Equality analysis of the 2023-2026 Investment programme

What is being assessed?  

This equality analysis focusses on the equality impacts of the 2023-26 Investment Programme process.

The equality analysis will be approached in two stages:

• Stage one – focussed on process design, led by the Funded Organisations team with support from the Director, Diversity and Senior Manager, Policy & Research (Equality & Diversity)
• Stage two – focussed on an analysis of the application data, followed by analysis of recommendations, led by the Director, Diversity and Senior Manager, Policy & Research (Equality & Diversity) with support from the Funded Organisations team

The stage two equality analysis will accompany decision paperwork for the NPO process at Executive Board, Area and National Council meetings. A final version will be produced for external publication, which will include impact analysis of decisions made. 

This stage one equality analysis draws on the evidence acquired for the extensive equality analysis carried out for the Delivery Plan 2021-24 – our plan for how we will use our full range of funding programmes towards achieving the vision of Let’s Create over its first four years.

Background 

Arts Council England will invest circa 70% of its annual funding in the 2023+ National Portfolio. Confirmation of level and duration of investment is pending the Autumn 2021 Spending Review. Approximately £412 million was invested annually during the 2018-22 funding period. 

The National Portfolio Organisation investment programme is the largest of our three key strands of our investment, providing essential core investment to cultural organisations and working alongside our Music Education Hubs, National Lottery Project Grants and Development Funds investment strands.

Following the Government’s White Paper on 2 February 2022, the Secretary of State issued an instruction on how the Art Council should use our resources to further the Government’s Levelling Up priority.  The policy direction requires that the Arts Council will reduces its overall current investment in the National Portfolio in London by £24 million per year by the end of the 2024/25 Financial Year and reinvests that money outside of London and, where possible, in ways that benefit Levelling Up for Culture Places.  In the final equality analysis an assessment will be made on the impact of money going out of London into other areas and we will be using our balancing criteria to help mitigate against any negative impact.

Two open Development Fund programmes were launched in 2016 to increase the Portfolio’s potential for future delivery against equality and diversity:

Elevate

Developed in response to our equality analysis of our national investment process in 2014. Elevate aims to build the resilience and capacity of diverse led organisations outside the portfolio, supporting them to develop new partnerships and increase levels of contributed and earned income.

In the first round of Elevate we invested £5.3 million in 40 diverse-led organisations. The success rate of Elevate: Round 1 organisation’s joining the 2018-22 National Portfolio is 67%.

In January 2020, the second round of Elevate invested £4.3 million into 45 diverse-led organisations. 

As part of our response measures to Covid-19, the planned 2022-26 National Portfolio process was postponed. In light of this, application for 2022/23 extension was opened to National Portfolio Organisations as well as to all Elevate round two recipients. In June 2021 a further £2.2 million was awarded to extend Elevate grants up to 31 March 2023. 

Change Makers

In 2016 we invested £2.57 million through the Change Makers fund, to support 20 National Portfolio Organisations and Major Partner Museums to host training placements for disabled and Black minority ethnic leaders from across the country with bursaries.

The primary aim of the fund was to increase the diversity of senior leadership in the arts and culture sector by helping to develop a cohort of leaders who are Black, minority ethnic and/or disabled by means of a targeted senior leadership training and development programme.

An additional aim of the fund was to provide development opportunities, enabling organisations to improve their contribution to the Creative Case for Diversity.

Overview of the National Portfolio process in terms of Equality and Diversity 

Application

Diverse-led classification of applicants 

For the 2018-22 National Portfolio Organisation investment process, we made two key changes to our definition of diverse led:

• our definition of diverse led organisations was extended to include ‘female led’ and ‘LGBT (lesbian, gay, bisexual and transgender) led’ organisations
• organisations were able to self-define as diverse led based on the person/s involved in making the key strategic decisions within an organisation

This meant we were able to report on the number of diverse led organisations across four protected characteristics from two different perspectives:

• those self-defining as diverse led based on person/s in key strategic decision-making roles
• those organisations where 51 per cent or more of their board and senior management team declare as Black and minority ethnic, disabled, LGBT and/or female

2023-26 NPO - definition of diverse led organisations

We will report on diverse led organisations across five categories.  By ‘diverse led’ we mean organisations where 51% or more of the board and senior management team identify as:

• Black, Asian and Ethnically diverse
• Disabled
• Female
• LGBT+
• From a lower socio-economic background

We will also look at how representative of contemporary England the individuals that lead the organisation (the Chief Executive, Artistic Director, Executive Director, Chairperson, or equivalent positions) are in relation to disability, race, sex, sexual orientation as well as socio-economic background

Introductory conversations

As part of the 2023-26 NPO process it was mandatory for all new applicants to speak to the Arts Council so that we could provide them with in depth support before they decided whether to make an application or not. Conversations allowed us to find out about the organisation and the work they do; provide guidance on the appropriate level of funding to apply for; discuss governance arrangements and discuss how the work helps us realise our Outcomes and embed the Investment Principles.  There was also an opportunity for existing NPOs to have a conversation with their Relationship Manager. Introductory conversations were informed by an internal data review.

Applications to the 2018-22 Portfolio

The overall success rate for the 2018-22 National Portfolio was 73%, compared with an average of 71% for diverse-led organisations across all categories.

This demonstrates that the success rate for diverse led applicants is broadly similar to non-diverse led applicants, but the number of applications received from BME, disability and LGBT led organisations is significantly lower than female and non-diverse led organisations. 

Assessment

During assessment we will assess and apply scoring to the quality of the applicant’s contribution to, and evidence of ability to demonstrate progress against, the Arts Council’s Outcomes and Investment Principles, which include Inclusivity & Relevance.

Balancing

Balancing will use the proposed potential portfolio as the basis for a final balanced portfolio that considers the ways that organisations will work together in local ecologies and achieves the optimum spread of investment in terms of our balancing criteria: 

1. Diverse-led organisations – we will look at: 

   • whether the organisation is diverse led – where 51% or more of the board and senior management team are Black, Asian or Ethnically diverse or disabled or female or from a lower socio-economic background 

   • how representative of contemporary England the individuals that lead the organisation are and

   • whether the board and senior management team has a mix of people with different protected characteristics (and socio economic background)

2. Range of artforms and disciplines
3. Geographical spread 

Decision making

Area Councils

Area Council members are drawn from different roles across and beyond the arts and culture sector. They include practitioners, arts administrators and local authority representatives. They use their expertise and grassroots knowledge of local issues to help us create and implement our Strategy.

Area councils provide advice on the design and delivery of the Arts Council’s main investment programmes and are informed of the launch of new programmes. 

Area councils make decisions on applications up to a threshold of £1m to join the National Portfolio in their area. 

Area councils will make recommendations to National Council on grants of over £1m per annum to organisations applying to join the National Portfolio. Area councils are to be informed of the outcome of National Council discussions, particularly where their recommendations have been rejected.

