Research on diversity in the cultural sector 2018

The surveyed institutions find it increasingly important that arts and culture institutions in their management and staff reflect the inhabitants in their own environment. institutions also believe that diversity should be taken into account in filling vacancies. the institutions also see the added value of personnel diversity for their own organisation. they see this in the reaching new target groups and opportunities for innovation. board members based on the survey, we conclude that the composition of boards of cultural institutions is diverse in terms of the western migration background of administrators. on average, about a third of board members have a western migration background. people with a non-western migration background are underrepresented on the boards of cultural institutions relative to the labour force (8% compared to 10%). however, we do observe a steady increase in the last decade of the share of board members with a non-western migration background. in relation to their share of the dutch working population, women are represented to a lesser extent on boards of cultural institutions (40% compared to 48%). we do, however, observe a steady increase in the the share of female directors in the past ten years. in relation to their share in the dutch labor force, young people are also less represented on the boards of cultural institutions (8% compared to 35% under the age of 35). moreover, the representation of young people on boards has not increased over the past decade. personnel personnel of cultural institutions are diverse with regard to the western migration background. by contrast, people with a non-western migration background are underrepresented in cultural institutions compared to the dutch working population. the proportion of women working in cultural institutions is with 60% above the average of the 48% of women in the dutch working population in 2017. the age distribution of the staff of cultural institutions is a reflection of the dutch professional qualifications. advisory committees in 2017, an average of 14% of advisors has a non-western migration background, compared to 10% of the dutch working population. consultants have more often on average a non-western migration background than a western migration background. with regard to the proportion of female advisors, advisory committees are a reflection of the dutch working population (46% compared to 48%).the age distribution of advisers, however, does not reflect the dutch working population. advisory committees consist for an average of 89% of advisors from 35 years or older, compared to 65% of the dutch working population. overall conclusion based on the survey, we can cautiously conclude that entrepreneurship of specific actions aimed at increasing diversity, has an effect. almost none of the institutions that indicate not to take specific actions to increasing the diversity of the workforce has seen diversity increase over the past five years. we see the opposite in institutions that do take action: in half of the cases we see a positive effect of their actions and has the diversity of the staff increased.

One-off contribution of usd 72.924 (eur 60.143)