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! 

In our latest edition of creative industry trailblazers, we’re speaking to Creative Access alumni and member of our Steering Group Nitin Rishi! Nitin started off as a technical runner for TV and radio production company, Somethin Else in 2015 and now works as a freelance producer and director. He work has been broadcast across all major UK broadcasters and he’s produced programmes at major global events like the FIFA World Cup Final, as well as directed commercials for brands such as Porsche, D&G and Christies.

Here he gives his advice on the skills you need to break into the role of producer/director, and how you can move up the career ladder in TV and film too, as well as what inspires him creatively…

My first foot in the door was working as a technical runner for TV and radio production company, Somethin’ Else. This was through the Creative Access paid internship scheme, and it provided an invaluable foundation to build my skills and network.  

I tried to learn as much as I could about cameras and post-production and eventually progressed to in-house camera operator and editor.  

After two years full time, I went freelance as a shooting assistant producer to get more experience in the editorial aspect of production. I jumped between various editorial and crew roles to eventually work my way up to a producer / director in TV, whilst also maintaining an active presence in lighting, shooting and editing for both independent and commercial productions. 

A solid understanding of filming and post-production processes and techniques is essential. This includes a certain degree of technical knowledge so you can clearly communicate with your crew to ensure a seamless production process and a polished-looking finished product. 

Treat everyone you work with or alongside with respect and kindness and don’t burn bridges. You never know where your next project might come from. For example, the runner on your set today might be the executive on a show hiring you later down the road, so be a nice person and stay in people’s good books. 

When I first started freelancing, I was one of the camera operators on Sky Art’s ‘Brian Johnson’s Life on the Road’ I got to work with rock legends such as Led Zeppelin’s Robert Plant, Pink Floyd’s Nick Mason and, of course, AC/DC’s Brian Johnson himself. I’m a huge fan of rock music so this was a special project for me to be involved with.  

If you want to have a dynamic, varied career where you get to travel the world, work creatively to tell stories through pictures and sound, and temporarily immerse yourself in different worlds and subcultures, then you’ll be really well suited to this line of work.  

There are a few things I’d recommend: 

1. Make sure you always nurture and focus on your passion for filmmaking; always be learning and upskilling. Whether it’s refining your soft skills, like leadership and organisation or your hard skills, like learning how to use new cameras and mastering editing software.   

2. Ensure everything you do is executed punctually, properly and enthusiastically, no matter how menial the task. People will take notice and begin entrusting you with greater responsibilities.  

3. When you’re starting out always be prepared to go the extra mile. Work on as many different projects as you can but be conscious about taking on more than you can handle.  

4. Build and maintain a strong network in the industry; be sociable, helpful and be that person that connects people.  

Filmmaker and director Asif Kapadia: Every generation has a filmmaker that is able to bring documentaries to the mainstream and Asif Kapadia has been able to do this with his exceptional films like Senna, Amy & Diego Maradona. 

His films are accessible and meticulously put together, but also have a raw authenticity to them.   

We are also both British South Asians from North London so for me to see him break through the glass ceiling to become one of the most celebrated directors of his generation is very inspiring. 

Read more of our creative industry trailblazer series here.

Love literature? TV addict? Crazy about the sound of music? So, how do you actually make a career out of it? So whether you’re a fresh-faced graduate or a seasoned professional looking to make a career-changing move, make sure you check out our tips on how to create an outstanding CV and cover letter…

Composing your CV

1. Step out of your shoes… and into the recruiters: Ask yourself whether you’re making it as easy as possible for the recruiter to determine that you’re a strong candidate for this specific job? What makes your application stand out from the countless other applications they are skim-reading?
   
