Creative Access partnered with world-renowned brand strategists Ogilvy UK to devise and deliver the first cohort of its Borderless Mentoring Programme, aimed at boosting retention and progression of Ogilvy UK staff from under-represented backgrounds within the company in order to impact retention, confidence and progression.

Individuals from Ogilvy UK’s enterprise resource planning groups (ERGs) were invited to apply for the mentoring programme, with individuals approached and nominated from across the business to participate in the programme. A cohort of 20 staff from historically marginalised backgrounds were nominated by leadership at Ogilvy and matched with senior level mentors from outside their sector. Partnerships began in October 2023 and ran for 6 months of virtual mentoring until April 2024. The joint aim was to use mentoring as a tool to improve mentee confidence, knowledge, optimism for career progression as well as expanding contacts & networks. 

Campaign measurement indicates 100% of surveyed mentee respondents agreed the mentoring programme had boosted their confidence, with 75% agreeing it had made them more optimistic about opportunities for career progression open to them. 72% of respondents also agreed the mentoring programme improved their knowledge and skills they need to progress their career in the creative economy. The programme wrapped with a celebration event – hosted at Ogilvy UK HQ – that brought mentees and mentors together in person to celebrate the success of the programme and provide a platform to highlight individual achievements. 

Despite 2023’s challenges, Creative Access made remarkable strides in supporting under-represented talent directly and helping organisations within the creative industries on their DE&I journey. With the writers’ strike and financial hurdles affecting 68% of film and TV workers, Creative Access stepped up to provide critical support & development opportunities across the creative economy.

• Mentoring programmes: 418 participants
• Career development support: 312 people
• Careers advice and training: 4773 individuals
• Increased confidence: 84% of individuals
• Boosted career optimism: 90% of individuals
• Enhanced knowledge and skills: 87% of individuals
• Expanded professional networks: 64% of individuals

Join us in celebrating these achievements and explore how our efforts are transforming the creative economy.

Browse and download the full Creative Access Impact Report 2023-2024 here.

As part of our Enhance Your Career series, we’ll be compiling resources to help you climb the career ladder in the creative industries and advocate for yourself in the workplace. 

More and more in the creative industries, employers are looking for transferable skills from varying experiences, versus direct industry experience. If you’ve figured out an industry or career path you’d like to pivot into but are still stuck on how to make the jump, we’ve pulled together our expert advice for getting prepared to switch careers and start applying for those dream roles! 

These could be from work, volunteering or your personal interests. Don’t feel worried if you don’t meet each and every one of the job criteria – demonstrate your passion and ability to learn. Something we often hear from industry experts is that passion and interest from candidates about the job they’re applying for is one of the most important factors when considering who to take on.  

You can also ask yourself these questions about the industry you’re entering: Do you need a qualification? Is there a free course you can access? Can you upskill within the company you currently work at e.g. undertake training? Is there anything you can do in your own time to hone your skills and make yourself an expert on a subject? 

Remember, your individual experience has value; use your own knowledge and expertise to let employers know why they need your unique perspective.  

When positioning yourself and your expertise, something to consider is how can you future-proof your career in this industry and adapt to change? A huge topic affecting most industries at the moment is AI. Think about if this is going to impact your new industry, and what skills can you develop to make yourself indispensable? 

We know that everyone bangs on about networking – and, whilst it can feel cringe – we promise it’s worth it. People enjoy talking about their interests and career journeys, so there’s no need to feel embarrassed for heading to a networking event or reaching out to someone you admire on LinkedIn to ask how they got into the field and if they know of any opportunities, events or industry bodies you could access. Most of the time, people are willing to help and would be happily reminded by a follow up email – just make sure not to overdo it.  

You can also attend relevant industry associations and events to expand your network and get advice from others already in the roles you want to enter. 

You can access career advice for free through resources like the government-funded National Careers Service, and charities like the Young Women’s Trust which offers free coaching for women under 30.  

