Inclusion at Watershed
We have a Creative Case for Diversity rating of Strong by Arts Council England and have focused time and resources over the last few years developing inclusive programming and facilities.
However, we have not met our own targets to develop the diversity of our teams and used 2020 to re-set our inclusion work.
We aim to deliver and embed change and keep our promises, to build back up our organisation with intersectional inclusion at its heart. We promise to keep doing the work and sharing our progress, knowing that real change takes serious commitment. We will continue to work things out and know that we will get a few things wrong.
We welcome all feedback, ideas and challenges.
Watershed strives to be inclusive, it is one of our key organisational values and is understood as both a social responsibility and a creative imperative.
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Inclusion activity
Helen Jaffa, Head of People at Watershed shares how Watershed's annual Balance & Belonging report impacts our wider people strategy and how it supports us to make change.
Watershed acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way.
Balance and Belonging is an approach we began in 2021 to understand the intersectional identities of the people who work at Watershed (Balance), and how their identities and backgrounds impact their experience of working with us (Belonging).
For the second year running we are publishing Balance and Belonging, a report which shares Watershed's Staff, Board & Freelancers Diversity & Inclusion Data for the last year.
A report containing the visualised data of Watershed Staff, Board and Freelancers 2022, with some information on our approach to collecting and analysing it.
Our CEO Clare Reddington updates on our toilet refurbishment plans and some of the feedback we have received
Former Watershed Inclusion Producer*, Jazlyn Pinckney reflects on the importance of creating shared principles when working collaboratively on data led inclusion.
Layla Barron, Watershed's Head of Data and Operations talks about the move from diversity and demographics to balanced teams.
A report containing the visualised data of Watershed Staff and Board 2020-21, with some information on our approach to collecting and analysing it.
It is a year since Watershed stood in solidarity with Black Lives Matter and committed to the work we need to do. Clare Reddington, Watershed CEO, shares an update.
We are delighted to announce the appointment of Aisha Thomas and Katie Donovan-Adekanmbi as our Inclusion Associates who will be joining Watershed for a fixed term consultancy from March – June.
Practical steps for making recruitment more inclusive, through more accessible and human experiences.
Launching today, Container puts the spotlight on the people and processes behind creative tech, and provides a platform for voices outside the mainstream.
Watershed has received funding to build on and amplify the creativity and compassion seen in communities and across society during the COVID-19 pandemic through stories, narratives and public imagination projects.
Clare Reddington, CEO of Watershed reflects on the work we have been doing to realise our Black Lives Matter commitments.
Watershed strives to be inclusive, it is one of our key organisational values and is understood as both a social responsibility and a creative imperative.
Zahra Ash-Harper, Watershed Producer, reflects on her year at Watershed working on inclusion and the practical steps we are making, plus asks wider questions about Black History Month and the role of cultural organisations during this time...