Young Carer’s Action Day is an annual event, organised each year to raise awareness for the pressures, challenges and sacrifices that are made by individuals caring for a family member or friend. The life of a young carer can sometimes be disregarded. The resilience, patience and empathy can be carried in such a way that doesn’t make it look heavy – but just because you are caring for someone, doesn’t mean you don’t need your own support. The day not only calls for mindfulness but is a chance to say a special thank you to the thousands of people in the UK who care for someone, and ask how best we can provide support.

A young carer might do more chores than their peers and provide emotional support to the individual they are caring for. They may also learn how to nurse someone or look after personal needs.

Sometimes it can be very hard explaining why you have more responsibilities, or why you might have to miss out on certain occasions due to caring duties.

On average, a young carer misses up to a staggering 48 days of education, and over 60% are unfortunately bullied due to having to care for someone. At Creative Access, we believe that no young persons’ life should be unnecessarily restricted because they are a carer.

Our research showed that 80% of young carers in our community felt like caring had an impact on their health and wellbeing, and that they missed out on opportunities due to caring.

This should simply not be the case. Taking care of someone else should never come at the expense of neglecting yourself.

Being a young carer plays such a valuable role in family relationships and even in society. Many young carers speak fondly of the strong familial bonds formed. When healthy coping mechanisms are adopted, and the right support is given – it’s hard to imagine a world without these individuals who are so strong, kind and selfless. Young Carers Action Day is a brilliant opportunity to recognise this and allow young carers themselves to express what they need. Although many do not have a choice about when or how they become carers, we as a society have a choice on whether we support them adequately.

This year’s Young Carers Action Day follows a theme of isolation – a process we’ve become all too familiar with in the past two years. One definition of isolation is “the fact something is separate and not connected to other things”. This seems vital when discussing being a young carer, an element that can sometimes become your identity, unable to be separated from the other things happening in your life. Young Carers Day sets out to explain that this being a carer is not a negative, but simply a part of someone’s identity, and as a community, we must work on the best ways to support – so that an individual is not separated but connected to a wealth of advice that makes every day a little easier.

Speaking from personal experience as an adult, some aspects of being a young carer never really leave you. Even if you don’t feel like you need help now; it’s helpful to know what support systems are available. Here are some resources we have gathered to support young carers:

• The Care Act of 2014 and Children and Families Act of 2014 placed responsibilities on local authorities to take a wider approach to families. This means that councils must have arrangements in place to assess the impacts of inappropriate caring responsibilities on young people.

• Legal stuff can be difficult to navigate and include lots of jargon that’s hard to understand. LawStuff provides free legal information to young people, so definitely worth checking out to know where you stand.

• You should never neglect your wellbeing, physical or mental health – and must always remember you are not alone. If you feel stressed out by too much responsibility, feel like your mental health is suffering, or are even feeling physically tired, these are all signs that you might benefit from some help. Our first piece of advice would be to confide in someone you trust, another adult or your GP.
• We’d also recommend finding your local carers centre, who can signpost you to help and support nearby. Young carers who have taken part in studies speak about the support given, which trickled into other areas of their lives. Support groups, days out, flexibility around work or school were all potential benefits available. The importance of relationships with friends in similar situations can be so constructive, encouraging feelings of connection and trust.

At Creative Access, we feel strongly that the culture of silence around being a young carer must end. It has been documented that many are worried about what happens after official interventions or being different from friends, so this prevents many from speaking out. Because of this, some young carers find themselves leading double lives in efforts not to discuss their responsibilities, but this isn’t the way forward. Secrecy invites isolation, it’s so important to open up to someone you trust, or the organisations ready to provide a helping hand – and begin caring for yourself.

Here some other resources that might be helpful for any current young carers:

• Carers UK– A organisation created to “make life better for carers”. They also have an online forum and helpline (0808 808 7777)

• Youth Access – An advice and counselling network providing advice to young people aged 12 – 25.

• Carers Trust is a major charity working to support, provide services for and encourage recognition for young carers. They have an amazing bank of resources that can be found here.

• Creative Access also has on tips for looking after your mental health by Dr Victoria Mattison, take a look!

Want your boss to invest in your development but not sure how to talk to them about it? We’ve all been there! But, it pays to advocate for yourself in the workplace. Whilst a good manager will help you grow and progress; you can, and you should, take your career into your own hands.  

