Kids in Museums’ Post

Hyperallergic reports that graduates with art history degrees face the highest unemployment rates among all majors. A recent report from the Federal Reserve Bank of New York shows that in the first quarter of 2024, the unemployment rate among these graduates reached 8%, and the rate of "underemployment" (most working in positions that do not require their degree qualifications) was 62.3%. Despite this, interest in art majors remains high. I think the problem is that art majors haven't kept up with market demands. Their education is well-suited for jobs in art museums, but such positions rarely become available. For most other jobs, additional knowledge outside their field (such as management and sales for gallery positions) is almost always required.

I enjoyed this piece from Jane Hamilton at The Times on the rise of “heritage” sector jobs among the UK’s under-30s. Rapid developments in artificial intelligence are no doubt interesting and raise their own questions about the workplace and future jobs, yet amidst this AI boom, it is curious and encouraging to see how increasing numbers of younger people are being drawn to more traditional professions that had, for a time, fallen out of favour. When so much investment and opportunity is being directed towards cutting-edge technology, it is reassuring to know that human-centric specialisms such as traditional handcrafting won’t be lost. Preserving these skills and passing them on to the next generation is so important for creating links to the past and writing the next chapter of our cultural story. These careers are all linked by the red thread of human creativity and connection. Careers rooted in craft can open the door for people of all ages to discover a way of life rooted in purpose and fulfilment, which is something I am sure we all seek. I sometimes see negative discussions online about the differences in Gen Z’s attitude towards work, but it is encouraging to see that they are far more open to less popular job routes and are seeking positions that offer a more meaningful cultural connection. The dedicated skills kept alive through these professions are essential for preserving our cultural heritage – something that seems to be more and more at risk. While the figures cited in this article represent a small increase, they do suggest that younger generations recognise and value the importance of nurturing our cultural fabric through the continued development of specialist skills, which can only be a good thing. #Heritage #Skills #Craft

Why You Should (or Shouldn’t) Consider a Job in the Museum World Thinking about a museum career? Here's a quick look at the pros and cons. Pros 1. **Access to Unique Collections**: Work with incredible artifacts and art daily. 2. **Continuous Learning**: Always expanding your knowledge without student loans. 3. **Job Satisfaction**: Contribute to preserving history and educating the public. 4. **Professional Networking**: Connect with passionate experts and build a supportive community. 5. **Creative Environment**: Engage in dynamic projects and innovative exhibits. Cons 1. **Low Pay**: Not known for high salaries; passion is a must. 2. **Limited Advancement**: Fewer opportunities for quick career progression. 3. **Resource Constraints**: Often work with tight budgets, requiring creativity. 4. **Diverse Audiences**: Cater to varied visitor needs, demanding adaptability. 5. **Bureaucracy**: Navigate administrative hurdles and funding challenges. A museum career offers fascinating experiences and educational opportunities but comes with challenges like low pay and limited advancement. If you're passionate about history and education, it's a rewarding path despite the hurdles.

Are you surprised: ➡️Less than 1 in 10 arts workers have working class roots Or that ➡️Only 34% of managers and directors in creative industries are women I’m not. A Creative Director of a theatre & arts organisation in the NW of Northern Ireland in my mid thirties, I'm from a rural working class background. I've produced world class performances and innovative learning programmes reaching millions. I’ve toured work across the UK and Ireland, Europe, Russia and China. From creating work for babies to collaborating with big names I've over achieved my socks off. I run rings around professional peers in creativity, strategy, empathy and productivity and I've buckets of common sense And yet I get treated like 💩 daily Everyday ➡️WHO I am and HOW someone ‘like me’ is in the role is questioned- not how do I do it. ➡️AGE REFERENCES- whether implying I've more energy so I can do more & make lightening the mood my responsibility- people my age ought to be bubbly/ the lunch table entertainer; or to assert dominance on the incorrect assumption older means more professionally capable (a myth) or simply to sus if I’m ‘thinking about having a family’ because family = babies= maternity… yawn. ➡️EXPERIENCE IS DIMINISHED- other underrepresented people in the arts know these tactics well: team members ‘up managing’ you because they ‘really care about the project’ when really making assumptions about your experience and ability to empathise to feel better about their own insecurities; other end of the spectrum is being patronised- those (un)helpful colleagues who feel the need to take on the role of teacher/ guru / parent (yuck) as they qualify/ belong to the inner sanctum in which you’ve been invited in. They promise they're 'trying to help' whilst compounding the bias and assumptions you're wading through. ➡️UNDERVALUED- You’re lucky to be here. There aren't many people like you. This creates a seesaw effect: luck implies precariousness- your place is fragile (despite your proven track record surpassing peers)- PUSH; however due to your expertise in this niche sector we need to PULL you into supporting the wider team disproportionately; PUSH “when I was your age/ your level I was earning”… despite the job/ service we do in the present day simply equating to a professional rate we’re entitled to expect; then your time is less respected-PULL-meetings can overrun into HOURS or there's consistent lateness, no room booked, no agenda, no notes-PUSH. ➡️RESPECT & EMOTIONAL LABOUR: when you’re one of the ‘onlys’ in the room you often end up on more admin tasks, fixing the room, making tea, buying the milk, planning the parties, the gifts, the cards; plus doing the job(s) of underperforming colleagues and COMPENSATING for them because you’re female, lucky to be here- you should want to without question. Just a tiny snapshot of what women & working class ppl AS SENIOR LEADERS experience in the arts-folks like Hilary Carty CCMI The 93% Club give me hope 👏

