Breaking Barriers to Entry: Key Takeaways from Impact’s Roundtable

Impact’s co-founder, Jules Dosne, recently hosted an inspiring and insightful roundtable on ‘Barriers to Entry’ in collaboration with the London College of Communication (LCC).

As part of Impact’s ‘Future Proofing Talent through Diversity’ Programme, this event brought together industry professionals and course leaders for a brilliant discussion filled with innovative ideas and valuable insights.

We covered several key topics, including perceptions of diversity, future-proofing diversity initiatives, the importance of role models and ambassadors, and sharing tips from industry alongside valuable student perspectives. Here are our key takeaways:


Educating the Workforce on Diversity and Inclusion

Business Education: Emphasis on educating businesses about the value of diversity and inclusion, particularly concerning graduates from diverse backgrounds.

Partnerships for Training: Collaboration with partners such as Creative Access to facilitate line manager training ahead of summer internships, ensuring managers are equipped to mentor and develop individuals from diverse backgrounds effectively.


Tracking and Measuring Diversity Initiatives

Data Review: Consensus on reviewing ethnicity and gender statistics across levels and assessing exit interview data.

Leadership Turnover Challenge: Acknowledgement of the challenge in lack of senior leadership turnover, preventing an increase in broader leadership representation.

Quotas and Targets: Mixed responses on the introduction of quotas and targets, with a shared emphasis on maintaining ongoing conversations about diversity.

Bold Campaigns: Utilisation of bold, creative talent attraction campaigns to signal a commitment to diversity.

Inclusive Culture: Standardising processes, mixed interview panels, and unconscious bias training are critical in fostering an inclusive culture.


Role Models and Ambassadors

Community and Networking: Students crave an environment of community and networking, underscoring the importance of role models and ambassadors.

Industry Collaboration: LCC’s collaboration with industry speakers and ambassadors showcases diverse and unconventional routes into the industry.

Inspiring Partnerships: Partnerships with schools and charities to inspire students before further education decisions and mentoring programmes targeting lower socio-economic and diverse backgrounds.


Bridging the Gap Between Education and Industry

Graduate Expectations: Addressing the disparity between new graduates’ expectations and the realities of entry-level roles.

Commercial Readiness: Consensus that portfolios should be commercially ready, not just compiled for grading.

Broad Thinking: Encouragement for students to think broadly about how their creativity fits industry needs.


Tips for Early Talent

CV Requirements: Some agencies have removed CV requirements for entry-level applications, focusing instead on tactical skills and behaviours.

Extracurricular Activities: Demonstrating a ‘side hustle’ and engaging in extracurricular activities helps candidates stand out.

Owning Experiences: Understanding that some students have financial demands or caring responsibilities preventing them from undertaking more relevant extracurricular activities—industry advice is to own these experiences and articulate their value.

Passion and Responsibility: The importance of showing passion, responsibility, and the ability to articulate experiences.

Recognition of Graduates: Non-graduates are also valued, with degrees still seen as indicative of commitment, passion, and career direction.

Selling Yourself: Emphasis on selling oneself for a role and the ability to confidently critique and discuss work are standout attributes the industry seeks.

Presentation Skills: Encouragement for early talent to bring fresh perspectives, practice good body language, and maintain eye contact.


Embracing AI and Technology

Leveraging AI: Early careers talent has an incredible opportunity to leverage AI to drive efficiencies and add value positively.

Individuality in Applications: Consensus that using tools like ChatGPT for applications and CVs is discouraged. Employers value individuality in applications, which remains crucial.


Industry Drivers for Change

Diversification Drivers: Clarifying the industry drivers for diversifying are centred around client creative work and ideation. The desire to deliver diverse perspectives and meet clients’ demands for representation of the world we live in.

By bringing industry and academia together, we aim to tackle barriers to entry, foster a more inclusive workforce, and prepare the next generation of talent to thrive in a competitive market.

