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BE ONE OF THE FIRST 30

Thanks so much for joining the list. We've now received submissions from our first 30 but don't worry - we'll be back in touch when doors open as we'd still love to have you join us.

No payment or card details will be taken today. We'll only use your details to tell you about The Culture Set - never anything else, never anyone else. 

Save £66 per year

DOORS OPEN 7 OCTOBER
SOMETHING NEW IS COMING...

Let's build the future arts workforce, together

The Culture Set is a new professional membership community for the people behind the UK's arts, culture and heritage sector workforce. If your work drives who wants in, who gets in, who stays and how it's all funded, then this community is for you. Join the waitlist today before doors open on 7 October and lock in the founding members rate of £7 a month forever and ever.*
 

*(Or, you know,  as long as you'd like to stay for. You'd be a member, not a hostage.)

30 FOUNDING PLACES ·  JOIN THE WAITLIST FREE

So...what is The Culture Set, exactly?

You know those memberships where you're effectively just paying to be on a mailing list or receive reports?

 

Yeah. This isn't that.

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The Culture Set is a membership community for arts, culture and heritage professionals who are shaping the pathways that determine who this sector is made of both now, and in future. 

 

This is a working room — a space where you bring the thing you're stuck on, sound it out with people who understand the challenges, and leave with something you can actually use on a Monday.

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Membership gets you regular meetups, masterclasses on the problems the sector is dealing with right now, plus access to expert support for the moments when a search engine won't cut it. All for £7 a month if you're one of the first 30.

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Here's three minutes with our founder Ceri Sunu on why we're building this. 

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Uh huh...and who is

The Culture Set for?

When it comes to people and workforce planning in arts organisations, we know that not everyone  has the resources for a dedicated HR & People team, (in fact, hardly anyone does). This means that the workforce brief can sometimes end up sitting (or splitting) in some slightly unexpected places.

 

Even those that do have People teams will know that future-proofing your workforce and talent pipelines needs more than just HR and recruitment; there's a whole ecosystem for getting people in, helping them to grow and progress, and making sure their day-to-day experience of work is fulfilling enough for them to want to stay (not to mention keeping the cash flowing to fund it all). 

 

So yeah, you might be joining The Culture Set from a HR team. But you might also be an Ops Manager who ended up owning recruitment because you were the one who took an interest in making things better,  an Artistic Directoror who didn't trust anyone else do to it properly, or the generous-with-their-time Trustee who just wants to be helpful. Your job title doesn't really matter to us — as long as you share our mission, there's a place for you in this community.

If you've ever tried to Google:

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“Membership community for arts and culture professionals who may or may not be in HR but have to work out how to recruit people who reflect our audiences and keep everyone upskilled whilst also keeping the lights on, funders happy and learn how to use all the new AI tools before they replace us and steal all our work”*
 

Then The Culture Set was made for you.​

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(*If you haven't tried it, don't bother.)

Hmm...all this " workforce planning" malark sounds a bit formal to me. How do I know if I'll fit in?

We're building The Culture Set for the people who influence:

Who wants in

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Maybe you work in Learning, Access or Participation, or run education programmes in schools as part of your wider role. If your work involves informing and inspiring the next generation of future creatives, and creating opportunities for them to learn about roles in our sector, then this is you. 

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Who gets in

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Maybe you're an HR or Talent lead, or maybe you're a team manager who has found yourself landed with recruitment responsibility more frequently than you anticipated and are tired of  rewriting job descriptions nobody's touched since 2015 whilst also trying to get everyone else to understand  why the same people keep applying. If your work shapes who makes it through the door, then this is you.​​

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Who stays

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Maybe you're a leader who manages people, or you own the pay and progression conversations nobody enjoys having. Maybe you're the one trying to turn a placement into a permanent role, or organising the training programmes that keep everyone's skill sharp, working out how to keep brilliant people in a sector that can't always match what others pay. If your work shapes whether people build careers here rather than just jobs, then this is you.

How it's all funded​

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Many of the decisions around our workforce structures come down to money. To build teams sustainably and prepare them for the future, we need the income to support that. So, if you're a Business Dev Lead or any kind of moneymaking person, we need you with us too. ​

A quick note for freelancers and consultants...

If you're a freelancer or consultant whose work shapes who wants in, who gets in, who stays, or how it's funded, then you belong in this room with us. One thing to be clear about, though — this is a room for solving problems together, not a place to pitch and find clients. If you're happy to join on that basis, then we're happy to have you.

Ok. But why go to all this trouble to build this community?

