The impact of ethnic diversity initiatives on curatorial roles in the UK arts & heritage sector 1998-2021

The research found that few ethnic diversity workforce initiatives in the UK arts and heritage sector have specifically aimed to diversify curatorial roles. Most initiatives have instead focused on providing entry-level opportunities, with limited impact on the demographics of the curatorial workforce.

Initiatives with a Focus on Diversifying Curatorial Workforce

Notable exceptions highlighted include the Arts Council England (ACE) Inspire Fellowship programme, International Curators Forum, and programmes developed by ICF and the Art360 Foundation. These initiatives had a sustained focus on diversifying the curatorial workforce through training, mentorship, and professional development opportunities. In comparison, the US has seen greater investment and focus on curatorial diversity, leading to a demonstrable increase in non-White curators entering the profession and being appointed to director roles.

Interviews with Participants

The research involved interviews with 58 participants, including curators who had taken part in diversity programmes as well as those managing and delivering them. There was a strong sense of frustration expressed about the lack of progress in diversifying the curatorial workforce, with many commenting on the structural exclusion of diverse voices. Barriers identified included the lack of longevity and funding for diversity schemes, the overall lack of diversity in the sector leading to a lack of awareness, and the colonial infrastructure of large institutions limiting curators' ability to drive change.

Emphasizing the Need for Systemic Change

Respondents emphasized the need for systemic change, with leadership required to "transfer power" and partner with Black, Asian, and ethnically diverse communities and leaders. The "gatekeeper syndrome" was cited, where bringing in diverse staff was seen as threatening rather than an opportunity to innovate. Issues of social and economic capital, and class bias in senior leadership, were also highlighted as significant barriers.

Beyond the Curatorial Sphere

Notable initiatives beyond the curatorial sphere included Museum Detox, a network supporting people of color in the sector, and Black-led spaces and collectives such as the Black Curators Collective and the Black Blossoms School of Art and Culture. These were seen as valuable peer support networks and platforms for promoting diversity.

Specific Ethnic Diversity Promotion Programmes

The research identified three programmes over the past 20 years that have specifically aimed to promote ethnic diversity in curation: the Inspire Fellowship, International Curators Forum, and Art360 Foundation. The demise of the Inspire programme was noted as a significant loss, as many participants had gone on to take on senior curatorial roles.

Recommendations and Conclusions

The report concludes with a series of recommendations, including the need for: increased and longitudinal research on diversity initiatives; greater accountability and support from funders; investment in anti-racism and ethical curatorial practice; stronger pipelines and training schemes; and increased funding and support for independent, diverse-led spaces and initiatives. Overall, the research highlights the urgent need for leadership and collective, systemic action to drive meaningful change in diversifying the curatorial workforce in the UK arts and heritage sector.