Be transparent about your pay and diversity data

The Blueprint for Muslim Inclusion: Recommendations for Film Industry Professionals

A broad set of recommendations for film industry professionals. Includes sector-based guidance, solutions, examples of production companies and studios; agencies; festivals; film and drama schools.

Statement: The Black Writers' Guild

A powerful letter from UK Black authors to the publishing industry requesting action to tackle the deep-rooted racial inequalities in the major corporate publishing companies. They put forward on eight key steps for the industry to adopt.

The Visibility Report: Racial Representation on NYC Stages 2018-19

Fascinating and detailed report using representation data covering the theatre professions (including writers) in NYC. It covers representation of all cultural groups and includes numerous charts visualising the data.

She's Price(d)less report: the economics of the gender pay gap

A report which found that Australia currently lacks the data required to measure the impact of intersectionality on pay - a very important measure. It also covers the impacts of gender discrimination, care responsibilities and occupational segregation on the nation's gender pay gap.

How to Ensure Pay Equity for People of Color

More than half (56 percent) of organizations don’t have a formal process in place to address pay equity in the USA. This article outlines the actions suggested by HR professionals and other experts to address racial pay inequities in America.

Diversity and Inclusion 101 - Collecting Diversity Data

A guide which outlines the leading principles for undertaking respectful and inclusive diversity (D&I) data collection in order to obtain genuine, meaningful data. This guide is exclusively for DCA member organisations.

Racial Equity Tools: Collecting Data

This resource includes tools, tips, and examples about data, including: potential sources for the kinds of data helpful in assessing racial equity work, methods for securing quality data, and some of the challenges of using existing databases.

Closing gender and racial pay gaps means talking openly about pay

An article on pay secrecy habits and pay secrecy clauses in contracts and how they inhibit pay equity.

Australia's Music Festival Diversity Problem By The Numbers & Some Steps To Improve It

This article calls out the 'top 5 cop-outs for booking a lineup that is not diverse' and has statistical information on the lack of diversity in music festivals - and by extension the music industry. It interviews women of colour and non-binary artists like the Papua New Guinea-born musician Ngaiire who tells us it's time to "look outside of what the 'industry gods' tell us what’s marketable".

Capturing diversity metrics in the workplace

This article raises awareness of legal obligations in governance with regard to equity, diversity and inclusion. It offers a useful checklist on how to capture data and ensure that your legal, HR and policy processes are addressing equity, diversity and inclusion effectively.

Shifting the Balance

Survey of 200 of Australia’s leading arts and culture organisations measuring cultural and linguistic diversity (CALD) at the leadership level (39% of Australia's population is CALD).

'* Approximately half (51%) of the major cultural organisations had no CALD representation at the leadership level.
* Only 9% of the 1,980 leaders of our major cultural institutions are CALD Australians
* Non-CALD Australians are nine times more likely to occupy cultural leadership roles than CALD Australians'

How publishing diversity numbers helps companies

Article on the benefits of publishing diversity data.

"It affects people's perception of the workplace and their job satisfaction...You start seeing more women and ethnic minorities applying for promotion, for example, whereas before they may not have bothered because they thought there was no point." - Carol A. Adams, professor of accounting at Durham University Business School in England.

How to Do Pay Equity Analysis for Gender and Race

Many firms publish gender and ethnicity pay gap data; but for true diversity, workplaces need to make their audits intersectional. This resource from We All Count explains the basics of intersectional gender and racial pay equity audits.

Creative Majority: ‘What Works’ to enhance diversity, equity and inclusion in the creative sector.

A report with case studies from Def Jam, Raising Films and NBC Universal. It recommends adopting a policy framework of the 'five As': Ambition, Allyship, Accessibility, Adaptability, and Accountability, as a continuum for ongoing appraisal and change.

The report can be used as a handbook for cultural and creative workers frustrated at the pace of change, and has potential application for other sectors, including higher education.

Letter from BIPOC Collective to the Museum of Fine Arts, Boston

After a racist incident at the Museum of Fine Arts Boston, BIPOC (Black and Indigenous people of Color) staff wrote a frank and insightful letter to the leadership team with a list of key demands to bring racial justice and diversity to the institution.

A lack of intersectional data hides the real gender pay gap

Article looking at the need for an intersectional approach in Australian pay gap analysis. Experiences of gender-based discrimination are compounded by intersecting identities such as race, sexuality and disability - but these factors are are being hidden from view.

10 Steps Businesses Can Take To Improve Diversity And Inclusion In The Workforce

A list of practical tips - from adjusting how you screen candidates, trying practical software programs that help combat bias, using clear and unambiguous inclusion statements in employee manuals and contracts, to updating your complaints system.

New racial equity framework to hold tech companies accountable to racial justice commitments

Color Of Change is an online racial justice organization. They aim to "move decision-makers in corporations and government to create a more human and less hostile world for Black people in America." This is their racial equity framework designed for Tech companies, but with much transferable insight for the arts and media sector.