At Creative Access, we want everyone to feel empowered to be the drivers of their own careers. We support people in developing the confidence to advocate for new work opportunities, equal access to training, pay rises and promotions, whilst building networks with people across the creative sectors. 

So, here’s our advice on how to talk to your employer about career development… 

Career development is anything that helps to evolve your skillset and contribute to growth in your role. This includes: 

• Skills-based training 
• Mentor-matching 
• Workshops  
• Courses  
• Coaching  
• Wholistic career development programmes 
• Attending industry conferences 

Accessing any of the above can act as a pathway to a greater sense of validation, confidence, skill or portfolio development, improved leadership capability and belonging, as well as recognition through promotions, pay rises and achieving your career goals.  

First thing’s first: know exactly what you want to talk to your manager about before you schedule a meeting. It’s a good idea to sketch out your career goals and identify any skill gaps beforehand that you’d like to address in the meeting. It’s advisable to revisit your existing job description or development plan, as well as looking at the job description of the role above you – this firms your understanding of how success is measured in your role as well as how your role contributes to the bigger picture, and what you’ll need to do, to take that next step up. 

If you’re not sure where to start – have a look at industry bodies relating to your role, as well as searching on LinkedIn for people with similar jobs in similar companies. This can help you gage what other people on your level are doing and what accreditations you can gain.  

We’d also advise using SMART goals to lay out your aims. This stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. By using these parameters, you can help make sure you goal is attainable within a certain time frame.  

Example: “I will improve my facilitation skills, focusing on problem solving, and host my own session within 6 months by regularly looking for training opportunities and attending at least three within this time.” 

The next step is about giving yourself a deadline by scheduling uninterrupted time with your line manager, an influential figure in your progress. This may be easy enough if you have regular 1:1s with your line manager, but if not, schedule in a meeting stating the purpose to have a catch up on your career development. Performance reviews can also be a perfect chance to raise the case for career development with your manager. 

Once you’ve set out your plan, you can prep for what you want to say and lay out clearly what you’re looking to gain from your training, mentoring or course. Remember, a good manager is invested in your development and will help advocate for your development in the workplace so there’s no need to be nervous!  

Two things to think about are: What has your contribution been to the organisation so far and what would be the benefits of you accessing further support or training? It’s important to emphasise to your manager how it would benefit both you and the wider company.  

Example: “I’ve just been promoted and now I line manage someone. However, I’d love to attend a training on this to support both my development and the person I line manage.” 

Or another example: “For the last 6 months, I’ve been reporting on our monthly digital statistics across social media and the website. To make sure I’m maximising existing tools, and stretching my abilities, I’d like to go on this course I’ve found, ran by X organisation.” 

You can also research wider industry trends and bring in industry statistics to back up your argument for why you need to access to training, coaching or mentoring.  

Be confident in yourself by investing in your future, your company is more likely to gain a loyal employee. So, it is in their best interest to support your progress. 

Remember, you don’t just have to network up! You can network laterally with your peers inside and outside of your organisation too.  

Talk to your colleagues, ask for recommendations on what kind of career progression tools they’re using for inspiration on what you can do to progress your career. You can also seek out groups and communities related to your field, join them, attend events, expand your thinking by tapping into folks you don’t directly work with but who work across different sectors of the creative industries. 

Industry bodies, unions and networking communities to check out: 

• Creative UK 
• Bectu
• The Chartered Institute of Marketing (CIM)
• Chartered Institute of Public Relations (CIPR) 
• Advertising Association 
• The Chartered Institute of Journalists (CPJ) 
• National Union of Journalists (NUJ) 
• We Are Black Journos
• The Publishers Association
• Musicians Union
• UK Theatre  
• Museum As Muck (network of working class working in the museum sector)
• AllBright (for women) 
• Creative Lives In Progress 
• I Like Networking (for women and non-binary people in the creative industries)

We have two flagship career development programmes aimed at people from under-represented backgrounds in the creative industries.