A huge thanks to Carrie-Anne Woodard, Sheriff Showobi, Bridget Flatley, Laetitia Askew, Daisy Hall, Rachel Lenihan, Kate Grealish, Marc Vickery, Louisa Wetton, Carly David, Jonathan Wright, Lainy Malkani, Jackie Raphael-Luu, Chiara Minestrelli, Sam Brooker for your valuable insights and contributions.

Our thanks to Omnicom Media Group UK for enabling Impact to host at your fabulous offices.

From Awareness to Action: Integrating Neurodiversity in Your Workplace

We recognise the immense value of diversity in the workplace. From different backgrounds and experiences to unique perspectives and abilities, diversity fuels innovation, creativity, and productivity. 

There has been a growing awareness of the importance of neurodiversity – the natural variation in how individuals think, learn, and process information – in the workplace. As we celebrate Neurodiversity Celebration Week, it’s the perfect time to reflect on how we can move from awareness to action and truly integrate neurodiversity into our workplaces.

Benefits of Neurodiversity in the Workplace

Research has shown that neurodiverse teams can offer several benefits to the workplace. These include:

1. Increased Innovation:

Neurodiverse individuals often tend to think outside the box, leading to innovative solutions and approaches.

2. Enhanced Problem-Solving:

Different cognitive styles can lead to more powerful problem-solving processes, as neurodiverse teams bring a variety of viewpoints and strategies to the table.

3. Greater Creativity:

Neurodiverse individuals may have unconventional thinking patterns that spark creativity and foster a culture of innovation.

Moving from Awareness to Action

While awareness of neurodiversity is crucial, it’s equally important to take tangible steps towards integrating neurodiversity into the fabric of your business. Here are some strategies to consider:

1. Education and Training:

Provide training sessions to employees to raise awareness and understanding of neurodiversity. This can help reduce stigma and foster a culture of acceptance and inclusion.

2. Accessible Recruitment Practices:

Review your recruitment processes to ensure they are inclusive of neurodiverse candidates. We work alongside our clients to offer alternative application methods to accommodate different communication styles.

3. Compromises and Support:

Implement reasonable compromises to support neurodiverse employees in their roles. This could include flexible work arrangements, assistive technologies, or personalised workspace adjustments.

4. Mentorship and Peer Support:

Establish mentorship programs or peer support networks to help neurodiverse employees navigate the workplace and develop their skills. Encourage open communication and collaboration among team members.

5. Promote Neurodiversity Celebration Week:

Use Neurodiversity Celebration Week as an opportunity to showcase your commitment to inclusion and diversity. Host events, workshops, or guest speakers focused on neurodiversity awareness and acceptance.



Embracing neurodiversity is not only the right thing to do but also the smart thing to do. By recognising and celebrating the unique strengths and talents of neurodiverse individuals, we can create more innovative, inclusive, and successful workplaces. Let’s continue to move from awareness to action and make neurodiversity integration a priority. 

Futureproofing Talent Through Diversity

In a rapidly evolving business landscape, businesses are seeking ways to futureproof their operations and ensure sustainable growth. As one of London’s top ethical recruitment partners, we guide our clients on a journey toward building inclusive teams that thrive on creativity, collaboration, and collective brilliance.

We’re here to guide and explore the power of diversity in talent acquisition and share actionable insights to inspire and futureproof workforces while creating a workplace where everyone feels valued and empowered.


Why Diversity Matters

Diversity encompasses a broad range of factors, including gender, race, ethnicity, age, sexual orientation, disability, and cultural background. By embracing diversity in the workplace, we can create a culture that is rich in ideas, perspectives, and experiences, leading to enhanced performance and success that benefits all.


Innovation and Creativity:

Diverse teams bring together individuals with unique perspectives, experiences, and problem-solving approaches, leading to the development of innovative ideas and solutions that drive competitive advantage.

Enhanced Employee Engagement and Retention:

A culture of inclusivity and belonging cultivates higher levels of employee engagement and satisfaction. Employees who feel valued and respected for their individuality are more likely to remain loyal to their employers, reducing turnover rates and the associated costs of recruitment and training.

