Entry to the museum workforce
Entry-level
Entry to the museum workforce is a topic of increasing discussion.
There are claims that there are too many museum-studies students, concerns about low pay, worries about workforce diversity and fears that staff are not progressing. There are too many applicants for some jobs and barely any for others.
Research for the Museums Association and the University of East Anglia has found that employers are usually delighted with the quality of people they are able to appoint to entry-level posts, especially with salaries so low.
However, there are five problems:
Problem 1
There is little diversity among entrants to the museum workforce. Museums want more people from minority-ethnic backgrounds, more people from poorer backgrounds, more disabled people - and more men.
Problem 2
There are also some areas of shortage at entry-level - for example, people with expertise in natural science and technology and, in some areas, education and learning staff.
Problem 3
Many individuals have an extremely difficult time securing their first reasonable museum job. Much time, energy and talent is wasted.
Problem 4
Museums are unsure of the value of university museum-studies courses and do not give them much support.
Problem 5
Although there are many applicants for entry-level jobs, museums often find it hard to recruit for junior and middle management posts.
These problems are identified in The Tomorrow People, a research report.
To download a copy of The Tomorrow People, click here
The Museums Association wants to improve the way museums recruit and develop entry level staff. Throughout 2007/8 the MA will be drawing on the research to develop an action plan. We are being helped in this work by a Forum on Entry to the Workforce.
For more information on the forum, please click here
To see information on careers, click here
There are claims that there are too many museum-studies students, concerns about low pay, worries about workforce diversity and fears that staff are not progressing. There are too many applicants for some jobs and barely any for others.
Moving on up 2009
Following the success of a two day event in April 2008 at the University of Leicester, aimed at first jobbers and those considering a change of career for the museums sector, Moving on up returned in July 2009, this time at the University of Manchester.
Over the two days delegates were encouraged to reflect and plan for the future, gathering some of the secrets to a successful career from the MA, employers and expert speakers.
We asked two of the delegates to write a report about their experience at the event. To read their reports please click on their profiles below:
about/28684 Andrew Graham Documentation and access officer West Dunbartonshire Council
about/28685 Elizabeth Scott Project assistant Museum of London
Following the success of a two day event in April 2008 at the University of Leicester, aimed at first jobbers and those considering a change of career for the museums sector, Moving on up returned in July 2009, this time at the University of Manchester.
Over the two days delegates were encouraged to reflect and plan for the future, gathering some of the secrets to a successful career from the MA, employers and expert speakers.
We asked two of the delegates to write a report about their experience at the event. To read their reports please click on their profiles below:
about/28684 Andrew Graham Documentation and access officer West Dunbartonshire Council
about/28685 Elizabeth Scott Project assistant Museum of London
Research for the Museums Association and the University of East Anglia has found that employers are usually delighted with the quality of people they are able to appoint to entry-level posts, especially with salaries so low.
However, there are five problems:
Problem 1
There is little diversity among entrants to the museum workforce. Museums want more people from minority-ethnic backgrounds, more people from poorer backgrounds, more disabled people - and more men.
Problem 2
There are also some areas of shortage at entry-level - for example, people with expertise in natural science and technology and, in some areas, education and learning staff.
Problem 3
Many individuals have an extremely difficult time securing their first reasonable museum job. Much time, energy and talent is wasted.
Problem 4
Museums are unsure of the value of university museum-studies courses and do not give them much support.
Problem 5
Although there are many applicants for entry-level jobs, museums often find it hard to recruit for junior and middle management posts.
These problems are identified in The Tomorrow People, a research report.
To download a copy of The Tomorrow People, click here
The Museums Association wants to improve the way museums recruit and develop entry level staff. Throughout 2007/8 the MA will be drawing on the research to develop an action plan. We are being helped in this work by a Forum on Entry to the Workforce.
For more information on the forum, please click here
To see information on careers, click here