An 18-month programme for those at entry-level. We’ve crafted a comprehensive programme focused on training, networking, and unwavering support to propel careers to new heights. You can expect to:

• Clarify and set short and medium career goals Increase confidence in the workplace

• Create and develop lasting networks of other creatives from similar backgrounds who are starting out in their careers
• Get exposure to the breadth of opportunity in the creative economy
• Get support transitioning to their next role (if not already in a permanent role)
• Attend exclusive networking events, including book club and masterclass*

Claim your spot on our unrivalled career development programme: If you’re eligible for the programme, you can ask your employer to fund your place. Find out more about the programme and how to enrol.  

Aimed at those at mid-level designed for and by people from under-represented backgrounds* in the creative industries. Our unrivalled 12-month long programme of training, networking and support aims to ensure participants develop a leadership mindset; increase influence; build resilience; develop new skills for career progression; increase confidence; build contacts across the creative sectors; and most importantly, take strides to achieve their career goals. 

Claim your spot on our unrivalled career development programme: If you’re eligible for the programme, you can ask your employer to fund your place. Find out more about the programme and how to enrol.  

“This was a great opportunity to take stock of how far I have come and connect with other like-minded people. The training really gave us a sense of our potential as future leaders; just the confidence boost I needed as I move on to the next stage in my career” 

*To participate in this programme, individuals must be from a group that is underrepresented in the creative industries. This includes, but is not limited to Black, Asian and ethnically diverse candidates, disabled people, and individuals from lower socioeconomic backgrounds. 

Sometimes a health issue can make completing work difficult. You wouldn’t work with a broken arm, but more invisible conditions can be a little harder to navigate… Informing your employer of any ongoing difficulties you are facing is called disclosure – and it can be very hard to do, but will ultimately help you turn up to work as your best, most authentic self.  

We here at Creative Access have put together our top tips on how to overcome this and helpful advice that’s useful to know along the way… 

Adjustments can help you perform at your best, providing tailored support and works to reduce barriers you might face in the workplace. Although this decision is a personal one, we would recommend telling employers about any condition, physical or mental, that you may have, because there could be potential risks if not. 

The 2010 Equality Act describes disability as a “physical or mental impairment that has substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.” 

An ‘impairment’ can mean your physical or mental abilities are reduced in some way compared to most people. This could be the result of a diagnosed medical condition (like arthritis in your hands that means you can’t grip or carry things as well as other people) but it doesn’t need to be. If you’re suffering from stress, you might have mental impairments – like difficulty concentrating – as well as physical impairments such as extreme tiredness and difficulty sleeping.  

Any condition can have substantial and long-term adverse effects on your ability to carry out day-to-day activities. It doesn’t have to stop you doing anything, but can make it harder.  

This is known as disability discrimination, and it is against the law; disabilities fall under the 9 protected characteristics of the Equality Act. There is a difference between your employer making reasonable adjustments and you feeling discriminated against. If you feel uncomfortable by the actions made by your company, we recommend reaching out to your HR team for further advice. Disability discrimination could include things like failing to provide reasonable adjustments, e.g., wheelchair access, harassment, being treated less favourably and having information about your disability shared without your prior knowledge.  

Most companies have an equal opportunities statement or policy that is designed to prevent things like this from happening, but this is not always the case. Companies often welcome being informed where discrimination is happening in their organisation, so they can take action or make changes to prevent this in the future. 

You don’t have to inform your employer, but it may be in your best interests, especially if you would benefit from reasonable adjustments being made to make your working day easier. 

If a disabled person’s conditions are impeding their efficiency in everyday activities, they may need reasonable adjustments. 

• A Dyslexic person may experience challenges with reading fluency. Your employer can provide adjustments such as screen reading/read-aloud and proof-reading software or by presenting information visually to help you process documents easier 
• A candidate with ADHD may experience challenges with time management and organisation and could benefit from shared calendars, a separate working area to help them focus and stationary to help aid their working style  

• An individual experiencing mental health difficulties such as Anxiety or Depression may benefit from a designated safe space to retreat to when overwhelmed and flexible deadline adjustments. It may also be beneficial to complete a Wellness Action Plan to discuss the working style that benefits you most and anything that could hinder you in the workplace 
• An Autistic person may get anxious about unfamiliar environments and overwhelmed by bright lights. Adjustments could include assigning a designated colleague to help with moving around the building and a work space with adjustable lights and modified equipment so that the work environment is more recognisable. 

The above are not exclusive to these conditions, but show the array of adjustments that you could be entitled to. Your employer has a duty to provide extra support for you, whether you are applying for a job or are an employee, but they can only do this if they are aware.  

