Diversity and Disability
CLP championed the case for diversity in leadership and sought to define and promote models of good practice across the sector as a whole. To achieve that ambition we worked with a range of partners to ensure that opportunities were developed, delivered and promoted by a truly diverse range of individuals and partners - reflecting the diversity of our sectors and creating opportunities for these same groups to expand their leadership skills, practice and acumen. Read more about diversity and disability.
Women in Leadership
In June 2007 the Cultural Leadership Programme hosted 'Women at the Top', a well-attended Dialogue exploring the issues related to women in leadership in the cultural and creative industries. Amongst the wide-raging discussion, attendees pointed to the lack of contemporary empirical research to underscore the differing views and perspectives - whilst some saw significant evidence of change others felt that little progress had been made. But where was the evidence? Read more about Women in Leadership.
Powerbrokers (BAME Leadership)
Diversity was promoted and facilitated in all aspects of the Cultural Leadership Programme activities and reflected in its Board, Programme Partners and Team as well as its advocacy and programming. In addition, acknowledging the significant absence of managers from BAME backgrounds employed in leading, decision-making positions in creative and cultural institutions across the UK, the Powerbrokers priority was designed to tackle this under-representation by equipping BAME cultural leaders with the skills and attributes for success, raising the profile of existing BAME leaders to strengthen the visibility of role models and tackling issues of sustainability, progression and renewal for mid-career leaders. Read more about BAME Leadership.
For more information visit our online evaluation hub, Leadership Works, where you can find essays, case studies and videos on CLP's diversity work.
