BBC Diversity Commissioning Code of Practice - Progress Report 2020/21
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Welcome to the BBC Diversity Commissioning Code of Practice Report 2020/21 BBC One, I May Destroy You: Various Artists. Paapa Essiedu nominated BAFTA Best Actor, Michaela Coel winner BAFTA Director, Writer and Actress and Weruche Opia nominated BAFTA Best Supporting Actress Foreword Introduction Overview p3 p4 p5 1 2 3 Leading by example Authentic portrayal Casting should p6 p13 be open and fair p19 Our aim is to focus on being 4 5 more rather than less BBC. A diverse Measurement workforce makes p26 More distinctive. More committed for better content p23 to our unique mission. BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 3 Foreword T he BBC is here to provide great value to The commitment to diversity and inclusion has all of our audiences. We create bold and never been stronger. At the very top of the distinctive content that seeks to reflect a organisation the message is clear: the ambition is diverse range of voices from local to create an organisation which reflects more communities and appeal to both UK and global accurately the society we serve. audiences. We’re putting inclusion and accessibility at the The BBC continues to make bold creative choices heart of everything that we do; it’s not just about which benefit and reflect all 4 Nations of the UK; the future of the BBC, it’s about the impact we launching a series of daily educational make in the communities of the audiences we programmes that allowed children to study whilst serve across the UK and in the creative industry at schools were closed, Children in Need match- large. This report demonstrates how we have funded the £10 million pledge made by Stormzy to made progress towards that ambition this year. tackle racial inequality in the UK and, more Miranda Wayland recently, the BBC’s biggest transformation plan in Head of Creative Diversity decades, which will move power and decision- making across the UK, putting portrayal and representation at the heart of our offer. We know that having diverse creative talent, from a wide range of backgrounds, brings fresh £112m perspectives, unique insights, expertise and experience. This talent is also key to our creative innovation and enables us to continue making world class content that has mass appeal. Creative Diversity investment BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 4 Introduction Diversity and inclusion is N ow in its third year the BBC’s Diversity Commissioning Code of Practice sets a creative imperative at the the foundation for our relationships with suppliers – what we commit to and what we expect from those we work with. This BBC; it ensures we remain ensures our content accurately represents and authentically portrays the diverse communities of BBC Three, RuPaul’s Drag Race UK: relevant to all. World of Wonder the whole of the UK. Full details of the Diversity Commissioning Code of Practice can be obtained here. The Code continues to provide us with an opportunity to analyse our effectiveness and impact. We are able to assess progress and identify any key areas for improvement. This approach has enabled us to be bolder and more ambitious in achieving greater representation across all of our output and take active steps towards meaningful change. BBC Three, Famalam: BBC Studios, RTS Award for Female Performance In A Comedy for Gbemisola Ikumelo BBC One, Three Families: Studio Lambert BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 5 Overview This report sets out our achievements and learnings during 2020/21, and how we have continued to drive the Diversity & Inclusion agenda during an unprecedented pandemic. A year in which productions were BBC Three, Eating with my Ex: massively disrupted, talent were Shotglass Media unable to work, and safety considerations impacted who could be on set and where people could travel. BBC Two, Manctopia: Billion Pound Property Boom: Minnow Films Throughout this report, we will outline how the The Code sets out commitments around BBC complies with the Code, and highlight five principles: illustrative examples and case studies that evidence the breadth of approach our commissioning teams, and our suppliers, have taken to implement the principles it contains. 1. Lead by example More detail on how we work can be found on the BBC’s Commissioning website. Previous reports 2. Portrayal should can be found at: https://www.bbc.co.uk/ be authentic creativediversity/reports. A status summary against all Code commitments 3. Casting should be can be found on p30. open and fair 4. Diverse workforce makes for better content 5. Measurement BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 6 Section 1: Leading by example £100m £12m BBC, The Grand Party Hotel: Spun Gold TV TV commissioning spend Radio commissioning spend Last year the BBC announced the biggest Creative Diversity investment in the industry. The investment is designed to accelerate the pace of change to increase diversity and inclusion both on-screen, on-air and within production teams. We have put measures in place internally to drive this commitment and communicated with suppliers about what it means, and how they can contribute. We have hardwired diversity into our leadership objectives and our commissioning teams. See how we are measuring our progress BBC Diversity Commissioning Code of Practice Progress Report 2020/21 BBC Radio 1, Dev Griffin
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 7 Leading by example continued In 20/21 the BBC introduced diversity & inclusion The panels include representatives from each “If you are a leader at the BBC as one of the key indicators of its Senior genre or network and across the groups they Leadership index – meaning internal performance represent the following backgrounds and and looking to secure a new of content divisions and commissioning teams experience: role we will look at your overall includes progress against these objectives. – Lower socio-economic background team engagement scores; how In addition it set new internal diversity targets for – Those living with a disability you improved the diversity of all its teams to meet within 5 years– which set a bar for the industry and demonstrates our own – Black, Asian & Minority ethnic backgrounds your team; and how you Trevor Nelson, BBC Radio 1 commitment to change. These targets are higher created an environment where Xtra presenter: BBC than we are asking of our suppliers – and mean the we treat everyone fairly and decision makers of the future will be more representative of the audiences they serve. BBC Diversity Targets equally, no exceptions.” This demonstrates we are looking