Any costs occurred from reasonable adjustments are covered by the employer; employees are not responsible for paying for these. 

Ultimately, disclosure of health issues at work is a personal choice, and you can say as much or as little as you want. It might be helpful to think about the role you may play in educating your organisation, or setting an example to those who might also be afraid to speak up about their invisible battles.  

1. Advocate for yourself!  

2. Know your rights 

3. Don’t be worried about the conversation 

4. Timing isn’t everything, you can always mention when circumstances have changed. 

5. Support is available – check out our links below! 

• Creative Access disability survey findings 2022
• Creative Access employer resource for creating more accessible workplaces
• Scope is a disability equality charity in England and Wales, they provide information and support, and strive to create a fairer society 
• Disabilityrightsuk is a leading organisation led, run and working to support disabled people, they have lots of free, helpful advice on their website 
• Mind provide advice and support to anyone experiencing mental health problems and tries to promote understanding and awareness. This post explores disclosing a mental issue in your workplace 

• Check out the pros and cons of disclosing a mental health issue! 
• Take a look here where the Diversity Movement has a great blogpost discussing invisible illness. 

Here are some apps that might improve your routine and productivity: 

• Sensory apps – Range of sensory apps to help with relaxation and overstimulation  
• tiimo – Visual learners, or anyone who appreciates graphics, typically love Tiimo. This visual daily planner helps users keep a routine, stay organized, and meet goals 
• I cant wake up! – alarm for those who struggle with sleep/time management (the alarm only shuts off after completing math, memory, and order questions or can play music to prevent a return to deep sleep) 

Creative Access joins those across the globe in speaking out in solidarity and to condemn the brutal murder of George Floyd and the many others who have died tragically because of State aggression.

We’ve collated a list of resources for those for those wanting to improve their understanding of racial justice. It includes a collection of articles, links and books, as well as signposting for those who may have been triggered by recent events and need support with their mental health at this time.

Articles and links

• How the George Floyd Killing Is Just as Relevant in the UK, and What You Can Do About It by Ayeisha Thomas-Smith

• George Floyd: how can I help from the UK? is a list of resources and suggestions for white UK residents via @das.penman

• 10 Steps to Non-Optical Allyship, a Twitter thread by Mireille Cassandra Harper

• Transform Allyship into Action: A Toolkit for Non-Black People via Social Justice in Medicine Coalition at USC

• Anti-racism resources for white people, a live doc of articles, podcasts, and videos collated by Sarah Sophie Flicker and Alyssa Klein

• How to be a good ally by Isabella Silvers

Books to read

• Natives: Race and Class in the Ruins of Empire by Akala

• Dark Days by James Baldwin

• The Heart of the Race, Black Women’s Lives in Britain by Beverley Bryan, Stella Dadzie, and Suzanne Scafe

• Don’t Touch My Hair by Emma Dabiri

• Freedom Is A Constant Struggle by Angela Y. Davis

• Why I’m No longer Talking to White People About Race by Reni Eddo-Lodge

• Brit(ish): On Race, Identity and Belonging by Afua Hirsch

• Your Silence Will Not Protect You: Essays and Poems by Audre Lorde

• Black and British: A Forgotten History by David Olusoga

• Me and White Supremacy: How to Recognise Your Privilege, Combat Racism and Change the World by Layla F. Saad

• Diversify: An award-winning guide to why inclusion is better for everyone by June Sarpong

• The Good Immigrant, edited by Nikesh Shukla

Mental health resources

• If you’re struggling to cope with feelings of anxiety and stress, please speak to your doctor or NHS 111. Many GPs are offering telephone consultations.

• For urgent support, Samaritans are also here to listen at any time, day or night. Call free on 116 123 or visit the Samaritans website.

• The Black, African and Asian Therapy Network (BAATN) share free services on their website.

• Self-Care Tips for Black People Who Are Struggling With This Very Painful Week by Rachel Miller.

• 7 Virtual Mental Health Resources Supporting Black People Right Now by Jesse Sparks.

• Anxiety UK also have a helpline staffed by volunteers with personal experience of anxiety so you will be speaking with someone who has been there. Call them on 08444 775 774 (Monday – Friday: 9.30am – 5.30pm).

