What makes an organisation 'diverse-led'?
In our Equality Action Plan 2015–18, we commited to review and refine our approach to capturing information on Black and minority ethnic and disabled-led organisations. We commissioned creative consultants Hybrid to carry out a consultation over November and December 2015 and produce a report with suggestions about how we should define and collect information about these organisations.
We previously had definitions for ‘Black and minority ethnic-led’ and ‘disability-led’ organisations:
- Black and minority ethnic-led - a National Portfolio Organisation or Major Partner Museum where 51 per cent or more of the organisation’s board and senior management team are from a Black or minority ethnic background
- Disability-led - a National Portfolio Organisation or Major Partner Museum where 51 per cent or more of the organisation’s board and senior management team are disabled
The consultation explored the merits and limitations of the above definitions and considered alternatives. It included:
- around 50 one-to-one interviews with representatives from the arts and cultural sector, other Arts Councils, lottery distributors, trust and foundations, and government partners
- eight national consultation meetings with the arts and cultural sector
- an online consultation survey completed by more than 200 respondents
Changing our definitions
As a result of the consultation we have made the following changes to our definitions:
- We have extended our definition of 'diverse led' to include ‘female led’ and ‘LGBT led' organisations
- We have introduced an approach where organisations can self-define as ‘diverse led’, based on who is making their key strategic decisions
This means that we can now report on both the number of organisations where 51% or more of the board and senior management team are BME, disabled, female or LGBT, as well as the number of organisations that self-define as ‘diverse led’ based on key strategic decision makers.