“The industry is often built on nepotism, and secret nods and handshakes, and unpaid internships.” New research from the Creative Industries Policy and Evidence Centre finds 'persistent inequalities' in arts & culture, with working-class people underrepresented in every area. The proportion of people working across arts, culture and heritage who are white is 90%; this is 5% higher than the general workforce figure. Only 34% of managers and directors in the creative industries are women. "Despite significant policy initiatives and industry commitments to tackle equality, diversity and inclusion (EDI) problems, the latest data shows inequality persists in areas including workforce demographics, audience engagement and participation, and the geographic distribution of job opportunities." For the arts to be accessible to all, these persistent inequalities urgently need addressing. https://lnkd.in/eST-zUUW

Advice for Aspiring Museum Curators: Insights from Informational Interviews In my role as a museum curator, I often provide guidance to aspiring curators through informational interviews. Pursuing a career in curation? Consider these key points: - Education matters: A master's degree in art history, museum studies, or a related field is crucial. Specializing can make you stand out, but being a generalist has its advantages. Consider courses in conservation, archival science, or digital technologies. - Practical experience is essential: Seek internships, volunteer roles, or entry-level positions in museums to gain hands-on experience in research, artifact handling, and exhibition planning. - Build a diverse skill set: Beyond academic knowledge, focus on developing strong research, communication, and technical skills to excel in the field. - Networking is key: Attend professional events, connect with established professionals, and engage in informational interviews to expand your network and industry knowledge. - Stay informed and adaptable: Keep up with industry trends and be open to new advancements in curation and conservation. Exploring different museum roles can create more opportunities in the future. Becoming a museum curator is a challenging yet rewarding journey. By prioritizing education, practical experience, skill development, networking, and staying updated on industry trends, you can pave the way for success in cultural heritage preservation and interpretation.

🔷Reducing health inequalities and gaining highly skilled staff members... ✅Employing more people with a learning disability and/or autism helps NHS trusts to design services which serve and reflect their diverse patients, people and communities. 🟪There are not only benefits to the individuals but also for employers, including the savings associated with reduced employee turnover, accessing a bigger talent pool and nurturing an inclusive and accessible organisation. 🔶Find out how you can support people with learning disabilities into the workplace through supported internships.↩️ https://lnkd.in/eCiZCuts

This is a question of access. How can we encourage more working class people into the arts when the arts themselves are seen as inaccessible to many due to cost of tickets, low salaries and instability for workers in the industry and the value placed on the arts themselves? Access and funding go hand in hand. We need more funding for the arts and the people who work in them so that we don't depend on box office revenue to survive and can lower cost of tickets. We need more funding so that salaries can actually afford a good quality of life with some level of job security. And we need more funding so that the arts is seen as a vital piece of society for the masses, not a luxury for the few. That would go a long way to better represent working-class people in the arts.

Transforming Perspectives: The Value of Disability Disclosure and Personal Stories in Internship Applications In my review of applications for Trinity College Dublin's inclusive disabled student internship program for the summer of 2024, I uncovered rich insights that underscore the need for a deeper conversation about the internship application process, particularly for disabled students. With over 26 posts available this summer and over 300 applications thus far, I saw a wide range of approaches in the applications submitted, from highly personalised stories to more generic submissions. However, two aspects stood out: the power of personal stories and the disclosure of disabilities. The Power of Personal Narratives Personal stories in cover letters are more than just a narrative; they're a window into the applicant's world. These stories offer a deeper understanding of the candidates' backgrounds, motivations, and the unique perspectives they bring to the table. Candidates who share their journeys not only demonstrate thoughtful consideration in their submissions but also showcase their resilience, creativity, and problem-solving skills—qualities that are invaluable in any professional setting. Despite the compelling nature of these narratives, few applicants choose to share their personal stories or disclose their disabilities. This reticence may stem from a concern over how such disclosures will be received by potential employers, a concern supported by existing research which suggests that disability disclosure in the recruitment process isn't always viewed positively. Reframing Disability Disclosure The disclosure of a disability should be seen as a strength, not a vulnerability. It speaks to an applicant's lived experience navigating challenges and adapting to various situations—skills that are highly transferable to the workplace. Yet, the reality is that many still hesitate to disclose their disabilities, fearing bias or misunderstanding. As employers, educators, and colleagues, we have a responsibility to shift this narrative. We must create environments where disclosure is met with support, understanding, and a genuine appreciation for the diversity of experience that disabled individuals bring to the table. The insights gained from this year's application review highlight a valuable opportunity for continuous improvement in our internship programs and recruitment initiatives. Through this process, we aim to strengthen our recruitment practices to recognize and value the unique contributions of all candidates, particularly those with disabilities. The journey towards inclusivity and understanding is ongoing, but by changing the dialogue around disability and personal stories in applications, we can take significant steps forward. https://lnkd.in/dF8YzajW #DisabilityInclusion #InclusiveHiring #CareerDevelopment #DiversityAndInclusion #PersonalStories

🤔 Did you know that today marks the start of Disability History Month? ➡️ This years theme is Disability Livelihood and Employment. Disability has been seen for many years as synonymous with non-employment or unemployment and for those who are employed, the latest data from the TUC indicates that the disability pay gap has widened. We also know that the majority young adults with a learning disability or autism spectrum condition who are known to their local authority are unemployed. This is unacceptable. Here at DFN Project SEARCH we support young adults with #learningdisabilities into employment by providing a high quality supported internship model for sites across the UK.