buddy or just ask someone if you can work together because you find it easier
• Soothing techniques: for me it’s the spinnies, but meditation can also help.
• Eat breakfast!

Creative Access, the leading social enterprise in progressive career development support, has found that 80% of young carers working in the creative industries have missed out on career opportunities and a third (30%) have also decided not to apply for a role due to their caring responsibilities. Meanwhile, a further 80% of young carers also claimed their health and wellbeing had been impacted by caring responsibilities.

A young carer is defined as someone under the age of 25 who cares for a friend or family member who, due to illness, disability, a mental health problem or an addiction cannot cope without their support.* To coincide with #YoungCarersActionDay on 16^th March, Creative Access conducted research and a focus group with both current and young carers to gage how this often over-looked and under-represented group can be better supported in the creative industries.

Key findings from the survey included:

• 70% of participants were under the age of 20 when they first started caring for someone
• 80% felt like caring had an impact on their health and wellbeing
• 80% felt like they missed out on opportunities
• 65% decided to not apply for a new role because of their caring responsibilities 
• 60% felt like they were unable to network or attend industry events 
• 30% felt like they weren’t supported in the workplace

The statistic that 70% of the participants had started caring for someone under the age of 20 is particularly shocking. Members of the focus group explained how caring at such a young – and pivotal – age actually led to a lack of opportunities such as missing out on networking and industry events due to caring responsibilities and financial constraints.

In response to the call to action surrounding young carer’s needs within the workplace, Creative Access has created a resource directed at young carers themselves on how to navigate their caring responsibilities in the workplace, but also so employers can better understand their needs.

One member of the focus group encapsulated how employers can make this change:

The pandemic has disproportionately affected under-represented groups in the creative industries, and young carers in particular have been profoundly impacted by the past 2 years. A Carers Trust survey found that 78% of young adult carers aged 18 to 25 were experiencing increased concern for their futures since Coronavirus. Despite this negative impact, one positive aspect of the pandemic referenced by the participants was the benefits of working from home. As one participant emphasised:

However, young carers expressed worries about returning to the office post-pandemic, as well as non-inclusive work cultures within the creative industries, particularly within TV:

In spite of this, Creative Access’ findings did highlight the unique skills and attributes that young carers can bring to the workplace. The participants frequently cited their empathy, time management, patience and crisis management abilities, as well as practical skills such as first aid training and Covid awareness.  Of the positive attributes that young carers bring to the workplace, one participant said:

Josie Dobrin, CEO of Creative Access says: “At Creative Access, we are constantly striving to ensure better representation and support for people from communities under-represented in the sector. As today’s research shows, young carers are a group who face specific challenges and are not currently getting the recognition and support they need at work. We are hopeful that following our findings, employers will recognise the urgent need to create inclusive workplaces that support carers and the valuable perspective this group bring to the creative industries.”

*Cited from Carer’s Trust: https://carers.org/about-caring/about-young-carers

Creative Access has today announced the findings of a survey looking at the impact of COVID19 on talent from under-represented communities in the UK. The survey was conducted to help understand the impact of coronavirus on emerging creatives and what resources we should be providing in order to best support our community.

The survey, of more than 250 individuals was conducted during May 2020. The results clearly show the profound impact of COVID19 on underrepresented communities in the creative industries.

Josie Dobrin, Chief Executive and co-founder of Creative Access said:

“We are deeply troubled by our survey findings which show how our community has been disproportionately impacted by recent events; more likely to be furloughed, have work cancelled or postponed; more likely to be affected by the COVID virus itself and more likely to be impacted by the longstanding structural inequality within the creative industries.”

The survey, conducted during May 2020, of more than 250 individuals clearly showed the profound impact of COVID19 on underrepresented communities. Key findings include:

The findings have been released as a report, entitled “On the Verge; The impact of coronavirus on underrepresented communities within the creative industries”.

The full report can be accessed here.