at our own commissioning workforce, processes, decision- making and culture to deliver our objectives, as 50 Female % 20 % Black, Asian and Tim Davie, Director-General “Now is the time that diversity well as working with others to support that. Minority Ethnic needs to be hardwired into the 12% Our TV Assistant Commissioner development corporation, including the programme is now in its third year, and has enabled us to attract and nurture talent from senior commissioning team.” under-represented backgrounds within the BBC’s Disabled BC Chief Content Officer Charlotte Moore, B commissioning teams. We now have strong Edinburgh TV Festival representation across our genres – with more work to do at the senior level over time. All 6 ACs in our 2019-21 intake are still working in commissioning. In 20/21 we introduced Creative Diversity & Inclusion Panels within our content areas to support the business to achieve our Diversity commitments authentically and to provide insight as to what will have most impact. The panels bring their lived experience to help shape and inform business and commissioning discussions inform best practice and champion changes to our culture from the inside. BBC One, Doctor Who: BBC Studios Part of: BBC Drama Series & Serials production trainee scheme BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 8 Leading by example continued £112m Criteria Our £112m Commissioning Commitment 1. Diverse stories and portrayal on-screen 3. Diverse company leadership This financial commitment across TV and Radio Representing all audiences across the UK. Senior roles involved in shaping creative or gives clear commissioning focus to ensure we are Includes all protected characteristics and operational strategy within the production looking for, developing and choosing programmes social class. company. The BBC is committed to ensuring that represent all audiences across the UK. our impact is effective and brings about To be considered diverse content a meaningful change. Monitoring our progress against this ensures we programme must comply with at least two BBC One, Katie Price Harvey & Me: are holding ourselves to account to deliver change, of the following on-screen measures To qualify for criteria 2 and 3, at least two Minnow Films and are transparent with the sector about how we individuals in senior decision-making roles a. Landmark portrayal are doing that. The investment applies to content must come from one of the following under- which plays out between April 21 and March 2024. b. Incidental and integrated portrayal represented groups: We will report progress against transmission along c. Diverse on-screen talent • Those from black, Asian and minority with other targets, but also track developments ethnic (BAME) backgrounds and commissioning decisions earlier in the creative 2. Diverse production leadership pipeline. • Those with lived experience of a disability Senior off-screen decision-makers involved in In 2020/21 we developed the definitions for the shaping and making the programme. • Those from lower-income backgrounds – to content that would count towards the commitment, achieve socio-economic diversity (SED) We have identified key roles for both scripted working with the Creative Diversity & Inclusion and unscripted where we would like to see Further definitions of each criteria and Panels. greater representation. measure can be found on the BBC’s Once the definitions were in draft form we Commissioning & Creative Diversity websites. consulted the Lenny Henry Centre for Media Diversity at Birmingham City University, along with PACT, Ofcom, Unions, diverse-led indies & talent partners to strengthen them further, and communicated them to the sector in briefings led by Charlotte Moore, the BBC’s Chief Content 550 Producers 70 Producers Officer with senior Commissioning leaders from TV Diversity Definitions Radio Diversity TV and Radio. Briefing Definitions Briefing BBC Three, In My Skin: BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Expectation Entertainment
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 9 Leading by example continued BBC Two, Climate Change on the Frontline, Ade Adepitan, BBC Studios. Case study: Our ask of producers In Radio, where production teams are typically smaller and with less market movement, we hope Before the programme is greenlit the commissioner and producer identify gaps and Scotland: Rad TV trainee To support the need to improve representation to achieve 20% diverse representation for opportunities in the production plan and agree programme off-screen in TV and Radio we have introduced independent suppliers with 10 or more staff, to be appropriate interventions. These are bespoke to new targets for producers working with us to reviewed in April 2024. each production – and are captured on the As part of our partnership with the accelerate progress. commissioning specification – with more detail on training provider TRC in Glasgow, the Our dedicated Creative Diversity team are BBC co-funds the rad programme to the greenlight documentation as necessary. The For all new commissions from April 2021 we are available to support producers as to how they can support diversity at entry level across the production lead who signs the commissioning asking companies to commit to at least 20% of achieve this target, and we have worked with independent sector. specification is accountable for delivery. Examples their production team being from the following partners to provide resources to help them of outcomes of these conversations include: The programme involves placing 12 under-represented groups: directly. Chloe created opportunities for two emerging people from under-represented – Those from black, Asian and minority ethnic (BAME) backgrounds Hardwiring diversity directors to work across both blocks and gain backgrounds with Scottish indies including Firecracker Films, Raise the a credit. – Those with lived experience of a disability within commissioning Roof Productions, Hopscotch Films, IWC, The A Word supported an emerging director to step Mentorn, Two Rivers, BBC Studios,. Hello – Those from lower-income backgrounds – to In 20/21, we updated our reporting and business up and deliver one episode plus 6 funded trainees. Halo and Red Sky. achieve socio-economic diversity (SED) systems to be able to monitor and report against We ask that the 20% is made up of at least two of our new £112m commissioning commitment. Glow Up supported 2 people to step up into their Each trainee gets a fully paid eight-month these three under-represented groups. Although a voluntary target, this follows the same first time SP roles. placement with one of the companies, robust process and governance as our