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.

By the Writers’ & Artists’ Yearbook (W&A) Website Team

If you’re looking for a job in publishing, then the chances are that your passion for books is already in the bag. This passion is one thing that you can’t learn, but fortunately every other skill required for publishing roles are ones that you can!  
Pivoting into a career in publishing from a previous industry might feel overwhelming, which is why it’s important for you to know that all the skills you’ll need are likely ones you already have. And these can come from any part of your life, not just your current, or previous, jobs.   

We spoke to a handful of our colleagues at Bloomsbury Publishing PLC, across different departments, to find out more about the different type of transferrable skills they use in their day-to-day roles.   

‘Publishing is a highly collaborative industry, and every day I engage with people from my team, other departments and externally. As well as adapting to the people I’m interacting with, I also need to think about the purpose of my communication – Am I sending minutes to a large group of publishing professionals from different departments? Am I pitching a book I’m really excited about to my team? Am I emailing a debut author with no publishing experience whatsoever? Am I writing customer or consumer-facing copy with the aim of garnering interest in a title? Being able to communicate clearly, passionately and flexibly will be key in helping you develop within this industry.’ Jadene Squires, Children’s Fiction Editorial Assistant  

  

‘We publish a lot of books, very close together and my role includes creating my campaigns, but also supporting others with their campaigns. This is alongside managing all our team meetings and admin, therefore the role requires organisation and time management to stay on top of all tasks.’ Anastasia Boama-Aboagye, Publicity & Marketing Assistant  

  

‘There is never a dull day in digital marketing, but you have to be able to multi-task and work to tight deadlines whilst keeping a high energy. Enthusiasm for lots of books, new ideas and working with different members of the team is so important, as it keeps a good flow of creativity and communication which is how big campaigns are pulled together and executed to a high standard.’ Kate Molyneux, Digital Marketing Manager  

  

‘It’s so important to be a support for your colleagues, authors and even empathise with external stakeholder who you may not work with on a daily basis. In the publishing industry, we’re drastically trying to diversify both our publishing and our workforce, and I don’t think this could be achieved without empathy.’ Grace Ball, Children’s Publicity Executive  

‘You are responsible for finding the best places for that author to be reviewed, featured, interviewed or do a bookshop event. I recommend immersing yourself in the kinds of publications your books would appear in as much as possible, so you get a sense of how they cover books. This information can then be used to inform your work.’  Ayo Okojie, Publicity Executive at Head of Zeus  

  

‘This means paying attention to both the finer details, such as an errant punctuation mark and the bigger picture, such as text flowing too closely to an illustration. I use this skill every day, for example when proofreading copy, checking that an ebook has been converted properly from a print file and, for illustrated books, ensuring that the illustrations are appropriate and match the text. The main purpose of an editor is to make the reading process as easy and enjoyable as possible.’ Jadene Squires, Children’s Fiction Editorial Assistant  

  

‘Sometimes, things don’t always go to plan. You could be building a page and a bug could cause an issue, which means referring it to the developers and waiting for them to add a fix before you can return to your task. You might realise that a page is not working as you’d hoped, so you need a break from it and return to it later.’  Heenali Odedra, Deputy Website Editor  

If you’re interested in a career in publishing, head to Bloomsbury Publishing’s Work With Us page to find out more about current vacancies and apprenticeships. For more interviews and advice articles, check out the Careers in Publishing area at writersandartists.co.uk.  You can also search Creative Access’ publishing opportunities here.

About writersandartists.co.uk  

The site is a dynamic, free-to-join community platform that’s home to over 70,000 subscribers. We feature hundreds of free-to-view articles and resources that offer essential practical guidance on both the creative and publishing process, as well as insight into careers within the publishing industry itself. On top of being a digital space for like-minded creatives to connect, the site hosts free writing competitions, and provides opportunities to pitch blog posts or upload writing calendar entries. Exclusive discounts, reward point incentives, and information about industry initiatives (such as work placements or financial assistance) are regularly uploaded to the site.  

