Why should businesses care about the environment?

I think – there will be a world where profits are the same as protecting and preserving the environment. It’s a win-win.

But when you need to provide profits in the short-term, how do you aim for long-term good and why should you bother to negotiate this balance?

Because consumers demand it – and your reputation is on the line.

Your consumers will demand transparency, ethical practices and a positive impact – or, at least, a neutral impact – on the environment. Consumers will ask questions about how your products and services impact the environment, or they will do their own digging on your business practices, and they will share and discuss this on social media. Whatever your answers, you need to be honest, or you could lose the trust of customers – and that’s impossible to get back.

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” – Warren Buffett

Because it increases the bottom line – and brings more customers.

Being responsible with limited resources will improve your bottom line and avoid waste. You can recycle products and offer incentives to customers e.g. discounts for re-using bags or returning packaging and this reduces waste in production too. Businesses can lead by promoting green practices and encouraging customers to do the same.

Plus, the environment has a price, whether you’re aware of it or not. If it’s gone, your business is gone too!

…And you avoid subsequent costs of legal troubles if you don’t comply with increasing environmental regulations.

  • Because you’ll hire future talent.

You want to hire people who make good choices. You want people passionate about using their talents for the good of society. You want to attract people to your business to make a difference and be engaged. Millennials, in particular, are heavily influenced by a company’s commitment to the community or the environment as a factor in decisions to work for them. There’s job boards dedicated to this.

You can also combine recruitment based on green policies with a great event supporting the environment or the community. Its win-win: people will have fun, become your customers, and want to work for you, because you care.

Also, when you empower poorer sectors of populations – domestically and internationally – you balance out the scales. You can create opportunities and this creates a prospective set of new customers down the line. If you raise people up, these people will have conversations about the positive impact of your business. And every business needs those conversations.


Do you hire talent? Or develop it?

Sunflower by clconroy

In the creative world, talent (rather than effort) is emphasised constantly. It’s that certain style, aesthetic, effortless brilliance, and you’ve either got it… or you haven’t. Right?

Is there such a thing as talent? Or just people along the learning curve? And, as an employer/mentor, you’re either in a position to develop it, or you’re not.

Here are some great insights on how attitudes towards creative work and juniors can play a huge role in the development of inborn talents and options for growth, from an interview with Stanford University psychologist Carol Dweck – author of Mindset: The New Psychology for Success.


“If you are giving negative feedback, it should be about the process rather than the person. So you can praise what was good about the process, but then you can also analyse what was wrong about the process and what the person can do in order to increase the likelihood of succeeding next time.” … “when I say, ‘You’re a genius!”… how do you reproduce that over and over?”

“I’ve also fallen in love with a new word – “yet”. You can say to someone who fell short: “You don’t seem to have this,” but then add the word “yet”. As in, “you don’t seem to have these skills… yet.” By doing that, we give people a time perspective. It creates the idea of learning over time. It puts the other person on that learning curve.

She mentioned research on changing managers’ mindsets by Peter Heslin. Researchers followed managers who received growth mindset training and for the following six weeks found these managers were much more open to feedback from employees, were less likely to make snap judgements about who has talent and who doesn’t, and these managers were more willing to mentor others.

“If you’re in a fixed mindset and you believe that some people have it and some people don’t, you think, well “I will just wait and see who has it and who doesn’t. Cream rises to the top.”

“But if you have a growth mindset, you understand that “hey, I’m in the business of growing talent, helping it develop, not just sitting back and judging it.””


“Adults in a fixed mindset think that great effort, great struggle, means you’re not smart. The notion, ‘if I were smart/talented/it would just come to me’, but people in a growth  mindset enjoy the effort and welcome struggle. They understand that is what innovation requires.”

“In a growth mindset, you don’t always welcome the setback… but you understand that it’s information on how to move forward next time. It is a challenge that you are determined to surmount. In a fixed mindset, a setback calls your ability into question.”

“If you’re with someone who is tremendously able and successful, think: “what can I learn from this person? Yes, maybe I feel a little intimidated but this person could be a great mentor. I could learn a lot. Maybe I could get to know them, maybe they could take me under their wing.””

Arts Council bans unpaid intern ads!


The Arts Council England has posted a public warning to employers recruiting unpaid interns via their jobs website http://www.artsjobs.org.uk. The announcement, featured prominently on the home page and every page, reads:

Unpaid opportunities

We recognise that there is great value in people having access to proper work experience, where it is offered and arranged properly and is a mutually beneficial arrangement, but that this should never be used as a way of attempting to circumvent national minimum wage regulations. Please ensure that your posts are compliant with our terms and conditions. We reserve the right to remove any posts without further notice to you which, in our reasonable judgment, do not comply with the terms and conditions.

