At Creative Access, we have over 10 years’ experience in the diversity, equity and inclusion (DE&I) space, pioneering bespoke programmes so that people from under-represented backgrounds in the creative sectors can thrive. We also help employers ensure that not only does their company reflect society, but that they are able to provide the best support for all employees by building inclusive cultures. 

This is all to say, we’ve seen a lot of trends, discussions, debates and movements over the past 11 years. Here are our expert and data-backed predictions about the future direction/priorities of DE&I in 2024. 

Between spending cuts and the increasing cost of living, lots of creative organisations are having to tighten their purse strings. However, it would be unwise to put vital diversity and inclusion services on the backburner.  

A recent McKinsey report (Diversity Matters Even More, McKinsey & Company, Nov 2023) found that companies in top quartile for ethnic diversity do 27% financially better than their competitors. Similarly, they also found that good gender and ethnic representation in executive teams makes organisations more likely to outperform their peers.  

Meanwhile, our own data shows that only 38% of employers admit to having a DE&I strategy in place. This means the vast majority do not, and we’re seeing the knock-on impact by way of increased poor mental health and a lack of career progression optimism from under-represented groups without support. This data shows that employers need to take action to invest in the most impactful areas to acquire, develop & retain diverse talent.  

In 2024, employers will have to look at their mental wellbeing, reasonable adjustments and support policies.  

Whilst delivering training across the UK in 2023, we saw an increase in the need for mental health and wellbeing sessions. We also observed a significant uptake in employers requiring neurodiversity training, with our Embracing Neurodiversity session being the most popular workshop in 2023.   

Why? With NHS diagnosis waiting lists up to 24 months long, a shortage of ADHD medication, and increasing awareness of neurodivergent conditions in the UK, people are more likely than ever to self-diagnose or identify as neurodivergent in 2024. Employers that receive training on how to navigate these issues and best support their staff will hugely benefit. 

You can read more about how to best support an employee with reasonable adjustments here, and a guide on disclosure here.  

Much like during the pandemic and the Black Lives Matter movement, crises happening across the globe in 2023 have highlighted a lot of collective pain. 2024 will bring about continued global conversations around these issues and the workplace will have to find ways to respond and prioritise employees’ emotional wellbeing.  

These conversations need to be taken seriously and handled with empathy, and there is no quick fix to complex problems around the world and within the UK. As an employer, it’s not your job to change the world, but you can help your employees feel supported as they navigate it.  

Our trainer and diversity consultant Elonka Soros, says: “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. “ 

It wouldn’t be a trend piece without us touching on AI. Much has been debated in the past year since the rapid rise of programmes such as Chat GPT. With think-pieces proclaiming the end of creativity, bolstering the very scary threat to jobs.  

However, despite this threat, we can use AI to help us work smarter through optimising writing or content creation and helping us save time. In the next year, we’ll see an increase in job roles dedicated to harnessing the convenience of AI and embedding it into creative practices in the creative industries.  

However, it’s important to recognise that AI doesn’t account for representation and has its own biases. Programmes like Chat GPT draw its answers from existing information on the internet which – you guessed it – is heavily skewed towards a white, male, privileged voice. This therefore means there are ultimately gaps in how ‘diverse’ or ‘inclusive’, or well-balanced, its conclusions are.  

If you’re interested in prioritising diversity and inclusion in 2024, you can find out more about our services here. 

The Creative Access Book Club has come together to read and discuss eight books in 2023. These events – open to our community of mentees, interns, and alumni – have been a unique way to start conversations about new writing by authors from backgrounds that are historically under-represented in publishing.  

Here are all the books we read in 2023:  

• Lemon by Kwon Yeo-sun. Head of Zeus.  
• Just Sayin‘ by Malorie Blackman. Merky Books Penguin Random House.   
• Hungry Ghosts by Kevin Jared Hosein. Bloomsbury Publishing.  
• All the Houses I’ve Ever Lived In by Kieran Yates. Simon & Schuster.  
• Close to Home by Michael Magee. Hamilton Hamilton Penguin Random House.  
• Pulling the Chariot of the Sun by Shane McCrae. Canongate.   
• Dispatches from the Diaspora by Gary Younge. Faber.   
• Edge of Here by Kelechi Okafor. Orion, Hachette.  