• You can text the YoungMinds Crisis Messenger, for free 24/7 support across the UK if you are experiencing a mental health crisis. If you need urgent help text YM to 85258.

• Local Minds offers valuable support for yourself and if you’re supporting someone else experiencing difficulties with mental health.

Creative Access’ mission is to help under-represented communities, not just enter the creative industries, but to thrive when they get in – because only then will the industry truly reflect and engage broader society. If you work in the creative industries, you can support us by signing up to be a mentor or anyone can support our work by making a donation.

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

1.Set up a daily routine

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

2.Try something new

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

3.Get inspired by others

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

4.Don’t put too much pressure on yourself

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

5.Take part in competitions, workshops and training schemes

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

Writing

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

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

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

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

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

Film, TV, Theatre and Radio

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

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

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

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

• Check out BBC Writers Room for loads more opportunities

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

Art

• Brixton Life Drawing hold weekly life drawing session via Zoom

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

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

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

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

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

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

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

Music

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

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

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

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

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

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

Helpful resources and further support for those affected by the Coronavirus crisis

The Creative Access team have shifted to a blended model of home and office-based working. We appreciate that these are challenging times for everyone, and especially conscious that interns, trainees and a range of creative professionals may be experiencing high degrees of uncertainty. Below are a collection of helpful resources and further support for those affected by the COVID-19 Coronavirus crisis. Please note this blog post is regularly updated as more material becomes available.

• NHS Advice on Coronavirus 
• UK Government advice on Coronavirus 
• The Government’s advice on on self-employment and Universal Credit. Universal Credit is a monthly payment to help with your living costs. You may be able to get it if you’re on a low income or out of work. The minimum income floor in Universal Credit will be temporarily relaxed for those directly affected by Covid-19 or self-isolating, ensuring self-employed claimants will be compensated for losses in income 
• Official guidance on claiming sick pay and other benefits from the Department of Work and Pensions 
• You can apply for an Employment and Support Allowance (ESA) if you have a disability or health condition that affects how much you can work. 
• HMRC has set up a dedicated Covid-19 helpline to help those in need. HMRC will also waive late payment penalties and interest where a business experiences administrative difficulty contacting HMRC or paying taxes due to Covid-19 
• UCL School of Management has published “The pain of financial stress, and what you can do about it” with tips on how financial stress can be reduced and a glossary of common financial terms. 
• If you’re on low income and can’t work due to self-isolation, you may be eligible for the £500 Test and Trace Support Payment 
• If you’ve been told to work from home and your household costs have increased as a result, you may be eligible for HMRC’s working from home tax relief.

• Creative Access & McLaren Racing are offering bursaries of between £250 and £1000 to those from under-represented communities to help remove the financial barriers of entering or progressing in the creative economy. 
• The Arts Council have funds and support available for artists and creatives as well as a Financial Difficulties guide and toolkit to help individuals recognise and manage some of the financial challenges they might be facing 
• The Film & TV Charity provide a support line and financial relief to workers affected by the crisis as well as stop-gap grants of up to £750. 
• Leading theatrical charities provide information about how and where you can access support if you work in the theatre industry. 
• Museum news and support for freelancers working within museums, galleries, archives, libraries and heritage sites 
• Dance Professionals Fund offer grants for professional dancers, including support for freelance dancers with portfolio careers 
• The Arts Marketing Association offer free webinars and resources for those in the arts, culture and heritage sector 
• Mayor of London’s resources for creative organisations and freelancers 
• The City of London Corporation have compiled a list of resources, guidance and funding opportunities for those working in the tourism, arts, culture and creative sectors. 
• PressPad offer mentoring sessions, masterclasses, networking opportunities and accommodation to entry-level journalists. 
• The Book Trade Charity offer affordable housing in North London to those who are looking to enter the publishing industry. 

