Is mentoring the solution the creative sector has been searching for?
Why mentoring has a vital role to play in increasing diversity in the creative industries.
There is no word that has the same current buzz around it quite like ‘diversity’.
Defined as the understanding of uniqueness and the recognition of difference, it is a concept that is being translated into all parts of our lives – including the professional sphere. The creative industries is one sector which has recognised the need for change, but a handful of manifestos, Instagram posts and tweets are not going to be the solution to the problem.
The first thing to acknowledge is that for diversity to thrive, there must be inclusion. The two notions are intrinsically linked: whatever the industry, however, they can only work if they are nurtured simultaneously.
The second thing to realise, and putting aside the usual reasons for diversity in the workplace, is that it fuels innovation and can be the ‘on’ switch for those game-changing light-bulb ideas. When you take on a problem or task as an individual or with people similar to yourself, you will find one answer. However, when a truly diverse group tackles the same challenge, it may discover a whole spectrum of solutions.
Study after study has shown that diverse teams outperform those that are not. However, to reap the benefits of this, individuals must first be enabled with the confidence and ability to contribute effectively. Mentoring is one of the tools which can used to be achieve this goal, and mentoring programmes are vital if industry really wants to unleash the full potential of young creatives from a diverse range of cultural backgrounds.
Katherine Phillips, American professor and diversity activist, has spent her life at the forefront of the fight to bring diversity into all workplaces. Not only improving educational spaces such as university, but also businesses such as Google and Goldman Sachs, where she was invited to hold discussions.
Not only known for her campaigning, Phillips has conducted a variety of research to evidence her beliefs. She realised that diversity triggered others to think deeper and question themselves because of the differences that came to the surface – ultimately, she testifies that if you create a place where difference is normal, inclusion will be the natural outcome.
Mentoring can benefit those working in the creative industries at all levels. For those at the beginning of their journey, being mentored offers vital support and guidance, plus the chance to make connections and take opportunities. For mentors, it is a great chance to tap into the ideas and innovative thinking of a new generation of talent.
An interconnected network of relationships at all stages will open a field of opportunities and possibilities. Differences need to be seen in the same light as similarities, and they should be placed on a pedestal to shine.
Companies such as Creative Access and Creative Mentor Network are leading the way in the UK to help create for a more inclusive creative sector. Creative Access, for example focuses on scouting young BAME talent to ensure that communities who are usually underrepresented can start careers in creative fields. Creative Mentor Network, looks at providing employers with a portfolio of diverse talent to give opportunities to those who may be unfairly overlooked.
Declarations of support for increasing diversity risk becoming empty promises if employers do not back up their words with actions, but mentoring is one of the key methods that can be used to implement meaningful change in the push towards greater diversity and inclusivity.
Authentic relationships naturally create cultural competency and create spaces where you see individuals with talent from all backgrounds and ethnicities given an equal chance to flourish. It is not just about discovering new perspectives, but rather making you believe in difference and its importance.