This year: 

• 194 people were sent books and attended our meetings 
• We interviewed 2 authors about their new books: Kevin Jared Hosein (who dialled in from Trinidad to talk about his novel Hungry Ghosts!) and journalist Kieran Yates who joined our book club to discuss her debut book on housing.  
• Our book picks spanned the world with authors of 5 nationalities including Nigerian, Korean, Trinidadian, USA and British authors from under-represented backgrounds.  
• We worked with 8 different publishers or imprints, including independent publishers like Canongate and Faber alongside Penguin Random House, Bloomsbury, HarperCollins, and Simon & Schuster.  

A standout moment of the year has been a live interview with author and journalist Kieran Yates, before our discussion on All the Houses I’ve Ever Lived In, her urgent but often joyful book on homes and the housing crisis. This was our first collaboration with Simon & Schuster, and being among the first readers to speak to Kieran directly about her book was an amazing experience.  

A calendar of events that includes virtual meetings has continued to be the best way to make sure the book clubs can reach people outside of London and suit different access requirements, while in-person events are a fantastic opportunity for our community of creative industry professionals or those aspiring to be to meet and connect with peers.  

‘Brilliantly run – such a thoughtful and creative space to share our reflections on the book. I learned lots from everyone’s takes!’ – Book club attendee.  

Finally, we want to give a massive thank you to the publishers who have made the Creative Access book club possible and to the readers who came and provoked thoughtful conversation with their opinions and impressions. We’re looking forward to another book club-packed year in 2024.  

We’re always looking for new book club partners. As well as discussing the book, we’ll run a giveaway across our socials and make sure you get plenty of coverage across our community. So if you’d like to nominate a title by an author from an historically under-represented community (and you can post out 20-30 copies to attendees) please get in touch at theo@creativeaccess.org.uk.  

Can you imagine what it feels like to direct, produce and edit your first hour of TV? Well, that was the reality for Creative Access alumni Salomè-Dior Williams who was handpicked by ITV to be one of a handful of producer directors in their successful Fresh Cuts series. Salomè’s episode examines Black British fashion trailblazers, and this is how it went...

Can you tell us any more about how this episode idea came together?

I was lucky enough to work across the development process for ITV’s Fresh Cuts concept at the beginning of the year.

For the uninitiated, Fresh Cuts debuted in 2022. It’s a Diversity Commission Fund initiative from ITV & ITV Studios which scouts first-time producer directors to achieve their first single factual non-scripted film for ITV. Picture: Adessy Akerele (researcher), Mohamed Shalaby (shooting producer), Salomé-Dior Williams (producer/director), Jason Ferguson (Director of Photography – DOP)

I created a slate of areas that had enough depth & history that could be mined across the series. When I left, the company was considering whether to give applicants fully formed ideas from the slate, which would have ruled me out of the scheme for fairness. Thankfully they opened the project out to people pitching with or without an idea. Months later I decided to apply for the scheme and thankfully got it. In my interview I was asked which ideas were my top three to make, and Fashion was top of that list.

I found my main story through social media and with the help of a friend. I watched the GUAP gala last year through the stories and posts of all my favourite creatives. The theme and red carpet blew me away.

GUAP Gala extends from GUAP Magazine, founded by Ibrahim Kamara & Jide Adetunji, is a youth-led new media platform dedicated to discovering, showcasing and nurturing emerging & underrepresented creatives & communities. The Gala exists to recognise underrepresented figures across the arts and culture sectors.

Unfortunately, last year it was in October so I assumed I wouldn’t be able to shoot it in time. Thankfully a good friend r helped put me in contact with the team. Last year was scheduled for September but unfortunately due to the tragic loss of the late Queen Elizabeth, it was delayed. This year however was scheduled for their original date to coincide with fashion week, and the rest was history.

1Xtra DJ Remi Burgz was a natural choice for a narrator. Not only is she a close friend of the GUAP team but also featured naturally in the film, from start to finish.

For my master interviews (the history of black Britons in fashion) I really wanted to get a collection of people who have affected and changed British fashion in some capacity. Thankfully the community were super open to help and I had a mix of designers, curators, stylists, and authors who contributed to the evaluation and documentation of British fashion.

Unfortunately, I was filming until the 11th hour, which meant my turnaround time was insane, to say the least. 

What drew you to the topic?

Fashion is a far cry from what you usually see on TV during Black History Month. It’s a much lighter topic that is a reflection of what I really wanted this film to capture. The film is about black excellence, despite adversity and how the people who came before us paved the way for a new generation who in turn are paying it forward. Black people are not a monolith, and with the film we manage to explore inequality without dwelling on it; it sees young CEOs, designers, master tailors, creatives demonstrate that being Black and British is limitless.

