Heather Fallon has covered the free training programme aimed at under-represented groups.

Fallon writes: “The partnership will offer free places on the diversity & inclusion consultancy’s TV development programme for 20 freelancers who have had prior experience within the super-indie’s group to boost their careers at a time when a vast majority are either out of work or struggling financially.”

Read the article in full here.

Creative Access’ research into under-represented groups experience of ‘increased stress and confusion due to the lack of clear guidelines about appropriate workplace and interview attire’ has been featured in The Voice.

The article writes: “Black jobseekers have expressed fears that wearing their hair naturally or dressing like themselves or wearing their hair naturally will lead to discrimination at work according to a new survey.”

“Those with Afro-textured or curly hair are less confident in wearing their natural style in the workplace – with more than 1 in 10 (14%) believing it will have a negative impact on their career.

The research also found that those with naturally straight hair did not feel compelled to change their hair texture for interviews (86% said no), whilst a third of those with Afro-textured or curly hair (31%) feel compelled to change their hair texture.”

Read here.

12-month scheme to offer broad range of career development support 

Banijay UK has partnered with Creative Access to offer a bespoke, year-long professional development programme aimed at TV freelancers from historically underrepresented communities who have previously worked at Banijay labels.

The scheme, which is aimed at mid-level freelance staff progressing through the creative industries, will offer training, networking, support and workshops. 

During the twelve months, focus will be on areas including: developing leadership skills, owning mistakes and building confidence, building resilience & managing work life balance and financial literacy. Successful applicants will also be mentored by a senior industry professional for six months. 

Bella Lambourne, Director of HR & Operations for Banijay UK, said: 

“It’s an incredibly challenging time for the TV freelance community, and we are acutely aware that people from historically marginalised communities are often at a particular disadvantage. Banijay UK is committed to providing support and opportunities to those in the industry who need it, and we very much hope the scheme will help people develop invaluable skills and gain further experience.”

Bibi Hilton, CEO Creative Access, added: 

“We’re thrilled to be teaming up with industry powerhouse Banijay. We all know that freelancers in the broadcast industry are all too often the lifeblood and the lifesavers of TV and film organisations. They’re the flexible extra resource we bring in when the workload suddenly increases and there’s no time (or budget) to hire; bringing with them incredible specialist skills to transform output, they’re the crew on a TV production set who make mind-blowing, award-winning work and in a lot of cases are quite literally the entire workforce. And yet, as our data shows, many employers are not treating their freelancers in this way. Access to career development programme such as this can and should be transformative for.”

Key info:

• Closing date: 24th September 2023
• Duration: 12 months
• Start date: November 2023
• Entry criteria: You must be a freelance professional with prior work experience at a company within the Banijay group. This opportunity is only open to individuals from a group that is under-represented in the creative industries. This includes, but is not limited to Black, Asian and ethnically diverse candidates, or people from any ethnicity who belong to the following under-represented groups: disabled people, those undergoing gender reassignment / transitioning and individuals from lower socioeconomic backgrounds.

Find out more and apply here.

Evie Barrett has covered Creative Access’ new research into expectations around hair and clothing in job interviews and the workplace. Barrett writes: “Unclear dress codes are causing confusion and feelings of disadvantage among job seekers, particularly for those from under-represented groups.”

Read the article here.

Ashleigh Webber has covered Creative Access and Red Consultancy’s new study revealing that three in five (59%) Black candidates worry that dressing like themselves or wearing their hair naturally will result in discrimination when they attend job interviews – and concerns about discrimination persist even after they have secured a role.

Read the piece in full here.

New research from Creative Access, a leading diversity & inclusion social enterprise, reveals that a lack of or unclear workplace and job interview dress codes and guidance is causing confusion, anxiety and feelings of disadvantage amongst job seekers, particularly for those from groups under-represented in many professions, in terms of their ethnicity, socio-economic status or disability.

Half (43%) of candidates surveyed say they have never received guidance on what to wear for a job interview or when starting a new job, yet 82% say they would find clear guidance helpful. Over half (55%) said they found the common dress code ‘smart casual’ confusing.

Over 2,000 people across the UK workforce were surveyed by Creative Access to understand how the experiences of job interviews and the workplace varied for individuals from different backgrounds. 

Lack of interview dress codes guidance is driving anxiety:

• 59% of Black candidates worry ‘dressing like themselves’ or wearing their hair ‘naturally’ will result in discrimination at work
• Almost half (48%) of respondents from lower socio-economic groups say they found navigating what to wear or how to style their hair for an interview challenging – compared to just a third (36%) of those from the wider workforce
• Almost a third (27%) of people from Black, Asian and other ethnically diverse groups say they felt pressure to change their hair for an interview

Guidance on hair or clothing expectations is also important for those who identify as neurodivergent:

• Over a third (37%) of neurodivergent people have never received guidance on what to wear for a job interview
• When asked, if they would find it difficult to decide what is appropriate to wear and or how to style your hair for a job interview: 59% of neurodivergent individuals said yes, citing two main reasons:
  • That ‘smart casual’ is confusing (58%)
  • And worries that dressing like themselves or wearing their hair naturally or in the way they feel comfortable will result in discrimination (56%)

According to Nargis Choudhury, People Co-ordinator at Red Consultancy, a Soho-based public relations firm: “I regularly get asked by candidates what they should wear particularly by those from Black, Asian and ethnically diverse groups. It’s no use saying ‘smart casual’ which means different things to different people. We have had instances of people turning up in suits in a bid to look professional, but then felt too ‘corporate’ as they are interviewed by people dressed more casually. I direct people to our company Instagram page to show that we have, and we welcome a very broad range of looks.”