Broader Talent Pool Access:

By prioritising diversity in recruitment practices, organisations can tap into a broader talent pool, attracting top-tier candidates from diverse backgrounds. This not only enhances the quality of hires but also ensures that companies remain competitive in the talent market.


Strategies for Futureproofing Talent Through Diversity

As a recruitment company committed to futureproofing talent, we advocate for the following strategies to help businesses harness the power of diversity:

Redefine Recruitment:

Ditch the one-size-fits-all approach to recruitment. Embrace inclusive practices like blind screening and diverse candidate sourcing to ensure every voice has a chance to be heard.

Nurture Inclusivity:

Cultivate a culture where diversity isn’t just celebrated—it’s woven into the fabric of everyday interactions. Create safe spaces for dialogue, promote empathy, and champion authenticity.

Lead by Example:

Diversity starts at the top. Ensure leadership teams reflect the diversity you wish to see in your business. When leaders embrace inclusivity, it sets the tone for the entire company.

Continuous Learning:

Invest in diversity training and education to raise awareness of unconscious bias and promote cultural competence. Provide employees with the tools they need to navigate diverse perspectives with grace and empathy.


By embracing diversity in all its forms, organisations can build teams that are not only resilient and innovative but also compassionate and inclusive. Contact our specialist ED&I team today to embark on a journey of growth, empowerment, and collective brilliance.

Creating a Gen Z-Friendly Work Environment

The workforce of today is witnessing the arrival of a new breed of employees – Generation Z. Born between 1997 and 2015, Gen Z brings with them unique expectations and values that require adaptation across strategies for attracting, retaining, and nurturing this emerging talent pool.

Recently we asked our followers if their company adapted to embrace more Gen Z employees, and 38% of them said their company already was or is planning to bring in new talent by embracing change.

We believe adapting company strategies for attracting, retaining, and nurturing this emerging talent pool is essential. Here are 5 key aspects of creating a multigenerational work environment.

HR Practices: Embracing Change and Flexibility

To create a Gen Z-friendly work environment, HR departments must embrace change and create policies that prioritize flexibility. Gen Z individuals seek opportunities for growth, meaning, and purpose in their careers. HR managers should foster an agile work environment by shifting from traditional hierarchical structures to more flexible organizational models that encourage cross-functional collaboration, and idea-sharing, and empower all employees to make decisions.

Work-Life Balance

Gen Z values work-life balance more than any previous generation. Implementing policies that promote a healthy integration of work and personal life include flexible working hours, remote work options, and unlimited vacation policies. Encouraging a healthy work-life balance creates a positive environment for all employees to thrive, leading to increased productivity, loyalty, and engagement.

Take A Digital-First Approach

Gen Z has grown up in a world where technology is ever-present. To create a work environment that is conducive to their needs, departments should prioritize a digital-first approach, utilising innovative communication tools and collaborative platforms, as well as offering training on new technologies to optimise productivity and simplify workflows. By establishing a tech-focused workplace, businesses can achieve seamless integration.

Diversity and Inclusion: Embracing ED&I

Diversity and inclusion are essential for creating a positive work environment. Recruiters and HR departments should prioritise building diverse teams, implementing inclusive recruitment practices, and creating a safe and supportive workspace for all employees. Encouraging diversity in perspectives, experiences, and backgrounds fosters innovation and encourages collaboration, making the workplace more attractive to Gen Z talent.

Company Culture: A Healthy Work Environment

A strong company culture is a crucial factor for employees when choosing an employer. Companies should focus on fostering a positive culture that aligns with contemporary values. This involves regular communication, providing opportunities for professional growth and development, recognising, and celebrating employee achievements, organising employee outings, and fostering an environment of open feedback and transparency. By creating a culture that fosters engagement and a sense of belonging, you can attract and retain top Gen Z talent.


Creating a Gen Z-friendly environment requires embracing modernisation, and change, prioritising work-life balance, embracing technology, fostering diversity and inclusion, and cultivating a strong company culture. By ensuring these elements are in place, you can attract and retain top young talent and drive towards future success.

If you are looking to join a fast-paced, forward-thinking company – why not join the Impact team?

