The publication of Socio-Economic Diversity and Inclusion in the Arts is both timely and important.

I’m the son of a railway worker and a hospital cleaner and was the first in my family to go to university. When entering the cultural sector in a junior position, it was soon clear to me that it was, by and large, not really diverse nor reflective enough of the communities it was funded to serve. Trying to raise the issue of socio-economic diversity (SED) in the sector in the mid-2000s was largely seen as unfashionable, irrelevant, something from the 1980s. An attitude that helped to hide some the inequalities that era glossed over.
 
Encountering classist cultures in the arts

Upon graduating, I got an interview for a diversity scheme for a major media organisation. I had been brought up in a culture in which presenting yourself well at interviews was seen as the main thing. So I bought my first ever suit for it on a credit card. I expected to talk about my portfolio of work, but was a little surprised to be asked to justify why I had been disadvantaged and why I deserved this opportunity. Being from a background were hiding poverty was key and that, ‘there’s always someone else worse off’, I was a bit stumped by this. In addition, in spite of being to a scheme to encourage the disadvantaged, it was led like a typical tough interview. These days I’d be able to answer all their questions quite eloquently, but then, I struggled, lacking the cultural capital that encourages public speaking and aggressive self-promotion from a young age.
 It was hard enough then to enter and survive in the cultural sector and it’s gotten worse in the last few years, especially in the more deprived regional parts of the UK where museums, libraries, youth facilities, further education colleges and theatres have all seen huge cut backs and closures.
 
The importance of measuring and monitoring socio-economic background  

The conversation on SED has, however, thankfully now started to shift and be taken seriously by the sector. When talking about measuring socio-economic background, quite often I’d be told ‘But how!’ as if it was impossible, rather than complex. The Bridge Group and Jerwood Arts’ Toolkit can help organisations to move into robust and applicable ideas, systems and actions. What’s great is it encourages a strategic rather than an ad hoc approach and uses methodologies with decent evidence behind them. Crucially, it advises how to practically gather this information properly and use it to make a difference in organisations.
 
The report highlights why this information really needs to be gathered: it exposes damming facts such as those from lower socio-economic backgrounds earn on average less than colleagues from more affluent backgrounds doing the same job.  

Top tips from the Toolkit 

Amongst the things that stood out for me in the Toolkit include being supportive, warm even to candidates in job interviews, so they can perform at their best. Rather than, sadly as I have personally experienced, some interviewers being cold or combative like it was some strange game. Another solid piece of advice is asking applicants to self-describe any barriers they may have faced in gaining access to the arts in an application statement. This is something that gives a candidate time to consider this in advance, as with the usual questions on a job description, rather than it being dropped on them at interview.  Its focus too is on recruiters considering skills and competencies over qualifications or direct experience is important, as is its advice on use of terminology. It’s also great that the Toolkit is split into baseline and advanced practice for organisations at different stages and scales.
 
The Toolkit also identifies where progress is happening in organisations. At Artlink, for example, we have already removed qualification requirements from job adverts, unless specifically needed, asking only for relevant information and stating clearly that we’re open to non-standard application formats. However, like any organisation, we can’t be complacent, even if we have made positive changes. Other areas we still need to think more about include avoiding, or at least explaining, cultural world jargon in job adverts, as well as ensuring adverts go to places beyond the usual outlets.
 
Next steps to make progress in diversifying the arts sector 

Practically, challenges remain with regards to gathering data. For instance, the socio-economic background survey for employees is long in order to ask the detailed questions needed for enough data for serious measurement. This could be off-putting for those filling in forms, especially if it is combined with gathering others forms of equality and diversity data. More work needs to be done as well to support the micro organisations that form much of the backbone of the cultural sector in how to get to grips with this area.
 
Change in the sector needs to happen though, with urgency, and positive action is crucial. Increasing socio-economic diversity in the cultural sector is harder in a society were inequality is increasing and some things are beyond what the sector in itself can achieve. For example, more work could be done around developing state-supported, multi-year creative apprenticeships.

Crucially this Toolkit also identifies correctly that this isn’t just a moral issue, a more diverse workforce, as a lot of evidence shows, creates healthier and more dynamic organisations that produce better art, which is something all cultural organisations should be aiming for.

This piece was published by The Bridge Group in November 2019.