Area councils are responsible for ensuring that equality and diversity implications are considered in all matters they decide.

National Council 

Our National Council are responsible for ensuring the achievement of our objectives, to develop and improve the knowledge, understanding and practice of the arts, and to increase the accessibility of the arts to the public. 

National Council decides on the budgets for the Arts Council’s main investment programmes and approves, following consultation with area councils, frameworks for major investment or funding programmes such as the National Portfolio, Capital, and Development Funds.

During the National Portfolio (NPO) Investment Process,. National Council decides on applications above an agreed limit (£1,000,001 and over for the 2023-26 Investment Process).

Following the National Portfolio Investment Process, National Council takes the final decision on any re-assessment of an application, for instance where a complaint made by an unsuccessful applicant is upheld.

National Council is responsible for ensuring that equality and diversity implications are considered on all matters that it decides.

Main aims / objectives of policy, programme, activity, decision being assessed

The National Portfolio of cultural organisations is one of our principal investment streams, returning the greatest contribution to the delivery of the Outcomes of our strategy, Let’s Create:

Creative People: Everyone can develop and express creativity throughout their life

Cultural Communities: Villages, towns and cities thrive through a collaborative approach to culture

A Creative & Cultural County: England’s cultural sector is innovative, collaborative and international

For the 2023+ programme, National Portfolio Organisations will be expected to deliver against these Outcomes and embed our four Investment Principles within their organisations:

Ambition and Quality: Cultural organisations are ambitious and committed to improving the quality of their work

Dynamism: Cultural organisations are dynamic and able to respond to the challenges of the next decade

Environmental Responsibility: Cultural organisations lead the way in their approach to environmental responsibility

Inclusivity and Relevance: England’s diversity is fully reflected in the organisations and individuals that we support and in the culture they produce

We expect portfolio organisations to lead or engage in collaborative, place-based partnerships, sharing good practice, engaging people in creative and cultural activity or/and helping creative practitioners, museums, libraries and arts organisations in England to carry out their work. In meeting our expectation to demonstrate commitment to and progress against the Investment Principles, Portfolio organisations will act as exemplars, stimulating change across the arts and culture sector as a whole and leading by example in terms of contribution to furthering our Equality Objectives and the Inclusion and Relevance ambitions of Let’s Create.

Who will be principally affected by the policy, programme, activity, decision and how?

• organisations interested in applying to the National Portfolio
• The current National Portfolio
• Arts & Culture Sector Workforce
• Arts & Culture Sector Leadership
• Arts & Culture Sector Governance
• Artists and creative practitioners
• Communities and public in general
• Audiences, visitors in Arts & Culture

Initial assessment of relevance to equality   

Relevance to Equality: Yes 

Analysis of equality issues for those principally affected

Age

Summary and analysis of the key impact of the Age evidence within the context of this policy, programme, activity or decision:

Workforce, leadership and governance

The disproportionate impact of Covid 19 on the younger and older workforce in relation to young people being furloughed and losing their jobs and older workers being made redundant and potentially having more difficulties in finding new work, will all have an impact on the workforce of the arts and cultural sector.  Workers in the sector who are clinically vulnerable or older may have reason to be cautious about returning to the workplace.

There is a need to support the sector in identifying and addressing the negative impact of Covid 19 including job losses for the older and younger workforce. For older people in the workforce, support may be needed to address/mitigate any health concerns.

NPO workforce age rates differ across art forms and disciplines with Theatre having the highest percentage of workers aged 20-34 and Museums having the highest percentage of workers aged 65+.  There is a need for the sector to identify and, if relevant, address workforce under-representation by age.

The majority of Board members in the Sector are aged over 50 and do not reflect the age range of contemporary England.  It is important to identify and address under-representation of younger people in governing bodies.

Audiences

The UK has an ageing population and those aged 75 and over have far lower engagement levels with arts and culture than other age groups.  The impact of Covid 19 potentially resulting in shielding/self isolation particularly for older people may influence audiences from this age group.  As evidence suggests older people (aged 65-74) have the highest spend on recreation and culture this is likely to have an impact on the sector. Monitoring will be required to identify any issues in this area.

Disability

Summary and analysis of the key impact of the Disability evidence within the context of this policy, programme, activity or decision:

Workforce and leadership

The disability employment gap is prevalent across the country’s workforce and throughout the creative industries which is reflected in the workforce of our National Portfolio.  Disabled workers in the national portfolio make up only 6% of the workforce which varies across art forms and disciplines, such as 3% in Dance and 8% in Visual Arts and this picture is reflected in Management, Leadership and Governance roles. Disability led organisations make up just 4% of our NPO and there are only 7% disabled people on NPO boards.

Disabled people face employment barriers such as lack of access, narrow view of reasonable adjustments; negative impact of changes to support funding and benefits; as well as attitudes towards disabled people. However, new ways of working during lockdown can offer flexibility that could benefit some disabled employees.

Disabled people are disproportionately impacted by Covid-19. Many disabled workers have been particularly impacted by the Covid-19 pandemic, especially if their impairment or conditions means they are instructed to shield.  Evidence also shows that disabled workers are more likely to be employed as freelancers and many have been furloughed or had their hours reduced.  Some disabled workers felt they may have to leave the arts due to lack of work.

There is a need for early, robust, sustainable and measurable actions to: address the under-representation of disabled people in the arts and cultural workforce; support an increase in disabled leaders and board members; tackle identified barriers and the negative impacts of the Covid 19 pandemic on disabled workers, leaders and board members and expand on any opportunities resulting from new ways of working which have had a positive impact on some disabled workers, leaders and board members.

Audiences

Evidence shows that disabled people are less likely to attend/participate in arts, museum and galleries and social media activity but that this is not the case for libraries and digital participation.  Amongst the barriers identified, cost and travel are highlighted.  Additionally, disabled children and young people (aged 11-15) are less likely to visit a museum with their school. 

NPO data indicates lower representation of disabled audiences which varies across art forms and disciplines.

Covid-19 has had a larger impact on disabled people’s health and wellbeing and is a greater priority in their decisions to engage in arts and culture which is exacerbating existing and creating new barriers to access. Evidence shows that vulnerable disabled audiences are less likely to have had a cultural experience in the period between national lockdowns and more likely to say they plan to attend less often in the future. 

The evidence shows a need for the sector to improve access for disabled audiences/visitors, taking into full account any identified Covid 19 health risks associated with physical engagement with arts and culture.

Investment

Our investment in disability led organisations and disabled individual creative practitioners is at a lower level, particularly investment in disability led National Portfolio Organisations.  Using our 51% definition our investment in Disability led organisations in the 2018-22 NPO is less than 1% and for self-definition is 1.7% of overall funding.  There is a need to invest in Disability led organisations in the portfolio.