Photo: Gus Casely-Hayford OBE British curator, cultural historian, broadcaster & lecturer

Overall highlights?

I loved working within a team with such a diverse range of talented people. I also, really enjoyed morning meetings and brainstorms when my team would come together and discuss editorial.

What advice would you give to people on how to boost their hiring potential in this industry?

It’s okay to want to do more than one thing. When I started in the industry, many people told me I couldn’t do development & production. But now, nearly 10 years later I’m glad I followed my passion. I wouldn’t have got this opportunity without working in development, and without working in development I wouldn’t have my first one hour documentary commissioned on ITV1 & ITVX.  Go for what you want, be diligent and trust your creative voice.

You’re a proud Creative Access alumni. Do you have any comments for anyone else about to start a relationship with CA?

Creative Access is a one-of-a-kind organisation. Without CA I wouldn’t have got my first two paid jobs in TV & film. In an industry that previously was extremely exclusive and nepotistic, it helped me, a young black woman from a working-class background, to get a foot in the door whilst giving me a community that supported my growth.

I know Creative Access has helped so many other amazing creatives to break through and I can’t wait to see all the talent to come. If you haven’t already signed up let this be your sign.

You can catch Salomè’s Fresh Cuts episode Black in Fashion here on ITVX.

If you haven’t already you can register with Creative Access at this link. It means you’ll be among the first to hear about our latest offers bursary funds, events and job or career opportunity highlights direct to your inbox.

Don’t pause for the menopause

By Dr Victoria Mattison, consultant clinical psychologist and Creative Access trainer

This #WorldMenopauseDay, we’re focusing on the impact of the menopause upon working women and how the workplace can create as inclusive environment as possible. Dr Victoria Mattison, consultant clinical psychologist and Creative Access trainer explores the stigma of menopause and how we can demystify it…

For many women, the menopause can be a taboo subject leading to isolation, silence and stigma surrounding what is an important life stage. Far too many feel unsupported at work and are burdened by feelings of shame, or even guilt, when raising their menopause and perimenopause symptoms with managers and colleagues. As a team at Creative Access, we believe that even a small amount of awareness and education could have widespread impact on staff retention, welfare and engagement and, therefore, should be on everyone’s agenda.

Becky Smith, director of digital & impact at Creative Access, tells us:

Menopause awareness is not just about women of a certain age! It remains an unspoken inclusion challenge in the workplace. Menopause is guaranteed to directly impact 51 % of the population, and indirectly impacts everyone, and we need a collective approach to ‘putting menopause on the map’ in our working lives.

According to Amelia Hill in The Guardian, women over 50 are the fastest growing sector, with 80% of menopausal women at work. They are likely to work beyond their menopause transition and well into their 60s and 70s. Still, valuable female talent exit the workplace prematurely every day. More than 60% of women experience menopausal symptoms such as sweats; physical health challenges; poor sleep; anxiety; low mood; low self-esteem; memory struggles; and ‘brain fog’. Despite the multitude of symptoms, the Department of Work and Pensions indicate (2022) that currently one in four women with serious menopause symptoms are forced to leave work. Furthermore, with most workplaces offering no training policies whatsoever, it is estimated that more than one million women in the UK could be forced out of their jobs entirely because their employers are ‘failing to support and include them’ as they go through their menopause.

There is currently no national legislation on menopause, but it is covered under the Equality Act as a protective characteristic, alongside age, sex and any disability, which could be affected by direct and indirect discrimination. So, how can we improve menopause education and raise awareness to reduce stigma?

We have developed our own menopause training for teams to start raising awareness within the workplace so that all employers have guidelines in place to support women experiencing symptoms. A recent survey of 2000 women aged 45 – 67 across the UK experiencing menopause symptoms found that this lack of support is having a direct impact on their capacity to work. This demonstrates how urgently we need prevent harassment, such as unwanted comments and jokes regarding symptoms of the menopause, in the workplace. We must ensure that rather than being a hostile environment, workplaces are safe, empathetic and supportive spaces. At Creative Access, we believe that women who are supported through menopause will remain in the workplace and achieve their full potential, meanwhile employers will retain valuable members of their team. It’s a ‘win-win situation’ for everyone.

If we can break the silence around this subject by creating an open and inclusive culture, we can guarantee that those struggling with symptoms can access the support they deserve to survive and thrive at work. As the Minister for Employment, Mims David MP suggests: “we are losing too many talented and experienced women from our workforce too early”. Employers and sectors with better support and clearer understanding are able to keep female talent and boost inclusivity. And, ultimately, women who have worked hard throughout their careers and are at the peak of their experience and skill will not be forced to curtail their careers due to the impact of menopause or the biases of others within the office.

