How to Make the Publishing Industry More Inclusive
Diversity in publishing has long been acknowledged as an issue. While there's a consensus within the industry about the need for more diverse voices, in practice, there's still a significant gap. The industry has made progress in recruiting more diversely, but there is considerable work remaining to be done in the retention of staff.
The 2022 Publishers Association workforce survey indicated that around 17% of the industry surveyed came from ethnic minority backgrounds, up from 15% the previous year. However, there's a lack of information on whether this diversity is evenly distributed across senior leadership and the C-suite. If we have 17% being represented in entry-level and mid-level roles, do we also have 17% being represented at the senior level and in the boardrooms? Understanding this distribution is crucial for assessing the industry's inclusivity. The recent FLIP (Female Leadership in Publishing) survey highlighted a similar need for enhancing the recruitment and retention of diverse staff.
While the publishing industry is taking steps to address diversity, these efforts often fall short of making the industry more accessible and inclusive to foreign nationals in the UK.
Why is diversity and an international outlook important?
Diversity and an international outlook are crucial for the UK publishing industry. Embracing diversity ensures that a wide range of perspectives, experiences, and voices are represented in literature, enriching the cultural landscape and resonating with a diverse readership. This inclusivity fosters creativity and innovation, leading to the discovery of fresh narratives and untold stories. Additionally, an international outlook enables the industry to engage with global trends, authors, and markets, expanding its reach and relevance beyond national borders.
To publish more diversely and reach a wider audience, the industry needs to hire diverse professionals. Foreign nationals in the UK, whether international students/graduates, immigrants on family/dependent visas, refugees, or others, bring unique outlooks and perspectives valuable in reaching these broader audiences. Embracing diversity and cultivating an international perspective can strengthen the UK publishing industry's position as a dynamic hub of literary excellence on the global stage.
Numerous studies have demonstrated the value immigrants and foreign nationals bring to companies and the economy, including benefits such as lower staff turnover, higher productivity, and improved morale. Thus, there's a clear business case for investing in this talent.
How to make publishing more inclusive?
Many publishing companies have Diversity, Equity, and Inclusion (DEI) policies, but more needs to be done to support people from diverse backgrounds to thrive in the industry. The recent FLIP survey highlighted low entry-level salaries and lack of clarity on career progression as reasons why minority groups feel overworked and unable to continue in the publishing industry. This issue may be even more pronounced for foreign nationals in the UK seeking or already working in publishing. To address this, publishing companies can take several steps with minimal investment.
Publishing companies should invest in learning about the legalities of hiring foreign nationals. There are many different visa types, and support needed, but it need not be as confusing or expensive as you may assume. There are resources online that can help you understand what may be needed to hire a foreign national in the UK. Investing in learning about what steps are actually required to hire someone, and what the costs might be (if any) in relation to these.
Making your recruitment process more accessible, is another important step to hire more diversely. If there are qualifications or skills on a CV that you do not recognise, don’t reject the applicant. To make the interview more accessible think about providing interview questions beforehand. According to a report by the National Institute of Economic and Social Research (NIESR), immigrants from ethnic minority backgrounds are far more likely to experience discrimination when job hunting. The study found that applicants with "ethnic-sounding" names were 60% less likely to be invited for an interview compared to those with "white-sounding" names, despite having identical qualifications and experience. Another common issue faced by immigrants is that any experience, qualifications or skills they may have gained outside the UK are often discredited. Even when people had flourishing careers in publishing or related industries, they were forced to apply for and start again at entry-level roles, which they are often overqualified for. This Migration Observatory Study highlights this issue acutely. This actively drives skilled people out of the industry.
And finally, employment is only the beginning, foreign nationals might need different or more support to help them thrive. In the case of hiring refugees, you might be dealing with people who have experienced significant trauma, so providing the right support and access to help can be crucial. Managers in particular need to be trained to be inclusive in providing opportunities for progression. Having clearly laid out policies on promotions, progression and other opportunities (as well as actively implementing them) can play a vital role in removing unconscious bias from the process.
For those companies with the resources and commitment, further investment in supporting these groups is essential. This might involve allocating a percentage of the recruitment or DEI budgets to provide assistance during sponsorship or visa processes, or setting up internships/apprenticeships specifically for foreign nationals.
And finally, It is crucial to create a safe space for employees to voice their concerns without fear of repercussions such as losing their jobs. A lot of foreign nationals may not feel safe raising a concern, or a complaint (even on serious matters) because of this fear. A job loss can have serious implications for visa holders who must meet certain salary thresholds, and could lead to them being separated from loved ones, or deported.
Overall, diversity and an international outlook are vital for the UK publishing industry to remain relevant. While progress has been made in recruiting more diverse talent, there's still work to be done in retaining and supporting staff from underrepresented backgrounds. Embracing diversity ensures a wider range of voices and perspectives are represented in literature, fostering creativity and innovation. Moreover, an international outlook enables the industry to engage with global trends and audiences, expanding its reach beyond national borders. Ultimately, prioritizing diversity and inclusion not only strengthens the industry but also enriches the global literary landscape.
