The depressing furore prompted by Arnolfini?s legitimate attempt to recruit a Black or Asian trainee curator (p1) could cause a trickle of cold sweat to run down the spine of anyone taking positive steps to address the under-representation of Black and Asian people in their organisation.
While many arts organisations pride themselves on an open, liberal attitude, the harsh reality is that most are led by white boards and white senior management. It is in the light of this that initiatives such as Gain (p3) should be supported and encouraged. The GLA?s research suggests that generally non-white representation at management and board level in major cultural organisations is risible. While this problem is not exclusive to the arts, a large proportion of arts activity depends directly or indirectly on taxpayers? money. This means we have an obligation to represent those taxpayers ? all of them. Not just the white ones. But beyond this, there are sound commercial reasons why every organisation should attempt to attract staff from the widest possible community. Being unattractive to 29% of a potential recruitment market is a particularly inappropriate personnel policy.
In tackling these issues, decibel, Arts Council England?s attempt to raise the profile of culturally diverse arts and artists, has been a valuable step in the right direction (p16). Networks have been established, which hopefully will continue to develop a vital diversity agenda, both at grassroots level and in policy-making, right across the country. Equality of opportunity is not a luxury; it is a responsibility. decibel?s ultimate measure of success will be an end for the need for adverts such as Arnolfini?s and initiatives such as Gain.