2. Length: Keep it to a maximum of two sides of A4 (ideally one) and include bullet points so you’re concise and to the point
   
3. Format: Choose a font that’s simple and easy to read. Include clear headings, and leave enough white space so that the reader can easily jump to what they need to find
   
4. Start with contact details: name, phone number, and email. No need for a photo or a full address but you could include your city or region and whether or not you’re open to relocating
   
5. Add a short profile; maximum of two sentences about you, what you’re doing at the moment, and what you’re interested in pursuing
   
6. List your:
   
   • Education: Your most recent qualification first. Include key modules and dissertation title (if relevant to the role) and any awards or professional memberships
     
   • Employment experience: List it in reverse chronological order and include all experience, whether relevant to the role of note. Separate into voluntary/paid employment. Include the role title, the company, and employment start and end dates
     
   • Skills: IT, systems, languages and, soft skills e.g. team working skills
     
   • Interests and hobbies: Include involvement with clubs and societies and anything quirky that makes you stand out from the crowd
     
7. Social media: Include links to your accounts (especially if you’re going for a marketing role) but make sure your feed is current and appropriate; many employers do check
   
8. Blog or portfolio: Include links to these, but only if they’re up to date
   
9. References: Include two full reference contact details (one employment, one academic). If not, write ‘References available upon request’
   
10. Proofread: Yourself first and then get someone else to.
    

Crafting your cover letter

1. Less is more. Your letter doesn’t need to exceed one page. Keep it succinct and to the point
   
2. Always tailor your letter to fit the specific organisation and role you’re applying for. It’s obvious which candidates have put in the work to craft a thoughtful cover letter
   
3. Show why you want to work for this particular organisation; write about the company and what appeals to you; reference the authors they publish, the shows they produce, the content they create, etc
   
4. Don’t repeat your CV, but use this as a chance to explain why you’re applying for the role
   
5. Explain and evidence how you meet the job’s criteria. Don’t just say you can do the job, show them! Include links to relevant content that you have created that demonstrates your ability
   
6. Refer to transferable skills: If you don’t have direct experience in the areas outlined, think about what skills you’ve acquired through study or other jobs and how you might be able to translate them into this role
   
7. Your chance to shine …Sell yourself by including keywords that will credit your attributes and skills; using phrases like ‘was involved in’ and ‘assisted’ implies that you were more of a bystander than an instigator. Consider using strong action verbs such as ‘chaired’ and ‘coordinated’.
   
8. Show enthusiasm: More than anything, an organisation wants to know that you’re passionate
   
9. Ensure your spelling and grammar is accurate. Print out your letter if you can to proofread it; it’s easier than doing so on a screen
   
10. Don’t forget, the perfect CV and cover letter is not an exact science. Stay positive, keep refining your CV and cover letter, and your moment will come. Good luck!

If you want more advice about entering the creative industries, stay in touch with Creative Access:

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Register with us at: creativeaccess.org.uk

Our newest series, Creative Industry Trailblazers, highlights some of the best and brightest working across the creative industries – in TV, film, music, marketing, theatre, journalism, design and beyond. At Creative Access we support individuals at all stages of their career cycle. And we’re excited for you to read about the experiences and lessons from our impressive mid-senior CA community. 

Who better to start with than a former CA intern and current member of our Steering Group, Arshdeep Kaur? Arshdeep kicked off her career via Creative Access as a talent assistant intern at TV production company Arrow International Media and CPL Productions in 2016 and now works as a product lead at Sky. 

I project managed the creation of an internal employee website from scratch for a campaign I was working on and loved it! I realised there was a whole career path within product and technology doing these kinds of roles. I started to book in chats with product owners, heads of departments and directors at Sky to get advice and slowly transitioned over to product and tech. 

Stakeholder management – being a people person is so crucial in a role where you rely on relationships to help get things done. 

I constantly had imposter syndrome. Sometimes women feel the need to fulfil 100% of a job description prior to applying, but the best advice I received was: “When entering a new role, you should actually feel incompetent. Once you feel competent it’s time to move on to your next role or challenge!” 

Building an automated, international volunteering portal for our employees from scratch. There are so many moving parts to a project like this, it’s a challenge of many competencies, namely project management.  

It’s constantly challenging, but just as equally rewarding. You also get to work with super smart people who you learn something new from every day.  

Get networking and book in a coffee with a colleague or friend who works in product or technology! 

All the female leaders I’ve worked with or have been kind enough to mentor me. Many didn’t actually come from science, technology, engineering or mathematics (STEM) backgrounds, so they gave me confidence that I could succeed in this area without a technical background or qualification.  