regulatory plus training and support provided by The WHOLE production team from runner to Sparks: Teen Monologue; A theatre director with commitments. TRC. Applications increased by 41% since executive producer, craft roles and post production neurodiversity mentored by experienced director 2019, with a 59% boost from black, Asian are included in the 20%. We encourage producers We have also built in a leadership self- to gain first TV credit enabling a permanent move and minority ethnic applicants and 58% to build these plans into their pitch from the start, declaration form to our Pitch registration process into the industry. from those with a disability. and discuss how they plan to achieve it as part of to be able to identify companies who meet our Angels of the North promoted an Assistant the commissioning conversation, and ask them to diverse-led criteria. This has been sent to all This years intake were recruited into the Producer from Newcastle to be a Director on report progress during production existing suppliers as a one off exercise to inform following roles: series 3. our reporting and monitoring. • Researcher We updated our commissioning specifications this As in previous reports, our Commissioners year to include our requirement for companies to • Edit Assistant continued to engage in active conversations about achieve 20% diversity in their production teams, as representation, portrayal and diversity, both on- • Production Assistant well as strengthen our requirements around and off-air, as part of defining the commissioning Diamond compliance. We also updated our The programme is funded by Screen specification. progress report templates to include updates on Scotland, BBC Nations, BBC Scotland and these requirements ahead of payment stages Channel 4, and helps Scottish companies during production. to fulfil their Code of Practice commitments. BBC Two, Being Frank: The Frank Gardner Story: Curious Films Ltd BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 10 Leading by example continued Case study: 50:50 The Equality Project Supporting the sector Radio Partnerships The Equality Project began as a grassroots The Code outlines our commitment to offer advice initiative in the BBC’s newsroom in 2017. BBC Radio This is the third year that BBC and guidance where possible to production companies that experience greater challenges due Radio 3 and BBC Radio 4 have partnered It now involves 670 BBC teams and more than 100 to the nature of the programme, geographical with the Multitrack scheme organised by partner organisations in 26 countries – all working location and/or access. independent production companies, which towards one goal: equal representation of women Lockdown Learning, Bitesize provides fellowships for new and diverse and men in content. Daily Primary: BBC Education In 2020, we strengthened our Creative Diversity talent in radio production. In February 2021, BBC Audiences conducted a team by appointing three new roles across TV to bring expertise, contacts and insights to support Radio 4 has committed to taking three survey of 2,000 BBC Online users, including BBC commissioners, suppliers and diverse talent. 28-minute documentaries from Multitrack Online, BBC iPlayer and BBC Sounds. Results During the first six months, they engaged and Fellows in 2021/22. Radio 3 will commission showed that: supported more than 150 production companies. editions from Multitrack Fellows of its – 62% noticed more women in content high-profile strand, The Essay. – 44% of 16 to 34 years olds enjoy content more We introduced tailored audience masterclasses to give insight and context to our commitments and Radio 3 is also working in partnership with – 58% of women aged 16 to 34 consume more content – each one focused on a specific under- the Arts and Humanities Research Council content represented audience group (BAME, Socio- (AHRC) on a scheme to shine a light on The responses demonstrate the increasing value economic & disability). These were well attended, marginalised composers and musical genres. of fair representation in BBC output as a result of led by a senior commissioner, and all included a Seven music researchers will uncover the our action. Q and A. stories of seven composers who have been historically overlooked. In October, the BBC announced that 50:50 monitoring would be extended to include disability The Scheme aims to reveal more about the and/or ethnicity representation. Close to 220 lives and work of composers who have not had teams have now committed to doing this. Of those the recognition their work deserves. It also who have been consistently collecting data, 51% seeks to expand the breadth of what is have seen an improvement in representation. acknowledged as belonging to the classical The BBC will publish more data in 2022. music canon. 670 teams signed to 50/50 62% online users noticed 3 Diversity Masterclasses 890 producers attended more women in content CBBC, My Mum Tracy Beaker: BBC Children’s In-house Production BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 11 Leading by example continued Diversity funds Small Indie Fund BBC Two, Statue All our TV and Radio Commissioning teams have funds to support talent development beyond what Our £1 million Small Indie Fund supports talented small producers who can deliver to our strategy Working in Partnership Wars: One Summer in Bristol: Uplands can be achieved within usual production budgets. and have the potential to grow. The BBC has continued to work with our key Television supported sector partners to further support and drive by small indie fund. Now in its fifth year TV’s £2 million Diversity Fund In 20/21 a quarter of the companies on our small progress towards our commitments in the Code. is ringfenced investment targeting both on- and indie fund were diverse-led and in total they off-screen talent, to help drive greater received more than £500k of funding to support During the first peak of the pandemic and weeks representation across BBC productions and their growth. before the tragic death of George Floyd, the BBC support sustainable access to diverse talent across with Channel 4, ITV and BFI sponsored a series of Two thirds of the companies on the fund were the wider industry. In 2020/21 we prioritised the free live career talks and Q&As for the TV based in the Nations and Regions. development of off-screen talent in line with our Collective which provided a platform to unpick Diamond returns,. Nearly 90% of the fund was Each company received a commissioning mentor, some of the challenges faced by many black, Asian invested in off-screen interventions – significantly targeted development opportunities and those and minority ethnic workers in the