Many individual publishers already have fantastic initiatives under way to improve diversity and inclusivity, and this is very well embedded now, seeing results in improved inclusivity in the wider publishing ecosystem, from the writers they publish through to the workforce.
Cambridge University Press apprenticeship programme employs talented young people across the business in: Academic Books and Journals; Communications; Customer Services; Education; ELT Facilities; Finance; HR; Project Management and Technology. Apprentices earn while they learn and form part of a wider group of people, who all benefit from training opportunities together.
In 2018 Cambridge University Press partnered with Creative Access to provide four summer internships. Alongside their roles within different publishing teams, the interns were given extensive networking opportunities, allowing them to make vital contacts for the future. As part of their drive to promote widening participation, Cambridge University Press also support students to take part in the Get Into Book Publishing programme.
Faber & Faber
has created a bursary for a 20-week internship for a person from a BAME background. Faber has partnered with Creative Access
to help with the recruitment. The internship will begin in September and the successful candidate will receive training and support from every department in the building. The company intends to make this an annual initiative and to provide mentorship to other shortlisted candidates.
is launching a new scholarship from spring 2018. Two writers per year will be offered tuition-free places on the prestigious six-month Writing A Novel course. The aim of the scholarship is to support "writers, from BAME and other backgrounds whose voices might otherwise go unheard".
Faber Children’s has teamed up with the Andlyn Literary Agency to create the Faber Andlyn BAME (FAB) Prize to help discover new writers and illustrators from BAME backgrounds, and to provide a year-long mentoring scheme for one author and one illustrator.
is partnering with a number of organisations so that staff members can engage externally in advocating and promoting careers in the publishing industry to children and young adults from a wide range of backgrounds. Activities will include mentorship and open days at the Faber offices. The launch partners are New Writing North
, Arts Emergency
Hachette UK offers final year students and recent graduates the chance to apply for two brand new programmes that offer brilliant students with a passion for books the chance to gain an insight into the highly competitive publishing industry. The Fresh Chapters 8-Week Internship offers graduates the chance to gain an eight-week insight into the publishing industry.
HarperCollins UK was recently named as one of Business in the Community’s Best Employers for Race – the only representative of the publishing industry to make the list. Sandra Kerr OBE, Race Equality Director at Business in the Community, said of the company: “They are taking a comprehensive and strategic approach to tackling racial inequalities within their organisation and have shown their commitment and leadership on this issue. I hope more employers will follow their example of best practice and take part in the 2018 listing. If employers truly want their workplaces to reflect the clients, communities and customers they serve, the time to act is now.”
Diversity and Inclusivity relevant initiatives at HarperCollins UK include:
HarperCollins UK’s BAME traineeship was launched in 2016, the first of its kind in the publishing industry, and has now been opened up to non-graduates. The successful candidates are hired to undertake a twelve-month rotational traineeship around the business in London, with a choice to develop in a wide range of teams from publicity, marketing and editorial, to production, strategy and audio. HarperCollins provides a mentor, plenty of training and loads of support. The selection process also adds to HarperCollins UK’s talent pipeline, and has led to several people taking up permanent positions at the publisher.
HC All In
The HC All In forum covers all forms of diversity and scooped the Employee Network category award at the 2016 Race Equality Awards. The forum was launched with the goal of implementing real and lasting change within HarperCollins and the publishing industry as a whole. The forum intends to help increase diversity and inclusion, with a particular focus on content and workforce, including enlisting a more inclusive pool of authors, illustrators and suppliers and engaging a broader readership. Currently with over 60 members, HC All In has rewritten briefs to freelancers to include diversity in their content, advised on diversity in cover design and image library content.
WING, the Women’s Industry Network Group is a cross-company mentoring programme for senior women HarperCollins UK set up with Oracle that now includes Conde Nast, News UK and Vodafone. Annually, the group comes together to host a panel debate event with an invitee list from all involved companies.
BAME Development CircleLaunching in early 2018, the BAME Development Circle programme is led by a senior BAME executive and has been developed to encourage, support and retain BAME talent, help develop skills, build networks and share BAME role models, including guest speakers from outside the company such as CEOs and entrepreneurs.
Maternity transition can be seen as a career pinch point, so launching in early 2018, iReturn will provide a programme of quarterly facilitated learning to support women and key carers preparing for maternity leave, those on maternity leave, and those recently returned. Sessions will offer practical support and guidance, with opportunities to share experiences, explore challenges and build support networks.
Oxford University Press
With more than 6,000 employees and a presence in more than 50 countries, Oxford University Press is committed to maintaining a diverse workforce and encouraging an inclusive environment where all individuals can thrive. It is important to us that our approach to attracting and developing talent supports equality, diversity, and inclusion.