We have training dedicated to destigmatising menopause in the workplace…

Menopause at work

• Menopause – symptoms, awareness and misconceptions
• Talent retention and employee engagement
• Developing support networks and organisational awareness; what line managers and colleagues can do
• Where help and support are available: in and out of work
• Legal considerations concerning discrimination, reasonable adjustments and sickness absence

Enquire here.

All workshops will provide a safe space in which to raise questions and practice responses and a supportive environment for learning, reflection and relaxed conversation.

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! 

For this week’s installment of #CreativeIndustryTrailblazers, we’re chatting to Creative Access alumni and member of our steering group, Hetty Ashiagbor! Starting off as a location runner via Creative Access in 2015, Hetty’s career history so far reads like a dream resume, having worked as a social video producer at Mail Online and producer for BBC Good Food. She is now living out her creative dreams as a content creator at The Lego Group.

Here, she tells us about her current role, her insights into what skills are needed for a career in production and her own career inspirations… 

I needed a new job and to progress within my career. I wanted to work within multi-platform video content. My search mainly consisted of LinkedIn but I also applied for roles within media sites such as APA and Creative Pool. I submitted my CV before being contacted to take part in a three-stage interview process, and my final interview was a presentation. 

This may sound like a cliche, but I would say that it is imperative to have excellent communication and organisational skills. You have to be passionate about the content you’re producing and have an understanding of the production process. The production process can be split into three sections: pre-production, production and post-production. An understanding of costs and budgets is also needed. 

If you don’t ask, the answer will always be no. There’s no harm in asking for what you want. 

One of the first projects I ever worked on was a one-off documentary for Channel 4. I played a major part in the development stage, which was later commissioned by Channel 4.  

It is such a fun role. No two days are the same, so you’ll definitely be kept on your toes. You play a massive part in bringing together a project and ‘making things happen’. Producer roles are so versatile that there’s almost always a producer role that would be the right fit for anyone who wishes to work within the position. 

Learn as much as possible in every role you’re in, stay up to date with what is happening within the industry and network where possible. Don’t be afraid to move around within different roles and companies in order to progress. Be bold, take risks, ask a lot of questions and don’t be afraid to ask for what you want.  

Dr Joanna Abeyie MBE. Joanna has made a significant impact within the creative industries and has been an inspiration to my career since my first few roles working as a freelancer in TV production and development. Joanna is a champion for diversity within the sector, having launched Shine Media which focused on entry level recruitment for ethnic minority groups within the media industry. As diversity grew within entry level roles, Joanna saw an opportunity to work to increase diversity within senior positions. There was and still is a lack of diversity within senior positions across the sector. As a result, Joanna launched Hyden to cater to this specific need.  

Joanna’s career from working as a journalist to being a social entrepreneur and catering to the needs of the creative sector is an inspiration. She has progressed significantly within her career in such a short space of time and has won awards and has received an MBE as a result.  

I have crossed paths with Joanna on a number of occasions. The most prominent time was when she accepted an invitation to be a panelist at a networking event I organised, and hosted for creative professionals. She was so humble, kind and gave a wealth of knowledge as a panelist. Her experience is invaluable and she was transparent in her advice. You could tell that she just really wanted to help people. She thanked me after the event but really, I couldn’t thank her enough. 

One of her most recent roles was working as the head of creative diversity at the BBC. Her career trajectory is incredible and she continues to make ‘waves’ and ‘headlines’ for the amazing work that she does. 

Looking for more career inspo? Check out the rest of our blogs here.

This week’s creative industry trailblazer is Hearst’s branded content editor, as well as a freelance journalist, and member of our steering group, it’s Isabella Silvers. Isabella started off as a Creative Access intern at Time Inc in 2015 and has since worked at Hearst across titles like Cosmopolitan and Digital Spy.  

In this interview, she gives us the lowdown on why being a multi-platform journalist is such a fulfilling role she also tells us about the projects she’s most proud of and reveals the skills anyone looking to break into the industry or wanting to move up the ladder needs to succeed...

I was working at InStyle when they closed the magazine and I was made redundant. My boss at the time told me that a friend of hers was hiring at Hearst – I applied, and the rest is history. I’ve worked at Hearst for over six years, starting as a digital commercial writer and I’m now their branded content editor. I produce branded content for all our titles across all digital and print platforms, focusing on Cosmopolitan and Digital Spy.  