We need to turn policies and programmes into

pathways and pipelines.

Here's the thing. The reports have been written. The panels have panelled. The data has said the same thing for more than a decade. And yet the workforce holding up the arts, culture and heritage sector still looks and sounds remarkably like it did when the first steering group met. We've ended up research-rich, but change-poor. 

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It isn't like nothing has happened. In fact, lots of quite brilliant things have  — learning and access schemes that showed young people what's possible, recruitment changes that got more of the right feet through the door, apprenticeships that (eventually) turned into something more. But it's all happened in pockets. One organisation at a time. Rarely shared, rarely scaled, and almost never joined up to anything else.

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The result? A sector that is constantly busying itself working on change, but somehow not actually achieving it. Lots of good practice, but no real, ongoing accountability.  One-off projects and programmes that achieve their targets, but don't stick around long enough to acually move the needle. ​

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We don't need any more data. What we need is to work together. 

THE RUB

THE RUB

We can't build the future if we're bound by tradition.

The jobs our organisations will be hiring for in five years don't all exist yet. The skills we're screening for are the ones that mattered a decade ago. Meanwhile the freelance workforce holding much of the sector together sits outside almost every people policy we've written, and the leadership pipeline is producing more of what we've already got. None of this is a failure of good intentions. It's a failure to plan for a workforce that's changing faster than our processes are.

THE RUB

For the sector to win, we all have to be in. 

Building a future-ready workforce isn't just a brief for HR, Talent & DEI leads (the ones that are still left...) It's not just about “achieving” diversity and inclusion, or better recruitment (although Lord knows both of those things still seriously need fixing) — what we desperately need is an ecosystem that can challenge the systems that landed us here in the first place. We need people practices that take as much care of those who are "emerging" as they do of those who are experienced, operating models built on more than goodwill and grant funding, and the leadership that enables and underpins it all.

THE REMEDY

A sector-wide problem needs a sector-wide room. So we're building it.

Making the arts and culture sector workforce more inclusive and reflective of our audiences is everyone's job. What's missing is somewhere to put our heads together on a regular basis and solve it as a sector. So, we decided to build it. A space where we can share and learn together, and actually start to see the changes our sector needs. Working together means:​

Accountability

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What it looks like

You just name what you're working on, and come back to say how it went. It's the thing a report can't do and a peer group can.
 

Why it works

Let's be honest - we've all felt the sheepishness of having to explain to someone why we haven't done the thing we said we'd do. But being accountable isn't about shaming or finger-pointing - it's about creating the structure we need to measure our progress and celebrate what we're doing well, as much as recognising where we still need to do better. 

Shared Practice & Joined Up Thinking

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What it looks like

A bit of healthy boasting about what's working well for you and your organisation (as well as the things that aren't).

 

Why it works

It makes good work findable and certain mistakes avoidable. People are already looking at what else is happening in the sector, but this makes space for real questions and more detailed insights. If somebody has already run the pilot you're about to attempt, this is where their experience stops being trapped inside their organisation and starts to become useful for others.

Consistency & Momentum

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What it looks like

Regular meetups to track and work on milestones bit by bit.  

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Why it works

No matter how successful they might be, one-off programmes and projects rarely make enough of a dent to change and grow your workforce over time. Even if you implement newways of working fairly quickly, the results ongoing results from that take time to yield. Building your workforce sustainably means choosing consistency over flash in the pan activities that feel good, but don't change things. 

Alright. I'm in. How do I join? 

Easy. just scroll down. 

Save your place

Save your place

Become one of The Culture Set's first thirty founding members

Joining the list is completely free — no payment or card details will be taken today, but when doors open on 7 October you'll get first refusal on one of the 30 founding places at just £7 a month — locked for as long as you're a member. 

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As well as bagging yourself a £66 saving per year, being part of the founding 30 also means you'll get to have a say in shaping what The Culture Set becomes, making sure our community delivers real value.

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If the founding places go before you claim yours, you'll still be first in line at the standard rate. No obligation either way.

BE ONE OF THE FIRST 30

Thanks so much for joining the list. We've now received submissions from our first 30 but don't worry - we'll be back in touch when doors open as we'd still love to have you join us.

No payment or card details will be taken today. We'll only use your details to tell you about The Culture Set - never anything else, never anyone else. 

Save £66 per year

So, what are you waiting for? Fill in the form, already!

In case you're wondering...

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The Culture Set is a professional membership community for the people behind the UK's arts, culture and heritage sector workforce.

The UK's first recruitment, talent and workforce conference for arts, culture and heritage organisations.

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