We believe that a key element of helping colleagues to feel valued, included, and respected in a workplace is to address unconscious bias. As such, we run workshops and training sessions with our employees around the world and our aim is that by 2021, all our employees globally will have participated in our Global Inclusion Program designed to combat unconscious bias.
In addition, we have established four global Diversity and Inclusion Committees that oversee different aspects of our working culture at OUP, and have also carried out a range of activities designed to foster an even more inclusive working environment.
Fostering inclusivity and wellbeing
The global OUP Women’s Network aims to facilitate the career progression of women by providing networking, mentoring, and professional and personal development, as well as creating a positive and safe space where colleagues can have their voices heard.
In the UK, our black, Asian, and minority ethnic (BAME) network aims to increase inclusivity and support diversity by focusing on professional development and culture, and bringing together colleagues around the organization, while the Befriender Network—which plans to extend internationally in 2019—provides informal support to anyone returning to or continuing at work following challenges such as mental or physical health difficulties, well-being issues, bereavement, or supporting dependants.
In India, we partnered with a childcare service to increase support for parents working at our Noida office, while in Hong Kong we renovated a meeting space to create a nursing room and encourage a family-friendly environment.
Colleagues in Kenya undertook D&I awareness training around unconscious bias, mentoring, and understanding employees’ roles in promoting D&I, while our South Africa branch launched Transformation Goals covering humanity and diversity, respect and dignity, honesty and trust, communication and accountability, and responsibility and accountability.
In Australia, we established a regular D&I focus group to encourage two-way open and transparent communication where employees can speak to the branch Managing Director about what is and isn’t working in the business. Our Australia team also supported World Mental Health day through fundraising activities and a presentation from the Black Dog Institute, on mental health in the workplace, how to recognize early warning signs, and how to care for ourselves and others.
Creating career opportunities
We are committed to ensuring that all OUP employees have the opportunity to develop their careers and that our recruitment processes are inclusive and reflect the diverse markets in which we operate.
As well as introducing blind recruitment for senior roles, we released our second UK Gender Pay Gap Report in 2019. As our figures are included in the wider Oxford University Report, this is not a formal requirement, but we choose to issue our own separate report as we are committed to working towards gender balance, through leadership development programmes, gender-balanced job applicant short-listing, flexible working, shared parental leave, and mentorship opportunities such as a new partnership with the 30% Club for our female employees.
We have also launched several career development initiatives, such as our Early Career Coaching Circles, which enables peer-to-peer development and guidance—either virtually or face-to-face—to employees in the early stages of their careers at OUP. Our Power of Mentoring event received an overwhelming response and was designed to inspire and promote the benefits of mentoring for employee career progression by sharing the real-life experiences of OUP people.
Our Global Mentoring Programme offers all employees the opportunity to be a mentor or mentee, and currently includes around a 100 mentors globally who offer their expertise to help others with career development. As we are an international organisation, this initiative has the added benefit of enabling employees to choose to learn remotely from someone in a different geographic location or culture, or from someone at a very different level of their career.
In addition, we offered 274 places for management development across ten of our locations around the world. Our aim is that by 2020, all managers at OUP will have experienced some form of management development, either by attending one of our various programmes or through online development resources.
Penguin Pride celebrates the importance of literature in progressing LGBT equality and changing attitudes towards the LGBT community. Building on the success of Penguin Pride in 2016, Penguin Random House UK partnered with Britain’s leading LGBT charity, Stonewall, on a unique event featuring literature, live music, spoken word and author readings and photography during London Pride fortnight.
In 2016, Penguin Random House
; 5 days of creative, publishing-oriented workshops aimed to inform young people about careers in publishing. JobHack is part of Penguin Random House's work to help make publishing more inclusive. They aim to reach those who have a passion for storytelling and curiosity for what’s going on in the world, but who aren't on publishing's front doorstep.
Penguin Random House's The Scheme is a traineeship for public relations. It's about convincing new voices who may not have thought about working in book publishing to consider a career in publishing PR.
Penguin Random House created WriteNow to find, mentor and publish new writers from communities under-represented on the nation’s bookshelves. This includes writers from BAME (Black, Asian, Minority Ethnic) or LGBTQ (Lesbian, Gay, Bisexual, Trans, Queer) communities, writers who have a disability or come from a socio-economically marginalised background.
Springer Nature hires a significant amount of graduates every year into entry-level editorial roles. They have created an Undergraduate Careers Event specifically for those interested in editorial and publishing.