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CHANNEL 4
360° DIVERSITY
CHARTER
THREE YEARS ON
CHANNEL 4 360° DIVERSITY CHARTER 03
On the cover:
UEFA Women’s EURO 2017
The Handmaid’s Tale
Educating Greater Manchester
Chewing Gum
The Autistic Gardener
CON-
TEN-
TS
04 Introduction
06 Mission Statement
08 Overview of 2017
10 Regional Diversity
16 2017 Results – Summary of achievements
18 2017 Results – The Four New Frontiers
24 2017 Results – Areas in which New Effort is Needed
PLEASE CONTACT US VIA OUR WEBSITE
(CHANNEL4.COM/CORPORATE) IF YOU’D LIKE
30 2017 Results – The ‘New Normal’
THIS IN AN ALTERNATIVE FORMAT SUCH AS
BRAILLE, LARGE PRINT OR AUDIO. 34 Appendix
04 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 05
Channel 4 is an industry leader in diversity, both
within broadcasting and more widely. Diversity
has always been essential to Channel 4’s mission,
and since launching our 360° Diversity Charter
in January 2015, we have put a commitment to
diversity at the heart of everything we do, on and
off screen. Our aim is to make Channel 4 truly
reflective – both in what we do and who we are
– of the diversity of Britain today.
We have made further real progress in realising this aim
over the course of 2017. In this report, we highlight our key
achievements and report on how we have continued to
progress our existing Charter commitments.
We started four new initiatives in 2017, challenging ourselves
to make an impact in new areas. While much of this work has
been highly successful, in some areas we identified issues that
have led us to reassess our approach and consider how we
can better confront challenges in the future.
As part of this reassessment, and with our new CEO Alex
Mahon having started in November 2017, we are developing
a new diversity and inclusion strategy for 2018 and beyond.
Can We Live With Robots?
06 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 07
MISSION STATEMENT What is Channel 4’s
360° Diversity Charter?
What does 360° mean?
• Diversity that is wide-ranging and includes:
BAME, LGBT, gender, disabled and socially
mobile people, and others.
• We need a commitment to diversity at
Our vision is to partner, encourage, enable every level of our organisation on screen,
off screen, including leadership, to achieve
and hold ourselves and others to account. our goal. Leadership is about people:
about all the people who contribute to our
We want an inclusive and diverse workplace content, not just those on screen.
and industry to become a reality: a place • Engaging the skills and experience of all
our people – commissioners, writers,
where we respect, embrace and harness the directors, HR managers, interns, casting
agents, viewers, business managers, indie
managers, on screen talent, TV executives,
uniqueness of individuals and their talents. lawyers, headhunters, careers advisers,
2
marketing executives, PAs, data rights
managers and production assistants.
360° also means that at every stage of the
people development process, we want to
offer as much support as we can, via those
responsible for talent identification,
1
recruitment, training, development,
Reflecting our society mentoring and more.
on screen • What we do is more important than what
we say, and our 360° approach is designed
3
When we launched the 360° Diversity Charter
in 2015, we committed to show leadership in
We want to give others the chance to measure our
actions. We fully embrace that our remit
diversity at every level on and off screen, in
our own backyard, with indies and working
our staff to – enshrined in legislation – asks us “to
appeal to the tastes and interests of a
collaboratively with our partners in the
industry – and we remain committed today. feel that: culturally diverse society”, and the results
of our 2017 activities outlined in this report
are a testament to this. Our remit also asks
We know that diversity is a big, complex
area: there are many different aspects of
We want Their individual
talents are appreciated,
us to “challenge established views and
promote alternative views and new
diversity that shift over time but, for us, our
vision of success will be more than purely
viewers to that they can be
perspectives”, meaning that diversity of
thought and opinion are just as important
achieving targets and reflecting the make-up
of our society on and off screen.
feel that: themselves, be different
and be welcomed with
We want indies as other aspects of diversity.
