Why diversity and inclusion matter in the workplace
Diversity and inclusion in the workplace are essential for fostering innovation, creativity, and a sense of belonging. However, recent studies in Australia and the UK highlight a significant lack of diversity in the arts and cultural sectors. Despite efforts, many organisations remain resistant to change, with workforce demographics remaining undiversified.
A study led by Deakin University revealed that over half of Australian arts organisations have made little effort to diversify their audience. This resistance to change, exacerbated by the COVID-19 pandemic, has led to a narrowed demographic, focusing on existing audiences rather than reaching out to new ones. The research, involving 184 organisations, highlighted a lack of diverse programming and outreach, crucial for attracting varied cultural, age, and gender groups.
Similarly, in the UK, the Creative Industries policy and evidence centre reported that fewer than one in ten arts workers come from working-class backgrounds, with a staggering 90% being white. This lack of diversity extends across various arts disciplines, from museums to film and TV. The clustering of cultural institutions in London further exacerbates regional disparities, limiting access and opportunities for underrepresented groups.
Enmasse recognises the importance of creating an inclusive workplace where all employees feel valued for their uniqueness. Our diversity, equity and inclusion training programs are designed to help organisations overcome unconscious biases and build a culture of inclusiveness.
Here are some practical steps we recommend and explore in our training:
- Seek different viewpoints: Engage with diverse perspectives to foster innovation.
- Invite feedback: Encourage team members to provide feedback on behaviors and practices.
- Learn about 'Out-Groups': Show curiosity and learn about the experiences of underrepresented groups.
- Use inclusive language: Be mindful of gender binary language.
- Challenge stereotypes: Actively challenge stereotypical comments and assumptions.
- Consider scheduling: Plan meetings and events to accommodate all employees.
- Promote turn-taking: Ensure everyone has a chance to contribute in meetings.
- Hold opinions: Senior members should wait to voice their opinions until others have shared.
- Suspend judgement: Allow people to be authentic in their workplace behaviors.
- Diverse recruitment: Involve a diverse group of people in the recruitment process.
For organisations to truly embrace diversity, they must move beyond internal discussions and take actionable steps to create an inclusive environment. Our training programs offer the tools and strategies needed to achieve this transformation. For more information on how we can help your organisation, click here or contact us
*References:
https://www.theguardian.com/culture/2023/jul/21/australia-arts-organisations-diversify-broaden-audience-white-middle-class-age-study
https://www.linkedin.com/news/story/arts-sector-falls-short-on-diversity-6037412/*