Now that working from home has started to become more of a norm, it’s more important than ever to take care of your mental wellbeing. We’ve come up with a list of simple ways to look after your mental health:

1.Keep connected

Staying in touch with our friends and family is key to our mental wellbeing. Catching up with people we enjoy spending time with is a great way to boost your mood. If you’re feeling overwhelmed, it can also be helpful to open up about your feelings to someone you trust.

There are lots of ways to connect digitally beyond video calls and messaging. Netflix Party is a fun way to stay social and watch content together. Online games, like Quick, Draw and Psych, are also a brilliant way to spend time with friends.

2.Take a break

It’s also important to take a break and prioritise yourself. Technology is great for keeping us connected, but when using it a lot you can start to feel stressed. Taking a short break can help you relax.

Try an evening where you don’t check your social media and phone. Use this time to do something else, such as a hobby or something new. This could be listening to music, reading a book or watching a film you’ve been meaning to see for a while. Take this time to focus on what you would like to do.

3.Manage your news intake

Keep track of how much news you’re watching and how this is making you feel. You might want to consider limiting the time you spend following coverage of the outbreak if you’re starting to feel anxious. It might be helpful giving yourself a set amount of time each day to update yourself and turning off news alerts on your phone to remain informed but not overwhelmed.

4.Mindfulness

Focusing your attention to the present moment can help soothe stress and anxiety. Mindfulness and relaxation techniques are helpful for improving our wellbeing. These are great ways to direct any worries away from the future or situations that we have no control over. Headspace has also released free meditation sessions that you can listen to any time.

5.Keep creative and do things you enjoy

Doing something creative can help you feel calm and relaxed and keep your mind active. Explore old and new hobbies, including painting, crafts, playing music, dancing and baking. Don’t worry too much about the end result, focus on enjoying the process.

Lots of activities have also moved online, from writing workshops to live drawing classes. You can receive a weekly guide on them here. We’re also sharing the CA’s community art and positivity posts on our Instagram. Check them out to get inspired and share your own posts!

6.Look after your body

Our body and the way we feel are dependent on each other. When we’re stressed, it can be easy to fall into habits that might make you feel worse. Try eating healthy meals and drink enough water and exercise regularly. You can go outside for exercise or try a home work out to stay fit indoors. Yoga is also great for the mind and body. You might want to explore a new form of exercise you haven’t tried before.

7.Connect to nature

Mind recommend getting as much sunlight, fresh air and nature as you can. When going on a walk, take time to listen to the sounds and sights around you. If you can’t go to a green space, try opening your window and noticing your surroundings. Can you feel or hear the sun, wind or rain? Focusing on nature this way can improve our mood, reduce feelings of stress or frustration and help you feel relaxed.

8.Set yourself small goals

When you’re at home or if you have more free time than you’re used to, It can feel overwhelming deciding where to start with the day. Try setting yourself small goals you want to achieve each day: one creative, one social, one productive and one self-care. Start small, it could be calling a friend or opening a new book. Reward yourself when accomplishing a task, even if it’s just telling yourself ‘well done’.

9.Be kind to yourself

If you’re finding things hard, it’s okay to press pause. Try not to hold yourself to expectations and goals you set out to achieve before or after the current situation. Don’t be hard on yourself if you’re struggling to meet them. It’s alright if you aren’t being productive right now and just focusing on taking each day as it comes. You can just be. That’s enough.

10.Talk to your GP or mental health team

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 Wellness Society have also published a Coronavirus Anxiety Workbook.

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).

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

Body & Soul are running MindSET every Wednesday at 11:30 for young people aged 16 – 30, help young them to manage emotional distress. You can sign up here.

Do also look at the Creative Access blog on taking care of ourselves and each other here.

