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Stop making policies. Start making progress.
Despite nearly three decades (at least) of conferences, steering groups, policies and insights reports, the UK's arts, culture and heritage sector is still struggling to make its inclusion ambitions a tangible reality. And we are, quite frankly, fed up of it.
Don’t get us wrong – we love getting stuck into a juicy research paper and having a natter around a table for some off the wall thinking. But there comes a point where we need to put the data down, stop talking and take action. And we’re well past that point.
That's why we're helping arts and culture organisations to create workplaces that are genuinely inclusive and aligned with their audiences and artistic goals as much as their business objectives.
90%
of the arts, culture and heritage workforce identify as White
9.8%
has been spent on equity and inclusion programmes across the sector since the 90s
of managers/directors are from ethnic minority backgrounds
65%
of hard-to-fill vacancies are due to skills shortages
£45m
What we do
Talent
We help arts and culture organisations attract and retain the right people for the future. From shaping inclusive hiring strategies to strengthening recruitment processes, we support you in building teams that combine capability, creativity, and long-term potential.
Development
We help arts and culture organisations strengthen the skills and thinking needed to build financially resilient futures. From income generation and business model development to funding strategy and sustainability, we support teams to grow confidence in shaping viable, long-term approaches to resourcing their work (without bid writing support).
Inclusion
We help arts and culture organisations strengthen the skills and thinking needed to build financially resilient futures. From income generation and business model development to funding strategy and sustainability, we support teams to grow confidence in shaping viable, long-term approaches to resourcing their work (without bid writing support).
How we work
The biggest reason most inclusion efforts fail is because of disjointed, temporary initiatives that don't quite line up with wider organisational goals. That's why our work focuses on delivering blended solutions aligned with the realities of how work is funded, structured and delivered to make sure change doesn't just happen, but sticks.
Practical
We know all too well the challenges that arts and culture organisations are facing right now, because we've lived them. We focus on what actually changes outcomes — not theory, trends, or what should work in a perfect world. Everything we do is designed to fit real arts organisations: small teams, tight timelines, and limited capacity. If it can’t be used, it doesn’t make the cut.
Evidence-driven
Creating a genuinely inclusive organisation shouldn't rely on guesswork. We draw on research from organisational psychology, lived sector experience, and what consistently improves hiring decisions. That means fewer assumptions, less bias baked in, and clearer choices — grounded in what works, not what sounds good. Our work is backed by the latest insights from organisational psychology (ooh, fancy), drawing on the best of the best of what's working across a multitude of sectors, not just arts and culture.
Hands on.
You know those consultants who come in, take weeks (or months) to write a strategy paper that contains everything you / your team have been saying for the past 5 years, slam it on your desk (or your inbox) in triumph and then walk away without looking back? Yeah, that's not us. We measure our success by the results you achieve, which is why we'll never just tell you what to do, but stick around long enough to show you how. We don’t sit on the sidelines. We work alongside you to redesign roles, processes, and decisions in real time — from job design to shortlisting to interviews. You’ll leave with hiring systems you can actually run, not a report that gathers dust.
Our Services
Courses & Resources
MASTERCLASS
How to Go CV-Free
Want to make your recruitment process more inclusive but don't know where to start? Removing CVs can be a quick and effective way to eradicate lots of hidden biases.
RESEARCH REPORT
Attracting Global Majority Talent: Investigating Employer Branding and Candidate Self-Selection
Conducted in partnership with University of the Arts London, this report gives insight into the key factors that can make a break your global majority recruitment.
MASTERCLASS
How to Host Inclusive Interviews
Want to make your recruitment process more inclusive but don't know where to start? Removing CVs can be a quick and effective way to eradicate lots of hidden biases.
MASTERCLASS
Why "strongly welcoming" applications isn't making minority candidates feel welcome
Want to make your recruitment process more inclusive but don't know where to start? Removing CVs can be a quick and effective way to eradicate lots of hidden biases.
RESEARCH REPORT
Attracting Global Majority Talent: Investigating Employer Branding and Candidate Self-Selection
Conducted in partnership with University of the Arts London, this report gives insight into the key factors that can make a break your global majority recruitment.
MASTERCLASS
How to Host Inclusive Interviews
Want to make your recruitment process more inclusive but don't know where to start? Removing CVs can be a quick and effective way to eradicate lots of hidden biases.
From the Podcast
RESEARCH REPORT
Increasing Inclusivity in Job Advertisements
An Investigation of Employer Branding Strategies