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) 

Writer’s block? No time? No energy? It’s not always easy to stay creative, despite our best intentions, so we’ve put together a list of top tips and resources to help inspire you to get things started…

1.Set up a daily routine

Set aside a little time to create every day, even if it’ s just for 15 minutes. Finding some time in the day for a hobby you enjoy is a great boost for your wellbeing. You might find once the 15 minutes are up, you want to keep going! Getting into the swing of things can be the hardest part.

2.Try something new

It can feel frustrating when a hobby we usually enjoy isn’t going anywhere. Switching things up can help get you inspired, like drawing or painting in a new medium, writing in a new genre and or even learning a new instrument. Lack of familiarity can spark a new idea and even kickstart a new skill.

3.Get inspired by others

Turning to work we love can be a great source of inspiration. If you’re a writer, read widely. If you want to create television, watch lots! Think about art you admire and why you’re a fan. This a brilliant way of figuring out what you enjoy and how you can emulate this in your work with your own style and perspective.

4.Don’t put too much pressure on yourself

Focus on the process of creating something, rather than the end result. The first draft or the beginning stages of a project are rarely perfect. Working on something until it gets to where you want it to be is often the most fun part of a process. Don’t be too hard on yourself and enjoy being creative!

5.Take part in competitions, workshops and training schemes

Some people need a deadline to give them a push and get creating. There are lots of incredible opportunities out there and plenty of great prizes also on offer. We’ve put together a list of them to keep you inspired and motivated. This list will be regularly updated:

Writing

• Curtis Brown are running a free Weekly Writing Workout, a programme which provides tasks and teaching notes, tips and pointers

• First Story are sharing creative writing video tutorial series, with videos from Dean Atta, Vicky Foster and Caleb Parkin

• Penguin are looking for under-represented writers with their competition WriteNow, you only need to submit 1,000 words – Deadline 31/05/20

• Creative Future are running a writing competition with over £12,000 worth of prizes on offer for underrepresented writers. The theme is tomorrow – Deadline 31/05/20

• The Phil Fox Award for Playwriting is looking for submissions – Deadline 16/06/20

Film, TV, Theatre and Radio

• Writers and directors are invited to submit a one-page outline of their film idea to Short Circuit’s competition #SharpShorts – Deadline 15/06/20

• JustOut Theater would love to hear from writers based in the North for their weekly Radio Plays – Deadline rolling

• FutureLearn have released a new course from BFI Film Academy – Explore Filmmaking: from Script to Screen that you can join for free

• Bitter Pill Theatre are holding The Painkiller Project – a fortnightly playwrighting competition with a £150 prize

• Check out BBC Writers Room for loads more opportunities

• Enjoy world-class theatre at home for free via National Theatre at home.

Art

• Brixton Life Drawing hold weekly life drawing session via Zoom

• In Grayon’s Art Club, Grayson Perry teaches viewers how to draw, paint and sculpt as well as encouraging entries to exhibit on episodes

• MoMa have free online courses on their website where you can immerse yourself in ideas and see your world in new ways through art

• Be inspired by great artists and discover how they made their masterpieces via Tate’s ‘How to’ series on YouTube.

• It’s Nice That believes passionately that creative inspiration is for everyone. Sign up to their newsletters to keep in the loop with everything good going on in the creative world.

• Take an online tour of a museum, whether the Louvre and Musee d’Orsay in Paris, the British Museum in London, the Rijksmuseum in Amsterdam, The Guggenheim in New York or the Vatican and its Sistine Chapel in Rome.

• Google Arts & Culture puts the treasures, stories and knowledge of over 2,000 cultural institutions from 80 countries at your fingertips.

• Cass Art is on a mission. A mission to fill every town with artists! Read their blog to find out about a range of techniques, opportunities & creative fun for all the family.

Music

• Tune into Boiler Room’s live series. Their broadcasts stream from artists’ homes and private spaces, direct to you.

• NPR Music’s Tiny Desk (Home) Concerts, bring you performances from all over the world. In the same spirit — stripped-down sets, an intimate setting — just a different space. Watch these 5 Tiny Desk concerts to calm your mind.

• COLORS unique aesthetic music platform showcases exceptional talent from around the globe. Discover the most distinctive new artists and original sounds.

• See artists sharing their work from their homes to yours via Royal Albert Home. Browse their free streaming programme online.

