Creative Access report shows lack of DI&E progress in publishing

Research released by Creative Access (CA) reveals people from under-represented groups working in the creative industries are concerned about their future careers.

The report entitled, "Creative Access Thrive Report. Who’s really thriving? Diversity & inclusion progress in the creative industries", captured 446 responses from across the sector.

When it comes to diversity, equality and inclusion (DE&I) strategies, publishing was shown to be behind other creative trades. None of the 194 respondents in publishing selected "Where we lead", whereas this option was represented in all the other creative sectors (music, theatre, visual arts as well as film, TV, radio and PR). 

Around 13% of publishing staffers said the DE&I policies were "playing catch up" and a quarter (25%) said it was at the "early doors" stage but 31% said "strategy underway" and another 31% described it as "advanced".

Only 61% of respondents across the creative industries reported feeling optimistic about progression in their career, down from 66% last year. When breaking down the respondents by trade, only 55% within publishing felt optimistic about their career futures.

One survey was sent individuals in receipt of support from the diversity and inclusion social enterprise (interns, alumni, mentees, placements) and those signed up to the opportunities board with a second survey sent to Creative Access employer partners. Around 70% of respondents were those under-represented in the publishing industry.

The report from the not-for-profit social enterprise 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%.

Bibi Hilton, c.e.o. of Creative Access, said: “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 and retain diverse talent at all levels.”