Issue - meetings

Somerset Cultural Strategy

Following consideration of the officer report, appendices and discussion, the Executive resolved:

To provide a delegation to the Lead Member for Communities, Housing and Culture to make any necessary minor alterations and to adopt the Cultural Strategy once the EIA has been completed to the satisfaction of our Equalities team. Noting that any resultant changes that are not considered to be minor will require a further report to be brought back to the Executive.

The Leader of the Council, Cllr Bill Revans, invited the Lead Member for Communities, Housing and Culture, Cllr Federica Smith-Roberts, to introduce the report. Cllr Smith-Roberts detailed the background of the cultural strategy and the work that had taken place to develop it.

Elizabeth Dawson, Service Director – Culture, added to these points: the work undertaken with partners and creative leaders to develop the strategy; the next step of developing a leadership and governance model; following that, co-designing and co-delivering an implementation plan; the need to ensure the council has facilitators.

It was noted that the published recommendations in the agenda were amended after publication.

The Leader of the Council, Cllr Bill Revans, invited comments from Committee Members and other Members present. Questions and points raised included: that the cultural strategy is a remarkable achievement; the value of co-production and partnership working; the level of confidence in our partners to take the lead; the importance of culture for mental and public health; culture in rural areas and work with Local Community Networks; the involvement of the Arts Council; the geographical priority areas; the visitor economy.

The Leader of the Council concluded the discussion and proceeded to vote on the recommendations, which were agreed.

Following consideration of the officer report, appendices and discussion, the Executive resolved:

To provide a delegation to the Lead Member for Communities, Housing and Culture to make any necessary minor alterations and to adopt the Cultural Strategy once the EIA has been completed to the satisfaction of our Equalities team. Noting that any resultant changes that are not considered to be minor will require a further report to be brought back to the Executive.