• Listen to Worldwide FM, an award-winning platform for underground music, culture and stories from all over.

Let us know if you have any more links to the above and get creating…!

Like lots of things, networking has largely moved online. It might seem like a struggle connecting to people with the move to working remotely and few events to meet professionals in. But have no fear, we have a list of top ten tips on how to maximise your virtual networking skills and the chances of hearing back from industry experts…

1. Be considerate of who you contact

These are strange times for everybody right now. Unfortunately, the creative industries are currently facing a lot of difficulty and many people aren’t working. Be mindful of this when reaching out. It’s a good idea to check how people are doing on platforms such as LinkedIn or their social media before you approach them.

2. Spruce up your LinkedIn

While we’re on LinkedIn, now is the time to finally make yours the best it can be. It’s a fantastic platform to make a strong first impression and connect with other creatives in your industry. Whether it’s taking a proper headshot or completing a skill quiz to prove your talents, there’s lots of ways to boost your profile.

Don’t be shy sending an invitation to peers and industry professionals you admire, connecting is what LinkedIn is for. You can even include a message with your invitation to explain why you’re reaching out.

3. Tweet to your advantage

Twitter is also a great way of making connections as lots of creative professionals are on there. You can build your network by following people relevant to your interests and career. Twitter lists are also a handy way of keeping track of everyone you want to engage with. Having a professional and easy username to remember also ensures people can find you too.

4. Join and create groups

On social media platforms like LinkedIn and Facebook, creating groups of likeminded peers to engage with can be useful and inspiring. Here, you can give each other tips and advice, brainstorm ideas together and even create new projects. Some of our CA interns and alumni have recently come together to create Cultrd Collective and other new initiatives include #VirtualCollaborators.

5. Attend virtual masterclasses

Online masterclasses are a fantastic way to gain invaluable knowledge from the comfort of your home. These sessions often have a chat feature and a Q&A, where you can connect with fellow attendees and engage with experts. Creative Access are holding a series of Thursday Thoughts; inspirational talks with leading figures from the creative industries. We are also hosting weekly Wednesday Workshops which are interactive employability sessions focused on staying job-ready throughout this current situation.

6. Follow up after online events

If you enjoyed a virtual session, it’s a good idea to send a follow up email or feedback letting them know. You can even shout out an organisation in your social media to share your thoughts. This way you can leave a lasting impression for any future opportunities and demonstrate engagement in an industry you’re passionate about.

7. Get involved in competitions and schemes

Lots of projects that showcase and discover talent have moved online. Getting involved in things like writing, acting or art competitions and callouts are a brilliant way of getting your work out there. Judges also tend to be experienced professionals in their field, submitting a piece can help introduce your work to them as well as giving you the opportunity to ask for advice and feedback.

8. Keep messages short and sweet

Keep messages concise and genuine when reaching out. Long bodies of texts in emails can immediately turn someone off from reading what you have to say. When contacting someone whose work you admire, mention what you like. Demonstrate your interest in their work before asking for a (virtual) coffee or chat.

9. Contact people early

When sending an email, it’s best to send one early so it doesn’t get buried underneath the other messages that come through throughout the day. With most people working at home, inboxes are especially busy right now. Sending an email before the working day starts could ensure your message sits at the top of the pile when people clock on, increasing your chances of receiving an answer.

10. Start an online portfolio

Now is a great time to set up an online blog or portfolio showcasing your talents. When reaching out to people, you can direct them to your work, instantly giving them an impression of your skills. Take the time to make your website look professional and well put-together.

Useful websites include WordPress, where you can set up a blog for free; Wix, which lets you build free websites and has lots of great templates to choose from; and YouTube for sharing films and video content.

Bonus tip: Be pro-active

None of the above will be possible unless you take initiative in finding opportunities to connect. Networking can certainly feel daunting at times, especially when contacting someone we’ve never even met. However, we only regret the chances we don’t take. You might be surprised at how far sending an email or message can take you. The only way to find out is to try. Good luck and keep us posted.

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

A job advert is the first touch point between a prospective candidate and a future employee and therefore a critical window into how inclusive your organisation may be.