Internships in the arts

Arts Council and Creative & Cultural Skills have published these guidelines to help clarify the legal obligations of arts organisations offering internships. Please note that we will not accept postings on Arts Jobs for unpaid internships unless they are part of a recognised further or higher education course.

The Arts Council has also published guidelines to clarify the legal obligations of arts organisations offering internships here.

Tanya de Grunwald is tireless and inspiring. She wrote the useful and brilliant books How to Get a Graduate Job in a Recession and Dude, Where’s My Career?: The Guide for Baffled Graduates (recommended!). She has written on the subject in national newspapers and magazines and she inspired me from the beginning of my own bewilderment just out of University in the recession.

Graduate Fog has campaigned against unpaid graduate internships and the site is an awesome source of graduate careers advice – particularly in the arts and media, the two worst offenders when it comes to exploitation of keen, young graduates.

The Arts Council announcement and guidelines are fantastic news!

Arts Council England’s executive director Moira Sinclair said to Graduate Fog:

“The arts in England can only benefit from a wide range of ideas and voices in both artistic and leadership roles. If we don’t create fairer entry routes into the arts workforce we risk closing the door on a new generation of talented leaders from a range of backgrounds, and the arts will suffer.

“That’s why the Arts Council published Internships in the Arts last year, which we hope will help arts organisations offer high quality, paid internship opportunities that don’t put them at risk of legal action. These guidelines reflect the law, rather than create new rules or regulations, and while the Arts Council has no legal authority to find an employer in breach of the law we would encourage all arts organisations to take note of their responsibilities.

“We are working hard to ensure that employment opportunities in the arts are open to all and to build a diverse, highly skilled arts workforce which is why we have also established the Creative Employment Programme.”

Use this job search on Graduate Fog to filter out unpaid graduate positions!

My experience on tour with Bon Jovi

In the pit, close to the stage, and I am hit with rain pelting down as I try to upgrade fans’ tickets with the iPhone entrusted to me. Lesson: Rain and bad Wi-Fi affects the ability to be nimble on apps. But it was fun to learn.


This is the Golden Circle at the Bon Jovi tour in Cardiff, Wales, 12 June. I applied for the opportunity for a day’s work experience on tour through GoThinkBig and I was SUPER excited when I was called up! I have loved Bon Jovi since FOREVER. I remember when I lived in Auckland, New Zealand, I was annoyed they only went to Christchurch in 2009. I remember first discovering Livin’ on a Prayer and Always as beautiful songs for my teenage ears and the rest of his music inspired a fierce loyalty I’ve never felt quite so much since.

And just when I had given up on the affordability of tickets and wondered if each tour was the last, life had a way of making it happen. I loved every minute of the gig and it was even sweet as payment for such an honourable work experience. And my coach trip from London and hostel nights out made me feel like I was on tour, too.


Why did I do it? Why does anyone take any lifetime opportunity, right… *corny answer alert*:



I learned how much event organisation, co-ordination and coolness under pressure it takes to carry off such a phenomenal concert on the road – and I have such desire to do it more now. The Bon Jovi management team, all of them, were so courteous and nice to fans who had to navigate the inevitable confusion of a breathtakingly big stadium, multiple entries, regimented security and long, long queues in the cold and rain in Wales. Some had travelled all over the world for this; I met a woman so dedicated she came from Australia. When I asked her if she wanted to upgrade her ticket, she didn’t quite have enough money and did I even know how much it cost to get here? I totally did.


The most expensive Diamond VIP seats (around £300) came with access to a party room with an open bar. By the time fans had taken advantage of it and Bon Jovi started playing, it reminded me of my karaoke days. I had decorated the party room with fellow work experience lackeys with the instruction to ‘make it look like Bon Jovi threw up everywhere’. I couldn’t help but feel excited at the sight of exclusive and new and stunning band photography on stands and posters.


Cardiff City Stadium has a CAPACITY but I wasn’t quite prepared for the armies of different colour neon jackets, from stage builders to security bouncers, marching in file and standing to attention everywhere. And how proud was I to show my ‘work here’ pass to them?!

Oh Bon Jovi, you're still the best.

Oh Bon Jovi, you’re still the best.

The experience also involved carting around the steel-framed boxes of rock tours with stickers and painted artwork and ‘Bon Jovi’ written all over it. These were stacked up in multiple heavy-duty trucks, with everything from the building blocks of offices and office supplies, to merchandise, stands and tents. The sight of all these was a lesson in the sheer scale of being on tour with such a big band. I probably couldn’t have picked a bigger band; 30 years of tours, concerts and albums makes Bon Jovi particularly epic.


I packed merchandise bags and checked IDS and issued tickets in tents in the rain and at the end, I rocked out with you. But don’t worry, Bon Jovi, I did it because we’re good mates. <3


*I don’t think you realise we’re good mates.