industry. This improving diverse representation and career who received strategic support- had a bespoke has informed our response and actions. progression behind the camera. A third of the fund investment package tailored to their needs. was spent in Factual, including our disability Commissions which have resulted from this scheme Elevate which is working with 36 disabled support include: Beauty and the Bleach from talent to support career opportunities via placements on BBC productions. In total we Cardiff Productions and Statue Wars, from “The BBC levelled up its support Uplands, which followed Marvin Rees the Mayor of supported more than 160 productions. and became one of our key Bristol through a turbulent year in the city. Both A summary of projects funded by the TV Diversity commissions were for BBC Two. allies even before the tragic fund can be found in the BBC’s Commissioning The diverse-led companies we supported also events of George Floyd. This Supply report – and funded projects are contained throughout this report across all chapters. received more than £60k from the TV Diversity helped us to continue BBC One, Ghosts: Fund to support talent development from to spotlight talent and create under-represented groups and over £160k was Monumental Television invested in ideas development (over and above paid opportunities.” either of the funds). Simone Pennant MBE, Founder, £2m £500k The TV Collective TV Diversity Fund Radio Diversity Fund £300k 160 Children’s Diversity Fund productions supported by TV Diversity Fund BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 12 Leading by example continued Cbeebies, JoJo and Gran Gran: BBC Children’s in-house Production In 2020/21 BBC funding also contributed to the BBC Radio 1Xtra has also signed up to the Equality “I grew up on a council estate in “The Partnership has also following in Audio Pact which aligns to the core principles of the Code of Practice. Yorkshire. This industry allowed us to widen access NFTS: Our new Pan BBC partnership includes always seemed set aside for by offering BSL interpreters funding for 20 diverse scholars to enable diverse Women in Film & TV: The BBC has contributed students from low-income backgrounds to benefit financially to WFTV’s Four Nation’s Mentoring those privileged enough to for the deaf community.” from the internationally renowned teaching at the Scheme – a scheme with a focus on leadership afford it or with contacts. Seetha Kumar, CEO Screenskills skills for mid-career women from across the school and to strengthen the off-screen diversity But when I gained a BBC pipeline available to the sector. industry. We also annually sponsor [Image the ‘BBC News caption] and Factual Award’, at the annual awards scholarship, I knew first hand Screenskills: Through its partnership the BBC has contributed to a broad range of mental health ceremony in December. This year due to the that the industry had shifted. cancellation of the awards that contribution is and diversity and inclusion sessions run by the Without the scholarship, I sponsoring the WFTV online events programme training charity. 2021. would never be able to pay my These include BBC’s Creative Diversity Compliance, Equality and Diversity Essentials; Mental Fitness for TV; Suicide Awareness and fees and I have an amazing BBC mentor Tom Lazenby 870+ £10m Independent producers CIN pledge to support Prevention; Understanding Neurodiversity; (Head of Development, BBC attended PACT diversity young black talent Unconscious Bias, Working with Disabled Talent Drama Commissioning) who workshops and Understanding White Privilege. “I have received a lot of support has helped me incredibly with PACT: The BBC co-funds a Pact diversity adviser to provide independent production companies from many great people at the BBC who have become part of networking and finding work opportunities.” 20 Diverse BBS £400k BBC Investment in with specialised support to deliver on diversity my network and are willing to Scholars NFTS Screenskills training and inclusion goals, including broadcaster targets. help me progress. I received a Summer Grieve Knight, Script Development This year the Pact Diversity project held 19 Student, NFTS workshops and seminars which were designed brilliant mentor, Rachel to support the BBC’s code of practice and Wright, who is the Head of commitments. delivered to more than 870 Production at BBC Sport and suppliers online. Working together we developed a robust ‘Equal Opportunities Monitoring’ form she has offered me ongoing that gives production companies an opportunity mentorship as well as an to assess their progress. opportunity to work at the Children in Need: A BBC Radio 1Xtra partnered Tokyo 2021 Olympics!” with Children in Need to pledge £10 million to fund programmes to support young black talent Aaliyah Yaqub: Production Management to achieve their full potential. Student, NFTS Anthony: BAFTA Best Supporting Actress Rakie Ayola BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 13 Section 2: Authentic portrayal 200 + 65 BBC Two, Live At The Apollo, Access All Areas: Open Mike Productions New Writing talent Awards nominations for diverse BBC talent Our audiences want to see their lives, communities and experiences authentically portrayed across our programmes. BBC commissioning delivers a rich and thought- provoking mix of content with appeal to everyone, ensuring that the UK’s diverse communities and under-represented groups accurately see themselves portrayed on-screen, on-air and online. We do this by discovering, developing and showcasing voices from a broad range of backgrounds, locations and beliefs. See how we are measuring our progress BBC Four, African Renaissance: Clear Story Limited BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 14 Authentic portrayal continued Scotland Women’s national football team Case study: Investing in diverse Strictly Come Dancing in 2020 featured one of the most diverse line-ups in its history – featuring Authenticity on-air BBC ALBA: 360 on-screen portrayal celebrities including Radio One DJ Clara Amfo, Even within our demographically targeted audio Presenter Ranvir Singh, Invictus Games medallist content authenticity isn’t overlooked and we • 100% female guests The BBC actively seeks new on-screen talent, JJ Chalmers, and Olympic boxer Nicola Adams ensure our audiences feel they are being • 40 –50% female crew invests in the future pipeline, and supports who made history choosing to dance in a same reflected throughout all of our content. interventions to improve authenticity and • 38% of studio guests openly LGBT sex couple for the first time. representation. Where It Begins aimed to provide three, eight To ensure casting is authentic as