We aim to increase the number of people from diverse communities and cultures who actively engage with, and support, the historic environment. Our research includes developing and testing new ways to promote the past in a way that is inclusive to all and that celebrates the cultural diversity of England’s heritage.
England’s heritage tells the stories of countless diverse individuals, communities and groups who have travelled here from overseas, settled here and whose lives are reflected in the archaeological record, or have influenced and enhanced the built environment. Groups that may be marginalised in traditional historical narratives can have their stories read in England’s archaeological and built heritage. We want to ensure that these different voices and histories are heard, and that the heritage we value and protect reflects the diversity of modern day England.
Research will have impact if it helps us to share and to understand the different heritage values of diverse groups and cultures, and the best ways to research and record their heritage. It will find the best ways to share this research with different communities. It will identify the experts among them with whom we should be working and learning. It will also help enrich the National Heritage List for England, and to inform our priorities for statutory protection to ensure we keep abreast of 21st century values.
HERA58: What are the influences of colonialism, globalisation and migration on English architecture?
A heritage workforce that reflects the diversity of society will enable Historic England and the wider sector to become and remain relevant. We wish to use our influence in the sector to create a more diverse heritage and cultural workforce. We have published our Workforce Diversity Strategy and accompanying Action Plan. Research underpins this plan, providing a better understanding of the present situation, setting out ways to improve it and plan for the future.
Research will have impact if it helps us identify under-representation at all areas and levels of the heritage sector, identify the cause(s) for the lack of diversity to complement existing quantitative studies, develop plans to promote diversity within the workforce and, ultimately, achieve and show evidence for a more balanced representation across the sector workforce.
HERA66: What does a synthesis of existing research that profiles the heritage sector workforce and its level of diversity tell us in aggregate?