As we regroup for another year, part of our reflections include reviewing our action plans to recognise what we have achieved and where we can push ourselves further.
Progress So Far
Below is a brief list of actions that have been achieved and embedded into our practice so far since our Anti-Racism Action Plan was created in 2023.
- We have quarterly action plan reviews with the staff team and board to keep us on track and accountable
- Bi-annual public updates on progress (like this blog)
- We are tracking representation, progression and wellbeing of our Black and ethnically diverse staff and freelancers through an annual staff survey
- Continuous learning to improve recruitment processes, keeping up to date with best practice
- Clear reference to racial discrimination within our Harassment, Bullying and Discrimination Policy
- Following recruitment last year, 50% of active board members are Black or ethnically diverse including both co-chairs
- Unconscious Bias Training from Strawberry Words for the staff team, artists and board members in December 2024
- In 2025, approximately 33% of our team of facilitating artists Black or ethnically diverse, compared to 18% in 2023
Focus Areas for 2025-26
We’ve simplified our Action Plan from last year to identify six key focus areas for this year, so that we can make sure our energies are wisely spent where we can affect most change.
- Support: Ensure all workers get regular 1:1 meetings with their Support Contact to identify areas for progression. This is already true for our staff team and Shadow Artists, but we want to make sure others also have this opportunity. We will consider ways to share this work as an example of good practice.
- Training: To follow on from Unconscious Bias training in December 2024, programme a session that focuses on the intersection of race and disability.
- Community Mapping: Community mapping for delivery partners, considering how we can serve the overlap of both learning disability and racial marginalisation.
- Artist Recruitment and Development: We want to ensure that Black or ethnically diverse people make up at least 33% of facilitating artists (including Wild Possibilities facilitators and Shadowing Artists) and at least 40% of the performance company for Precious Bane.
- Progression: Shadow Artists, half of whom are currently Black or ethnically diverse, move to lead facilitation roles in areas of their choosing. Some artists will also be able to influence Spectra through the new Steering Group. Through research on learning disabled management in the arts, progression opportunities in the staff team will include Trainee Manager and management position to succeed the Creative Director (over a 3 year period).
- Climate Justice Action Group: The Action Group based at The Commons garden at Midland Metropolitan University Hospital will make work that demonstrates anti-racism in its creative output.
We’re always open to feedback and collaboration on all of our work. If you feel you can support us to achieve these goals or want to work together on any areas, please get in touch.