possible we have week placements on Radio 1Xtra, this was • 6% of feature guests are known to be In 20/21 we showcased a number of new and disabled supported interventions from our suppliers: challenging due to COVID but we were able to established diverse on-screen talent who have For example, both Lime Pictures and ITV Studios take on four freelancers, intermittently between • 4% of feature guests are Black, Asian gone on to win nominations or awards from peers hired diverse casting producers for their June-November to help support the team on Minority Ethnic (this figure reflects well in the industry. Michaela Coel’s I May Destroy You programme There’s Something About Manchester outreach projects. against the 2–3% introduced Paapa Essiedu as Kwame and Weruche and University Challenge to ensure we had greater Opia as struggling actor Terry, nominated for Two of the freelancers came via the Where It The show, which is dedicated to women in and more authentic representation on screen. In BAFTA Best Actor and winning Best Supporting Begins Intern Scheme, one freelancer was new sport, attempts to redress the deficit of both cases the teams created more diverse Actress respectively. talent to the BBC and all of were from a diverse women’s representation in sports media and content on social media to appeal to a broad background. value women for their various contributions At the same ceremony Malachi Kirby – won Best range of backgrounds and communities. Supporting Actor for his role in Steve McQueen’s BBC Sounds Lab ran an initiative to increase to, and achievements in, sport and physical Mac TV who produced BBC ALBA’s Trusadh activity. Studio guests and programme Small Axe anthology and Rakie Ayola won Best diverse production companies pitching into their Sgeulachdan a’ Ghlasaidh/ Life in Lockdown features encompass testimony from a variety Supporting Actress for her role as a griveing commissioning round to work on a special changed their production techniques to improve of backgrounds and perspectives and the Mother in the moving single Drama Anthony. All of podcast that tells the story of a young black authentic representation. Across six programmes platform provides women with an these performances were recognised for both tennis player, Ora Washington. The commission 35 new faces made prominent contributions with opportunity to reflect themselves and their quality and authenticity. was awarded to Stance Media, a diverse user-generated content filmed on their mobile their sport in a positive light. production company, which is new to the BBC. At the RTS this year Robert Softly Gale was phones giving audiences insight into The nominated in the breakthrough category for his contributors lives and emotions. performance in Crip Tales, and Young Filly was nominated for entertainment performance for BBC Three’s Hot Property. With Marian Mohamed picking up best new factual emerging talent award at BAFTA craft for her direction of BBC Three’s Digga D documentary. BBC One, Small Axe: Turbine Studios Small Axe: BAFTA Best Supporting Actor for Malachi Kirby BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 15 Authentic portrayal continued Case study: Authentic Writing talent current Writers’ Access Group and Annalisa Dinnella and Tom Wentworth attended many of Children’s New Voices We are committed to seek out and develop writers the sessions for our inaugural group. programme 2020 from a wide variety of backgrounds and lived We also run Voices schemes in six different New Voices, a partnership between BBC experiences who can tell compelling authentic locations across the UK to ensure we are Writersroom, BBC Children’s In-House stories which our audiences can we relate to. developing authentic stories from all 4 Nations. Productions and Indie suppliers, is an In partnership with production companies, the Five of these groups are fixed, but others are immersive development programme that BBC Writersroom and BBC Comedy run more than peripatetic enabling us to dynamically work in gives writers from under-represented 20 schemes and bursaries – developing more areas which have traditionally been hard to reach groups the training and tools to kick-start than 200 writers with face-to-face development, by standard methods. a long-term writing career within the as well as engaging with many hundreds more 196 BBC Writersroom has also supported other BBC Children’s industry. through online engagement and public outreach. departments’ talent initiatives: for example, Find The programme launched in November A third of the scheme writers come from black, Me Funny with BBC Cymru Wales, The Dumping 2020 with a two-day virtual festival and Asian and minority ethnic backgrounds and the writers from diverse Ground Writers’ Shadow Scheme with CBBC and welcomed applicants from under Writers Access Group gives talented disabled backgrounds engaged the Alfred Bradley Bursary Award with Radio represented ethnic backgrounds, writers writers the chance to expand their writing skills through New Voices 2020 Drama North. In addition, we ran a project at the with a disability and those from lower and to be offered opportunities in TV and radio at 17 beginning of lockdown called ‘Interconnected’– an socio-economic backgrounds. Over 130 the BBC. open call out which received nearly 7,000 script writers heard from industry experts on Amongst many other projects, we have recently returns. Eight of these were developed into short topics such as the development process announced five new writers who will be writing on zoom films. A third of the writers were black, Asian New Voices writers and how to approach writing on existing the upcoming series of Ralph and Katie of which and minority ethnic. achieved firm paid shows, alongside practical craft sessions two, Amy Trigg and Lizzie Watson are on our commissions on writing comedy, animation and more. SCHEME Total writers BAME Lower SED Disability Following the festival, the writers were TV Drama Writers' Programme 2020/21 11 invited to apply for a number of Scottish Drama Writers' Programme 7 meaningful placements, mentorships and Drama Room 2020/21 20 pitching opportunities on much-loved Comedy Room 2020/21 19 CBBC and CBeebies brands including Writers' Access Group 2020/21 13 JoJo and Gran Gran, as well as on new Belfast Voices 2020/21 10 content such as Tales from Malory Towers, Cornish Voices 2020/21 16 the new drama podcast produced by King London Voices 2020/21 16 Bert for BBC Sounds. Northern Voices 2020/21 16 Scottish Voices 2020/21 31 The programme has proved to be a highly Welsh Voices 2019/20 16 successful initiative for welcoming diverse TOTAL 175 54 48 23 writing talent and many have had access to unparalleled opportunities with CBBC and CBeebies shows through New Voices. BBC Diversity Commissioning Code of Practice Progress Report 2020/21 CBBC, Malory Towers: King Bert Productions Limited