One study has found that the average jobseeker spends 49.7 seconds reviewing a job advert before deciding it’s not a fit for them. Job adverts can perpetuate a particular image of the ‘ideal candidate’, which discourages candidates from diverse backgrounds and circumstances from applying if they feel that they do not fit that image.

To help you attract a diverse pool of candidates, we’ve put together our top 10 tips to writing an inclusive job description

1.Be mindful of gender-coded language and use of pronouns

Gender-coded words can reduce the number of women applying for your opportunity. When listing the ideal skills and qualities of the ideal candidate, consider whether your choice of language is contributing to a heavily masculine coded advert. Use this Gender Decoder tool so you’re aware of what words to avoid.

On top of this, consider your use of pronouns in your adverts. Ensure that your advert uses gender neutral pronouns such as ‘you’ and ‘they’ instead of ‘he’ or ‘she’.

2. Avoid jargon and corporate language

The use of jargon and corporate language in entry-level roles can make qualified candidates feel unqualified, if they don’t understand the terms and acronyms used on your job advert. Draft each advert with the assumption that the reader doesn’t understand your industry lingo. Ensure that you open up acronyms and include universal wording where applicable, so that those using their transferable skills from other industries feel welcomed to put an application forward.

3. Avoid phrases and requirements which discriminate against older or younger candidates

Only use phrases such as ‘recent graduate’ or ‘highly experienced’ or ask for grades and qualifications, if it is a genuine requirement for the role and really is required for the candidate to succeed.

The use of terms such as ‘digital native’ or ‘tech-savvy’ can also discourage older candidates from applying. If certain technical skills can be taught to the successful candidate while in the role, avoid making it seem like a prerequisite in the job advert.

Ensure that your advert uses gender neutral pronouns such as ‘you’ and ‘they’ instead of ‘he’ or ‘she’.

4. Ensure your job advert is formatted in an accessible way

When formatting your job advert, ensure your choice of font and colours are accessible for those with dyslexia. The British Dyslexia Association advises using san-serif fonts such as Arial, Verdana, or Calibri as these are easier to read. Along with this, avoid using underlining and italics, but instead use bold if you wish to emphasise something.

Also consider using other methods, such as audio recordings, larger fonts, and braille.

5. Avoid phrases and requirements which perpetuate racial or faith bias

Avoid phrases that can read as perpetuating negative racial, cultural, or faith stereotypes. Avoid using phrases such as ‘strong English-language skills’ as this may discourage non-native English speakers and avoid phrases such as ‘do you want to join our gang?’ which can have negative racial connotations.

6. Include the relevant skills

Women will typically only apply for a job if they meet 100% of the qualifications, while men are likely to apply to jobs for which they meet only 60% of the qualifications.  To encourage women to apply, ensure that you keep your job advert brief and remove requirements which are not necessary for the role or that can be taught through training.

7. Include benefits and provisions

As well as including any required skills and information, make sure your job postings are welcoming to candidates of all abilities and circumstances. You can do this by clearly outlining the provisions and benefits included as being part of the company, including flexible working hours and childcare provisions. Making these clear at the first touchpoint as opposed to candidates having to ask will encourage more people to apply knowing they are welcome to.

8. Include transparent job details

Set out your expectations for the recruitment process clearly; ensure candidates are aware of application deadlines, what is needed to put forward an application, salaries, and timelines. Transparency around salaries is particularly important to help ensure that candidates from all backgrounds are paid the same amount for the same role.

9. Emphasise your commitment to Diversity and Inclusion

Consider stating your commitment to Diversity and Inclusion in the job advert. Let applicants know you have taken strides to become a more welcoming and inclusive workplace and direct them to any initiatives or reports to demonstrate this.

10. No trick questions

Be open about the process; what questions you might ask in an interview; what a task (if you’re setting one) will be; who will be conducting the interviews. You’re trying to get the best out of people, not trip them up!

Good luck!

Whether intentional or not, accent bias is alive and well in the UK. Creative Access’ upcoming research in partnership with PR agency Fleishman Hillard found that over three quarters (77%) of people working in creative industries have felt they had to change their accents in the workplace. Meanwhile 89% believed that others had made subconscious judgements about them based on their accent or how they speak, compared to 65% among the general population.