Why Choose Impact as your Ethical Recruiter

This Earth Day, we look at our dedication to being a responsible business and why our clients choose Impact as their ethical recruitment partner. Working positively with our team, clients, candidates, and wider community is part of our DNA. We believe a more sustainable world starts with us taking action!

Diversity & Inclusion

As people who really want to make a difference, we’ve talked to lots of clients about how important it is to bring in candidates from different backgrounds, especially those that have faced difficulties and our ED&I manager Dan, works closely with our team and clients to inform and educate, we asked him why businesses need to diversify their hiring process.

‘Diversifying the hiring process is great for both businesses and professionals from marginalized and under-represented groups. Whether it’s anonymizing CVs or having a diverse interview panel, companies are at their best socially and commercially when they’re able to attract and retain talent from diverse backgrounds. Knowing that you’re playing a part in ensuring a fair and equitable process for all feels rewarding. It’s a win-win at the end of the day!’

AfroYanga is happening this summer!

As part of our Social Impact programme, Impact is excited to be collaborating with one of our community partners Living Free UK to organise AfroYanga (meaning ‘African Pride’) – an annual Pride event that celebrates LGBTQ+ Migrants, asylum seekers, and Refugees of African descent and allies in the U.K. This is a special evening to inspire and celebrate through insightful discussions and workshops, professional networking and an Afro-themed entertainment with food, music, and drinks.

For more information on how to get involved, please contact Daniel.

Employee Involvement & Wellbeing

We appreciate the pressures of juggling life and work and ensure all of our team are looked after within a supportive and fun environment!

Our ‘Community Programme’ benefits charities and community groups, as well as promoting a sense of achievement and positive team building like our most recent trip, where the team headed outside of the city to plant trees.

Our team’s wellbeing is our top priority, so we enhanced our benefit package to introduce critical illness cover – a benefit we hope our team will never need, but we know how important it is to have the reassurance and support!

Ethical Business Values

We’re committed to using our position as a force for good! In 2019 we were accredited as a London Living Wage employer which means that every member of staff and our temps will earn a real Living Wage, plus we insist that all our 3rd party contracted staff are paid above the Living Wage too.

If you want to know more about our commitments and what the future holds for the rest of 2023 – download our market guide!


In Conversation with Kyran Taylor: Trans Awareness at Impact

As part of Trans Awareness Month, we had an in-house chat with Kyran (he/him) – our Creative Consultant and Daniel(he/him) – Our ED&I Recruitment Specialist about what it means to be Trans and ways employers can make the workplace more inclusive for Trans professionals. 

About Kyran

Kyran graduated from Staffordshire University gaining a First-Class degree in Computer Games Design (Hons), going on to specialise as a 3D Environment Artist. Fresh out of university, he found a taste of recruitment by joining Impact and is now loving every minute of it. 

Outside work, you can catch him watching scary movies (most likely hiding behind a pillow), burying his nose in a good book, or volunteering.


Trans Journey

Kyran shared his personal experience around self-discovery, coming out as Trans to his family/friends and medical transition. He also added that despite the initial shock, he was lucky to receive an overall positive response from his family as he acknowledges not all Trans people are fortunate to be in this position.

When asked why many cisgender people may find it difficult to ask questions about the Trans experience in order to not cause offence, Kyran advised that doing some research on Trans topics/issues is a good starting point – as well as accessing the relationship and boundary with the Trans individual you’re trying to engage e.g. are you a close friend, an acquaintance or stranger – as answering these questions helps understand what kind of question could be deemed too private, unnecessary or inappropriate. Ultimately, having a genuine, non-malicious and open mindset always helps!


How Can Employers create a Trans-Inclusive workplace?

Employers play a huge role in making the workplace safe and welcoming for their Trans employees and this could either take an active or passive form. Active support looks like working with charities or having gender neutral bathrooms whilst passive support could be as simple as adding pronouns to email signatures to reaffirm a more inclusive work environment. 