Race

Analysis of the impact of the evidence based on race within the context of this policy, programme, activity or decision:

Workforce, leadership and governance

The arts and culture sector is under representative of Black, Asian and ethnically diverse people in the workforce, leadership and governance, which varies across art forms and disciplines. Data on Job roles show that Black, Asian and ethnically diverse workers in the sector primarily occupy job roles such as ‘Artists’ or ‘Other’ professions.

There are less people from Black, Asian and ethnically diverse backgrounds in Management and Leadership roles across the sector. In National Portfolio Organisations, Black, Asian and ethnically diverse people are under-represented at leadership levels, particularly as Chief Executives. Black, Asian and Ethnically Diverse led organisations make up c.11% of the portfolio.

Evidence across the labour market has shown a greater fall in employment for Black, Asian and Ethnically Diverse workers compared to White workers. With proportionally more Black, Asian and ethnically diverse people occupying non-management, non-leadership, non-specialist and temporary roles there is a risk that Black, Asian and ethnically diverse workers who are already working in the sector will be driven out through redundancy and the wider economic effect of Covid-19. Evidence shows greater job losses for Black, Asian and Ethnically Diverse women in arts and entertainment.

There is a need to support and encourage the sector to address under-representation of Black, Asian and ethnically diverse workforce, leadership and governance.  It will be important to collect data to assess the impact of Covid 19 specifically on the arts and culture sector Black, Asian and Ethnically Diverse workforce and leadership and, if possible, Black, Asian and Ethnically Diverse women. It is essential to enable more people from Black, Asian and ethnically diverse backgrounds to enter and remain in the sector; to progress into management and leadership positions and to be appointed onto governance bodies. Recognition should be given to the differences of Black, Asian and ethnically diverse representation in the workforce, leadership and governance across art forms and disciplines.

Audiences and engagement

Engagement with arts and culture varies across Black, Asian and ethnically diverse backgrounds.  For people from all Black, Asian and ethnically diverse backgrounds combined, there are lower levels of engagement in arts, museums and galleries, but higher levels of library engagement. There are similar levels of digital participation (including social media) for people from all Black, Asian and ethnically diverse backgrounds combined, but within this there are lower levels of digital participation for those defining as ‘Black’.

There is a need to address Black, Asian and ethnically diverse under representation in audiences/visitors of arts, museums and galleries.  If possible, data on audiences should be broken down by ethnic background to take a more nuanced approach to audience participation as this could differ across Black, Asian and ethnically diverse populations.

The economic impact of Covid-19 will affect access and engagement with arts and culture. The IFS report’s findings suggest that the disproportionate economic effect of Covid-19, may mean that those from Black, Asian and ethnically diverse backgrounds will have an additional finance barrier. The health effects of Covid-19 will disproportionately impact upon people from Black, Asian and ethnically diverse communities.

Covid-19 has exacerbated barriers to access (physically due to the disproportionate effect on health amongst those from Black, Asian and ethnically diverse backgrounds, as well as financially). It is necessary to address barriers to Black, Asian and ethnically diverse people accessing arts and culture and the inequalities raised due to both the economic and health impacts of Covid-19.

Investment

Our investment in Black, Asian and Ethnically Diverse led organisations is at a lower level, particularly investment in Black, Asian and Ethnically Diverse led National Portfolio Organisations.  Using our 51% definition, Black Asian and Ethnically Diverse led organisations in the 2018-22 NPO make up 2.6% of investment and for self-definition this is 4.6% of overall funding.  There is a need to invest in sector Black, Asian and Ethnically Diverse led organisations in the portfolio.

Gender

Analysis of the impact of the Sex evidence within the context of this policy, programme, activity or decision:

Workforce, leadership and governance

Overall, our sector is made up of proportionately more female workers than males (although this varies across art forms/disciplines, e.g. 57% female in museums and 32% females in music). At a Leadership level this balance changes slightly, with less female Chairs within National Portfolio Organisations. Female led organisations (self-definition) make up 31% of the portfolio.

The economic impact of Covid-19 is likely to affect labour hours equally for men and women. Females were more likely to have lost their jobs than males as a result of the impact of Covid-19. Additionally, the arts and cultural sector employs proportionally more female freelancers than the wider workforce.

Evidence shows that Black, Asian and Ethnically Diverse women workers in the arts and entertainment sector have been particularly impacted by job losses as a result of Covid 19.

Whilst there is high representation of women in the workforce of some parts of the sector, there is a need to address female workforce under-representation in specific art forms/disciplines and in leadership, particularly the role of Chairs.  It is also important to ensure that there is gender balance in Board representation.

There is a need to address any identified disproportionate impact of Covid 19 on female workers in the arts and culture sector, including Black, Asian and Ethnically Diverse women.

Audience and engagement

Female engagement in arts, museum/galleries and libraries is higher than male engagement.  From NPO data, female audiences were higher across all art forms and disciplines.

Investment

Our investment in Female led organisations is at a lower level, particularly investment in Female led National Portfolio Organisations, approximately 25% of overall funding.  There is a need to invest in sector Female led organisations in the portfolio.

Gender reassignment (including transgender)

There is a lack of evidence in relation to gender reassignment and culture and the arts. We have now updated our definition of ‘diverse led’ national portfolio organisations to include LGBT (lesbian, gay, bisexual and transgender) led (see below). This will assist us in future monitoring on gender reassignment.

Analysis of the impact of the Gender Reassignment evidence within the context of this policy, programme, activity or decision:

It is not possible to assess the impact of gender reassignment on the Delivery Plan due to a lack of evidence.

Sexual orientation

Analysis of the impact of the Sexual Orientation evidence within the context of this policy, programme, activity or decision:

Evidence on sexual orientation is limited.

Workforce, leadership and governance

The NPO data shows varying levels of the workforce, leadership and governance identifying as LGBT across art forms and disciplines, e.g. less than 1% in Libraries and 3% in Museums and 9% in Theatre and Visual Arts, but the high levels on ‘Not Known’ has an impact on our evidence data. The 2023+ NPO process will therefore need to support the continuation of LGBT data collection and to increase the percentage of responses. LGBT led organisations make up 5% of the portfolio.

Audiences

As there is lack of evidence in this area, there is a need to support LGBT audience data collection in arts and culture.

Investment

It is important to continue to monitor investment levels related to LGBT/LGBT led funding applications and address any identified issues.

Religion or belief

Analysis of the impact of the Religion or Belief evidence within the context of this policy, programme, activity or decision:

It is not possible to assess the impact of Religion or Belief on the Delivery Plan due to lack of evidence.

Marriage and civil partnership

Analysis of the impact of the Marriage & Civil Partnership evidence within the context of this policy, programme, activity or decision:

It is not possible to assess the impact of Marriage & Civil Partnership on the Delivery Plan due to lack of evidence.

Pregnancy and maternity

Analysis of the impact of the Pregnancy & Maternity evidence within the context of this policy, programme, activity or decision:

It is not possible to assess the impact of Pregnancy & Maternity on the Delivery Plan due to lack of evidence.

