Career optimism falls in workers from diverse backgrounds

The majority of individuals from under-represented groups in the creative industries are not optimistic about their career futures, according to the findings of a new report from Creative Access.

Creative Access’s Thrive Report is an annual diversity, equity and inclusion (DE&I) review that surveys both employers and creative workers that are Black, Asian or ethnically diverse, disabled, or of low socioeconomic status, working across the publishing, film, tv, radio, music, theatre, dance, visual arts, PR and marketing industries.

The 2024 edition, with insights from 450 respondents, found career optimism dropped 12% year-on-year.

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The decrease was most pronounced among individuals with a disability, where fewer than one in three (30%) reported career optimism.

Factors including working hours (19%), team dynamics (19%) and lack of focus on wellbeing (15%) were the most commonly cited reasons for work negatively impacting mental health, while one in four employees said they were provided no wellbeing support at work.

When asked about barriers to career progression, organisation structure was the most common answer from people of Black, Asian and ethnically diverse backgrounds, at 36%, while location was the most common answer from disabled respondents, at 26%. Over a quarter of respondents from lower socioeconomic backgrounds said finances were the greatest barrier to their career progression, 11% higher than the average.

The report also highlighted the precarious nature of freelance work, with almost half (48%) of freelancers surveyed stating they had experienced a decrease in work volume in the last year. This was most prevelant in the film and TV sector, which was also the sector to have the lowest number of workers feeling optimistic about their future, at 32%.

Employer spending

One in three employers responding to the survey said they had increased DE&I spending over the last 12 months, compared to 60% in 2023.

Creative Access’s report says stagnant DE&I spending has contributed to a decline in career optimism in the workforce and underscores the necessity for reassessing budgets, prioritising the preservation and expansion of DE&I roles and encouraging a culture of continuous improvement and adaptation in DE&I practices.

Just over half of employers (51%) reported an increase in representativeness of their workforce, a fall against last year (65%). And while 81% of employers agreed that DE&I initiatives should encompass all career levels, two thirds admitted they focus their efforts predominantly at entry level.

Josie Dorbin, Creative Access Co-founder and Executive Chair, said the creative industries are at a critical juncture in their DE&I efforts.

“Despite intentions to expand support beyond entry-level roles, data tells a different story, leading to decreased career optimism, especially among those with disabilities and freelancers facing a shrinking market,” Dorbin said.

“To foster true inclusivity, bold actions are needed at all talent stages, including tailored career development programmes, mid-level positive action traineeships, and elevating under-represented mid and senior-level employees.

“The industry must shift from intentions to decisive action.”