Today, I’m speaking with Bo Escritt, partner and newly appointed Vice Chair at Counterculture. Bo brings a wealth of expertise as a Fellow of the Chartered Institute of Personnel and Development (CIPD) and a Fellow of the Institute of Equality Professionals (IEP). She has amassed vast experience in Human Resources (HR), Employment Law, and Equality, Diversity, and Inclusion (EDI) during her career.
At Counterculture, Bo leads the HR services team, offering strategic support to organisations across the creative and cultural sectors. Her extensive experience spans recruitment strategy, executive headhunting, employment law compliance, and EDI strategy development.
Whether supporting small creative organisations or large cultural institutions, Bo is passionate about promoting inclusive, equitable, and innovative workplaces. Through a comprehensive range of services—including EDI, HR, professional development, and organisational strategy—Counterculture helps clients ensure compliance with evolving employment legislation, HR help and support with processes and practices when required, while driving positive cultural change.
Can you give an overview of the HR services Counterculture offers, and how you tailor your approach for different types and sizes of organisations?
At Counterculture, we recognise that each organisation has unique needs, especially in the dynamic creative and cultural sectors. Our approach is highly personalised—whether supporting a small grassroots organisation or a large institution, we ensure HR solutions are tailored to meet specific challenges and objectives.
For both large and smaller organisations, we offer essential HR services that are practical and accessible, including compliance audits, policy review and development, change management support, conflict resolution, strategic consultancy, talent acquisition strategies, and development training programmes.
What are some of the most common HR challenges faced by organisations in the arts and cultural sectors?
Organisations in the arts and cultural sectors often face unique HR challenges. While flexibility and creativity are essential in these environments, compliance and structure must be equally prioritised. Common challenges include navigating employment law, managing conflicts, addressing mental health and well-being concerns, and handling complex contractual arrangements with freelancers and project-based workers.
You specialise in equality, diversity, and inclusion. How do you help organisations build more inclusive workplaces and diversify their workforce?
As a Fellow of the Institute of Equality Professionals (IEP), I bring an EDI lens to all of the projects that I work on. At Counterculture, we help organisations develop comprehensive EDI strategies, conduct audits, deliver training, implement equitable recruitment practices, support intersectionality within the workplace and help NPO organisations meet the Arts Council England – Let’s Create strategy.
What upcoming changes in employment law should organisations be aware of?
Several significant changes in employment law are expected in the near future. Key updates include:
1. Employer Duty to Prevent Sexual Harassment (In effect from October 2024) – Employers must take proactive measures to prevent workplace harassment.
2. Flexible Working Reforms (Effective 6 April 2025) – Employees will have the right to request flexible working from day one of employment.
3. Neonatal Care Leave (Expected April 2025) – Eligible employees will be entitled to leave for neonatal care.
4. Family Leave and Pay Reform (Expected 2025) – Enhanced protections for paternity leave, shared parental leave, and carer’s leave.
5. Employment Status Clarification (Expected 2026) – Clarifying definitions for freelancers and contract workers.
6. Ethnicity Pay Gap Reporting – While not yet mandatory, pressure is growing for organisations to voluntarily track, and address pay disparities.
Looking ahead: What one thing do you think will impact HR practices, processes and job roles in the creative and cultural sectors?
I think it has got to be the rise of Artificial Intelligence (AI). I am already starting to include AI guidance when updating policies for clients. AI has the potential to reshape our people practices, processes and jobs across all fields, potentially driving efficiency and transforming decision-making but we do need to be aware of the ethical challenges that AI brings too.
Key changes could include:
Recruitment Automation: Streamlines candidate screening and enhances talent matching.
Performance Management: Tracks employee productivity and supports development.
Employee Engagement: Analyses feedback to improve workplace culture.
Administrative Efficiency: Automates tasks like payroll and benefits administration.
Possible impact on jobs includes:
Job Displacement: Routine administrative roles may be affected by automation.
New Opportunities: Growth in roles related to AI oversight, data analysis, and AI ethics.
Skill Shifts: Increasing demand for digital literacy and AI ethics expertise.
Ethical and Legal Challenges: Concerns around algorithmic bias, discrimination and transparency in AI decision-making may require organisations to put in place regular audits and stricter regulations.
My personal belief is that AI should complement but should not replace human experience and human expertise. I can see us entering an AI-human collaboration where AI will enhance rather than replace human judgement fostering a partnership between technology and human experience for better decision making, efficiency and innovation.
Do get in touch with Bo if you require any help with HR or EDI solutions.