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 16 Authentic portrayal continued BBC Comedy The Caroline Aherne Bursary was launched in well as being 66% female and 50% visually memory of the comedy star and writer to support diverse, much of the filming took place in its The Felix Dexter Bursary is an opportunity the development of new comedy talent from contributors’ communities in countries around the designed to find writers with a fresh point of view working class backgrounds. Now in its fourth year, world. and the potential to help shape the future of Athena Kugblenu, it has proved a great springboard for talented comedy, whether in the BBC or elsewhere in the For the 25th anniversary of the Disability Felix Dexter writer/performers to bring new work to the screen. industry. It aims to make a positive intervention to Discrimination Act, we commissioned a run of Awardee 2020 address an under-representation in comedy Sophie Willan was named as the first winner of the drama programmes celebrating the work of production. Caroline Aherne Bursary in 2017. Her pilot Alma’s disabled artists. They included Bartholomew Not Normal premiered on BBC Two in April 2020 Abominations, co-produced with Graeae Theatre, a The bursary is open to black, Asian and other and has now been commissioned as a full series. drama company of people with disabilities, and minority ethnic writers or writing duos who are Connections, three inter-connected monologues aged 18 or over and we follow. the careers of every participant. Commissioning with written and performed by disabled artists, on the We’ve seen continued success, with writers authenticity in mind experience of isolation in lockdown BBC Two, Alma’s Not Normal: We are constantly on the lookout for new diverse Expectation Entertainment Limited working on established shows such as: BBC We encourage producers to come to us with ideas leadership and diverse talent. As part of our BBC Three’s Famalam, This Country, Mrs Brown’s Boys that have diversity, authenticity and inclusion at England/BBC Three Northern Voices scheme we and BBC Radio 4’s Newsjack. One of our writers their heart from the start. The conversation can commissioned Leeds based diverse-led indie made their Edinburgh Fringe Festival debut then move quickly to how can we make it the best ClockWork, to make No More: Bad Girl which following their second year of the scheme. The it can be – rather than what needs to change. follows the Huddersfield presenter and producer third Felix Dexter Bursary was awarded to In October 2020, BBC Four aired CripTales, a Persephone Rizvi, looking at the friendships that stand-up comedian Athena Kugblenu. dramatic monologue series which focused on the shaped her in her hometown. “The dedicated time to work on experiences and stories of disabled people, Shameless writer Danny Brocklehurst who has produced by BBC Studios. my pilot with the backing of been the voice behind a number of northern In addition to being written, directed and acted by working class Dramas was commissioned to work BBC Comedy commissioning, on Ecstasy: The Battle of Rave, working with a new a range of people with disabilities, the series was and contacts across the curated by writer and actor Matt Fraser. up-and-coming writer on a podcast called ‘Fight industry, have developed The BBC’s recent documentary Dark Matters: A of the Century’. The diverse writer had come though the BBC Writersroom and approached us my craft to a professional History of the Afrofuture explored the connection with the idea. We teamed them up with an standard which has opened between sci-fi and black history and the way in established Indie and commissioned a podcast. which the genre has been seen to articulate the the door to working on a black experience. The BBC Natural History Unit’s whole range of shows.” Planet Defenders was a CBBC commission which cast six young diverse talent as its presenters – as Athena Kugblenu, Felix Dexter Bursary winner. BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 17 Authentic portrayal continued Providing a platform CDX created a platform for internal diverse talent to become more visible with senior leaders, for authentic voices helping to amplify their capability and talents, it to be heard enabled them to perfect their craft, gain new skills and grow confidence whilst developing and Last year we launched CDX – Creative Diversity forming relationships with influential leaders and Xperience. CDX was an experience unlike any key stakeholders across the business. other, reimagined for online audiences and a first We implemented an open and transparent process for the BBC, a first for the industry, and a first- that attracted producers and content creators hand experience for diverse audiences age of across the UK. Those who were less experienced 16–34s. were partnered with experienced producers and Diverse colleagues and external content creators supported through the process. A number of told stories that resonated with them, their local colleagues were appointed to senior positions communities and lived experiences, using their such as: Head of Radio 1Xtra, Head of Asian authentic voices to bring the stories to life. Network and BBC’s first Race Lead 74% of the CDX team were from Black, Asian Minority Ethnic backgrounds and 12% had a disability, 60% were female, 8% from LGBTQ+ backgrounds and 10% aged under 35, came together to create over 6 hours of original content that was fully accessible with subtitles embedded across all programmes, attracting 36,000 new The Watches: BBC Studios users to the BBC platform. CBBC, Young, Black and British – Hear Us: A Newsround Special: BBC Children’s In-house Production BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 18 Authentic portrayal continued Case study: Morning Live At Morning Live we carefully select talent, We worked with a Muslim fitness trainer to put presenters and guests to ensure we portray together a tailored daily workout for those authentic on-air representation. fasting during Ramadan. We’ve also had open conversations with talent about clothing and Examples of this are working with black, Asian BBC Three, Man like hair, and taken into consideration factors like the and minority ethnic doctors, to talk about the Mobeen: Tiger Aspect prep time for getting ready for a show when you Productions slow uptake of the Covid-19 vaccine amongst the have afro hair and we’ve actively encouraged our black, Asian and minority ethnic community, talent to wear what they feel comfortable in. working with a black