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The higher up the ladder, the less diversity. Discover the results of the Diversity Count 2024
How diverse is our arts field? How big are the steps we have already taken, how long is the road ahead? What differences between organisations can we identify? After an initial survey in 2018 to provide answers to these important questions, Flanders Arts Institute resumed its diversity count last summer.
Diversity encompasses multiple aspects – this study specifically surveyed migration background, disability and gender identity.
In collaboration with LEVL, KU Leuven and a group of people with diverse expertise, a short, online questionnaire was forwarded to employed people and executives in arts institutions, arts organisations with operating grants (2023-2032) and organisations with specific assignments. Consequently, this survey does not represent the entire arts sector.
An overview of the findings
The results confirm some things that are intuitively already known. There is a big gap between the ambition towards an inclusive sector, and its eventual implementation in the workplace. People with privileged identity characteristics (cisgender, without migration background and without disabilities) are overrepresented, especially in leadership roles, and experience little or no discrimination.
Response
- 83% of respondents are permanently employed. Although previous research shows that the percentage of employees in loose employment is higher in the arts sector, these groups remain difficult to reach in surveys.
- Of the 1436 people surveyed, 554 replied. Only half of the chief executives of the surveyed organisations replied.
Disability, migration and gender identity
- 27% of respondents have a disability. This mainly includes non-physical aspects, such as chronic illnesses or problems with mental well-being. That percentage reflects social reality. We see this representation clearly among employees, but less so in management positions, and (statistically significantly) less so among final executives.
- 87% of respondents have Belgian birth nationality, compared to 67.5% in Belgian society. 15% of respondents with Belgian nationality have a migration background. People with a migration background are overrepresented in lower positions.
- Among the respondents, 57% were ciswoman, 39% cisman, 4% other. The latter percentage corresponds to Belgian society. Ciswomen are balanced or even overrepresented in most job content.
Discrimination
- 16% of respondents said they experienced discrimination, the largest group being because of gender identity, followed by migration background and finally disability. 8% of respondents did not want to answer why, or do not know. Belgians from backgrounds outside the European Union report significantly more discrimination than average.
- The higher up the hierarchical ladder, the less experience of discrimination.
Data collection
Participation in the questionnaire was voluntary and completely anonymous. At no time did answers reach the employers of the participating organisations or Flanders Arts Institute. The processing of these data was done by KU Leuven.
This survey was not a discrimination hotline. Respondents who encountered discrimination and wished to report it were advised to contact 1712, the Reporting Centre for Transgressive Behaviour or the Flemish Human Rights Institute.
More information
Read the full survey and accompanying results at the link below. Looking for more information, or have any questions? Email our colleague Tom.
Diversity in the arts sector (2024, in Dutch)
Sources in preparation for this study:
- Project Equality Data (UNIA)
- Dive in Diversity-tool, LEVL
- Advisory note: Measuring gender identity in quantitative research (UGent)
- (E)Quality in the Arts (Sociaal Fonds Podiumkunsten)
- Work in Progress: inspiration guide for combating racism in the cultural sector (RABKO)