Socio-economic groups

Analysis of the impact of socio-economic groups evidence within the context of this policy, programme, activity or decision:

Workforce

The arts and culture sector workforce tends to come from a higher socio-economic background. Covid-19 risks perpetuating inequalities across the sector. The self-employed, temporary workforce as well as those from lower socio-economic groups are the most at risk from the financial effects of Covid-19 including redundancies and a reduction in self-employment which are expected to hit those from lower socio-economic backgrounds the hardest.

The Arts Council does not currently have data on the socio-economic background of NPO workforces or its own workforce.

There is a need to collect workforce, leadership and governance data by socio-economic background and use this data to identify and address any under-representation, along with addressing the impact of Covid 19 on workers from lower socio-economic groups.

Audience and engagement

Audiences for arts and culture are more likely to be from higher socio-economic backgrounds. There is a strong link between engagement with arts and culture as a child and continued engagement as an adult. Cost and time are two common barriers to accessing arts and culture across all socio-economic groups. For those from lower socio-economic groups however, relevance, and personal enjoyment are two additional barriers that affect their access/engagement. The impact of Covid 19 is having a disproportionate effect on the health of those from lower socio-economic groups.

There is a need to address the under-representation of audiences from lower socio-economic backgrounds, which may be exacerbated by the Covid 19 pandemic due to disproportionate impact on work, finances and health.

Investment

There is a need to collect data on socio-economic background of applicants for open access and NPO investment.

Findings from the autumn consultation

There was very strong agreement (95%) in our autumn 2018 consultation that there are still widespread socio-economic and geographic variances in levels of engagement with publicly funded culture. Several people suggested that socio-economic background should be a more significant part of how we view diversity in the sector – both in terms of workforce and audience participation. Responses to the Summer 2019 consultation on the draft strategy re-emphasised the significance of socio-economic background and the barriers for people from deprived areas along with the need to talk about class and address class barriers in arts and culture.

Consultation responses – inclusivity and diversity

We have also received feedback as part of the Summer 2019 consultation on the draft strategy that is not specific to a protected characteristic but responds to our proposed adoption of an Inclusion and Relevance principle. It was felt important for us to embed accessibility and value diversity within each strand of the strategy from the start. 

In general, for our language to be more inclusive across all our communications which is critical in ensuring we reach new audiences and that organisations should engage with, be representative of and reflect the values of the community they serve, with consideration towards protected characteristics and socio-economic status.

Regarding investment, there was call for the Arts Council to: write better inclusivity and diversity clauses into investments and to deliver on this; provide more support and funding to a wider range of individuals, simplify reporting and monitoring requirements and application processes and for us to redistribute a greater proportion of funding to smaller and community based organisations, instead of making large investments in bigger more established organisations.

Diversity and inclusion was strongly emphasised in relation to the characteristics of a dynamic organisation including inclusive and accessible entry routes and progression pathways; more diverse leadership; flexibility of working arrangements; valuing difference; importance of diversity training; the need for diversity at all levels of the organisation; inclusivity in all aspects of practice and the recognition of the key role of diversity in cultural innovation.  In addressing the need for all arts and culture organisations to diversify staff there it was requested that the Arts Council demonstrate that we are doing this ourselves and to recruit disabled people (visible and non-visible), people of colour and LGBTQ+.

Does the programme, policy, activity already have an equality and/or diversity objective built in? If yes, please give details. 

Yes, through the Investment Principle - Inclusivity and Relevance. Prompts for application and assessment guidance will be drafted by Director, Diversity with the Investment Principles lead and fed into the development of the Investment Principles framework. 

Conversations are currently ongoing about how we embed the value and legacy of the Creative Case for Diversity in the 2023+ investment round. 

We also consider diverse-led as a balancing criterion and can use this to address the evidenced imbalance of diverse led organisations in the Portfolio.

Evidence gaps   

There is a lack of evidence relating to socio-economic group, gender reassignment, sexual orientation, religion and belief and pregnancy and maternity across sector workforce and audiences and engagement.

There is also a lack of socio-economic evidence within the current Portfolio.

Steps taken to address gaps 

For NPO 2023+ mandatory socio-economic questions on leadership will be incorporated in application and lower socio-economic background fully encompassed within the protected characteristics.

A new data strategy for NPO 2023+ will identify appropriate actions and put measures in place to develop our evidence base for the future with regard to those protected characteristics where we lack evidence. This includes gender reassignment, sexual orientation, religion and belief and pregnancy and maternity.

Arts Council’s data and research teams will regularly review the evidence available on the impact of Covid-19 on the arts and cultural sector and conduct/commission research with the sector as appropriate.

Identification of a need to advance equality of opportunity

Yes. We will continue to drive forward the Arts Council’s commitment to equality and diversity and aim to increase inclusivity and diverse representation in the work we support through the National Portfolio.

Identification of a need to foster good relations

No

Identification of a need to address direct or indirect discrimination 

Yes. It is important that, in setting the requirements of the National Portfolio investment process for 2023+, we continue to work to break down barriers to investment and do not inadvertently create any new barriers.

Are there any potentially significant adverse equality impacts of the programme / policy? 

No

Are there any inherently positive equality impacts of the policy / programme?

We will take steps to encourage positive equality impacts across the programme through the steps outlined in the Equality Action Plan.  

Other considerations

Are there any other considerations or dependencies which need to be taken into account?  

Arts Council’s 10-year Strategy, Let’s Create and its Delivery Plan, set out how we will invest, develop and advocate for arts and culture in the period 2020-30 and therefore need to be considered in relation to the 2023+ National Portfolio funding programme. 

Is there equality activity already in place that will affect the identified equality needs or potential adverse impact?

The Arts Council continues to develop equality analyses for all our programmes and policies and to take action to address identified issues.  

Age

Issue: Disproportionate impact of Covid 19 on younger workers being furloughed and losing their job and Disproportionate impact of Covid 19 on older workers being made redundant and potentially having more difficulties in finding new work

• Action: 2021-24 Equality Objectives – Implementation in the NPO process of objective to invest in inclusive cultural organisations whose workforce represents the diversity of contemporary England.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed. Socio-economic added as a balancing criterion. 