• If you live independently – renting an apartment, house or room or in a low-income household – you may be able to get support with your housing costs, through claiming Universal Credit or new style ESA. More info here 

• Mind offer advice and support for those struggling with their mental health 
• YoungMinds have some excellent advice and resources on looking after your mental health while self-isolating 

• Top tips for working from home and a free peer-support network from Creative Lives for anyone involved in arts, culture and creativity who would welcome the opportunity to talk to others about wellbeing and other topics 

• The Citizens Advice Bureau provides guidance for those struggling with living costs 
• Debt charity, Step Change, outline what to do if you need emergency help with money and food 
• The charity, National Debtline, provides useful advice and guidance on claiming benefits 
• Turn2us is a national charity which provides financial support to help people get back on track during tough times 
• General financial advice and guidance on paying bills from the team at Money Saving Expert 
• Ideas for budgeting and managing your money from the Money Advice Service 
• The Department for Education have launched The Skills Toolkit – an online platform giving access to free digital and numeracy courses to help people build up their skills and boost employability
• RIFT have set up a Guide to Tax Debt and Mental Health 

If you have further resources we can add to this list, tweet at us @_CreativeAccess. 

We know how hard it is to find work placements, but there are lots of other things you can be doing which reflect your passion even if you haven’t got concrete experience under your belt.

We’ve come up with our top ten tips for preparing for a role in the creative industries; what you can be doing whilst you’re still at school or college to give you a flying start…

1. Write a blog

Set up a blog, which you update regularly. This might be about books you’ve read, your favourite adverts, trips to the theatre, commentary on industry trends or a guide to what’s on in your area. Whatever it is you, make sure you post regularly. Add images and make sure it’s spell-checked before it goes live.

2. Organise an event

Join a committee at your a local school, church, sports team or charity – or set one up yourself. You can demonstrate your fundraising, teamwork, finance and organisational skills by helping to run comedy, music or social event (wherever your interest lies).

3. Develop your portfolio

Employers will want to see evidence of your creativity if you’re applying for a creative role. If you like film, animation, special effects or even presenting, get lots of practice creating your own content. Begin to build up a body of your work; be that in design, art or writing. Hard copies are great, but better to upload digital versions and create your own personal website or YouTube channel and start building an audience.

4. Join in with as many extra-curricular activities as you can

This will help you to build up your portfolio and show your enthusiasm. This can give you skills, knowledge and experience and it will look great on your CV too. It could also be a great way to meet like-minded creatives and share ideas or meet or hear of potential employers. And make sure you stay in touch with your fellow creative peers, as they could prove invaluable in the future. Keep on thinking of ideas for content and you’ll soon be asked to contribute on a regular basis. If you want to get into radio, consider getting involved with your local hospital radio. Or if you want to be a journalist, write for your school, college, university or even local newspaper.

5. Social Media

This is a great way to keep up to date with what’s happening in the industry. On Twitter and Instagram, follow influencers in the sectors in which you’re interested, as well as journalists and trade publications. Join relevant industry groups on LinkedIn and jump on industry-related hashtags. When you build up confidence you can actively engage in trending conversations.

Make sure you reflect the interests you say you have; if you claim to like news and current affairs, but only post about your social life, companies won’t be impressed. As a general rule make sure your social media accounts are set to private.

6. Approach people for advice

Most people like talking about themselves. If you have a genuine interest in a company or an industry, send a polite email asking if you can come in for a quick chat or to look around to learn more about the sector or that individual. Even if they say no, you’ve still shown willing and made a connection, and best-case scenario, it might lead to some work experience.

7. Learn to drive

Sounds strange, but many roles do require a driving license. It’s worth the expense and effort in the long run and will give you an advantage over other applicants.

8. Research, research, research!

Do your homework about industry leaders, sector trends and new initiatives. Look at the sorts of roles on offer in the sector you are interested in. Most trade bodies have excellent resources for you to access. When you read a book, check who published it; or if you’re a fan of a particular TV show, make a note of which production company made it. You can also research the skills employers are looking for. The easiest way to do this is by looking at job descriptions that resemble your dream role.

By sifting through vacancies, you might also stumble upon a role you’ve never considered before which might be just the thing for you.

9. Prepare your CV

Your CV should be a maximum two sides of an A4 page, ideally one. Always bullet point so you are short and concise. Proof read; yourself first and then get someone else to. Add a short intro about yourself at the top.

The most important thing for any career, is to show that you’re interested in what you are aiming to do, so make sure this reflects that.

10. Stay in touch

If you want more advice about entering the media or creative industries, stay in touch with Creative Access. We are here to support you. You can reach us on any of the following ways:

Instagram: @_creativeaccess

Twitter: @_CreativeAccess

LinkedIn: Creative Access

Facebook: Creative Access

Register with us at: www.creativeaccess.org.uk

Good luck & stay social!

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.

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.