Scotland's vibrant cultural tapestry is fraying at the seams

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Evidence submitted by the Coalition for Racial Equality and Rights (CRER) stated, "Black groups are less likely than white groups to have access to opportunities in the culture sector," with "half of BME respondents seeing their ethnicity as a barrier to career progression."

Shockingly, among Creative Scotland's regularly funded bodies, "no chief executives, artistic directors, or chairs, and less than 2% of board members, permanent staff, freelance staff, and volunteers had a BME background."

To thrive on the global stage, Scotland must address the institutional racism in its cultural sector head-on. The lack of diverse representation in leadership positions and decision-making roles perpetuates a cycle of exclusion and marginalisation.

Temporary projects and initiatives, while well-intentioned, often fail to address the underlying structural barriers that prevent people of colour from accessing opportunities and advancing their careers within the sector.

Scotland’s Young Fathers, Graham 'G' Hastings, Kayus Bankole and Alloysious 'Ally' Massaquoi (Pic: Stewart Attwood) (Image: Stewart Attwood)

Despite numerous initiatives and temporary projects aimed at promoting diversity and inclusion, the reality remains that these efforts often serve as mere Band-Aids on a gaping wound.

Tokenistic gestures and surface-level solutions fail to address the deep-rooted issues of racism and discrimination that plague the cultural sector. It is time for us to demand systemic change that goes beyond lip service and tokenism. 

The global Black Lives Matter protests in 2020 shone a spotlight on racism in all sectors of society, including culture.

Many cultural institutions in Scotland made public statements of solidarity and pledges to address racial inequality. The Empire, Slavery & Scotland's Museums project, which reported its findings in 2022, found that "the role of the British Empire and colonialism in museum collections and how this is interpreted is rarely consistent and often not evident at all."

This vital work is an important step, but it underscores how far we still have to go to truly confront and dismantle the legacies of racism in our cultural spaces.

This is not just a problem for people of colour. It diminishes us all by depriving our cultural fabric of the strength, resilience, and vibrancy that diversity brings. Scotland's cultural tartan is threadbare without the vast spectrum of human diversity woven through it.

The devastating impacts of funding cuts are already being felt, with beloved events like the Aye Write festival cancelled and the Short Circuit film festival forced to close its doors.

In times of austerity, it is often the vital outreach to marginalised communities, the equality and inclusion initiatives, that are first on the chopping block. But this is precisely the time when more investment is needed, not less, to ensure that our cultural landscape remains accessible and relevant to all.

Transformational change starts with diversifying management, executive positions, and boards. By actively recruiting and promoting individuals from underrepresented backgrounds, we can ensure that a wide range of perspectives and experiences are represented at the highest levels of decision-making.

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Diverse leadership not only brings fresh ideas and innovative approaches but also sends a powerful message that the cultural sector values and embraces diversity.  By having a mix of individuals from different racial, ethnic, and cultural backgrounds, we can ensure that the needs and aspirations of marginalised communities are considered and addressed in the strategic planning and resource allocation of these institutions.

For real change to occur, we must move beyond vague "diversity and inclusion" initiatives that fail to shift power and equity. The very foundations of our cultural institutions must be rebuilt to embed anti-racism at every level.

This means critically examining and dismantling the institutional practices and internalised norms that uphold racial superiority, however unconsciously. It means prioritising and fast-tracking diversity in leadership and governance roles. It means dedicating serious funding and human resources to creating a workplace culture where people of colour can not just enter, but thrive and lead. 

Research consistently shows the immense benefits that diversity in leadership unlocks - from increased innovation and creative problem-solving to better decision-making and outcomes. As individuals, we must hold our cultural institutions accountable, demanding transparency and measurable progress in their diversity and inclusion efforts. We must also support and amplify the work of artists, creators, and organisations that are actively challenging the status quo and pushing for systemic change.

One vibrant example of what's possible when diversity is interwoven in the tapestry of our culture is the acclaimed band Young Fathers. This Edinburgh trio, with members from Liberia, Nigeria, and Scotland, has achieved remarkable success, winning the prestigious Mercury Prize and three Scottish Album of the Year awards. Their genre-busting sound and thought-provoking lyrics exemplify the power of diversity to push boundaries and create something truly original.

Young Fathers are an essential thread in Scotland's cultural tapestry, one that would be missing if not for their multicultural backgrounds and experiences. The arts, media and heritage sectors must lead by elevating diverse voices, breaking barriers, and reimagining what it means to be Scottish in the 21st century. Only then can we weave a cultural fabric vibrant and resilient enough to reflect all our stories and experiences.

This article was written and published in partnership with Pass the Mic, an award-winning project which aims to address the under-representation and misrepresentation of women of colour in Scotland’s public life and media. You can find out more about their work here.