Catapults and Research and Technology Organisations were initially set up to help innovators from universities and private sector SMEs to navigate the pipeline from the first stage of frontier research and invention, through commercialisation and early-stage business development to adoption and diffusion. But Catapults and RTOs have grown to a point where their offer is duplicating existing services that are delivered commercially, at the expense of industrial design consultancies. 

Duplicating this already available market offer at a much higher cost (albeit billed to the taxpayer) and often to an inferior standard, the individual or SME consumer has no other choice than to work with them. Why? Because in the past, SMEs which did not have the budget for product development were able to draw on EU funding or SMART awards to enable them to work with industrial design consultancies. This funding has gone and left the Catapults and RTOs to dominate the space with no choice of provider for the SME.  

The consequence is direct and measurable.

Industrial design consultancies are losing work, not because they cannot compete on quality or expertise, but because they cannot compete with organisations which are having their costs met from public funds. 

Industrial design consultancies are the development layer of R&D, effectively the ‘D’ that turns the ‘R’ into economic output. They help to take outputs from research and translate them into manufacturable, market-ready products through user research, concept development, prototyping, engineering for manufacture, regulatory compliance and route-to-market support. They are the mechanism for translating innovation into commercial and investable activity across business. 

We are not seeking to protect them from competition, we are lobbying for a model that delivers real innovation support for businesses whilst creating the conditions for a sustainable commercial design sector to thrive alongside it. Displacing industrial design consultancies does not strengthen the innovation ecosystem; it hollows out one of its most critical components. 

What is the Global Talent Visa?

• The Global Talent visa is available for talented and promising individuals from the fields of science, engineering, medicine and humanities, digital technology and arts and culture, who wish to continue their professional career in the UK.
• The visa allows you to live and work in the UK for up to five years, and you can extend the visa after this period, or apply for settlement.

There are two routes available for people with different levels of experience. You must choose which of these routes is most appropriate for your current stage of career when you apply:

• Exceptional Talent is for people who have a substantial track record of working regularly as a professional in the last five years, and who are widely recognised as being current leaders or experts in their field.
• Exceptional Promise is for people who have a developing track record of working as a professional in the last five years, and who are recognised as being future leaders or experts in their field.

The Arts Council is the chosen endorsing body for arts and culture applications.

They assess applications from professional artists and arts practitioners who work in the following areas of practice of Combined Arts, Dance, Literature, Music, Theatre and Visual Arts. Please see The Arts Council Guide for Global Talent visa applicants for more details on the above areas of practice.

Those who work in the Film, Television, Animation, Postproduction and Visual Effects industries can also apply, and so can Fashion designers and Architects. From 1 July 2026 individuals working in specific fields of Design can apply – please see the supported disciplines guidance for Design applicants for more details.

The Arts Council is not an expert organisation in these areas, so they ask the following organisations to assess these applications for them:

• Applications from people working in the Design field are assessed by the Design Business Association (DBA)
• Film, Television, Animation, Postproduction and Visual Effects applications are assessed by the Producers’ Alliance for Film and Television (PACT)
• Applications from Fashion designers are assessed by the British Fashion Council (BFC)
• Applications from Architects are assessed by The Royal Institute of British Architects (RIBA)

How do people working in the Design field apply?

• All applications are submitted to the UK Visas and Immigration (UKVI) service via the UK website, and they send your application to the Arts Council and their recognised expert organisation in Design, the DBA, to assess. 
• Following the assessment, our decision is sent back to UKVI, who will tell you whether your application was successful or not. 
• At all times you will communicate with UKVI about your application, so you do not need to send anything directly to us or contact us for your decision.

Apply on this link: https://www.gov.uk/global-talent

You can find further information on these links:

https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-global-talent

https://www.gov.uk/global-talent-arts-culture/design-industry

https://www.artscouncil.org.uk/global-talent-visa/global-talent-visa-guidance#t-in-page-nav-12

• The latest graduate pool is entering a challenging landscape – periods of stagnant economic growth paired with the take-off of AI – is it any wonder there are less openings for juniors in the industry.
• This drop in the number of junior hires has been pronounced since 2022. A recent report from LSE has found that the main reason behind this is likely the propensity of workers in the UK to work from home, rather than the arrival of generative AI in the same period. The report found the timing of the two is coincidental rather than causal.
• This is a good news story, because WFH is a management issue, rather than proof new technology is taking junior jobs. 
• With the share of paid workdays carried out from home now more than three times pre-Covid levels, what can we do as an industry to make sure we’re developing the junior talent that will be the seniors of tomorrow?
• How can we design our working together days to better develop our junior teams?
• This isn’t to say that we want staff back five days a week in the office – flexibility has seen diversity increase, especially among new mothers and disabled workers – but we do need to support juniors learning and absorbing the micro conversations about the work that put that extra shine on what we can do in person vs what we do over Slack. It’s hard to replicate the contextual information that only really passes face to face.
• Before mandating a return to the office, check the small print: what do contracts and any staff handbooks say, and how did the WFH arrangement arise in the first place? Even where hybrid working was never formally agreed, a consistent pattern over time can create an implied contractual right, so treat this as a legal question, not just a management preference.
• Any change needs a clear business rationale, genuine consultation, and express agreement from staff, and whatever policy you land on must be applied consistently across the board to avoid discrimination claims, particularly given the impact flexible working has had on participation among new mothers and disabled employees. For more legal advice, make use of the DBA’s legal helpline with HK law – find out more.
• We must welcome graduates in, keep enthusiasm for the sector alive. 
• More good news is that the fundamental skills of a designer endure: the tools and methods for getting there will keep changing, but knowing how to get there – the judgement, craft, beauty and taste – remains a constant.
• As does the importance of human agency. Use that human grit, charm, hustle – AI can’t replace all of that. Sound advice to those graduating this year. 
• For more from Kevin, check out his LinkedIn.

Our next meeting is on Tuesday 4 August at 1.30-2.30 BST, as our Scottish members have a Bank Holiday on the Monday.

We’ll be joined by author Hugo Brooks as we look at ambition and redefining success for a restless age. This will be of particular interest to those contemplating the next chapter in their already successful careers.