Sentence examples for cultural workforce from inspiring English sources

Recent research from the London School of Economics demonstrates that the clustering of creative businesses in the capital reinforces the inequalities in the cultural workforce, and therefore the gaps in what is represented within literary culture.

The Arts Council states that 93% of the cultural workforce is white with only two theatres being black-led.

Despite the fact that almost 60% of the creative and cultural workforce are educated to degree level, the industry continues to face considerable skills gaps and shortages.

According to the recent Warwick Commission report, representation of women and ethnic minorities in the cultural workforce – not to mention people with disabilities – has worsened over the past five years.

At 58%, the percentage of female dance workers significantly outpaces the cultural workforce (53% female) and even the New York City population as a whole (also 53% female, according to recent census data).

The report offers some encouraging news for nonprofit dance: in terms of gender and racial diversity, dance leads the wider cultural workforce and the major disciplines of theater, music, and museums among the department's grantees.

This lack of experience in managing international operations can lead to an underestimation of the challenges of international business, such as managing a cross-cultural workforce and engaging with politicians, journalists and NGOs in other countries.

The more companies value a cross-cultural workforce, the greater likelihood our school system will produce.

Well established, ACE blends research rigor, community building, and policy advocacy, and has a multi-cultural workforce that reflects its target community - attributes that facilitate PT&R.

But there are a lot of other reasons – a highly skilled and productive workforce, cultural vitality, political stability and (oddly enough) membership of the European Union with full access to the world's biggest single market.

The study found that the biggest indicator of Asian capability was not whether an Australian company had Asian business interests but rather whether the organisation makes a priority of workforce cultural diversity and is free from diversity-related stereotypes and bias, or has a head office based in Asia.