The Accent Bias in Britain Report: 2020 found that people “evaluated job candidates who spoke in a Received Pronunciation (RP) accent as more informed and more suitable for professional employment, even when speakers of other accents gave identical answers.” This highlights that whilst accent discrimination is of course part of a greater problem surrounding social inequality and classism within the UK, our findings illustrate how this inequality is reflected within our creative industries. It is vital that employers working to become more inclusive address accent discrimination – and its wider implications of classism – within the workplace. Here are our tips on tackling accent bias…

Take a fresh look at who you consider a ‘fit’ for your organisation. Create an environment where all qualified applicants are welcome, not just those who have gone to elite universities or speak a certain way. This also means extending our understanding of what ‘qualified’ means – can this incorporate skills over a university education for example?

If there is a lack of diversity in accents within your organisation, what could you do to make the workplace more welcoming to those from different backgrounds or even regions of the UK?

Whilst recruiting talent from communities under-represented in the creative industries and breaking down the barriers for entry into the creative industries is extremely important, the need for inclusion extends to mid to senior levels as well. You need to provide the opportunity to for them to develop and step up. Examine the concept of what it means to be ‘pitch perfect’ or ‘client friendly’. We know that clients are increasingly looking for and expecting diversity to represent their companies and engage audiences – offer your employees an equal chance to do this.

Look into your HR and talent development decisions and processes – are they fair?

Bearing concepts such as code-switching in mind, it’s important that we think about the language and imagery we use whilst hiring and in interviews: avoid jargon and corporate language, be transparent (for example, be clear around salary and progression), and let the candidate and your employees know that you’re committed to diversity and inclusion through your actions as an organisation, not just by what you say. By demonstrating an inclusive environment in the hiring process, you’re showing your potential future employee what it could be like to work at your organisation. The creative industries, which create the books, plays, films and TV we all consume, need to represent all of society, not just a small proportion – this is an employer’s chance to reach talent from backgrounds that may not ‘traditionally’ work in the sector and broaden their perspective as well as their creative output.

Do your current staff feel as though they can be their authentic selves at work? This can include everything from not mocking the way people pronounce things, or where they’re from, to being mindful of the language you use when describing someone’s accent. Think about the implications of words like ‘thick’ or ‘common’, as well as ‘articulate’ or ‘eloquent’; these terms can be seen as loaded with classist and racist connotations.  

The majority of our participants (89%) believed that others had made subconscious judgements about them based on their accent or how they speak. The first step is to accept we all have unconscious bias and become aware of this. This can be further worked on through setting up initiatives like workplace training, running workshops with external speakers, and setting up internal working groups to hear new perspectives which challenge your thinking.

Creating an inclusive culture at work means being open to having honest conversations. You must make employees aware that that if they are offended by something or uncomfortable, that there is space for their criticism or concerns. You can conduct regular anonymous surveys on workplace culture and from here, you can determine what can be improved, and most importantly, respond to the feedback.

It is clear that people from under-represented backgrounds in terms of ethnicity and socio-economic background feel the effects of accent discrimination disproportionately to other groups. Ensuring that members of your team feel able to come to you with a problem around discrimination – and to know that problem will be heard and taken seriously – is vital.

Take action with Creative Access training:

Creative Access’ has a number of comprehensive training programmes, delivered by a highly experienced team, which enable employees to thrive in a diverse and inclusive workplace. Find out more about our bespoke employer training sessions on class in the workplace, unconscious bias, inclusive recruitment and more.

If you’re a small organisation or an individual employee looking to learn more about the topics, check out our upcoming open training workshops.

Last night, we entered the Publicis Poke offices in Television Centre for a masterclass on all things advertising. Publicis Poke is a 160-person strong ad agency that has worked on campaigns for the likes of Google, Renault and Morrisons.  

Our panel included: 

• Prianka Ramlugun – strategist 
• Mollie Milton – strategist 
• Emma Tacon  – account manager 
• Khalil Orrett – producer 
• Kate Bly  – business lead  

Our community were welcomed by Creative Access alumni Prianka, introducing us to Kate who gave an insight into agencies back in the day (think Mad Men, Kate said) versus agencies now (thankfully, there’s much more diversity but there’s still more to be done). Kate talked us through the different departments helping us understand what it’s like to work in strategy, creative, production, and as a business lead.  

