Build a Succession Plan Centring Equity

Inclusive Pathways Framework

Report for the Australian Film, Television and Radio School looking at barriers to inclusion and ways to combat them.

'A key support that several consultees for this project mentioned was tracking opportunities for career progression and making them known to aspirants to kindle ambitions and find ways to address barriers.'

'There is a tendency in Australian arts practice to confine under-represented practitioners to ‘community arts’ rather than mainstream, professional content development. '

Exploding traditional ideas of leadership

Styled as a ‘leadership program for non-leaders’, Front & Centre works with creative women and nonbinary people with disability or who are d/Deaf. Central to the program is a total reimagining of the concept of leadership. The program encourages looking beyond the usual suspects to affirm and support potential leaders.

"When people are feeling safe, they are empowered to speak up about what matters to them, what is meaningful to them, what is passionate to them."

Eugenie Lee

Speed Museum Turns to a Spreadsheet to Increase Diversity

Article on the strategy of the Speed Art Museum in the US to diversify their board of trustees and governors, by auditing the attributes of members.

'Ghislain d’Humières, the French-born director of the Speed Art Museum in Louisville, Ky., uses a long and detailed spreadsheet to recruit people for the museum’s board of governors and board of trustees. His “board matrix” assigns columns to race, age, gender and profession, and to less concrete categories like “creative thinker.”'

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'

Looking beyond the horizon: How CIOs can embed DEI into succession planning

Guideposts and principles to help CIOs transform their succession-planning efforts to better prepare and promote a truly diverse slate of new leaders

'executives frequently struggle to pass the baton to diverse candidates: Companies often haven’t built diverse networks or recruited talent that more closely resembles a broader multidimensional workforce.'

Best practice recruitment guide for creative leaders

A comprehensive toolkit exhibiting best practice for creative leaders to hire in a diverse manner. (Links directly to a PDF.)

Diversity in governance – from good intentions to action and impact

A blog post by Hilary Carty, who is the Director at Clore Leadership for the Calouste Gublenkian Foundation. Hilary cover ways to promote change, engage, audit, reach out and recruit in a more diverse and inclusive way.

More capacity, more equity at Footscray Community Arts

Founded by unionists in the 1970s and famous for their long-running Indigenous Advisory Group, Footscray Community Arts takes ‘Access for All’ as its mission. But how does that work in terms of governance?
* Indigenous-led advice
* Relationships before mechanisms
* Support for board members
* Continual training
* Co-CEO model
* More than one mechanism
* Equity at the centre

Storytelling for social change

Founded in 2013, not-for-profit organisation Tai Tanzania uses storytelling tools such as 3D animation, radio dramas and short comics to influence positive behavioural change in adolescents by raising awareness about critical social community issues.

Succession Planning: Who are the Board Members of the Future?

Hosted by Diversity Arts Australia and Creative Australia, this webinar focuses on Board recruitment in not-for-profit arts and cultural organisations, and unpacks the process of appointing new Board members and seeking future leaders.