Issue: Those aged 75 and over have far lower engagement levels in arts and culture. The impact of Covid 19 could potentially result in lower engagement of older people

• Action: Investment Principles – Require implementation of Inclusivity & Relevance Investment Principle (including audiences and communities) at application. 
• By when: Publication of NPO Guidance January 2022
• Lead by: Senior Manager Funded Organisations
• Review comments: Completed

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: Equality Objectives 2021-24 – Implementation in the NPO process of investing in a cultural sector that is more relevant to all of England’s communities, especially those that have been historically underserved.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed as part of assessment (and within balancing)

• Action: Outcomes – Targeted Elements under Cultural Communities and Creative People Outcomes to encourage increased access and engagement with creative and cultural activity.
• By when: January 2022 (guidance published) 
• Lead by: Director, Strategy
• Review comments: Completed as part of assessment

Disability

Issue: Lower applications from Disability led organisations to the NPO 2018-22

• Action: Advance publication of eligibility criteria, headline info and application checklist. 
• By when: October 2021
• Lead by: Senior Manager Funded Organisations
• Review comments: Completed

Issue: Low number of Disability led organisations in the NPO 2018-22

• Action: Targeted comms
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Disabled Led organisations held. Access Support updated and outlined in guidance ongoing

Issue: No Disability led Band 3 organisations in NPO 2018-22

• Action: Increased support and advice giving for diverse-led organisations
• By when: To May 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Disabled Led organisations held. Access Support updated and outlined in guidance ongoing

Issue: Low number of Disability led Sector Support organisations in NPO 2018-22

• Action: Clear access support offer (parameters to be defined)
• By when: January 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Disabled Led organisations held. Access Support updated and outlined in guidance ongoing

Issue: No Disability led Museums in the NPO 2018-22

• Action 

  • Accessible and inclusive comms, briefings and consistent support from pre-application through to monitoring, including upfront provision of guidance in multiple formats (support and testing with Disability Arts Online).

  • Clear process for inclusion and diversity issues to be flagged and addressed promptly and active tracking of engagement in advice giving.

  • Designated smaller briefing sessions (webinars) to introduce them to the portfolio, expectations etc.

  • Balancing Criteria to include ‘diverse-leadership’. Ensure balancing and decision-making panels include diverse representation/support and are aware of equality and diversity context through provision of guidance and diversity data.

• By when: Ongoing
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Disabled Led organisations held. Access Support updated and outlined in guidance ongoing

Issue: Under representation of disabled workers in National Portfolio organisations

• Action: Investment Principles – Requirement for evidence of ambitious Inclusivity & Relevance (including workforce diversity) plans at application.
• By when: January 2022 (guidance published) 
• Lead by: Senior Manager Funded Organisations
• Review comments: Completed and included in guidance

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in Funding Agreements

• Action: Delivery Plan: 2021-24 Equality Objectives – Implementation in the NPO process of objective to invest in inclusive cultural organisations whose workforce and the independent creative practitioners they support represents the diversity of contemporary England.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed

• Action: Outcomes – Targeted Element under the Creative and Cultural Country Outcome to encourage improved opportunities for people from under-represented backgrounds and protected characteristics to establish and/or sustain careers as creative practitioners.
• By when: January 2022 (guidance published) 
• Lead by: Director, Strategy
• Review comments: Completed as part of assessment

Issue: Under representation of disabled leaders and Disability led organisations in NPO

• Action: Delivery Plan: Fit for Future Cultural Sector - Extension of Elevate programme to support diverse led organisations to better position themselves to seek NPO funding from 1 April 2023.
• By when: April 2021 onwards
• Lead by: Senior Manager, Diversity
• Review comments: Completed

• Action: Equality Objectives 2021-24 – Implementation in the NPO process of investing in a cultural sector that is more relevant to all of England’s communities, especially those that have been historically underserved. 
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed

• Action 

  • Balancing Criteria includes whether an organisation is diverse led, by 51% or more of the board and senior management team identifying as Disabled

  • Ensure balancing and decision-making panels include diverse representation/support and are aware of equality and diversity context through provision of guidance and diversity data.

• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Internal balancing panels representative of Arts Council staff; decision making panels comprised of Area and National Council members
  
   

Issue: Under representation of disabled Board members

• Action: Delivery Plan: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance (including governance) at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

Issue: Disabled workers impacted by Covid 19, particularly if instructed to shield. They are more likely to have been furloughed or had hours reduced.

• Action: Investment Principles – Inclusivity & Relevance Requirement for evidence of implementing Inclusivity & Relevance Investment Principle at application. 
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place. 
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

Issue: Disabled people less likely to attend or participate in arts, museum and galleries and social media activity. Barriers of cost and travel identified.  Low representation of disabled NPO audiences which varies across art form and disciplines

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance Investment Principle in NPO 2023 applications.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in Funding Agreements

Issue: Covid 19 – health & wellbeing is a greater priority in disabled people’s decisions to engage in arts and culture

• Action: Delivery Plan: Equality Objectives 2021-24 – Implementation in NPO process of objective to invest in a cultural sector that is more relevant to all of England’s communities, especially those that have been historically underserved.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed

• Action: Outcomes – Targeted Elements under the Cultural Communities Outcome to increase access and engagement with creative and cultural activity. Targeted Element under Creative People Outcome to encourage partnership working for improved health and wellbeing.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed

Issue: Low level of investment in Disability led organisations and Disabled Creative Practitioners

• Action: Increase investment in Diverse-led portfolio organisations in the new national portfolio from April 2023 onwards, internal targets in consideration.
• By when: January 2022 (guidance published)
• Lead by: Executive Director, Communication & Public Policy & Director, Diversity
• Review comments: Formal targets not set, but objective achieved

• Action: Extension of our Elevate programme for 12 months to support more diverse led organisations prepare to bid for National Portfolio funding from 1 April 2023.
• By when: April 2021 onwards
• Lead by: Senior Manager, Diversity
• Review comments: Under consideration

Race

Issue: Lower applications from Black, Asian and Ethnically Diverse led organisations to the NPO 2018-22

• Action: Targeted comms and increased support and advice giving for diverse-led organisations. 
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Black, Asian and Ethnically diverse led organisations held during winter 2021/spring 2022

Issue: Low number of Black, Asian and Ethnically Diverse led organisations in the NPO 2018-22

• Action: Designated briefing sessions for new applicants. 
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Advice giving specifically for Black, Asian and Ethnically diverse led organisations held during winter 2021/spring 2022

Issue: No Black, Asian and Ethnically Diverse led Band 3 organisations in NPO 2018-22

• Action: Balancing criteria includes whether an organisation is diverse led, by 51% or more of the board and senior management team identifying as Black, Asian and Ethnically Diverse.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

Issue: Low number of Black, Asian and Ethnically Diverse led Sector Support organisations in NPO 2018-22

Low number of Black, Asian and Ethnically Diverse led Museums in the NPO 2018-22

• Action: Ensure balancing and decision-making panels include diverse representation/support and are aware of equality and diversity context through provision of guidance and diversity data.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Internal balancing panels representative of Arts Council staff; decision making panels comprised of Area and National Council members

Issue: Under representation of Black, Asian and Ethnically Diverse people in the arts and cultural sector workforce 

• Action: Investment Principles – Requirement for evidence of implementation of Inclusivity & Relevance (including workforce) Investment Principle at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

Issue: The under representation of NPO Black, Asian and Ethnically Diverse workforce (and leadership and governance) varies across art form and disciplines