Channel 4 shows Britain open arms. to feel that:
the way it is – full of Channel 4 enables them
Always accountable
difference and variety. to produce challenging, We continue to report our progress in a
transparent and accountable way, reporting
creative, diverse content annually on our progress against the goals
set out in our 360° Diversity Charter.
that tells the stories of
an inclusive and diverse As well as reporting what we have achieved,
Educating Greater
society, utilising the talent Manchester
we also know just how important it is to share
knowledge in this area. We want to share
of all. lessons learnt and tell the industry and the
wider world what has and hasn’t worked
for us.
Read on to find more about how we did in
2017 with our Four New Frontiers and the
original 30 initiatives, and what we’ve learned
along the way.
UEFA Women’s EURO 2017
08 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 09
OVERVIEW OF 2017
Educating Greater
Manchester
Over 2017, we consolidated our Our key
reputation as the diversity leader achievements
in the television sector and further 2017 was a particularly strong year for
diversity on screen. Key highlights included
established Channel 4 as a leader Ackley Bridge, Educating Greater
Manchester, UEFA Women’s EURO 2017,
across all industries, especially in World Para Athletics Championships 2017,
The State and our 50 Shades of Gay season.
our work with disabled people. 86% of our programmes met our
1 Commissioning Diversity Guidelines, an
increase from 83% in 2016 and the highest
level of compliance since the guidelines were I Am Not A Witch
introduced three years ago, leading to greater
on screen diversity in our programmes.
Channel 4 became the first media company
2 Four out of our seven employee diversity Progress has been made on the Four New Channel 4 was the
FIRST
to ever achieve Disability Confident Leader 4 targets for 2020 have been met already, Frontiers, which we adopted for 2017. But our
Status, the Government scheme operated by
three years ahead of schedule. However, we work on some of these, together with some
the Department for Work and Pensions,
experienced the first year-on-year decline for other workstreams, has revealed a number
in August.
one of our target groups, BAME employees; of issues that we plan to address in our new
this is an important issue that we are in the diversity and inclusion strategy.
Channel 4 was confirmed to be the most
3 diverse of the five main UK broadcasters
process of addressing.
in Ofcom’s first Diversity and Equal
media company to achieve
Channel 4 was again shortlisted for Best Disability Confident Leader status
Opportunities in Television report, published 5 Diverse Company at the National Diversity
in September. The data showed we have
Awards (an award we won in 2016). A range of
higher proportions of women, BAME,
other awards have been won throughout the
disabled and LGBT employees than any
year, including best soap/continuing drama
other broadcaster, but we were less strong
at the Mind Media Awards, for the Scott
in our diversity at senior leadership levels.
Drinkwell attempted suicide storyline in
Old People’s Home for
4-Year-Olds
Hollyoaks; and several marketing awards for
both our “We’re the Superhumans”
Paralympics campaign and for the Maltesers
campaign that won our Superhumans
Wanted competition.
Ofcom named Channel 4
4 out of 7
employee diversity targets for 2020
have been met already, three years
the most diverse of the
five main UK broadcasters
ahead of schedule
86%
in 2017
UEFA Women’s
EURO 2017
of our programmes met our 2017 World Para Athletics
Commissioning Diversity Guidelines Championships
10 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 11
In everything that we do, diversity plays
an extremely important role. Our goal is
to reflect the full diversity of contemporary
Britain on and off screen.
Looking back at 2017, we once again
significantly exceeded our Ofcom Nations
50%
and Regions quotas.
Efforts to reflect regional diversity on screen
have included:
new voluntary Nations and
• Providing over £450,000 of Alpha funding Regions content spend
for indies in the Nations and Regions to target by 2023
help them grow in size and develop new
programmes.
• Increasing by almost 50% the number of
out-of-London commissioner briefings.
• Encouraging indies to innovate and find
local talent, as with Ackley Bridge.
50%
increase of the number
of out-of-London
• Continuing to use strong regional talent commissioner briefings
like Guy Martin and Anna Richardson. in 2017
4 All the UK
To ensure we are serving the whole of the
UK, we launched our ‘4 All the UK’ strategy
in 2018, which includes a major new
commitment to significantly increase our
Nations and Regions content spend from
our current quota of 35% to a new voluntary
target or 50% by 2023. Our 4 All the UK plans
will take our regional diversity to the next
level and superserve the entire country.