Research shows that people from under-represented backgrounds who advance the furthest in their careers all have a strong network who nurture their professional development. Creative Access regularly runs mentoring programmes with the likes of Penguin Random House UK and ITV, as well as our own mentoring programme for those on our career development programme. 

You can also ask your employer to sign you up for our career development programme.

Get your CV ready for the industry you’re entering; update your personal profile, make each experience relevant to the skills/transferable skills you’ll use in that role. Read our advice on how to craft the perfect CV and cover letter for the creative industries.

And if it’s been a while since you put together a CV and you’re looking for some more support, you can join one of our monthly CV workshops led by our recruitment team.  

LinkedIn is also one of the best tools for finding new connections and expanding your network. So, make sure it’s up to date with those transferable skills. 

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.

1 in 5 of the working-age population are classed as disabled and the number of people reporting a long-term health condition or disability is rising; largely driven by an increase in mental health conditions. Only 54% of disabled people are employed, compared to 82% of non-disabled people[1].

Some issues around employment and access to opportunities for disabled workers and job seekers are common across all sectors:

• Low levels of representation in the workforce and lack of role models at senior levels
• Recruitment processes that regularly create obstacles for disabled job applicants
• Fewer opportunities for career progression
• Lack of awareness and difficulties in getting employers to make ‘reasonable adjustments’ in the workplace
• Fears of being devalued if disclosing a disability or condition

The nature of the creative industries can make all these problems more acute. The working environment can be fast-paced and often staff are on short-term contracts and working towards tight deadlines which are apt to change. Career progression is not as linear as in other industries and informal networking still plays a large role. All of which can make those living with certain conditions feel the impact of their challenges more keenly. However, with the appropriate level of understanding, reasonable adjustments can be made to improve the accessibility of roles and opportunities.

The results of a survey of the Creative Access community in 2022, published in a report on disability equity in the UK’s creative industries showed:

• Only a quarter of disabled respondents feel they have access to the contacts and networks
• Less than a third feel they have the confidence they need to progress their creative career and are optimistic about the opportunities for progression

Whilst we acknowledge that the creative industries – in which disabled people are under-represented – do throw up many challenges, it also presents opportunities for companies to become trailblazer and lead the way in establishing the best approaches supporting disabled employees to thrive.

The Equality Act 2010 states employers must make reasonable adjustments to support disabled job applicants and employees, this includes support progressing in work. 88% of our survey respondents cited the two biggest barriers to their creative careers were:

• Employers’ understanding of making adjustments to allow them to work better
• Awareness of disability issues amongst non-disabled colleagues

We asked candidates about tactics to improve the accessibility of the creative economy to disabled people. The most important thing was that employers be responsive to employees negotiating a working pattern that met their individual needs; over three quarters of respondents cited that they’d like:

• More flexible working
• Training for line managers in supporting disabled employees to thrive

There is a pressing need for creative employers to improve access for disabled applicants and support progression within the sector. We’ve cited our top tips below, but you can read the full report and recommendations here: Disability equity in the UK’s creative industries

• Base your approach on universal principles that benefit the entire team, so disabled people are not always requiring differentiation. This might include a general respect and curiosity about what enables all staff to bring their true selves to work, or the completion of Wellness Action Plans that are an easy, practical way to support mental health at work
• Review use of imagery in presentations, in marketing material and on your website
• Audit policies and procedures around recruitment, training and promotion to flag up any barriers
• Audit your staff to ensure hiring and line managers sufficiently understand their legal duties towards disabled people as set out in the Equality Act 2010 If using third party recruiters, ensure they are compliant with the measures set out in the Equality Act
• Check your marketing collateral; are the fonts and colours disability compliant? Is the text conducive to neurodivergent reading? Is your website accessible for people using screen reading software?
• Consider making adjustments to your application procedures; not everyone is able to complete the conventional application form and a formal interview with a panel of interviewers can be daunting for many people. Allow applicants to see interview questions in advance, provide photos of panels and opportunities to visit the building
• Ensure you paint a realistic picture of life in at your organisation and within the sector during the recruitment process
• Undertake appropriate team training, eg, for example: embracing neurodiversity, cultivating empathetic conversations around mental health, disability equity to ensure staff are more aware of what ‘reasonable adjustments’ can and should be made
• Consider running a Positive Action schemes specifically aimed at recruiting disabled people
• Review working hours and patterns and provide opportunities for flexible working