People with Afro Textured or curly hair face hair worry about discrimination

Once they’ve secured the job, workers continue to worry about discrimination based on their clothing and hair style choices. Those with Afro Textured or curly hair are less confident in wearing their natural style in the workplace – with more than 1 in 10 (14%) believing it will have a negative impact on their career.

Those with naturally straight hair broadly did not feel compelled to change their hair texture for interviews (86% said no), whilst a third of those with Afro Textured or curly hair (31%) feel compelled to change their hair texture and more than 1 in 10 of those with Afro Textured or curly hair felt they should cover their natural hair or wear a wig for interviews (15%).

Respondent case study:

According to one worker, 30 year old, Sloane Francis Grant from London: “I have definitely held back from switching up my hairstyles due to not wanting to attract attention. On the rare occasion that I did ‘debut’ a new hairstyle at work, I would get endless questions, and whilst never malicious, it could get exhausting answering the same questions such as “How long did that take? How long will it last? How much of it is your real hair? Wow you must have been so tired by the end!”

Work events are not inclusive

The research also highlighted a lack of inclusivity at formal work events with 18% of respondents saying that traditional ‘black tie’ events aren’t inclusive. More than one in ten (14%) had turned down invitations to formal work events because they didn’t have the right clothes, rising to one in five (20%) for Black employees. While almost a third (31%) from lower socio-economic groups admitted concerns about having the right clothes to wear.

Creative Access, who commissioned the study, provide career access, support and training for people from under-represented groups and help organisations build more inclusive cultures. The organisation’s mission is to make the creative industries reflect UK society.  

“As we enter the busy post-summer recruitment period, this research shows how important it is for employers to provide clear guidance to candidates on all aspects of the recruitment process, including what to wear. Navigating vague or confusing dress codes or no dress code at all is adding an extra layer of unnecessary anxiety and our research shows is particularly impacting those from under-represented groups,” says Bibi Hilton, CEO, Creative Access.

To help employees be more inclusive during the recruitment process, Creative Access has put together a guide for employers here.

Research was undertaken by Vitreous World in June 2023. 2,000 UK nationally representative survey & 142 people working in creative industries via Creative Access membership.

The Mo Siewcharran Fund has awarded its latest round of grants to four innovative, creative organisations in Leeds, London and Brighton, across publishing, theatre, music and art: Blast Theory, World Book Day, Come Play with Me and Arcola Theatre.

The Fund was set up five years ago in memory of Nielsen Books’ former director of marketing and communications, Mo Siewcharran, by her husband, John Seaton and is administered by leading diversity and inclusion social enterprise, Creative Access. 

Mo Siewcharran was passionate about ensuring theatre and publishing were accessible to all and the grant funds internships for talent from Black, Asian and other ethnically diverse backgrounds to improve accessibility and representation in the creative industries.  

Impact of the Fund

Since the Fund started in 2018, it has supported 36 Black, Asian and ethnically-diverse trainees in publishing, theatre and music across the UK. Its impact can be clearly seen across each sector: last year Creative Access found that two-thirds (63%) of interns supported by the Fund stayed on at their host organisation at the end of their traineeship, whilst 9 out of 10 (89%) trainees continued to work in the same sector. 

On this latest round of recipients, founder of the Fund, John Seaton said: 

“If I say I have recently felt personal sadness you will think I am giving the wrong quote. But, hear me out. The personal sadness was occasioned by the sixth anniversary of Mo’s death at the end of June. Thank goodness therefore for this vibrantly good news. It is a supreme pleasure for the Mo Siewcharran Fund to be assisting these four wonderful companies, diverse in both purpose and location, but united in their desire to create working communities where there are no barriers.”

The grants contribute to the salary of an intern for a six-month traineeship, and trainees benefit from a full programme of support from Creative Access to ensure that they thrive in their new role.  

Brighton-based recipient Blast Theory make interactive art – including performance and theatre – to explore social and political questions. The group’s work places the public at the centre of unusual and sometimes unsettling experiences, to create new perspectives and open up the possibility of change. On being awarded the Fund, Business Director Anne Rupert said: 

“We are thrilled to receive support from the Mo Siewcharran Fund and Creative Access. Our paid internships offer a great opportunity for learning and skills development: building confidence and opening up career prospects. Working with Creative Access will enable us to offer a longer placement and reach people who are often excluded from these types of opportunities.” 

