3.1: Diversity & Equality
Section aim

In the first section, we investigate the current state of diversity and equality in the arts in the UK. 

From all accounts, it seems that diversity strategies have not yet delivered true equality although it appears some progress has been made over the years.

The objective of this section is for you to reflect on diversity and consider what proactive steps being, or should be, taken are taken within your organisation to meet these goals.

Core reading (I)

In 2014 the Arts Council England (ACE) started to gather data on equality and diversity in the arts. Its second report, Equality, Diversity and the Creative Case was published in December 2016.

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Examine the report and make a note of:

  • Statistics and trends relating to disabled people in the arts
  • Keywords and phrases that stand out
  • Ways the Arts Council is planning to increase diversity in the arts

Core reading (II)

Despite investment in diversity research and strategy, like ACE’s Creative Case, the day-to-day experiences of disabled people trying to access or work in the arts show that lessons learned have yet to make a significant impact on the front line.

In the following article in Arts Professional online magazine, Andrew Miller describes his experiences of attending a theatre conference. He explains why he felt that it ‘marginalised the very people it sought to empower’.

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In the article, Miller cites an attendee who claimed that “You’re not disabled; theatre disables you”. Read the article and make a list of ways you or the author feel that theatre itself, as a sector or space, can have a disabling impact on people.

Professional inquiry

Building on the list you created around the second reading, add any disabling factors you can think of in your own professional context. Think about what could be disabling factor in relation to:

  • Workforce / employment
  • Artistic work itself
  • Audiences

Next to each item, suggest at least one way to tackle this area.

You might find it helpful to read the following three Pulse reports on diversity in these areas and what needs to change.

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Reflections

In this section, we have looked at the overall picture of diversity in the arts from both quantitative and qualitative points of view.

We have seen that monitoring data can be a useful tool to help you increase diversity, however, it has to be done legally and sensitively. The data gathered needs to be carefully evaluated and practically applied to have an impact on the day-to-day experiences of disabled people and the arts.

You now have an opportunity to reflect on diversity in your own professional context and some tools for effecting change. You will also find useful links and references for this section on this page.

Task

For the final activity, we want you to take one or more of the areas in your list and create a Theory of Change plan.

The Arts Impact Fund has developed a Theory of Change Guide, which includes an interactive file with a 5-step process and template.

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You are also encouraged to develop one of your own, to suit your professional context and share your reflections on our blog by sending it to invisiblediff@gmail.com or via social media using the course hashtag #resinctoolkit.  

Further reading

To supplement your knowledge in this area, you may be interested in the following links:

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In addition, the following reading will continue to develop your understanding in the area of diversity and equality:

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