• Disability & Employment | Factsheets | CIPD
• The Employment Toolkit for Job Seekers with Disabilities – Differently Wired
• Employability toolkit – BeyondAutism
• Equality Act 2010: Duty on employers to make reasonable adjustments for their staff
• The 4 types of discrimination: what every employer needs to know

[1] ONS Labour Market Status of disabled people, May 2022

Media consultant, trainee plumber and Creative Access mentor, Rebecca Fenton gives us the lowdown on how both mentees and mentors can get the most out of a mentoring partnership…  

I am a senior media professional with wide-ranging content development experience in marketing, project management and executive production spanning the worlds of audio, digital, tech (Amazon: Audible), TV (All3Media: Lime Pictures) and publishing (Worldreader). 

– Be as honest and open as you feel comfortable being 

As a mentee, sharing insights into your career, personality type, professional and personal ambitions and even factors like your wage bracket and age can be helpful for a mentor to best guide you and  share relevant anecdotes and experience. Openness in a safe environment such as mentoring with a Creative Access appointed contact can also engender a mutual trust that can be nurtured throughout the sessions and potentially beyond. 
 

– Ask for what you want (respectfully) 

If you have specific aims, ambitions or questions for your mentor – or if you are looking for specific introductions or advice in any given sector – be clear in terms of what you would ideally like to get out of the working relationship. Work with your mentor to map out steps towards your goals and requests. A mentor may not always be able to provide everything a mentee asks for, though the adage is true: ‘if you don’t ask, you don’t get’. You may be surprised where your focus and assertiveness takes you. 

– Be on time!  

It may sound obvious but remember that your mentor is a busy person too and is giving their time and expertise for free. Strive to show mutual respect by logging on or showing up on time or a few minutes early, so that your mentor isn’t kept waiting and doesn’t have to chase things up. Travel delays inevitably occasionally happen, though overall, punctuality goes a long way – both in your working relationship with your mentor and beyond in your wider professional life. It is also a plus if you take the initiative to schedule any Zoom meetings or meeting places where possible. Many mentors may be time-poor and will appreciate it, so by doing this you can get stuck straight into your sessions and make the most out of them. 

I find mentoring most rewarding when I see growth in confidence, understanding and professional opportunities in the mentees that I work with. I come from a modest background with no family members or contacts who worked in media; I could not afford to complete unpaid internships and was not coached educationally in public speaking or self-promotion, so I had to work my way up and work out many things for myself. Thankfully I have garnered support and tips from official and unofficial mentors, bosses and colleagues along the way.  

I personally found the transition from middle to senior management one of the trickiest to understand and navigate. By working with mentees who are looking to make this same move and sharing my experiences (including the peaks and pitfalls) with them, I can ensure that they are best informed at this pivotal professional juncture. 
 

My first mentee came to me with a list of professional and life aims and goals that she was aiming for and by the end of our 6 months, she had achieved all of them! This is hugely due to her capabilities and expertise, though I was pleased to work with her in approaching these goals in a calm, organised and strategic manner to help her manage stress and prioritisation at a time that was a real state of flux for her on both the work and home front. She recently shared with me that almost a year after our mentoring relationship, she now considers me a friend, which I take as the highest compliment.  

