Staying ahead: EDI policy developments

In an industry driven by creative innovation and cultural relevance, understanding policy developments through the lens of Equity, Diversity and Inclusion (EDI), is crucial for arts professionals. At SLS 360, we challenge and support organisations to be bold and brave in their efforts to embed principles of EDI in all they do.

From working with purpose-driven organisations to create robust strategies and infrastructure, to supporting those just starting their EDI journey, we have seen how EDI has shifted from being a ‘nice to have’ to being a business imperative. When organisations commit to transforming cultures, embedding inclusive practices and addressing systemic barriers, we have observed the impact this has on challenging inequities and effecting positive change.

The arts and culture sector has seen a significant evolution in EDI policies over recent years. Issues such as lack of representation, barriers to access, and inequities in funding have moved from the periphery to the core of policy discussions. While some progress has been made, arts professionals continue to grapple with the complexity of implementing meaningful change. Here are five considerations to help navigate this important area.

1. Funding and equity

Changes in funding criteria with an increasing emphasis on equity are reshaping access to financial support in the arts. Arts councils and other grant-making bodies now prioritise funding applications that demonstrate a commitment to EDI, focusing on organisations that promote inclusivity and address systemic barriers.

For professionals, this means developing funding proposals that explicitly outline how projects will engage underrepresented communities in an authentic and non-tokenistic way.

How is your organisation rethinking its approach to funding applications to ensure equity and inclusion are not just checkboxes, but central pillars of your projects?

2. Access and participation

Policy frameworks are increasingly geared towards ensuring wider public access and meaningful participation in the arts. This shift includes both physical and digital accessibility, with legislative and regulatory measures pushing for the removal of barriers that prevent marginalised groups from engaging with cultural content.

Professionals must stay informed about these requirements, adopting practices that prioritise inclusivity for people with diverse abilities ensuring that engagement efforts reflect the diversity of the public.

How has your organisation reimagined its spaces and digital platforms to ensure diverse audiences not only have access but feel a genuine sense of belonging and representation?

3. Cultural representation and ownership

Cultural appropriation and issues of representation continue to spark debate. Policies addressing the ethical use of cultural material, fair representation of communities and consent in storytelling are becoming more prominent. It’s important to be able to navigate these sensitive issues by developing policies that protect cultural heritage, ensure community involvement and elevate the voices of those historically excluded from cultural narratives.

Arts professionals also need to be aware of and attentive to the nuances of cultural identity and ensure that their work fosters rather than exploits cultural diversity.

What steps does your organisation take to involve communities in decisions about how their stories and cultural elements are represented and shared?

4. Workplace inclusivity standards

With greater scrutiny on workplace practices, new standards have emerged that promote an inclusive and supportive environment. This includes comprehensive anti-harassment policies, measures to tackle unconscious bias, and practices that ensure fair representation at all organisational levels.

For the arts and culture sector, which often relies on freelance and project-based work, these developments present unique challenges in creating safe and inclusive working conditions, considering the needs of a diverse workforce, and fostering environments where all can thrive.

How can you regularly assess and adjust your workplace policies to ensure they are effective in meeting the needs of a diverse and evolving workforce?

5. Sustainability and intersectional approaches

The climate crisis and its disproportionate impact on marginalised communities has placed sustainability firmly on the arts policy agenda. The intersection of environmental and social justice is gaining traction, with calls for the arts to adopt sustainable practices that also advance EDI goals.

Policies now encourage arts organisations to think more holistically, developing strategies that reduce environmental impact while simultaneously addressing social inequalities.

Now more than ever the cultural arts sector must engage with this intersectional approach, understanding how their work can contribute to a more sustainable and equitable future.

How does your organisation ensure its workplace policies address multiple forms of discrimination and inequality, taking into account how race, gender, disability and other identities intersect?

Responding to the challenges

The organisational challenge lies in balancing policy compliance with the creative vision and financial constraints. Freelancers and sole traders, meanwhile, must be mindful of how these developments affect contractual work and collaboration opportunities. Across the board, arts professionals should consider investing in professional development that equips them to navigate these policy shifts effectively.

As policies continue to evolve, the sector must be agile in its response. Staying informed and engaged is not just beneficial but essential. By understanding these policy developments, arts leaders and creatives can position themselves and their work to thrive in this ever-changing landscape, contributing to a sector that is both equitable and vibrant.