Kyran added “To create more inclusive spaces for transgender employees, it is important to understand the challenges that transgender people face not only in the workplace but outside it too. There are many practices, big and small, the working world can implement for inclusivity and support. It is also important to note that each person’s gender identity journey is bespoke to them; open and comfortable communication is vital.
Work can be stressful enough as it is, let alone adding additional weight by feeling the need to suppress or hide aspect of who you are. The more we can craft a safe and comfortable working environment for trans individual to express themselves, without fear of discrimination or mistreatment, the better we will be.”

A big thank you to Kyran and the entire Team at Impact and we look forward to continuing this important conversation in our upcoming events. You can contact him directly via

If you are interested in joining our future discussions, please email


Useful links and articles:

Getting started with trans inclusion in your workplace | Stonewall

Transgender Inclusion in the Workplace: Recommended Policies and Practices – HRC Foundation (

Creating a Trans-Inclusive Workplace (


Inspire & Impact: Financial Literacy Workshop

As part of our Social Impact Programme, we partnered with Inspire to co-facilitate a financial literacy workshop for Year 7 students at Clapton Girls’ Academy – a well-known East London-based secondary school.

Who Are Inspire?

Inspire! Is a local charity and education business partnership working in the London Boroughs of Hackney, Camden, Islington and beyond. Inspire! provide work experience, work-related learning and additional support programmes to young people aged 3 to 24. Impact is one of the 1000s of employees who work alongside Inspire, volunteering time each year to help young people in the local area to develop and understand the skills needed for their futures.

The workshop was designed to help 11-year-old students understand how to manage money responsibly, and develop budgeting and problem-solving skills. It was also designed to help them develop confidence in making responsible financial decisions.

Here’s what our ED&I Recruitment Specialist, Daniel Asaya had to say about this inspiring workshop:

“It felt absolutely rewarding to have volunteered for Inspire on behalf of Impact. The workshop kicked off with introductions (name and profession) in a manner the students would understand – this involved breaking down lots of information in a simple yet interesting manner.

The students were super responsive, engaged and positive throughout. Thanks to the teachers for their support in coordinating the room.”

“There were lots of interesting activities but one that stood out was the “In 10 years” task – where the students were asked to imagine their lives at 21 years old. What they might be doing – where they might be living or spending their money on. They were then asked to create and present a character which included a lifestyle and spending habits around ‘needs’ and ‘wants’.”

More so, it was very impressive to see the students come up with a widely diverse set of characters including a Trans, Bisexual character who lived in London, had an iPhone and owned a house. This was brilliantly presented to the class and received a positive reception by their peers. Experiencing this moment of consciousness and social awareness from 11-year-olds was fantastic to see, and gave us hope for a more inclusive and welcoming society.

Impact will be continuing into 2023 holding a placement partnership with Inspire as part of our Social Impact Schedule.

If you are interested in learning more about our social impact initiatives or future ED&I events/discussions, please email

How can Employers create a racially inclusive workplace culture?

Impact was delighted to host a roundtable discussion in celebration of Black History Month 2022. Our group comprised of HR professionals and EDI Specialists within the Media and Creative industry who are not only game changers but individuals accountable for D&I within their organisations.

The discussion was hosted by our ED&I Recruitment Consultant – Daniel Oluyomi Asaya who set the tone by sharing both his personal and professional experience as a Black Queer Professional. The space quickly became safe for others to share their individual experiences as well as brainstorm ideas that could lead to effective structural change within the Media space.

Why is it difficult to talk about race within the workplace?

The consensus revealed that many People of Colour couldn’t speak up about their racial experiences within the workplace due to the lack of diversity and care from the Senior Leadership Team.  Some also feared they might be called the “angry black person” or in some cases ostracised or punished if they spoke up about the microaggressions and racism they faced within the workplace. These microaggressions range from mistaking them for their Black colleagues, feeling undermined in their positions, to getting defensive when corrected about an offensive comment.

Another interesting observation was that many White professionals would rather not talk about race within the workplace due to lack of knowledge and fear of being called a racist. Also, discussing race forces people to confront their privilege which is an uncomfortable feeling.

