Creating teams. Shaping futures.

Results are in! ADLIB Creative Employment Survey 2017

Most importantly and firstly: a huge Thank You to all of those who have contributed and provided us with the information that has helped shape ADLIB’s Creative Employment Survey 2017.

Our mission was it to produce a snapshot, a current picture of ‘Creative Employment in the South West’, where it is at currently and where we are heading.

We found out about the areas that truly matter:

Optimism and creative sector growth
Skills that define top creative talent
Creative skills gaps
Creative talent retention

The data has been collated via direct respondents of an online survey placed in February 2017, combined with ADLIB’s extensive internal data and knowledge gained from the creative sector.

This is the first of our ‘industry snapshots’. Keep an eye out for similar snapshots to be released throughout 2017 and beyond; snapshots about all sectors we operate across: Marketing, Digital, Technology, Digital as well as eCommerce. Please feel free to make contact if you’d like to get involved with one of our future surveys.

We hope you find this useful, here are the findings:

ADLIB Creative Employment Survey 2017

Our knowledge is your knowledge – ADLIB Surveys and Tools

Here at ADLIB we’re regularly called on to provide our clients and candidates with market knowledge that has been drawn from close to 15 years’ experience of working amongst the digital, creative, marketing and digital sectors. And whilst we like to think we’ve a pretty good handle on things out there we also know how important to stay current and get close to a world full of market adaptations and influences. So we’ve committed to creating a series of sector specific salary, engagement and benefit surveys that we will be publishing on a regular basis. Beyond this we’ll also be looking at key industry influences and why people are flocking to the West, amongst much more.

We’ve collated the data for our surveys via direct respondents of online surveys, combined with ADLIB’s extensive internal data and knowledge gained from the creative, technology, marketing and digital sectors.

Whether you are an employer, an employee, a business considering opening operations in the South West or you are simply reading with interest, we hope you enjoy.

The documents are free for all to access and enjoy, please click on a name to download your copy now.

Social Media Employment and Usage Survey

Technology & Development Salary, Benefits and Employment Survey 2015

Salary, Benefits and Employment Survey for the Creative, Technology, Marketing and Digital Sectors

 

And here some tools that could come in handy also…

ADLIB Digital Portfolio Guide

Digital Technology Freelance Day Rate Guide for Bristol & Bath

Social Media Salary and Day Rate Guide (SW)

Creative Contractor Guide (SW)

SxSW Insights Part One – Diversity

With the dust settling on this year’s trip to SxSW, we’ve been digesting what we learnt and wanted to share more insight around two of the conference’s core themes that are particularly relevant to our world at ADLIB – diversity in technology and the future of the workplace. First up, diversity.

Our industry’s struggles in building diverse and inclusive teams has long been in the spotlight and now, more than ever, it is critical that we look to address this. The imperative to have diverse teams is as much a commercial one as it is an ethical one. One of the more sobering takeaways from SxSW for us was the impact not addressing this balance will have. Regardless of your opinions on a personal level, lack of diversity in the technology world will have a stark impact in our lives. But why is this particularly pressing now?

One of the core themes of SxSW was around the rise of AI and machine learning. Focusing on this area alone, it is impossible not to see some worrying signs. A recurring concept in many of the AI-centred sessions was the challenge of creating algorithms free from human bias. How can you build an unbiased machine if the team involved in its creation are totally homogenous or lacking diversity? Kate Crawford in her brilliant (and bleakly named) session, AI and the Rise of Fascism, commented that an algorithm cannot be defined as without bias if it has come from human data as data reflects the social and political conditions in which it is collected. In other words, all AI will be affected by human bias even if this bias is unconscious. If the teams responsible for producing these technologies are imbalanced, we’re in trouble.

We’re in trouble because of what these technologies are already being used for. What happens when a prejudiced algorithm is being used to define your Social Credit Score in China? What happens if the algorithms behind Palantir’s big data products – currently enabling, among other things, predictive policing in the US and the UK – are prejudiced? With emerging products like Faception looking to use machine learning facial recognition software to identify possible terrorists, not based on individual identification but on analysing trends in bone structure or face shape (phrenology, anyone?) – are we really aware of the impact the current lack of diversity in technology will have on society? We only need to cast our mind back to Google’s 2015 blunder involving one of its image recognition AI products mistakenly labelling a black couple as “gorillas” to see how easy it is for these things to go wrong. These concerns reach industries beyond ‘technology’ – what could the dangers be of a non-diverse ethics steering committee guiding future use of the CRISPR technology in gene editing (something we were given a giddying insight to in Jennifer Doudna’s keynote session)?

As we say, though, these imperatives are as much a commercial concern for businesses as an ethical one. Every business delivers varied services and products to a rich assortment of customers whose needs and values must be represented. This was something Ingrid Vanderveldt shed light on in her session Empowering a Billion Women by 2020. In the US alone, women are responsible for over 80% of all consumer spending ($3.7 trillion in 2016) – worldwide that figure stays high at more than 70%. And yet, 91% of women are reported to feel misunderstood by corporates and advertisers. On the flip side, when women believe a business is authentically trying to help, 79% will buy goods or services. You can see, then, the commercial opportunities for companies able to build a diverse and balanced workforce.

Sadly, the stats reflect that there remains a long way to go yet. This is as true on a global level, as it is on a regional level. With inspirational and aspirational schemes running globally (EBW2020 for example), as well as the renewed focus Bristol Mayor Marvin Reese has brought to this theme more locally, it’s an exciting time to be having these conversations.

While we can’t offer any simple or easy solutions, the core takeaway for us is the importance of not being paralysed by the sheer scale of these challenges – but instead making a concerted effort to at least participate in these conversations.