I have had a few mentors over the years and have learned that some mentor/mentee relationships tend to find you if they are meant to, alongside official mentoring programmes and schemes. The mentors that I had around the time that I was mid-senior level in my career reminded me to slow down, not to be too hard on myself, to not be too impatient or presumptive, to consider my options and to focus on the important things. And without fail, all of them always emphasised that no job or career move is worth sacrificing your health or mental health over – something that many mid-level candidates may be in danger of doing in order to feel that they must prove themselves.  

I am pleased to be part of Creative Access’ mentoring program to emphasise to my mentees that there is another way – that life and /work balance is possible and should even be aimed for as a core career goal. 

Feeling inspired to help someone accelerate their career? Sign up to become a Creative Access mentor here.

Looking for a mentor? If you’re not already signed up with us, do so here. Creative Access runs several opportunities for mentor matching across the year, so keep an eye on our opportunities board as well as on our socials for upcoming mentorship programmes…  

If you don’t have many contacts in the creative industries, mentoring is a great way to gain expert advice for getting ahead in your career. Former ITV x Creative Access mentee, Wakai Muganiwah talks about how her mentoring experience shaped her career aspirations and helped her gain confidence and the skills for applying to internships and roles in the TV industry.  

For a very long time I have known my desire to work within the media and communication industry. Yet, as a University of Leeds journalism student, I had been confused on where to start my journey and how to begin filtering towards my dream career.  

While I had known about Creative Access for years prior to my mentorship, I had never truly looked at the incredible opportunities it had to offer. I was slightly lost in an abundance of career aspirations and goals, so when I came across the Creative Access mentoring scheme in the summer of 2021, it felt like a perfect opportunity to get clarity on where I was going in life and when I was allocated Paul Moore, the Group Corporate Affairs and Communications Director at ITV, I was ecstatic. I was surprised at how perfect the pairing seemed. A communications director who had been in a variety of disciplines would be extremely helpful in guiding me towards narrowing down the career I desired.  

Initially, I had been extremely nervous to begin this mentorship scheme, but the ease and the support I received throughout the process, from both my mentor and the Creative Access team alleviated all of my preliminary anxiety. Over the six months of mentoring over zoom, I can truly say the advice and guidance I received was invaluable. We completed a variety of tasks and exercises that helped me begin exploring my passions more in order to compact them into tangible careers.  

• We completed CV workshops, where Paul guided me in improving my CV to entice employers and capitalise on my skills and work experiences. Through these workshops I can truly say my CV improved immensely and helped me acquire some of the incredible placements and internships I have today.  
• Practice/mock interviews were extremely helpful in preparing me for future interviews. We practiced under the guise that I was interviewing for a role in media and communications and my mentor acted as an employer in a well-known media organization. After the exercise I was given constructive feedback on ways to improve my interview techniques.  
• Guidance on how to write a cover letter, something that I can truly say became one of the core elements to the success of my applications. I had previously not recognised the significance of cover letters when submitting job applications, particularly paired with a tailored CV.  

It goes without saying how lucky I was to get this help in the aftermath of the pandemic. Like so many in my position, finding such incredible placements felt intangible because of the socio-economic effect of the pandemic. Several months on, I have two 3-week placements and a year internship with Discovery – a role that I applied to through Creative Access. I would not have had the confidence to apply for the amazing opportunities I got had it not been for my mentor’s encouragement, from his help with my CV and cover letters to the interview exercises.  

I applied for this mentorship with the aim of guiding me into the right direction to begin starting my career and guiding me on what else I can do alongside my studies to begin my career, yet I got so much more. I honestly cannot express how much of an incredible opportunity it was to talk to and get guidance from an industry expert. These schemes are important because they allow students and young people like me the opportunity to be seen!  

Despite applying the scheme on a whim and not expecting too much, I received so much more than I could have asked for. Not only did I acquire an incredible contact, but I gained an extremely enriching experience. I never understood the value of having a mentor to help guide you through the extremely confusing industrial work. It is not easy to start a career in the creative industry, but I was fortunate enough to get such an amazing advisor.  