For the past two years, I’ve worked this role part-time with a job-share whilst I focus on editorial freelancing, whether that’s writing articles, interviewing celebrities, hosting panels or working with clients on sponsored social media posts. I worked up to this by freelancing alongside working full-time, and networking to build up contacts. I also write a weekly newsletter, Mixed Messages, about mixed-race identity. 

Communication is key. Knowing how to present your ideas to commissioning editors, convincing people to speak to you for features and writing clearly is vital! It’s also essential when negotiating pay, advocating for yourself and balancing multiple requests; when I’m writing or producing commercial content, I need to balance the interests of our magazines, their audiences and the client, which isn’t easy. Being a problem-solver and thinking outside the box is also a huge asset. If you can’t find any contact details for someone you want to interview on their website for example, are you going to give up or keep digging? 

Ask for forgiveness, not permission! Obviously take this one with a pinch of salt, but you will come up against barriers and nobody is going to advocate for you as much as you can for yourself. Sometimes it pays to take a calculated risk rather than waiting for a green light. Also: don’t ask, don’t get. It’s always worth asking the question – the worst someone can say is no! 

It has to be my newsletter, Mixed Messages. This weekly newsletter about mixed-race identity started as the seed of an idea in my head and is now something thousands of people subscribe to. I’ve even been stopped on a train by someone telling me that my newsletter influences the way they raise their child. To me, that’s incredible and encourages me to keep going. So far, ‘ve interviewed the likes of Selling Sunset‘s Amanza Smith, musician Jordan Stephens, presenter Miquita Oliver, author Dean Atta and more. In terms of branded content, I am so proud to have commissioned a series with Digital Spy and streaming service NOW that asked five LGBTQ+ writers to share the films or TV shows that resonated with their queer identity. You can read those pieces here. 

It’s an incredibly varied role where no week is the same. You get to speak to so many different people and hear about so many cool brands, organisations, events and movies. You learn something new every single day and you get to share that with the world. The joy of bringing someone’s story to the page and making a difference in the world is unmatched. Your piece could even be used to push for changes in the law or drive people to a charity they’d not heard of before, how great is that? 

Reputation is key, so if you’re known as a reliable, friendly and hard-working person you’ll always be considered for opportunities. But don’t wait for others, push for yourself. Flag to your manager things you’d be keen to be involved with, make a case for courses you’d like to do or awards you want to enter. Always be advocating for your own progress and if you need to break the rules a little… I’ll let you fill in the blanks.  

Banseka Kayembe. Everything she writes is just spot on – whether it’s Love Island commentary on Instagram or a deep dive on race and colonialism, each piece is nuanced, historically contextualised, socially aware and digestible. I also really rate Tobi Oredein at Black Ballad – by and for Black women, this site covers a multitude of topics and looks outside the London bubble too.   

Inspired to look for your next journalism opportunity? Head to our opportunities page.  

This month our employer partner Penguin Random House hosted the latest instalment in our career-in-focus events series, this time to shine a light on publishing career in sales. These are events intended to demystify important, but lesser-understood industry functions – if you’re an employer and interested in doing a career-in-focus event with our community get in touch (details are below).  

At this panel and networking event we got to hear about four very different career journeys from Penguin Random House sales team members. We were joined by publishing and sales enthusiasts from our community at the Penguin UK offices for career wisdom, networking and free books!  

The panel which was chaired by Ella Darlington (head of communications and marketing, Creative Access) featured:  

• Justin Ward Turner (international sales manager – South Africa) 
• Riannah Donald (key account executive – UK waterstones)

• Cara Conquest (sales director – international online, North American and South Africa) 
• and Victoria Ajayi (senior key account executive – UK children’s non-trade) 

The expert speakers represented different areas of the publishing house as well as different career stages. And here are five potentially surprising insights we took from the talk on how to have a successful publishing sales career, according to our expert panellists: 

1. Retail is a common route in. There’s lots of different routes into publishing but working in a bookshop is a common one. Senior key account executive, Victoria, explained how the skills required in retail are totally transferable to this industry, and her previous experience at Schuh really helped her develop the sales skills (such as KPIs, financial goals & competitive selling) that she uses in her role now. Similarly, sales director Sara, developed her ability to upsell, speak to people and have difficult conversations during her time selling advertising space. All the panellists emphasised that sales experience is incredibly valuable to the publishing sector as a whole. 

