INCLUSIVITY


TV’S MOVES TO GREATER DIVERSITY


Diversity and inclusivity have fought their way up the agenda in TV over recent years, and while solid work has been done, there’s a way to go yet. Pippa Considine reports


publication. You wouldn’t see diversity pledges from broadcasters, or dedicated pots of money for programming with an inclusivity focus. And, when a project got the green light, no-one would think twice about putting in calls to all the same crew that they’d used for years. Recent statistics show that the TV industry


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has been moving at a snail’s pace to address inequalities in the workplace. But the industry is abuzz with diversity and inclusion conversations, pointing to on-screen examples of wider casting and industry initiatives to recruit, train and keep people from under-represented groups.


Broadcaster pledges Perhaps the biggest recent pledge is the BBC’s


target to employ one quarter of all staff from a lower socio-economic background by 2027/28. The significance lies in the public declaration and transparency; by Social Mobility Commission criteria, the Corporation already employs just over 20%. Alongside this latest pledge, the BBC has a


focus on numbers of women: BAME; and disabled staff. Over five years, it’s been moving towards targets of 50%: 20%; and 12% respectively. For its producer suppliers, the BBC has a


quota requiring productions to have a production team that is made up of at least 20% diverse staff, including BAME, disability and lower-income backgrounds. And there’s a £100m funding pot – from 2021 to 2024 - for diverse content. Across the industry, there are similar initiatives.


Sky has revised targets for 2025: 50% women; 20% BAME; 10% people with disabilities. Its targets include those in leadership roles and writers. Channel 4 prides itself on its diverse ethos


and its own workforce pledge also includes six per cent LGBT+ employees. Channel 4 privatisation threatens to dent its strong inclusion record. Amongst various initiatives, there’s a bonus scheme predicated on ensuring teams are inclusive. A similar scheme runs at ITV, which


24 televisual.com Summer 2022


ewind just a few years and it’s unlikely you’d be reading a feature on diversity and inclusion in a media trade


Inclusivity: TV’s uphill struggle


also launched its own three year £80m fund for D&I commissions in March. Netflix, which has grabbed headlines with its ‘colour-blind’ casting in hit drama Bridgerton, regularly publishes global inclusion data on its workforce. ViacomCBS UK has a ‘no diversity, no


commission’ policy, headed up by Nan Whittingham, VP production, UK for Paramount. There isn’t a quota, but there’s always a conversation. “Every programme that we make has to reflect our audience and they’re all


shapes, sizes, colours, disabilities and different backgrounds,” says Channel 5 commissioner Denise Seneviratne. She collaborates with indies to introduce new faces, especially if there are big orders with scope to train. For Seneviratne, diversity “includes everybody


who isn’t really involved in TV and hasn’t been for the last 20 years.” She knows that it’s not easy for producers under pressure to deliver on a deadline and budget. “We’re a commercial channel, not a charity and we want a great product with a great


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