We were then lucky to get a behind the scenes look at a case study of their client Tourism Ireland’s ‘Fill Your Heart With Ireland’ campaign. Mollie, Emma and Khalil pulled back the veil on exactly what goes into a high-profile campaign from the level of research needed to help discover the concept, how long pre-production and post-production takes and of course, its delivery (plus then even more research afterwards to see how well the project has worked!). You can see the fruits of their labour in this advert with cast members of Derry Girls here… 

Throughout the masterclass we gained a deep insight into the nitty gritty processes that help make advertising work. However, our panel also made our audience aware of the skills needed to break into the industry and propel careers forward. Here’s the top three things we learnt… 

Many of our panel spoke about their ‘unconventional routes’ into advertising. Out of all the panel, only Mollie studied marketing at university. Khalil actually studied law and worked as lawyer for a couple of years but hated it. He got into advertising via a Bartle Bogle Hegarty scheme which didn’t ask for a CV, experience or a relevant degree, and recommended keeping an eye out for this sort of internship. Khalil also advised our audience to hone your interests outside academia and work; whatever your passion is (doesn’t have to be related to advertising!) can make you stand out from the crowd.  

Kate has also had a ‘squiggly career’, working on and off in advertising for 20 years. In that time, she took 10 years out of the industry to raise her 2 autistic children and work as a wedding florist. She said: “My attitude now is totally different compared to if I’d stayed in advertising – you can use your life experiences to your advantage.” 

Meanwhile, Prianka found her start in advertising via a Creative Access internship at Publicis Poke two years ago. She said she used her history degree to her advantage:  

“The process before getting my internship was horrible as I graduated and then it was lockdown and I was stuck. I used my history degree to sell myself: creating a story, my research skills, what I do in my free time, what work I love. This industry is about selling yourself, it’s not about having a particular skill or experience” 

Prianka’s route into the industry shows the power of storytelling in advertising. Ultimately, advertising is about making the audience feel something. In her intro, Kate used the example of the Snickers’ tagline “you’re not you when you’re hungry” as a statement which really makes you think about your feelings and is emotive.  

Mollie recommended that any aspiring advertisers do their research into brands they like or products they’ve bought and to bring their learnings to a job interview or into their role: “Have a look at what brands inspire you and how you can bring that into your role. What led you to buy the thing that you bought recently? Analyse that process.” 

Kate stressed that the industry has changed, it’s not as hierarchal as it once was; “A good idea is a good idea, and it can come from anywhere or anyone”. This means, if you have an idea you believe in then back yourself. Emma says learning this skill will come in handy when receiving push back from clients.  

And finally, whilst advertising is a very fun industry, it can also be difficult if a client is unhappy with the campaign, putting your team under pressure. This is why Khalil wants to hire people who ‘when we’re in the trenches, we can rely on you.’ Kate echoes this highlighting that skills like tenacity, teamwork, and simply being a nice person are what she looks for when hiring new talent: “If you’re in an edit suite together at 6pm on a Friday and the client has threatened to pull the ad (when it’s due out on a Monday), you need someone with you can trust and get on well with”. 

When dealing with pressure, Mollie says that kindness will help you take a step back and remember it’s only advertising.  

Ultimately though, being friendly will also help you build up your network as you work your way up the career ladder. Khalil explained that: “It is a tough industry with a lot of nepotism, but those who have to try harder or network more will have actually worked out whether you really want to do the job or not”. He recommended the audience to keep finding their own network as his network helped him get back on his feet and find a new job during the pandemic.  

Emma assured the audience that there’s no need to be intimidated when meeting industry contacts exclaiming: “We’re all a friendly bunch so get out there and have a chat!”.  

A massive thank you to the team at Publicis Poke for welcoming us into their offices and arming us with the behind-the-scenes intel on how the industry works, what it takes to create a campaign, and why our audience should enter the sector! Find roles in advertising here.

Keep your eyes peeled for our next masterclass in November…  

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

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

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

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

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

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

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

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

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

Greg Jones, European CEO of Smarts Agency:  

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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