doctor and presenter to talk about black skin problems and engaging As a result we’ve created a much more authentic talent with different disabilities to discuss issues and relatable programme for our viewers and a that are specific to them. much more inclusive environment for our team – both on-air and off-screen. Disability topics we’ve covered with disabled presenters have included gardening when you have accessibility issues, exercising if you have low mobility, travelling when blind or partially sighted, dating whilst shielding, navigating a career and relationships when you have ADHD or autism and many more. We had a great reception to a film we showed that highlighted how people without a voice were stripped of their regionality and class because of limited software. We then followed up the story of one contributor who has since BBC One, Morning Live: worked with software programmers to find a BBC Studios working class, north east accent to represent his voice. BBC Two, Alex Brooker: Disability and Me: Wonder Television BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 19 Section 3: Casting should be open and fair BBC One, Sitting in Limbo: Left Bank Pictures. BAFTA Best Single Drama We take steps to ensure casting is open and fair to all, which includes regionality as well as accessibility, that is why we strongly encourage our programme makers to cast across all four Nations and from a wide range of diverse backgrounds and experiences. One of the positive learnings from the pandemic was the breakdown of casting barriers as many screen tests and auditions were conducted over zoom. As social distancing restrictions are lifted we will work closely with our suppliers to ensure these benefits are maintained. See how we are measuring our progress BBC Diversity Commissioning Code of Practice Progress Report 2020/21 BBC One, Casualty: BBC Studios
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 20 Casting should be open and fair continued We expect our suppliers to On high profile Dramas like Pursuit of Love and His Dark Materials we have effectively demonstrated arrange castings in places colour blind casting. In the Pursuit of Love - two of with suitable accessibility, the romantic interests are played by Shahzad Latif and additional measures have who is British-Asian and Assad Bouab who is French-Morrocan. been taken this year for greater BBC Scotland Comedy series Scot Squad has an accessibility due to the pandemic open casting policy. Each year it provides a CBeebies, Let’s go for a Walk: with positive outcomes. number of emerging actors their first role on the Hello Halo Productions BBC by reaching out to non-represented talent For example, BBC Children’s In-House Productions and casting the net wide. This year saw ensures that wherever possible sets are purpose contributions from stand ups, wrestlers and built and accessibility is considered from the reformed prisoners. Casting reaches to diverse outset. For example, on Step Up To The Plate, a communities including Black Asian Minority competition format in which groups of children run Ethnic, disabled and those from lower socio a restaurant, the set was built to accommodate economic backgrounds. the needs of disabled contributors. Another BBC Scotland series Word Up was a new Ricky Wilson’s Art Jam was filmed in a location Black Asian Minority Ethnic led podcast project with a mezzanine floor where some format points that actively sought production talent by reaching were filmed. When filming with a contributor who out to the Black Asian Minority Ethnic networks was a wheelchair user a new space was dressed on across Scotland leading to a 100% Black Asian the ground floor to enable participation whilst still Minority Ethnic presenting and production team: having the section feel like it was filmed on set. Two co-hosts, one male and one female. As Scotland is only 4% Black Asian Minority Ethnic, When filming Let’s Go For a Walk with a this was a very positive result from the production. contributor with Down’s Syndrome additional measures were taken to make her feel comfortable. For example, the production team designed a visual document to prepare the 9 contributor which included pictures of the people she would meet on the day. Inclusive casting workshops. PACT Diversity partnership BBC One, A Suitable Boy: Lookout Point BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 21 Casting should be open and fair continued We have committed to cast our content without Over 25% of composers commissioned for new Within BBC Children’s they also try and limit prejudice or pre-conception, with the aim of musical works were from a diverse background in barriers to authentic casting. For example an actor BBC One, Ambulance: Dragonfly reflecting diverse communities, backgrounds and 20/21, including some completely new to Radio 3 with a cochlear implant was cast to play Film and Television Productions, beliefs across the breadth of our output, and all through our ‘Composer Postcards’ commission a character with a hearing impairment on Mystic. Diversity Fund trainee editor nations and regions of the UK. during the Covid-19 lockdown. As the actress that was found was considerably scheme in North West younger than had been envisaged, the role was For BBC Three series Step into the Ring, made in Norfolk, BBC England took additional measures to Our suppliers are making re-written to account for this rather than casting an actress without a hearing impairment. ensure diverse authenticity onscreen, this a difference approach ensured a cast of young people who We are learning the lessons from the pandemic attend a wrestling gym, were included and During the pandemic, our programme makers and building in positive working practices for the adjustments were made to facilitate some have taken greater steps to be more inclusive future. participants who had a range of disabilities, these which has resulted in the increase of disabled included one individuals who had neurodiversity talent working on our programmes and coming and another who was registered blind. through our auditions, this is due to the measures implemented around agile and flexible working BBC Three, Step into the Ring: BBC England In-house We facilitated travel and arranged suitably quiet that have benefited our talent and our shows. spaces for interviews and supported the audition of a young person with Down’s Syndrome. Across BBC England they have encouraged all suppliers to make casting accessible for everyone. We have committed to encourage and support In BBC Scotland, online casting was used to interventions or initiatives to reduce barriers and support diverse talent. Casting via Zoom (or phone promote opportunity. for homes