DIVERSITY
4 ALL THE UK
Ackley Bridge
12 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 13
Ackley Bridge “All the threads of a great Public response
Our research1 among viewers of the
series come together for a series found an extremely positive
viewer response.
brilliant finale; bring it
back soon Channel 4!”
The Sun
71% of viewers felt the
programme reflected
68%
of viewers agreed that
Ackley Bridge accurately
Ackley Bridge was one of an aspect of British life reflected tensions of
not often seen on TV integrating different
Channel 4’s most watched cultures in the UK
dramas of 2017 and was
64%
developed directly out of our
commitment to new talent,
regional production and
diversity both on and off screen.
Set in a fictional Yorkshire mill felt the series accurately
reflected diversity across
town, Ackley Bridge is centred the UK and succeeded in
on a new academy school that providing a view of the
Asian community they had
merges the lives and cultures of not seen on TV before
the local community. (The response was 69%
among BAME viewers)
The series was filmed in Halifax
and made with substantial 79% said there should be more
programmes like this on
TV which feature a mix
involvement from diverse local of people from different
communities across West 17-year-old backgrounds and religions
Yorkshire. Production company
The Forge spent much time Nazmeen Kauser,
before production winning the who played Razia
support of local people and
involving them in the
on Ackley Bridge
preparation of the drama; this Nazmeen Kauser, who plays This research also found,
contributed to its authenticity. more broadly:
student Razia Paracha, was
75%
discovered by the show’s
All of the supporting artists in
director and offered an
the series were from the local
audition when researching
area and many of the young
shooting locations in Halifax.
cast were from schools and of viewers felt Channel 4 gives
voice to the under represented
community groups in and At the time the director
around Halifax. Several leading approached her, Nazmeen had
characters were recruited from been excluded from school.
the area following local She now feels Ackley Bridge
auditions and street casting. has turned her life around. With
Local students also undertook the show to focus on, she has Over
75%
work experience placements managed to excel at school.
throughout the preparation
and production of the series.
A second series is in production of viewers believe our
and will be shown in 2018. programmes cover a wide
range of UK locations
Online research conducted by agency
1
Other Lines among viewers of at least
one episode of the series.
14 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 15
also producing programmes
such as The Only Way Is Essex
Lime offers
2
(ITVBe), Geordie Shore (MTV)
Hollyoaks and Evermoor (Disney).
Lime works actively with
Hollyoaks won the Broadcast
Channel 4 on talent two-week placements on the Award for Best Soap/Continuing
development initiatives, such Hollyoaks story team Drama in
2018
“Hollyoaks attracts a huge as the Northern Writers’ Award,
offering winner Sharma Walfall
young audience, which puts a placement on Hollyoaks. And
them in a unique position it supports Channel 4’s diversity
storylining initiative: Lime offers
to change attitudes and two 12-week placements on the
Hollyoaks story team for people
encourage people to seek from a BAME background or
with a disability.
help about mental health
In early 2018, Hollyoaks won the
problems. It’s been a 2018 Broadcast Award for Best
pleasure to work with them.“ Soap/Continuing Drama – the
first time it has won in the
Jenni Regan, history of the awards.
Media Engagement and Awards Manager, Mind
Hollyoaks, which has aired on
Channel 4 since 1995, is a
staple of the Channel 4
schedule. Now broadcast every
weekday evening, it is one of
the channel’s most popular and
defining shows.
Hollyoaks is made by Liverpool-
based Lime Pictures (formerly
Mersey Television, which also
made Channel 4’s Brookside
until 2003), and is our largest
out-of-London commission. Don’t Filter Feelings
Channel 4’s longstanding Hollyoaks has featured a
relationship with Lime provides number of storylines that
the production company with touch on mental health, which
a steady platform on which to have been given greater
build and invest in talent over visibility as part of the
a sustained period of time. #DontFilterFeelings
The company plays a vital role campaign.
in developing a rich and varied
talent pool and strong craft The producers worked with the
base in the Liverpool area. Samaritans, Mind and the
NSPCC on a special episode
Lime has used Channel 4’s about self-harm, Three Mothers Another storyline in the
commitment to Hollyoaks Three Daughters. All three #DontFilterFeelings
to develop a stable of writers organisations were keen to work campaign, about the
and directing talent; it is now with Hollyoaks because of its attempted suicide of Scott
one of the UK’s most successful ability to address difficult issues Drinkwell, won a Mind Media
production companies, of relevance to young people. Award in November 2017.