The Creative Access mentoring schemes have created an enormous difference to my personal and professional life. It has given me insight and advice that I would have otherwise never acquired and it has cemented Creative Access’ determination to help people like me.  

2022 programme is open for applications from those aspiring to work in or currently working in publishing or the wider creative industries

Penguin Random House UK and Creative Access, the leading social enterprise in progressive career development and support, are today announcing year 2 of their long-term programme to provide mentoring to over 500 people aspiring to work in or at entry-level in publishing by 2025. The aim is to break down barriers and myths and showcase the rich mix of roles and opportunities on offer within publishing. 

The programme’s focus will be on reaching career talent from communities currently under-represented in publishing, for example in terms of ethnicity, socio-economic background or disability. It is open to people over the age of 18, including students at college or university or those who have some professional experience (in publishing or wider industries). Also welcomed are applications from those not currently in education, employment or training.

Successful applicants will be mentored by individuals who have at least two years of experience in the industry from across the different teams at Penguin Random House, including editorial, marketing, HR, design, digital, legal, technology and finance. The senior leadership team will also be participating again. There are 90 places available on this year’s programme which is open for applications from today until July 11^th (2022). 

This programme is designed to be an equal partnership between mentors and mentees and mutually beneficial to both. Mentees will have the chance to gain insights and expertise, develop skills and confidence, and build new connections and networks. And mentors will have the opportunity to learn from the fresh perspectives of their mentees and challenge their existing ways of thinking. To help set the new relationships up for success, Creative Access will offer training to both mentors and mentees. 

Over the last year, Penguin Random House and Creative Access have partnered to offer 250 under-represented people in publishing mentorships. The impact has been significant, with 90% of mentees sharing they’d been supported by their mentor to apply for roles in publishing and 84% that their industry contacts and networks had expanded. Fifteen mentees have gone on to secure roles in publishing, five with Penguin Random House.

Josie Dobrin, CEO, Creative Access:

Val Garside, HR Director, Penguin Random House:

• Applications now open for mentoring programme for those seeking career advancement in publishing
• The programme follows Penguin Random House’s commitment to better support emerging creative talent from under-represented communities as part of its accelerated inclusivity action plan

Creative Access and Penguin Random House have re-opened applications for their new mentoring programme which will see senior leaders from the publisher take on mentees from groups that are under-represented in the publishing industry.

In this second round of the programme, Creative Access will find and match 100 people with senior leaders from across Penguin Random House. The programme is aimed at those from under-represented communities who want to pursue a career in publishing, whether they are in education or have some work experience in publishing or other creative industries. The programme also welcomes applications from those currently not in education, employment, or training. Alongside this, the Penguin Random House HR team will pair each of their leaders with a second mentee from within the company to offer support and advice on career development and progression.

The programme, launched in October 2020, is running as two six-month cohorts over a 12-month period. The second cohort is open for applications until 25th April 2021 and mentees will be matched with mentors comprising Penguin Random House UK’s entire Senior Leadership team (including CEO Tom Weldon) alongside a number of other Heads of Department across the company. To help set the new relationships up for success, Creative Access will offer training to both mentors and mentees.

This programme follows Penguin Random House’s launch of its Books for Everyone, by Everyone action plan in July 2020, which set out a renewed commitment to being a more inclusive company and publisher. It outlines a number of actions focused on removing barriers for entry and offering greater support for career progression and development for those in the company, including a commitment to match each leadership team member with two mentees.

Josie Dobrin, CEO, Creative Access:

Val Garside, HR Director at Penguin Random House:

The programme follows Penguin Random House’s commitment to better support emerging creative talent from under-represented communities as part of its accelerated inclusivity action plan.

Creative Access and Penguin Random House have re-opened applications for their new mentoring programme which will see senior leaders from the publisher take on mentees from groups that are under-represented in the publishing industry.