where there weren’t the facilities to video call) meant talent were not disadvantaged if International Women’s Day 2021 was marked on they were unable to travel, couldn’t afford to travel BBC Radio 3 with a week of afternoon concerts or had other physical accessibility requirements. from the BBC Orchestras & Choirs of music by women spanning 300 years, as a celebration of Elsewhere, Scripts have been provided in female creativity. alternative formats eg. Voice recorded scripts or accompanying written scripts in a larger font to We have also expanded the remit of a team in BBC support a presenter with dyslexia. In this case the Wales to uncover and raise the profile of diverse production team would also film pieces to camera composers, as well as gender diversity already in small chunks. under focus to highlight female composers. BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 22 Casting should be open and fair continued In 2020/21 we continued conversations with our Across our continuing drama programmes the suppliers on how we can start to develop teams BBC Studios casting team has an internal remit to and stories with a particular focus in Radio. cast more disabled actors in roles that do not reference disability. They have also had notable A number of documentaries and series were success with casting more supporting artists with commissioned offering fresh perspectives from visible disabilities with no access issues on either musicians and writers with a diverse background. front. BBC Three, The Break: BBC These include composer Errollyn Wallen on the Commonwealth’s musical response to British Various initiatives during lockdown have included: Studios. Episode writers Angela Clarke, William Barrington, Rob classical influence, opera singer Peter Brathwaite working with socio-economic theatre company Kinsman, Annalisa Dinella and on black portraiture and writer Colin Grant on the Cardboard Citizens to audition and cast Lettie Precious part of Writers boundaries of black identity. individuals, Project Lockdown - auditioned all Access Group actors due to leave last summer from all drama In spring 2020, BBC Radio 3 brought Winsome schools via self-tape in light of Covid-19 Pinnock’s play Rockets and Blue Lights about the restrictions and maintaining relationships with British slave trade onto radio when the lockdown BBC training programme Class Act by casting terminated all stage productions. Radio 3 went on individuals on The Break. to win several awards for innovations in taking the play online. Question of Sport made editorial adjustments to BBC One, His Dark Materials: Bad Wolf Limited ensure that a partially sighted Paralympian contributor was able to fully participate in all BBC Two, Shetland: rounds of the show, by reducing reliance on ITV Studios / Silverprint visual content. BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 23 Section 4: A diverse workforce makes for better content CBBC, Swashbuckle: Children’s In-house Productions In the drive to attract and retain diverse creative talent we seek creative solutions to ensure we achieve that goal. Internally our job opportunities now include targeted advertising to support reaching new and more diverse talent. We also work closely with our producers to inspire and support innovative solutions to career development on our independent productions. We track progress across our off-screen targets and actively encourage compliance on industry monitoring tools. See how we are measuring our progress BBC One, Nadiya’s Amercian Adventure: Wall to Wall Media BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 24 A diverse workforce makes for better content continued What we are doing The BBC has implemented best practice approaches in our employment policies, including potential in all candidates including video applications, assessment days, sequential ourselves all apprenticeships being paid positions, and interviewing and aptitude testing. Travel expenses unpaid work experience placements are limited are covered to ensure the widest socio-economic As set out in Chapter 1 the BBC has set clear and to 2 weeks, except where the individual may pool can attend assessments and interviews, and transparent goals about its diverse transformation benefit from additional time to get the same level all candidates are made aware that the BBC plan – and we are publicly reporting our progress. of experience as their peers. supports reasonable adjustments to maximise All staff and leadership: 31 March 2021 accessibility. We are also running and following through on a BBC One, The Wheel final: WORKFORCE Mar-21 Target number of talent development and recruitment The Radio 1Xtra Inspire ME Masterclasses - Hungry McBear programmes for example: Instagram Lives launched in April/May 2020, using Women (all staff) 48.6% 50.0% the social media platform to engage with diverse Women (leadership)* 46.1% 50.0% The News Development team offer ongoing audiences. support to over 200 people who have been on BAME (all staff) 15.9% 20.0% their development programmes (Women in The programme includes weekly Instagram ‘lives’ BAME (leadership)* 12.6% 20.0% Leadership, News Development Programme, hosted by Radio 1Xta presenters providing insight Disability (all staff) 9.0% 12.0% Women in Tech, Extend in Leadership etc). There and advice on a range of different industries, which Disability (leadership)* 8.2% 12.0% is a minimum 75% success rate of participants have included music, podcasting and radio. moving into new roles after a year of completing * BBC Leadership relates to those individuals who are at ‘Band E’ The masterclasses were made available on and above. the development programmes so there are clear Instagram TV and had around 36,000 views, and tangible outcomes to investing in the talent pipeline. Our programmes all include access to The programme is underpinned by the 1Xtra senior leadership and have mentoring/ Inspire ME Forum, launched in June-October sponsoring/coaching built in. 2020, these online sessions that were launched as a result of Black Live Matter and the pandemic. BBC Children’s and Education have introduced video and visual content to their job vacancies to ensure adverts engage the widest possible audience. It advertises roles in a variety of ways to attract the widest pool of candidates, including on Twitter, LinkedIn and on relevant Facebook groups and increasingly, the application process is utilising inclusive hiring techniques to identify BBC Three, Glow Up, Ophelia: BBC Three, Meet the Khans: Big in Bolton: Wall to Wall Media Objective Media Group Production BBC Diversity Commissioning Code of Practice Progress Report 2020/21
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