It was generally agreed that race plays a huge role in both our personal and professional lives and should be talked about when and where necessary.

What is your organisation doing to create a racially inclusive workplace culture?

We discussed how some organisations have set up a network for People of Colour to interact, organise and heal. The downside was felt that most volunteers within these groups are often burdened with issues and projects relating to ED&I (just by virtue of their race or identity) without adequate support and budget.  A solution to this was for companies to set out a dedicated ED&I group responsible for ED&I events and initiatives throughout the year instead of relying on employees from marginalised groups to drive this – frequently without reward and recognition.

Other initiatives shared included creating an E-mail and Podcast series aimed at profiling Black professionals during Black history month and beyond as well as an open day for young Black creatives.

How employers create a racially inclusive workplace culture (Key takeaways)

After an insightful session, our takeaways included: –


A big thank you to all our guests and we look forward to continuing this important conversation in our upcoming events.  If you are interested in joining our future discussions, please email

Diversity in the Workplace

With people spending much of their time at work, it’s vital that they feel safe, respected, and valued as an employee. Making sure that your workplace is inclusive and diverse has numerous benefits, such as having a wider talent pool, a positive culture and mutual respect.



Equality in the workplace means equal job opportunities and fairness for employees and job applicants across a person’s sex, age, disability, or race.

In addition to nurturing happy, productive, and loyal employees through excellent diversity and inclusion practices, how you act in this area as a business will be relevant to your compliance with the Equality Act 2010.



Diversity is the wide range of people in your workforce and valuing each of their differences. For example, this might mean people of different ages, religions, ethnicities, people with disabilities, and people from the LGBTQ+ community.



Inclusion is an overarching ethos covering diversity, equality, and many other aspects of our working lives. Inclusive cultures enable our colleagues to do things differently, working in ways that suit them, and hybrid/flex work patterns to ensure their life-work balance is healthy.

There is clearly a big change happening amongst organisations with a clear inclusive workplace model being put in place. But it doesn’t stop there, inclusivity is ongoing and is about consistent learning and improvement.


Input a Workplace Policy

First things first, your company should have a workplace Equal Opportunity Policy covering the following: equality, diversity, and inclusion. This policy should cover the following:

Once put in place, the promotion of diversity and inclusion will see the following benefits in the workplace:


Why You Need to Diversify Your Hiring Process

“Diversifying the hiring process is great for both businesses and professionals from marginalised and under-represented groups. Whether it’s anonymizing CVs or having a diverse interview panel, companies are at their best socially and commercially when they’re able to attract and retain talent from diverse backgrounds. Also, knowing that you’re playing a part in ensuring a fair and equitable process for all feels rewarding. It’s a win-win at the end of the day” Daniel Asaya, HR consultant

By embracing diversity and inclusion within your organisation, it will build your business’s knowledge on a variety of aspects including cultures, faiths, disabilities, sexual orientation, and gender to name a few. It will also enable employees to feel respected and part of a diverse, modern business.

Welcome Daniel!

We welcome Daniel to the team, who will be enhancing Impact’s offering across the D&I spectrum and will be placing specialist ED&I roles, recruiting more diverse candidates into generalist roles and much more! With a strong career history in recruitment, we are delighted to have him on our team.

Tell us about yourself!

I’m a Nigerian-born Refugee with a Recruitment background in Higher Education, Professional and Financial Services. Throughout my career, I’ve been passionate about ED&I and mental health awareness and have worked with organisations and charities on various projects and campaigns. Outside my 9-5, I enjoy volunteering, singing, spending time with friends, at the gym or cooking some Nigerian jollof rice.

Why did you choose Impact?

This was a slightly difficult one for me as I had a few other offers on the table. However, the opportunity from Impact felt like The One given my passion for ED&I and interest in the media and creative industry.  I also had a very positive experience and vibe during the interview process and had the opportunity to learn about their long-term commitment to ED&I.

How has your first week gone?

Amazing! Everyone on the team has been super nice and supportive. I’ve learnt more about our media and creative clients and network and the background music in the office creates a fun vibe. Love it here!