16 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 17
2017 RESULTS
Summary of achievements
The New Normal
15 initiatives that have become part of
Our progress on the 30 Diversity Charter what we all do, day-to-day – though we
will continue to fulfil and monitor them.
initiatives has been solid in 2017, but there
is still work we need to do. This will be
16 C4 Indie Growth Fund
addressed further in our new Diversity
and Inclusion strategy. 17 Leadership objective-setting and
incentivisation
Total: 22 Green, 7 Amber, 1 Red New Effort Needed 18 Exec and Board diversity review process
11 initiatives that we identified
requiring more effort behind them 19 4Talent grassroots social mobility drive
in order to succeed.
20 Diversity and inclusion training for
C4 staff
05 Commissioning Diversity Guidelines
21 4Talent career follow-up support
06 Project Diamond
22 Using our influence to encourage suppliers
07 The Alpha Fund to work to increase diversity
08 In-house employee diversity targets 23 Advertising leadership and editorial roles
Four New Frontiers 09 Deputy Commissioning Editor commitment 24 Specialist recruitment of people
with disabilities
Our Four New Frontiers were four new
areas where we challenged ourselves 10 Casting of actors with disabilities
25 Headhunter diversity commitment
to make a substantial impact.
11 Women Directors’ Programme
26 Annual Diversity Conference
01 Focus on BAME progression at C4 12 Northern Writers’ Award
27 Diversity reporting
02 Spotlight on diverse directors 13 Industry Talent Database
28 Commissioning Mentor Network
03 More diversity between our programmes 14 Coaching and development planning
for diverse staff 29 Talent selection guidelines
Green – Progressed and on track
04 Launching a pioneering social mobility
Amber – Progressed but delayed or amended
strategy 15 Gender pay reporting 30 Diverse Talent Gateway
Red – Not progressed
27
18 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 19
017 Results
2
The Four New Frontiers
2017 World
Having focused on one area in 2016
Para Athletics
Championships
– our Year of Disability – we decided to
broaden our focus to tackle a series of
different areas in 2017: our Four New
Frontiers, which were four new areas
2
where we challenged ourselves to
make a substantial impact.
We progressed work on all four areas
across 2017, whilst also identifying
important issues that will help shape our
future strategy. Our initiatives with
directors and the advertising industry were
highly impactful. We also deepened our
understanding of the drivers and barriers
to BAME progression and social mobility
and we will be prioritising further work to
address those issues identified.
We identified four
such areas:
1
Focus on BAME
Spotlight
on diverse
directors
4
Launching
a pioneering
3
Increase the diversity
progression at of directors by giving social mobility
Channel 4 opportunities to 40
directors from under- strategy
Enhance the progression represented groups To create a strategy
of ten BAME people at (BAME, female, disabled that will increase
Confessions of a Junior Doctor
Channel 4 towards taking people) across the UK opportunities across
on more senior roles either and all genres. More diversity our industry for people
at the channel or within the
wider industry landscape. between our from socioeconomic
backgrounds that are
programmes underrepresented
within it.
To improve the diversity
of British TV advertising
and the wider industry
through Channel 4
leading by example in
its marketing output, as
well as incentivising the
industry to change.
Secret Life of
4-and-5-Year-Olds20 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 21
2017 Results
01 Focus on BAME 02 Spotlight on diverse
progression at Channel 4 directors
Background Results Next steps Background
While BAME representation at Channel 4, In early 2017, we engaged an independent We halted the roll-out of the development Directors of TV programmes are central
and in the wider television industry, is consultancy specialising in diversity and programme to enable us to create a to the creative process, so there is a major
stronger and improving at more junior inclusion to conduct focus groups comprehensive plan to address the vital issue opportunity – which Channel 4 and other
levels, there is a broad consensus that investigating the lived experience of BAME of BAME employees’ lived experience industry stakeholders have identified –
representation at more senior levels, both employees at Channel 4. at Channel 4. This includes the goal of to develop more Directors from diverse
within Channel 4 and the wider TV reducing the number of BAME staff leaving backgrounds.
