Diversity & Inclusion

Our Vision Statement

“The Creative Industries are inclusive and offer opportunities equal to all, leading to a truly diverse sector that showcases the best of UK’s art and culture.”

Our Approach

Diversity across the Creative Industries remains largely unchanged, still failing to be representative of the wider working population or the communities that it works to serve and engage. 

We strive to ensure that opportunities to work with, work for and develop at PAPER Arts are open to all. We are looking at these issues holistically, understanding that change is required across a range of related areas of our work. 

We will publish our findings annually, alongside the practical actions we are taking to advance diversity and inclusion in our organisation. We are aware that when those who face barriers opt out of particular careers or professional and artistic routes, it is rarely about lack of ambition or awareness and more to do with battling feelings of not belonging and access to opportunities. 

We want to focus not on helping underrepresented groups assimilate into unfamiliar cultures, but to tackle the cultures ourselves. We believe it’s a change in organisational culture, that will affect real, long-lasting change. 

We also take intersectionality seriously. To change the make-up of the arts so they better reflect society as a whole, we will look at people’s work lives as being shaped by many axes of inequality that often work together and influence one another or creative distinct types of disadvantage.

Our Priorities

Being an actively anti-racist organisation.

Creating a more inclusive organisation for those with a disability.

Monitoring and improving our engagement with those from a lower socio-economic background.

Our commitment to you

-Our programmes/work tell the stories of diverse communities in Bristol.

-We consider the diversity of representation on stage and screen, in publications and in the work we exhibit and produce.

-We consider the gender balance in creative roles.

-Our Board is diverse and we monitor the equality characteristics of our Board members.

-Our recruitment procedures are fair and accessible, with all opportunities being advertised and promoted widely.

-Our staff team is diverse at all levels of the organisation.

-We monitor the protected characteristics of all employees, including the artists we work with.

-Our staff and Board receive regular equalities training.

-At a minimum, we pay all staff Bristol’s living wage.

-As a minimum, we pay standard industry rates to artists.

-We pay interns, and don’t offer unpaid opportunities.

-We gather audience data and evidence the demand for our work.

-We offer a range of appropriate concessions in ticket prices.

-We provide information about different ways to access buildings where delivery takes place, and detail transport options.

-We make it clear when a building is not fully accessible.

-We prioritise accessible venues for all delivery and meetings.

-We will measure the effectiveness of what we are doing with regular feedback surveys.

– Diversity and Inclusion is an agenda item at all Board and team project meetings.

– We actively support the development of, and open opportunities for, our Black Creative workforce.

-We practise compassionate leadership: leading with kindness, paying on time, taking time to listen and check in; and developing a culture of transparency and openness, where teams are empowered and supported to perform at their best whilst maintaining a healthy work/life balance.

-Radical change starts at the top. We will ensure that Black people are able to prosper in every part of our organisation, at every level – and that Black people will be able to clearly envisage their future selves thriving in the arts, because people who look like them are already doing so.

-We operate a zero-tolerance policy for racism of any kind: within our organisation, and those we work with in any capacity.

-We will eradicate the use of terms such as BAME, People of Colour, Urban and other acronyms and terms that generalise or cause harm. We will be specific in our language and apply this through all of our communications – both internal and external – in written, verbal or any other form.

-We will monitor and increase our engagement with those from a lower socio-economic background.

You can read our full diversity and inclusion report here.

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