What is your remit at Impact?

I will be enhancing Impact’s offering across the D&I spectrum and will be placing specialist ED&I roles, recruiting more diverse candidates into generalist roles and hosting and co-hosting HR/EDI roundtable discussions and events with their high-profile Media and Creative Clients and Network.

What type of Impact’ do you hope to make?

To engage and raise awareness on ED&I issues as well as support our clients to diversify their workforce by placing ED&I roles and recruiting more diverse candidates into generalist positions. Also looking forward to organising and hosting as many ED&I events throughout the year.


Follow our LinkedIn for the latest roles, and if you are thinking of your next career move drop Daniel a message directly via

Black History Month London 2022

This Black History Month, explore some of London’s citywide events celebrating the Black communities that have shaped our city. From exhibitions, guided tours, black-led business events and some beautiful performances to feed your eyes and ears, we chose just a handful of some incredible events that are happening over London this October.


Exhibitions & Tours

Museum of London – Explore Black Londoner’s stories from the history of Grime in East London, Feeding Black: Community, Power & Place and much more for free through the photography, film and archive material.

Wallace Collection – Black Presence in the Wallace Collection is a free, online virtual African Heritage tour of the collection spanning 400 years with Dr Janet Couloute, especially for Black History Month. Register online to join!

Horniman Museum & Gardens – Intimate Archives is a free display offering a window into African diasporic social experiments, rituals, and practices of hair care. Along with this ongoing exhibition, Horniman is hosting a Future Heroes craft workshop to celebrate Black History Month with artist Habiba Nabisubi, do grab your tickets!

Black History Walks – Their first hosted walk since the pandemic, discover the life, times, and activities of numerous African/Caribbean women in Brixton from the 1950s – 1980s.

Black Plaque Project – An initiative by Nubian Jak Community Trust to commemorate the contributions of black people throughout history. Use their online map to discover each historic location and plaque across London and discover Black history in our city.


Business Talks

Black Women Business Talks – A space to learn effective growth strategies for business development and career success for the Black community and allies, with industry leaders from leading banks and publications. A must-attend event for open, honest business discussions.

Inspiring Entrepreneurs at British Library – Learn how Black entrepreneurs are building empires online by using their influence and creativity. Followed by an open discussion on community building with Black Pound Day founder and So Solid Crew member, Swiss.


Fashion & Shopping

AFWL – African Fashion Week London is the largest global showcase of African fashion and design with a collaborative catwalk, exhibitions, and business development programs, all hosted at the Freemasons Hall.

Black Culture Market 1st – 2nd Oct – Explore a host of emerging businesses of African and Caribbean descent at this Brixton-based market. Shop a huge host of entrepreneurs selling unique gifts, jewellery clothing and more!

Bohemia Place Market 1st – 2nd Oct – Located in the heart of Hackney, discover London’s best Black-owned Street food, artisan traders and many more Black-owned businesses!


Film & Performance

To What End at the Barbican – Six inspiring short performances blend dance and live music, developed by South African artists at William Kentridge’s leading centre for experimental, collaborative, and cross-disciplinary arts.

The Woman King – Inspired by true events Gina Prince-Bythewood directs the remarkable story of the Agojie, the all-female unit of warriors who protected the African Kingdom of Dahomey in the 1800s.

Kirkou and the Sorceress – Part of the Barbican family film club, this masterful animation is based on a West African folk tale of powerful bravery and adventure.

An evening with David Harewood – Rio Cinema Hackney presents the critical acclaim actor in conversation presenting his powerful memoir of race and identity.



Ladysmith Black Mambazo – Live at the Southbank Centre, the incredible South African vocal powerhouse play heir first UK tour in years in celebration with Black History Month.

The Music of Otis Reading – Experience the incredible sound of Otis Redding as two of the UK’s most exciting soul acts join forces to celebrate the King of Soul at Camden’s Jazz Café.

Hollie Cook – British reggae tropical pop star Hollie Cook performs at Village Underground, reflecting on her path from West London roots to critically acclaimed records.