To mark this year’s World Mental Health Day and hot on the heels of our masterclass at the Wellcome Trust, Dr Victoria Mattison, Clinical Psychologist at Islington CAMHS, gives us some top tips for taking care of ourselves and each other in the workplace…

We all have mental health, and our emotional or mental well-being can fluctuate every day. This means that we can all try to take small steps in our everyday lives to look after our well-being. However, there are certain times in our life when we face transitions and changes, which can mean that our mental well-being may be slipping, and we might need to take actions to boost it. For young adults, the start of working life, financial independence and often lots of uncertainty about which path to take, can be incredibly stressful. Add on possible relationship stresses, a difficult boss, and the onset of winter and it’s not surprising that approximately 1 in 4 people in the UK will experience a mental health problem each year.

Our narrative about mental health is influenced by our culture, religion, gender and politics. Unfortunately, negative thoughts and judgements about mental health or mental illness can be found across our all communities, cultures and generations. Thoughts and logic are often prioritised over feelings and emotions.

These judgemental messages exist in both our thoughts about others (either consciously or unconsciously) and about ourselves ( ‘I should be strong enough to take care of myself). Thanks to the Royals and other campaigns, there has been some improvement, but there continues to be lots of stigma associated with mental health diagnoses. This stigma can make reaching out for help scary and sometimes feel unsafe.

Young people face an enormous amount of pressure to be successful, to be perfect, to excel. When this pressure builds, we need a reliable outlet and a way to cope. If we haven’t yet learned coping skills, the pressure can become overwhelming. Everyday tasks can become difficult because they become linked to that pressure and this can lead to a cycle of negative thoughts and behaviour patterns.

Research shows that we are more ‘connected’ than ever and at the same time, more isolated. Digital technology, including social media and text messaging, increase dopamine, a chemical in the brain linked to pleasure. On social media, it can be easy to project a happy version of ourselves. This can lead others to think we are fine, as well as increase pressure to feel inauthentic happiness. In essence, the technology that gives us a false sense of connection, gives our brains a pleasure boost, making it hard to turn off phones and connect in person. How do we navigate feeling isolated and negotiate better ways to feel support?

There can be a single trigger or event that raises anxiety levels, but generally it‘ll be a number of things that increase anxiety levels e.g. exams, work deadlines, how we think we look, going on a first date or whether we feel safe travelling home late at night.

Anxiety is one of our natural survival responses. It causes our mind and body to speed up to prepare us to respond to an emergency. But it can lead to physical responses like a rapid and/or irregular heartbeat, fast breathing, weakened or tense muscles, sweating, churning stomach or loose bowels, dizziness and dry mouth. It can also lead to psychological impacts including trouble sleeping, lack of concentration, feeling irritable or depressed and a loss of self-confidence.

Feelings of anxiety can be caused by lots of things and vary according to what you’re worried about and how you act when you feel apprehensive. They depend on lots of things including your genes, how you were brought up, your life experiences and the way you learn and cope with things.

Different strategies work for different individuals, but one, some or all of the following may help:

• Facing your fear
• Know yourself
• Relaxation
• Exercise
• Healthy eating
• Avoid alcohol or drink in moderation
• Faith / spirituality
• Talking to someone
• Support groups
• Mindfulness or guided self-help
• Medication
• Deep breathing – which can help to calm us when we are triggered or activated.

If you need help in an emergency there are lots of resources available to you:

• Anxiety UK run 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).
• The NHS 111 service is staffed by a team of fully trained advisers, supported by experienced nurses and paramedics. They will ask you questions to assess your symptoms, then give you the healthcare advice you need or direct you straightaway to the local service that can help you best. That could be A&E, an out-of-hours doctor, an urgent care centre or a walk-in centre, a community nurse, an emergency dentist or a late-opening chemist.
• The Samaritans have trained volunteers able to listen to you any time of the day or night. They can help you talk through whatever is troubling you, find the answers that are right for you, and offer support. You don’t have to give your real name or any personal information if you don’t want to. Call them on 08457 909090 or email jo@samaritans.org

There are also lots of other great resources on the web:

• Stress and relaxation: quick fix breathing exercise
• How to overcome fear and anxiety…top tips
• Mind and Young Minds
• Rethink
• Your local GP or IAPT service

Your mental health and your physical health go hand in hand and it’s just as important to look after both elements. And don’t forget, you’re not alone.