In this second round of the programme, Creative Access will find and match 100 people with senior leaders from across Penguin Random House. The programme is aimed at those from under-represented communities who want to pursue a career in publishing, whether they are in education or have some work experience in publishing or other creative industries. The programme also welcomes applications from those currently not in education, employment, or training. Alongside this, the Penguin Random House HR team will pair each of their leaders with a second mentee from within the company to offer support and advice on career development and progression.

The programme, launched in October 2020, is running as two six-month cohorts over a 12-month period. The second cohort is open for applications until 25th April 2021 and mentees will be matched with mentors comprising Penguin Random House UK’s entire Senior Leadership team (including CEO Tom Weldon) alongside a number of other Heads of Department across the company. To help set the new relationships up for success, Creative Access will offer training to both mentors and mentees.

This programme follows Penguin Random House’s launch of its Books for Everyone, by Everyone action plan in July 2020, which set out a renewed commitment to being a more inclusive company and publisher. It outlines a number of actions focused on removing barriers for entry and offering greater support for career progression and development for those in the company, including a commitment to match each leadership team member with two mentees.

Josie Dobrin, CEO, Creative Access:

Val Garside, HR Director at Penguin Random House:

If you are interested in applying for this programme, please apply here.

Forming a relationship online or over the phone is not always straightforward, so how do you create an effective and fruitful virtual mentoring partnership?

We’re so grateful for our team of brilliantly committed and encouraging mentors. We’d thought we’d share a collection of resources and guidance for both our mentors and mentees to help with connecting remotely.

For mentors

• Mentoring is such a powerful tool, through the ups and the downs, allowing time for reflection, supporting with structure and to help put things in perspective. Drawing on your professional experience to date, you can support by providing a sense of grounding and long-term view.

• Of course, there’s pros and cons to mentoring virtually as opposed to face-to-face and it’s important to acknowledge that whilst it may be more flexible, it may be more challenging to develop a trusting relationship. That said, and as long as you’re able to overcome any technical issues… it could actually inspire more relaxed and creative conversations away from both of your workplace settings.

• For early career professionals who are often the newest members of the team, it can be harder to sustain meaningful relationships with colleagues whilst on furlough and/or working from home. This could lead to feeling lonely or out of touch with the rest of their organisation. The simple act of checking in by sending a text message or brief email to your mentee asking how they are doing can go a long way.

• It’s important to be mindful that the COVID-19 pandemic may trigger trauma for young people. The National Mentoring Partnership in the US provides a practical resource for mentors.

For mentees

• Your mentor might be going through a very challenging time in their personal and/or professional life, remember to ask how they are and whether they’re able to connect remotely. Good mentees are considerate, respectful and can work within their mentor’s schedule.

• It is still important to prepare for a virtual meet up with your mentor, in order to maximise your time together. You might find it helpful to identify some recent accomplishments to share, think about a challenge you’d like to work through together and remember to be specific with how your mentor could help.

• Like many of us, you might be feeling worried and stressed and it can feel difficult adjusting. It’s important to remember that this situation will pass and we will get through it together, we’ve written a helpful blog post on managing your mental health during the coronavirus crisis.

For both

• Successful mentoring takes two and it can also take time and generosity to develop. The relationship must be managed and nurtured, we think the key elements of successful mentoring remain the same when connecting remotely.

• Remember to have fun, it’s ok to have a laugh and talk about something you did at the weekend, enjoyed watching on the TV or baked for the first time. Sometimes it can be helpful to take breaks from more serious conversations. And remember not to judge yourself by pre-pandemic standards, we’re living in unprecedented times!

Also sending a massive thank you for all your efforts, we hope you both continue to learn from a mutually beneficial mentoring relationship. Diverse voices are still very much needed within the creative sector, and mentoring is such an important strand of our work to achieving our vision where Britain’s creative industries truly reflect our society.