If you’re interested in switching career industries like Arshdeep did, check out our top tips on how to do so here. 

Ever wondered how activists stay motivated? In her role as an activist engagement intern at Greenpeace, Creative Access intern Salomé Revault d’Allonnes empowers and brings activists together in their fight against the climate crisis…

I work at the intersection of activist engagement and collective care training.  

A lot of my work revolves around designing and facilitating workshops with different groups of activists. I’m also supporting the Activist Development team in coordinating logistical and welfare support for activists before, during and after an action.  

In terms of digital communications and storytelling, I also co-edit the quarterly activist newsletter, regular email updates, website copy and I presented a social media video for our recruitment campaign. 

Collective care: programmes and practices which support the mental wellbeing of people who are part of causes and movements.  

I really enjoy how varied my role is. It combines many of my interests from my research and tutoring background to my more creative and storytelling side and, last but not least, my passion for social and climate justice and transformative organising. 

No week looks the same and that’s something I really value. 

I graduated from university in September 2021. I was initially looking to work in the documentary film sector, which I did for a bit, but the lack of security required me to work part-time in jobs outside the industry which didn’t work for me. I knew I wanted to tell stories that matter, speak truth to power and contribute to transformative change. 

I am grateful to Creative Access for allowing me to even consider such a well-known organisation in the environmental and NGO sector. I remember seeing the vacancy in a newsletter and thinking why not give it a try without realising that I could potentially be successful. It felt too big and unattainable. 

Creative Access were really helpful during the application process by giving feedback on a first application draft and organising a call with shortlisted applicants. That feedback really helped me refine my application and make it to the interview stage. I couldn’t quite believe it when I was offered the job! 

There were other internships being advertised at Greenpeace at the time I applied, but the reason I applied for this role in particular was its focus around building a culture of collective care in the activist network.  

With previous experiences around migrant justice and feminist organising, the concept of collective care really resonated with me, and I’ve been given quite a lot of freedom in designing that programme.  

I’ve been designing and delivering workshops to develop a culture of collective care with an anti-oppression lens with different groups of activists, volunteers and artists. 

My proudest achievement was when someone who applied to our new activist training programme mentioned a collective care session I had run in a previous volunteer gathering as one of the reasons why they were motivated to take action with Greenpeace! 

My advice would be what I keep trying to tell myself every day: your opinion and experience matter and have value. You have a unique perspective and even if you feel like you don’t have enough relevant experience, you have many transferable skills and there’s no way you’ll know everything about a job before you do it.  

Stay true to yourself and put forward all the things you’ve done and created, including in unpaid contexts. If you want to break into this sector, it means you are creative and passionate, and these are very powerful tools. 

Want to learn more about how you can pair a passion for sustainability with a career in the creative industries like Salomé? Sign up here for our upcoming masterclass on Thursday 30th March.  

A new press announcement from Creative Access on freelancers in the creative industries reveals that freelance talent demands change from creative organisations. Although freelancers are broadly happy with their career path, there is a breakdown in the relationship between freelancers and employers within the creative economy as 1 in 2 freelancers say they ‘don’t feel supported by employers’ they work with. 

Although demand for freelance workforce support in the creative industries shows no signs of shrinking, overall satisfaction is waning among the self-employed.

• Freelancers ask for reasonable adjustments & employer training to thrive 
• 50% of freelancers don’t feel supported by the employers they work with  
• 1 in 5 (22%) became a freelancer due to negative experiences in a perm role  
• Disabled individuals 30% more likely freelancing after negative perm role experience 
• 54% say they’re offered a day rate or salary below their level 

However, the research also showed that freelancers are overall pleased with their career path, pointing to several positive aspects about being self-employed, suggesting their job gives them satisfaction, namely around:  

• remote work (62%) 
• project diversity (61%) 
• independence (61%) 
• it being beneficial to their health & wellbeing (42%)  
• and freedom to select clients (32%) 

Read the full report: Freedom or working for free? Freelancers in the creative economy 2023

Read Creative Access’ employer resource here: How employers can better support freelancers