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: Delivery Plan: 2021-24 Equality Objectives – Implementation of objective in the NPO process to invest in inclusive cultural organisations whose workforce and the independent creative practitioners they support represents the diversity of contemporary England.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed

• Action: Outcomes – Targeted Element under Creative and Cultural Country Outcome to invest in organisations that improve opportunities for people from under-represented backgrounds and protected characteristics to establish and/or sustain careers as creative practitioners.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed

Issue: Under representation of NPO Black, Asian and Ethnically Diverse leaders, particularly as Chief Executives

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance (including leadership) Investment Principle at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: Extension of our Elevate programme for 12 months to support more diverse led organisations prepare to bid for National Portfolio funding from 1 April 2023.
• By when: April 2021 onwards
• Lead by: Senior Manager, Diversity
• Review comments: Under consideration

• Action: Delivery Plan: Equality Objectives 2021-24 – Implementation of 2021-24 Equality Objective to invest in organisations whose leadership represents the diversity of contemporary England.
• By when: Launched April 2021
• Lead by: Director, Diversity 
• Review comments: Completed

• Action: Balancing Criteria to include ‘diverse-leadership’. Ensure balancing and decision-making panels include diverse representation/support and are aware of equality and diversity context through provision of guidance and diversity data.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed – Internal balancing panels representative of Arts Council staff; decision making panels comprised of Area and National Council members

Issue: Evidence has shown that from Q3 2019 to Q3 2020 the number of Black, Asian and Ethnically Diverse workers in employment has fallen at a greater rate than White workers.  

• Action: Investment Principles - Inclusivity & Relevance – Requirement for evidence of implementing Inclusivity & Relevance Investment Principle at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

Issue: Evidence has shown that during the pandemic the percentage of Black, Asian and Ethnically Diverse women workers in arts and entertainment has fallen substantially. 

• Action: Agree Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

Issue: Engagement with arts and culture varies across Black, Asian and Ethnically Diverse backgrounds.  For people from all Black, Asian an Ethnically Diverse backgrounds combined, there are lower levels of engagement in arts, museums and galleries, but higher levels in library engagement

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance Investment Principle (including audiences and communities) at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed 

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2023
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: Delivery Plan: Equality Objectives 2021-24 – Implementation in NPO process of objective to invest in a cultural sector that is more relevant to all of England’s communities, especially those that have been historically underserved
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed

• Action: Outcomes – Targeted Element under Cultural Communities and Creative People Outcomes to increase access and engagement with creative and cultural activity.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed

Issue: Evidence suggests that the disproportionate economic effect of Covid 19 could result in those from Black, Asian and Ethnically Diverse backgrounds having an additional financial barrier.  The health impact of Covid 19 disproportionately impacts Black, Asian and ethnically diverse communities

• Action: Outcomes – Targeted Elements under Cultural Communities and Creative People Outcomes to encourage Increased access and engagement with creative and cultural activity through community delivery and partnership working for improved health and wellbeing.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed 

Issue: Lower levels of investment in Black, Asian and ethnically Diverse led organisations in the Portfolio

• Action: Increase investment in Diverse-led portfolio organisations in the new national portfolio from April 2023 onwards, internal targets in consideration.
• By when: January 2022 (guidance published)
• Lead by: Executive Director, Communication & Public Policy & Director, Diversity
• Review comments: Targets not set, but clear requirement agreed by National Council

• Action: Extension of Elevate programme for 12 months to support more diverse led organisations prepare to bid for National Portfolio funding from 1 April 2023.
• By when: April 2021 onwards
• Lead by: Senior Manager, Diversity
• Review comments: Under consideration post 2023-26 decision announcements

Sex

Issue: The arts and cultural sector have proportionally more female workers than males, although this varies across art form.  For example, in NPOs there is a substantially lower percentage of females in Music

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance Investment Principle (including workforce) at application.
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

Issue: Evidence suggests that Covid 19 has resulted in females being more like to have lost their jobs than males.  There is a need for sector data on the impact of Covid 19 on the arts and culture female workforce and to identify and address any disproportionate impact

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

Issue: At leadership level, there are less female Chairs in NPOs

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance (including leadership) Investment Principle) at application.
• By when: January 2022 (guidance published)
• Lead by: Director, Touring & Cambridge
• Review comments: Completed

Issue: Female Led Organisations make up 31% of the portfolio

• Action: Agree stretching and realistic Inclusivity and Relevance targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

Issue: Investment in Female led organisations in NPOs is 25% of overall funding

• Action 

  • Balancing criteria includes whether an organisation is diverse led, by 51% or more of the board and senior management team identifying as Female.

  • Ensure balancing and decision-making panels include diverse representation/support and are aware of equality and diversity context through provision of guidance and diversity data.

• By when: February 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: Internal balancing panels representative of Arts Council staff; decision making panels comprised of Area and National Council members

Sexual orientation

Issue: There is a lack of LGBT NPO audience data

• Action: Review this issue as part of implementation of new Data Strategy and discussions on the development of the next NPO funding round.
• By when: January 2021 onwards
• Lead by: Chief Data Officer
• Review comments: Audience data submission to be via a specified platform

Socio-economic groups

Issue: The arts and culture sector workforce tend to come from a higher socio-economic background

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance (including workforce) at application. 
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: 2021-24 Equality Objectives – Implementation in NPO process of objective to invest in inclusive cultural organisations whose workforce and the independent creative practitioners they support represents the diversity of contemporary England.
• By when: Spring 2021 onwards
• Lead by: Director, Diversity
• Review comments: Completed

• Action: Outcomes – Targeted Element under Creative People Outcome to develop pathways into the creative industries.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed

Issue: Lack of workforce socio-economic data for NPO/Arts & Cultural sector

Covid 19 is likely to disproportionately impact workers from lower socio-economic groups

• Action: Introduction of mandatory socio-economic questions to be included in next NPO funding round.
• By when: January 2022
• Lead by: Chief Data Officer/ Director, Touring & Cambridge
• Review comments: Question on socio economic background is now mandatory

Issue: Audiences for arts and culture are more likely to be from higher socio-economic groups. Cost, time and relevance are identified as barriers for people from lower socio-economic backgrounds engaging in arts and culture

• Action: Investment Principles – Requirement for evidence of implementing Inclusivity & Relevance Investment Principle (including audiences and communities) at application
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed

• Action: Agree targets in funding agreement negotiation and ensure that effective plans to monitor delivery against targets are in place.
• By when: February 2022
• Lead by: Senior Manager, Funded Organisations
• Review comments: To be negotiated in funding agreements

• Action: Equality Objectives 2021-24 – Implementation of objective to invest in a cultural sector that is more relevant to all of England’s communities, especially those that have been historically underserved.
• By when: Launched April 2021
• Lead by: Director, Diversity
• Review comments: Completed 