2. Natural curiosity is more valuable than traditional qualifications. If you’re worrying that you absolutely *need* that publishing degree to get your foot in the door, the panellists say that you don’t! Strong sales experience is likely to be more useful than a publishing degree. What makes an individual really stand out is their curiosity and passion. Don’t underestimate how infectious it can be when someone explains the reasons behind their favourite book, or how much potential a candidate shows by being curious about how selling works or what makes different readers and retailers tick. Interpersonal skills like showing that you can bring people together, build trust and rapport, with an innate passion for bookselling, is what will lead you to success.  

3. BookTok is exciting, and influential. Take a page out of key account executive Riannah’s book and keep an eye on BookTok (or Book TikTokers) for the latest trends and creativity. She also said it’s an opportunity to inject some extra fun into the sales publishing world: “In what other job would I get to dance, whilst promoting a book?!”.  

4. Application advice. Apply for jobs you have a genuine passion for, and showing you’re passionate about the employer will carry you far – has Penguin (or even one of its competitors) printed a book you really love? Scroll through the website and bring your opinions on what book is going to do well next. Demonstrate promotional acumen with a curiosity of how they make money or how they target a specific demographic. If you haven’t got retail experience, have you ever set up a book club? Got people together for a cause? Is there an example of when you’ve changed someone’s mind? Think laterally about those skills, and also, use spellcheck! 

5. Work/life balance. International sales manager Justin wanted to set honest expectations for the budding audience members on the busy and varied lifestyle of people in sales publishing: “My advice to anyone starting out is to ensure you can handle the workload, because it is a lot. So, learn how to say ‘no’ in a constructive way. Become confident in knowing when it’s useful for your time to be involved and when it’s not, because your time is important’. Useful advice for any industry! 

Are you an employer interested in doing a career-in-focus event with the Creative Access community? You can get in touch: info [at] creativeaccess [dot] org [dot] uk  

Job hunting, or career switching? Make sure you’re signed up with Creative Access and following us on all social channels to hear when the next event is. A very big thank you to Penguin Random House UK for hosting us! 

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.

In our Creative Industry Trailblazers series, we’re focusing on some of the best and brightest minds working across TV, film, music, marketing, theatre, journalism, design and beyond. Creative Access supports individuals at all stages of their career cycle, and we’re excited for you to read about the experiences & lessons from our impressive mid-senior community. 

In this blog, we’re delighted to chat to #CAalumni and current member of our steering group, UK correspondent for Bloomberg TV, Lizzy Burden. In this interview Lizzy reveals how she got into journalism and the skills you need to progress in the industry…  

I freelanced as a producer at the BBC, was a grad trainee at The Times — a role I secured via Creative Access — then wrote about economics for The Telegraph and Bloomberg News before moving to Bloomberg TV as UK correspondent. 

Resilience. 

Cut your teeth in print. It gives you a foundation of specialist knowledge that enables you to speak with confidence and authority, it hones your writing and teaches you how to hunt a real scoop-worthy story. 

When it was still taboo in the business word, I wrote a feature about menopause in the workplace, interviewing a FTSE 100 CEO on-camera about her experience of hot flushes. When calling business lobby groups for comment, press officers literally laughed down the phone — that’s how little the topic was talked about. In the end, the story got millions of hits and helped bring about a parliamentary inquiry into the issue. Now I rarely attend a diversity event where menopause isn’t mentioned. 

It’s a cliché but you get a front-row seat to history. I sat cross-legged on Downing Street with nothing between me and Boris Johnson delivering his resignation speech — same for Liz Truss and Rishi Sunak when they took office. I interviewed shadow chancellor Rachel Reeves as the pound crashed in the aftermath of Kwasi Kwarteng’s mini-budget. I’ve witnessed Sunak and Emmanuel Macron’s bromance up close in Paris. But, more importantly, good journalism can change history’s course. 

Be open to opportunities. I didn’t set out to be a financial journalist but I have discovered I love its rigour and the impartiality of the markets’ perspective. 

Stephanie Flanders. She’s my former boss at Bloomberg and was previously BBC Economics Editor. She explains complex concepts simply and when she interviews policymakers, they meet as intellectual equals. 

Check out Lizzy’s tips for getting into journalism here! https://creativeaccess.org.uk/latest/top-tips-for-aspiring-journalists  

Or, if you’re looking for a new role in the industry, head to our opportunities board.

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. 

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

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

– Be as honest and open as you feel comfortable being 

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

– Ask for what you want (respectfully) 

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

– Be on time!  

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

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

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

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

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

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

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

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