Bridgerton


INCLUSIVITY


TV’S MOVES TO GREATER DIVERSITY


progress on some fronts, industry data throws shadows. Ofcom’s five-year review of Diversity and Equal Opportunities in UK broadcasting was published at the end of last year. It showed a trend towards a more representative workplace, but questioned the sustainability, with people leaving the industry and “a woeful lack of diversity within senior positions.” Industry diversity monitoring body the Creative


Diversity Network’s fifth Diamond report, published in March, showed progress on screen with more BAME representation, and a three per cent increase behind the camera, over five years. But disability is a key concern. While the over 50s are also significantly under-represented. “Having an inclusive industry is inclusive of everyone. The barriers for older white men might not be same barriers for younger black women, but there are barriers,” says Deborah Williams, the executive director of CDN. Cultures need to change. “The challenge is to move from instant gratification, and they are struggling to do that,” observes Williams. But there is light on the horizon: “Finally they are having a grown-up conversation.” Seetha Kumar, ceo of ScreenSkills, says: “What


26 televisual.com Summer 2022


What is still needed is embedding inclusion in every way, creating pathways and proper recruitment practices


is heartening now is that inclusion is front of mind. The industry is beginning to think about all aspects - socio-economic disadvantage, disability and geography - as well as ethnicity and gender where there is still a lot to be done.


It’s not what you know “But what is still needed is embedding inclusion


in every way, creating pathways and proper recruitment practices, so not leaving career progression down to who you – or your family – know or having lots of different initiatives that feel piecemeal and don’t really shift the dial.” ScreenSkills has online learning modules for


inclusive recruitment, answering some of those questions about the law and best practice that sometimes deter people from taking action. Pact has designed an inclusion tool to help


indies to tailor inclusion strategies, using action plans and templates, so that producers can embed processes both on and off screen. “There’s no silver bullet,” says Bella


Lambourne, director of HR and Operations at Banijay. “It’s something you need to embed in so many different ways.” Alongside a published


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68  |  Page 69  |  Page 70  |  Page 71  |  Page 72  |  Page 73  |  Page 74  |  Page 75  |  Page 76  |  Page 77  |  Page 78  |  Page 79  |  Page 80  |  Page 81  |  Page 82  |  Page 83  |  Page 84  |  Page 85  |  Page 86  |  Page 87  |  Page 88  |  Page 89  |  Page 90  |  Page 91  |  Page 92  |  Page 93  |  Page 94  |  Page 95  |  Page 96  |  Page 97  |  Page 98  |  Page 99  |  Page 100  |  Page 101  |  Page 102  |  Page 103  |  Page 104  |  Page 105  |  Page 106  |  Page 107  |  Page 108  |  Page 109  |  Page 110  |  Page 111  |  Page 112  |  Page 113  |  Page 114  |  Page 115  |  Page 116  |  Page 117  |  Page 118  |  Page 119  |  Page 120  |  Page 121  |  Page 122