The UK creative industry is risking a mass exodus of talent, especially among the under-represented diverse and working class groups that the sector has worked hard to attract, with more than four in five creatives suffering from economic strain in the past year and two-thirds saying they have considered leaving the industry altogether.
So says the latest Thrive report from Creative Access, one of the UK’s leading inclusivity and social enterprise organisations representing the breadth of the creative industry.
The “Progress under pressure” report shows a sector still evolving, but progress is disproportionately distributed and heavily dependent on access to support, networks and sustained investment.
Drawing on responses from individuals and employers across the creative economy, including those working in advertising, TV, film, theatre and publishing, the findings suggest a clear focus shift is needed: from opening doors to ensuring people can afford to remain and progress in the sector post-entry.
While progress remains visible in pockets – particularly in representation, career development and organisational commitment to inclusion – the report highlights the widening gap between aspiration and lived experience.
Financial pressure continues to dominate the lived experience of creative workers, particularly among lower socio-economic groups, disabled creatives and those outside London, where cost, access to networks and geography continue to restrict progression.
Despite this, nearly half of respondents report some form of career progression in the last 12 months, suggesting movement within the sector is still happening, but not consistently or equitably.
The data shows a clear divide between those who have accessed Creative Access support and those who have not.
Individuals receiving Creative Access services report stronger outcomes across progression, confidence and career direction, with 85% saying Creative Access has had a significant impact on their career, while 73% feel equipped with the skills and knowledge to progress; 71% are optimistic about their future careers; and 65% have progressed in the last 12 months.
This pattern is especially strong among under-represented groups, where access to structured support is linked to higher confidence, clearer progression routes and improved career sustainability.
While some sectors, including film, TV, publishing and PR, show encouraging signs of progression, the report highlights widening disparities across roles and career stages.
Mid-level professionals are hitting a pressure point, often taking on increased responsibility without equivalent progression or reward, raising concerns about long-term workforce stability and leadership pipelines.
Meanwhile, employer commitment to diversity, equity and inclusion remains visible, but the pace of investment is slowing.
Most organisations report maintaining existing DE&I spend, while fewer are increasing budgets year-on-year. Structural approaches also remain inconsistent, with many employers still lacking dedicated DE&I leadership or fully embedded strategies.
Despite this, organisations engaging with Creative Access programmes are more likely to report improvements in representation and inclusive practice, suggesting targeted intervention continues to deliver measurable impact.
Generative AI is now widely embedded across creative workplaces, with over 70% of employers reporting use across administrative, research and creative functions.
However, access to training has not kept pace with adoption. Most respondents report no formal AI training, raising concerns about a growing capability gap.
Confidence levels vary significantly across groups, with lower socio-economic backgrounds, disabled creatives and neurodivergent respondents reporting lower levels of confidence and access to support that risk embedding existing inequalities in a rapidly evolving skills landscape.
The report concludes the creative industries are no longer facing a simple access challenge, but a broader question of sustainability. Who can realistically build and maintain a long-term career in the sector?
Without action on pay, progression, training and retention, there is a growing risk that mid-career and under-represented talent will leave the industry, weakening future leadership pipelines.
Creative Access chief executive Mel Rodrigues said: “This year’s Thrive report should serve as a wake-up call for the creative industries. We’ve spent years working together to open doors for talented people from under-represented backgrounds, but those gains are now at risk of being undone.
“Financial pressure, shrinking investment in inclusion and the rapid pace of technological change are creating a perfect storm. If we don’t act now, we’ll lose experienced, skilled people from our sector at precisely the moment we need them most. This isn’t just an inclusion issue – it’s an economic one.
When talented people can’t afford to stay or can’t see a path to progress, the creative industries lose future leaders, fresh ideas and the diverse perspectives that drive innovation and growth. We simply cannot build a world-leading creative economy while allowing our talent pipeline to leak.
“The encouraging news is that this report also shows what works. Organisations that invest intentionally in inclusive recruitment, progression and career development are seeing better outcomes for people and for business. The challenge now is to turn pockets of progress into lasting change.”
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