Recipient World Book Day is a small charity with big ambitions, committed to improving diversity and inclusivity in children’s literacy and reading. Its vision as a charity is to see more children, from all backgrounds, developing a life-long habit of reading for pleasure, benefiting from the improved life chances this brings them​. Chief Executive, Cassie Chadderton said:

“Funding from the Mo Siewcharran fund will provide a supported entry route to a charity playing a vital role in encouraging more children, particularly those from disadvantaged backgrounds, to experience the life-changing benefits of reading for pleasure.” 

The Fund was also granted to Arcola Theatre, one of the UK’s only theatres founded and run by first-generation migrants. Over 20+ years, they have consistently created responsive, high-quality theatre by and about the lived-experience of people of marginalised backgrounds. Leyla Nazli, Executive producer said:

“As a diverse led organisation, Arcola is always looking for ways to develop the next generation of theatre makers from the Global Majority. We are proud to be partnering with Creative Access and grateful for the support of the Mo Siewcharran Fund.”

The Fund is once again open for other theatre, publishing or music organisations wishing to support internships for those from under-represented communities. 

Those interested in applying should contact lucy@creativeaccess.org.uk. The deadline for the next round of applications is Friday 1^st December 2023.  

Broadcast’s Ellie Khan has covered Creative Access’ 2023 Thrive findings on support for diverse creatives, explaining:

Read the article in full.

PR Week’s Jonathen Owen has written that Creative Access’ 2023 Thrive Report warns: “PR careers stalling for under-represented groups”. The coverage highlights that only one in three people from under-represented groups working in PR or trying to enter the profession have progressed in their career over the past year.

Read in full.

For Advanced TV, Colin Mann has reported on Creative Access’ newest annual report; and the findings that “Organisations within the creative sector such as PR, broadcast/media, publishing, performing arts and more are currently putting most of their efforts into improving diversity and inclusion at entry-level (45 per cent), however when asked where they felt their organisation should focus their DE&I efforts, 70 per cent said it should be at all career levels of the organisation.”

Read the piece here.

Heloise Wood has covered a new Creative Access report showing lack of DI&E progress in publishing in The Bookseller.

Wood reports:

Read the article in full.

Creative Access announces results of annual survey charting career optimism among diverse talent & employer progress towards DEI goals in creative industries

• Respondents feeling sufficiently prepared & resourced to advance their careers has dropped since 2022
• A third of respondents haven’t progressed in the last year
• 1 in 5 don’t see DEI progress from their company

New research from leading diversity & inclusion social enterprise Creative Access confirms a dip in optimism about career futures in individuals from under-represented groups in the creative industries. 

The Creative Access Thrive Report 2023 comes after a gruelling year for talent as well as organisations navigating the world of work – from the return to the office, technology shifts and staff retention. The not-for-profit reflects a decline in sentiment around career prospects in disabled individuals (54% versus the average 62%), and markedly so when intersectionality is taken into consideration, for example if an individual is also Black, Asian or Ethnically Diverse (BAED) which drops to 50%.

Increased employer ED&I investment – the results?

The report findings show that despite 68% of organisations upping DE&I spend in the last year, talent from under-represented groups still faces significant barriers to progression and employers are not focused enough on addressing these, which leads to churn:

• Only a third (33%) of individuals from under-represented groups in the wider creative industries have progressed in their career in the last 12 months – but for those who have received support services (such as: training, mentoring & networking) this significantly rises to 67% having progressed
• And a third (31)% of individuals from under-represented groups across the creative industries do not feel they have the skills & knowledge to progress in their careers 

Under-represented talent stuck in the middle

Organisations within the creative sector such as PR, broadcast/media, publishing, performing arts and more are currently putting most of their efforts into improving diversity and inclusion at entry-level (45%), however when asked where they felt their organisation should focus their DE&I efforts, 70% said it should be at all career levels of the organisation.

How do employers support diverse talent?  

From respondents who aren’t in receipt of support services a lack of networks and contacts was highlighted as a key barrier to career progression, where only 29% of BAED individuals feel armed with career-enhancing contacts (such as mentors or career champions), this drops even more so if individuals are from lower socio-economic status (lower SES) backgrounds 24%, or are disabled 21%. Respondents largely pointed to five main career progression barriers:

1. Organisational structures preventing progress
2. Financial barriers (for equipment or training)
3. Physical location where an individual lives
4. Lack of training
5. Lack access to networks, such as mentor or career champion

Bibi Hilton, CEO, Creative Access: ”It’s encouraging to see that despite a year of challenging economic headwinds, organisations are encouragingly still prioritising DE&I work. Whether appointing DE&I leads or teams, or increasing overall spend to reach their DE&I goals. However, while 38% admit to having a DE&I strategy in place, that 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 in under-represented talent who are without support. It begs the question as to whether employers are investing in the most impactful areas to acquire, develop & retain diverse talent at all levels.”

Read the report in full here.