There is a familiar rhythm to being the only one who looks like me in a room.
For many of us from ethnically diverse backgrounds, this experience is woven into our daily lives: in workplaces, in leadership spaces, in cultural venues, and even in the art forms we love, opera, ballet, classical music, and theatre. Spaces that bring joy can still remind us of our differences.
Recently, an article prompted me to reflect on this again. It spoke to something many of us know too well: how easily assumptions are made about who we are, why we are present and, ultimately, where we “belong”.
When Presence Becomes a Puzzle for Others
The piece described two encounters, one at a Chinese Orchestra concert and another at a performance by pianist Isata Kanneh-Mason. In both cases, the writer was immediately placed into someone else’s narrative: surely, she must be related to the Black musicians on stage, because what other reason could there be for her to be in that space?
These weren’t moments of malice. They were moments of misrecognition, microaggressions that reveal something deeper:
- That Black people are still seen as “guests” in predominantly White cultural spaces.
- That our presence must be explained rather than simply accepted.
- That we are expected to manage the discomfort created by someone else’s assumptions.
For many of us, these experiences are not isolated. They form a quiet, exhausting pattern: navigating environments that were not built with us in mind and smoothing over awkwardness that is not of our making.
The Workplace Parallel: Diversity Without Readiness
This dynamic translates directly into the workplace.
Organisations declare their commitment to diversity, but often the environment and culture remain unchanged. The message becomes contradictory:
- “Fit in but also be authentic.”
- “We value difference but act just like us.”
- “Bring your full self, but don’t disrupt established norms.”
These mixed messages are not harmless. They shape career progression, confidence, wellbeing and a sense of belonging. They also place an invisible burden on ethnically diverse staff, who must constantly assess how to show up, when to speak up and how to navigate assumptions others make about them.
True inclusion is not achieved by inviting people into unchanged spaces.
It requires reimagining the space itself.
Integration vs Assimilation: A British Dilemma
The article’s reflection on integration versus assimilation asks an important question:
What does it really mean to “belong” in Britain today?
Integration should never mean dilution. It should never require us to fold ourselves into narrow expectations in order to be accepted. Yet too often, the unspoken pressure is exactly that.
- Assimilation demands uniformity.
- Integration embraces plurality.
- Belonging celebrates contribution.
We cannot claim to be a diverse nation while still seeing visibly marginalised people as unexpected or anomalous in everyday spaces.
Refusing to Shrink Ourselves
The author ends with a powerful affirmation: she will continue to go to concerts, theatre, opera, ballet joyfully, unapologetically and without shrinking to fit someone else’s imagination.
And that is the core lesson.
- Representation is not permission.
- Presence is not explanation.
- We belong because we are there.
- The space becomes richer because we are in it.
Cultural spaces, workplaces, communities and institutions grow when the people within them grow more diverse. The arts are enriched by our presence. So are decision-making rooms, leadership tables and boardrooms.
Those who have never had to question whether they belong must learn to recognise when they are assuming others do not.
A Call to Action
For individuals:
- Be curious without stereotyping.
- Check assumptions before acting on them.
- Notice who is missing and who is made to feel “unexpected” when they appear.
For organisations:
- Prepare your culture, not just your recruitment strategy.
- Challenge the subtle norms that marginalise.
- Make belonging a lived reality, not a slogan.
For all of us:
- Keep showing up in spaces that bring you joy.
- Refuse to be defined by someone else’s limited world view.
- Claim your space because you enrich it simply by being in it.
A CHECKLIST FOR SERVICE PROVIDERS, VENUES & ARTS ORGANISATIONS
Do’s and Don’ts for Creating Truly Inclusive Cultural Spaces
DO:
- Expect people from all backgrounds to attend your events. Diversity should not surprise you.
- Start with curiosity, not assumptions. Ask neutral, open questions rather than assuming someone’s relationship to performers or staff.
- Train frontline staff (ushers, volunteers, box-office teams) on microaggressions, bias and respectful engagement.
- Use inclusive language that does not “other” people (“Is this your first time here?” rather than “What brings you here?”).
- Diversify marketing materials so that people can imagine themselves in the audience.
- Invest in long-term community relationships, not one-off diversity campaigns.
- Review physical and social spaces—posters, programming, staff representation—to ensure they signal welcome rather than exclusion.
- Interrupt assumptions you hear from colleagues or patrons. Challenge politely but firmly.
- Acknowledge mistakes without defensiveness. A simple apology and willingness to learn go a long way.
DON’T:
- Don’t assume proximity to Black excellence.
Not every Black audience member is related to the one Black performer. - Don’t turn people into symbols.
Treat each person as an individual, not a representative of their entire racial or cultural group. - Don’t ask intrusive questions about identity (“Where are you really from?” “Who are you here to see?”).
- Don’t act surprised at someone’s level of knowledge, interest or expertise.
- Don’t rely on the one or two Black staff members to “fix” diversity or be the cultural interpreters.
- Don’t centre your embarrassment when corrected. Learn, apologise briefly, and move forward.
- Don’t confuse assimilation with inclusion.
Asking people to blend in is not the same as creating a culture where difference is welcomed.
A CHECKLIST FOR CULTURAL ORGANISATIONS: HOW TO REACH DIVERSE ART-GOERS
1. Representation
- Showcase diverse artists across genres not only in themed events.
- Feature diverse audiences in marketing materials authentically, not tokenistically.
2. Community Connection
- Partner with local ethnically diverse arts groups, schools, libraries, and community hubs.
- Commission local artists and creators to co-design outreach.
3. Programming
- Curate seasons that reflect a range of cultural experiences, histories, and art forms.
- Avoid the trap of “diversity months only”.
4. Accessibility
- Provide tiered ticket pricing, flexible timings, and family-friendly options.
- Ensure staff are trained to welcome all attendees respectfully.
5. Psychological Safety
- Build an environment where everyone feels they belong before, during, and after the performance.
- Respond proactively to reports of racist assumptions or incidents.
6. Evaluation
- Gather demographic data ethically and transparently.
- Act on feedback. Publish progress. Close the loop.