• Action: Outcomes – Targeted Elements under Cultural Communities and Creative People Outcome Outcomes to widen access and increase engagement with creative and cultural activity.
• By when: January 2022 (guidance published)
• Lead by: Director, Strategy
• Review comments: Completed 

• Action: Priority places to be taken into account at balancing stage
• By when: January 2022 (guidance published)
• Lead by: Senior Manager, Funded Organisations
• Review comments: Completed 

Applications from Black, Asian and Ethnically Diverse led organisations (51% definition) 

• A total of 220 NPO and 3 IPSO applications have been received with a total ask over 3 years of approximately £168m (£164m for NPO and £3m for IPSOs). This is approximately 8% of the total ask requested.
• 13% of all applications are from Black, Asian and Ethnically Diverse led organisations, of which 61% are new organisations and 39% existing NPOs.  
• Of all Black, Asian and Ethnically diverse led applications received, 52% are from London, 19% Midlands, 13% North, 9% South East and 7% South West. 
• For comparison, using the 51%+ definition in our 2018-22 NPO equality analysis of applications this showed that 74 (6% of all applications) were from Black, Asian and Ethnically Diverse led organisations of which 43% were new and 45% from London

Applications from Disability led organisations (51% definition) NOTE:  In 2018-22 NPO there was inconsistent data reporting for disability workforce data questions

• 48 NPO and 2 IPSO applications with a total ask over 3 years of £32m of which £28m is for NPO and £4m for IPSOs.  This is 2% of the total application ask
• 3% of all applications are from Disability led organisations of which 72% are new organisations and 28% existing NPOs.  Of all Disability led applications, 36% are from London, 14% Midlands, 30% North, 16% South East and 4% South West.  

Applications from Female led organisations (51% definition)

• 970 NPO and 37 IPSO applications with a total ask over 3 years of £1bn 169m for NPO and £26m for IPSOs.  This is 59% of the total application ask
• 58% of all applications are from Female led organisations of which 53% are new organisations and 47% existing NPOs.  Of all Female led applications, 28% are from London, 12% Midlands, 29% North, 17% South East and 14% South West.
• For comparison, using the 51%+ definition in our 2018-22 NPO equality analysis of applications from Female led organisations this showed that 450 (39% of all applications) were from Female led organisations of which 27% were from London

Applications from Lower socio economic led organisations* (51% definition)

NOTE: This is the first time that we are taking socio-economic data into consideration for the NPO/IPSO investment process, this means we do not have a comparative set of data available to benchmark against.

• 216 NPO and 4 IPSO applications with a total ask over 3 years of £153m for NPO and £2.6m for IPSOs.  This is 8% of the total application ask
• 13% of all applications are from Lower socio-economic led organisations of which 65% are new organisations and 35% existing NPOs.  Of all Lower socio-economic led organisations 20% are from London, 16% Midlands, 33% North, 16% South East and 15% South West.

Applications from LGBTQ+ led organisations (51% definition)

• 53 NPO and 2 IPSO applications with a total ask over 3 years of £27.6m for NPO and £2.2m for IPSOs.  This is 1% of the total application ask
• 3% of all applications are from LGBTQ+ led organisations of which 73% are new organisations and 27% existing NPOs.  Of all LGBTQ+ led organisations 42% are from London, 9% Midlands, 20% North, 16% South East and 13% South West.
• For comparison, using the 51%+ definition in our 2018-22 NPO equality analysis of applications from LGBTQ+ led organisations this showed that 14 (1% of all applications) were from LGBTQ+ led organisations of which 36% were from London

Uplift requests from current NPOs – 2023-26

• Nationally, 594 NPOs requested uplifts which is 75% of current NPO applicants
• 73 Black, Asian and Ethnically Diverse led NPOs requested uplifts which is 83% of current NPO Black, Asian and Ethnically Diverse led applicants
• 13 Disability led NPOs requested uplifts which is 93% of current NPO Disability led NPO applicants 
• 373 Female led NPOs requested uplifts which is 78% of current NPO Female led applicants
• 66 Lower socio-economic led NPOs requested uplifts which is 85% of current NPO Lower socio-economic led applicants
• 10 LGBTQ+ led organisations requested uplifts which is 67% of current NPO LGBTQ+ led applicants
  
   

Headlines from the analysis of diverse led organisations (using our 51% definition) and diverse leadership representation in the final 2023-26 NPO are outlined below.

Black, Asian and Ethnically Diverse led organisations

(where 51% or more of the organisation’s Board and Senior Management are Black, Asian and Ethnically Diverse)

• There are 148 Black, Asian and Ethnically Diverse led organisations in the final portfolio (including 2 IPSO) which is 15% of the portfolio.  This is an increase from 53 organisations (6.3%) in the 2018-22 portfolio
• The success rate for Black, Asian and Ethnically Diverse led organisations is 66% (based on 223 applications), compared to the overall success rate of 57%
• 42% (62 organisations) of Black, Asian and Ethnically Diverse led organisations are new to the portfolio
• The level of investment in Black, Asian and Ethnically Diverse led organisations is £37.67m per annum, totalling £113m over 3 years (compared to £10.7m per annum in 2018-22). This is 8.4% of the portfolio investment
• 14% of Black, Asian and Ethnically Diverse led organisations are receiving an investment of £100k and under, 55% between £101-£250k, 22% between £251k-£500k, 7% between £501-£750k and 3% over £750k
• 50 Black, Asian and Ethnically Diverse led organisations received an uplift, which is a 68% success rate for uplifts compared to a 30% success rate overall
• Of the 148 awards 67 are in London, 22 in the North, 29 in the Midlands, 15 in the South East and 9 in the South West, with 2 IPSO awards and 4 Transfer programme awards
• Combined Arts (38), Music (35) and Theatre (22) have the highest number of Black, Asian and Ethnically Diverse led organisations in their art forms/disciplines.  Music (25%), Literature (24%) and Dance (23%) have the highest percentages of Black, Asian and Ethnically Diverse led organisations in their art form/disciplines

Black, Asian and Ethnically Diverse leadership representation

• 59% of awards are to organisations where the leadership is equal to or above area Black, Asian and Ethnically Diverse representation levels
• In awarded organisations, the percentage of organisations with a Black, Asian and Ethnically Diverse Artistic Director is 19%; Chief Executive Officer – 15%; Chair – 18% and Executive Director – 14%

Disability led organisations

(where 51% or more of the organisation’s Board and Senior Management are disabled).  NOTE:  In 2018-22 NPO there was inconsistent data reporting for disability workforce data questions

