EDI in the Arts: Responding to Systemic Challenges with Practical Solutions
The arts industry urgently needs support with inclusion. Most arts organisations have both outward-facing and internal commitments to diversity, retention goals, and values that at least nod to inclusive practice. However, there are still cultural and historical ways of working and current societal challenges which plague the sector:
The perception of elitism in certain art forms and organisations, with reputations for excluding working-class and ethnically diverse audiences and participants
High ticket costs
Didactic rehearsal practices that often centre power in one individual
Creative environments where speaking out can mean never working in that organisation again
Chronic underfunding, forcing leaders to cut projects and activities that support diversity and inclusion
The prevalence of networking and nepotism making it almost impossible for some people to break through.
These are just a few of the challenges we face in the sector, and there is a real tension between these existing contexts and the need and desire to take ‘risks’ in programming, break down barriers to historically excluded identities, embed inclusive creative practices and hold ‘big personalities’ to account for their behaviour.
The recent report from the DEI council ‘From Promise to Progress: The efficacy of race and ethnicity programmes in the UK post 2020’ identifies persistent patterns of ineffective organisational behaviours:
Surface-level approaches that fail to improve psychological safety
Ongoing data collection without systemic change
Continued prevalence of microaggressions
Trust gaps between ethnically minoritised people and employers
Lack of role models
Lack of accountability
While this report focuses on race and ethnicity, and we support a continued focus on race and racism as an approach to EDI, its findings could easily be applied to a study of the experiences of neurodivergent people, trans people, people from working class backgrounds and more.
Our approach has always centred research, stakeholder voice, and collaboration. We believe that this work can be done effectively and at low to no cost. Using this foundation we created our ‘EDI in the Arts’ programme 3 years ago and have had three cohorts since then.
We’ve had participants from Regents Park Open Air Theatre, Royal Shakespeare Company, to galleries and local community led arts organisations over the years and all of them have told us that the programme supported their inclusion journey.
They have told us that it was helpful during their participation and continues to support in terms of:
Knowledge development
Supporting the creation and implementation of an organisation wide strategy
Engaging board members
Providing time and space to process and identify actions
Working with and hearing the stories of peers and their successes.
They tell us it is most effective when it runs alongside an existing or planned strategy.
How the Programme Responds to Sector Challenges
The programme was designed in direct response to the systemic issues outlined earlier in this blog. Here's how it addresses them:
Elitism and exclusion: By drawing on our own research and experience of hearing the stories of people who have been excluded on this basis; by centring lived experience and peer learning, the programme challenges dominant narratives and opens space for historically excluded voices.
Power dynamics in creative spaces: Sessions explore inclusive rehearsal and programming practices, helping participants rethink how power is distributed in artistic processes drawing on real life examples of artist practices and exploring how things might be done differently in your setting, with your nuances.
Fear of speaking out: Psychological safety is a core theme, with tools and strategies to build cultures where feedback and accountability are welcomed.
Underfunding and resource constraints: The programme is intentionally low-cost and high-impact, recognising the financial pressures arts organisations face.
Networking and nepotism: Through cross-sector cohorts, the programme fosters new connections rooted in shared values rather than gatekeeping. We offer alternative ways of recruiting and appointing that support your existing ways of working, but recognises and seeks to dismantle historic methods that prevent genuine meritocracy and inclusion.
Why It Works
Participants consistently report that the programme:
Builds confidence and clarity around EDI strategy
Helps engage boards and leadership in meaningful ways
Creates space for reflection and action planning
Encourages solidarity and shared learning across the sector
Most importantly, it doesn’t offer a one-size-fits-all solution. Instead, it supports organisations to develop approaches that are authentic, sustainable and rooted in their own context.
What is the EDI in the Arts Programme?
The EDI in the Arts programme is Spotlight Inclusion’s flagship offer designed specifically for arts organisations seeking to embed equity, diversity and inclusion into their culture and practice. There are 11 monthly sessions between January and December. Each 90-minute session, allows participants to engage deeply without overwhelming their schedules.
Each session is structured to:
Introduce key concepts and frameworks for inclusive practice
Facilitate peer learning and reflection
Provide tools for strategic planning and implementation
Offer space for honest dialogue around power, privilege and accountability
Organisations can enrol up to five colleagues, encouraging cross-team engagement, from leadership to the board to frontline staff. Participants also gain access to a dedicated portal with resources and recordings to support ongoing learning and action.
Our topics include:
Psychological safety and organisational culture
Creating psychologically safe rehearsal and creative spaces
Class and socio-economic background as barriers to inclusion
Inclusive recruitment and retention strategies
And more
If you are looking for a meaningful way to develop and embed inclusive practice in your organisation, or looking for a way through the difficulties of inclusion strategy, this programme is for you. Join us.
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