• There are 32 Disabled led organisations in the final portfolio (including 1 IPSO) which is 3.2% of the portfolio.  This is an increase from 2 organisations (less than 1%) in the 2018-22 portfolio (noting data caveat above)
• The success rate for Disability led organisations is 64% (based on 50 applications), compared to the overall success rate of 57%
• 56% (18 organisations) of Disability led organisations are new to the portfolio
• The level of investment in Disability led organisations is £7.25m per annum, totalling £21.7m over 3 years. This is 2% of the portfolio investment
• 19% of Disability led organisations are receiving an investment of £100k and under; 53% between £101-£250k; 25% between £251k-£500k and 3% over £750k
• 11 Disability led organisations received an uplift, which is an 85% success rate for uplifts compared to a 30% success rate overall
• Of the 32 awards 9 are in London, 11 in the North, 4 in the Midlands, 4 in the South East and 1 in the South West, with 1 IPSO award and 2 Transfer programme awards
• Combined Arts (9), Theatre (9) and Visual Arts (5) have the highest number of Disability led organisations in their art forms/disciplines.  Not discipline specific (9%) and Theatre (5%) have the highest percentages of Disability led organisations in their art form/disciplines

Disabled leadership representation

• 26% of awards are to organisations where the leadership is equal to or above area Disabled representation levels
• In awarded organisations, the percentage of organisations with a Disabled Artistic Director is 12%; Chief Executive Officer – 12%; Chair – 10% and Executive Director – 10%

Female led organisations

(where 51% or more of the organisation’s Board and Senior Management are female)

• There are 595 Female led organisations in the final portfolio (including 22 IPSOs) which is 60% of the portfolio.  This is an increase from 330 organisations (40%) in the 2018-22 portfolio 
• The success rate for Female led organisations is 59% (based on 1007 applications), compared to the overall success rate of 57%
• 28% (167 organisations) of Female led organisations are new to the portfolio
• The level of investment in Female led organisations is £276m per annum (compared to £99.2m per annum in 2018-22). This is 62% of the portfolio investment
• 16% of Female led organisations are receiving an investment of £100k and under, 50% between £101-£250k, 19% between £251k-£500k; 5% between 501-750k and 11% over £750k
• 116 Female led organisations received an uplift, which is a 31% success rate for uplifts compared to a 30% success rate overall
• Of the 595 awards to Female led organisations, 150 are in London, 170 in the North, 80 in the Midlands, 90 in the South East and 70 in the South West, with 22 IPSO awards and 13 Transfer programme awards
• Theatre (138), Combined Arts (128) and Visual Arts (96) have the highest number of Female led organisations in their art forms/disciplines.  Dance (81%), Libraries (78%) and Literature (75%) have the highest percentages of Female led organisations in their art form/disciplines

Female leadership representation

• 60% of awards are to organisations where the leadership is equal to or above area Female representation levels
• In awarded organisations, the percentage of organisations with a Female Artistic Director is 41%; Chief Executive Officer – 44%; Chair – 44% and Executive Director – 46%

Lower Socio economic led organisations

(where 51% or more of the organisation’s Board and Senior Management are from a lower socio economic background).  

• There are 120 Lower socio economic led organisations in the final portfolio (including 1 IPSO) which is 12% of the portfolio.  
• The success rate for Lower socio economic led organisations is 55% (based on 220 applications), compared to the overall success rate of 57%
• 43% (51 organisations) of Lower socio economic led organisations are new to the portfolio
• The level of investment in Lower socio economic led organisations is £30.6m per annum, totalling £91.9m over 3 years. This is 7% of the portfolio investment
• 19% of Lower socio economic led organisations are receiving an investment of £100k and under, 54% between £101-£250k, 19% between £251k-£500k; 3% between 501-750k and 5% over £750k 
• 34 Lower socio economic led organisations received an uplift, which is a 52% success rate for uplifts compared to a 30% success rate overall
• Of the 120 awards to Lower socio economic led organisations, 20 are in London, 45 in the North, 20 in the Midlands, 19 in the South East and 14 in the South West, with 1 IPSO award and 1 Transfer programme awards
• Combined Arts (43), Theatre (22) and Visual Arts (15) have the highest number of Lower socio economic led organisations in their art forms/disciplines.  Combined Arts (19%), Dance (17%) and Literature (14%) have the highest percentages of Lower socio economic led organisations in their art form/disciplines

Lower socio economic leadership representation

• In awarded organisations, the percentage of organisations with a Artistic Director from a lower socio economic background is 28%; Chief Executive Officer – 30%; Chair – 26% and Executive Director – 24%

LGBTQ+ led organisations

(where 51% or more of the organisation’s Board and Senior Management are LGBTQ+)

• There are 20 LGBTQ+ led organisations in the final portfolio, which is 2% of the portfolio.  This is an increase from 6 organisations (less than 1%) in the 2018-22 portfolio
• The success rate for LGBTQ+ led organisations is 36% (based on 55 applications), compared to the overall success rate of 57%
• 45% (9 organisations) of LGBTQ+ led organisations are new to the portfolio
• The level of investment in LGBTQ+ led organisations is £3.7m per annum, (compared to £618.8k per annum in 2018-22). This is 1% of the portfolio investment
• 30% of LGBTQ+ led organisations are receiving an investment of £100k and under, 60% between £101-£250k, 5% between £251k-£500k, and 5% over £750k
• 4 LGBTQ+ led organisations received an uplift, which is a 40% success rate for uplifts compared to a 30% success rate overall
• Of the 20 awards, 8 are in London, 5 in the North, 1 in the Midlands, 5 in the South East and 1 in the South West
• Theatre (8), Combined Arts (5), Visual Arts (5) have the highest number of LGBTQ+ led organisations in their art forms/disciplines.  Theatre (4%) and Visual Arts (3%) have the highest percentages of LGBTQ+ led organisations in their art form/disciplines

LGBTQ+ leadership representation

• In awarded organisations, the percentage of organisations with a LGBTQ+ Artistic Director is 13%; Chief Executive Officer – 14%; Chair – 10% and Executive Director – 10%

General

Elevate 2 (a programme launched in 2019 aiming to increase the resilience of diverse-led organisations and therefore increase the number in a stronger position to apply to the National Portfolio)

39 out of the 45 Elevate 2 organisations applied to the 2023-26 NPO, of which 33 have been awarded, representing a success rate of 85%

 

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Area of impact: 

Low number of applications received from Disability led organisations nationally

Reasons:

Lack of organisations in the sector that:



1) met our 51%+ Disability led definition (where 51% or more of the board and senior management team is comprised of disabled people)

2) have representative disabled leadership (Artistic Directors, Executive Directors, CEOs and Chairs)

Mitigating actions proposed

Prioritise support for Disability led organisations not currently in receipt of regular Arts Council investment through advice giving for our open access funding programmes. (Responsibility: Programme Leads)

Track the impact and report on progress of organisations in the portfolio (by scale, geography and discipline) for increasing disabled representation on their boards & governing bodies. (Responsibility: Diversity and Data Analysis Teams)

Organisations to be monitored against actions / targets set for diversifying their boards and governing bodies. (Responsibility: Lead Relationship Managers)

Performance against targets will directly impact risk rating for funded organisations.

Timescale

Annual reporting