industry, is an important next frontier. The research revealed broader inclusion Channel 4 due to a lack of progression.
issues within the organisation that were of
considerable concern. This included the The plan is centred around the key themes Objective
Objective perception that the culture inhibited BAME
employees from being themselves at work
of progression, retention, recruitment, culture
and building an inclusive culture where we all To increase the diversity of Directors by
To enhance the progression of ten BAME and the feeling that progression was not can thrive. giving opportunities to 40 Directors from
people at Channel 4 towards taking on always fair – particularly among women. under represented groups (BAME, female,
more senior roles either at the channel or BAME employees also felt that there was a Key elements include: and disabled people) across the UK and
within the wider broadcasting landscape. gap between them and senior management. • Increasing the 2020 target from 15% to 20% in all genres of our output. Escape
of BAME Channel 4 leaders.
How
We chose to be open about the findings,
sharing them with our employees and
• Ensuring managers are trained for managing
diverse teams. How Case study
stakeholders, to highlight the work that • Establishing a BAME staff network, with
• Conduct in-depth research to better needs to be done within Channel 4 and CEO Alex Mahon as Executive sponsor. • Give opportunities to Directors who Producer/Director Dionne Bromfield was
understand the barriers that might exist across the industry as a whole. • Recommitting to progress the careers of haven’t worked on Channel 4 working on Escape as a producer, when she
for BAME staff and how to address BAME employees. programming. was put forward to develop her experience
inhibitors to progress. • Develop 4Stories, a new drama strand in the programme edit.
The plan also includes the introduction of to nurture emerging directing talent.
• Develop bespoke career development formal training to ensure that all managers • Encourage the different Commissioning
plans for these ten individuals. have the necessary training to manage teams teams to make numerical commitments
from diverse backgrounds. It forms a key part to work with under-represented Directors.
of our new diversity and inclusion strategy. • Form an advisory group to include
Directors UK and other key stakeholders
– SODA (Spotlight on Directors Advisors).
“I was very pleased to
Results have been involved in
We gave opportunities to 46 new diverse
Directors, exceeding our target of 40.
this initiative. I was at
the point in my career
Directors worked across a wide range of
genres and titles, including Ackley Bridge,
Unreported World and The Undateables.
Half of the Directors were introduced to
indies by Channel 4, who then hired them on
merit. We also provided direct funding to
where I needed other
Directors, enabling them to spend more
time in edit and to receive bespoke training. industry professionals to
We also launched 4Stories, our new drama
strand for emerging diverse Directors. put their trust in me.
Gary Younge: Angry,
White and American
Next steps Since then, I have been
Our ambition is to keep progressing the
careers of these Directors, working with
them to broaden their contacts among
offered two other edit
producing jobs.”
indies and Commissioning Editors. An
industry event in 2018 will showcase their
work and experiences.
The State22 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 23
2017 Results
03 More diversity between 04 Launching a pioneering
our programmes social mobility strategy
Background How Our initiatives included:
• L aunching a pioneering ad break during Background Results Next steps
National Eye Healthcare Week to show
Channel 4’s focus on diversity has helped • Start measuring major Channel 4 marketing what TV looks like to people with visual Social mobility is becoming widely We commissioned extensive research from The findings of the LSE research and our
ignite a debate within the advertising industry. campaigns through Diamond. impairments. acknowledged as the next major area of the LSE, which found that Channel 4 and the strategy were launched by Alex Mahon at
There is an opportunity for Channel 4 to take • Increase diversity in major Channel 4 • Supporting ‘Summer So White’, diversity requiring attention, across many indie sector that supplies its programmes are Channel 4’s Diverse Festival in May 2018.
a leadership position in changing the industry marketing campaigns. a campaign aimed at delivering better sectors – not just television. Detailed analysis highly socially exclusive. The research
and its output, as well as further improving • Form a taskforce of Channel 4, advertisers, ethnic representation in advertising of the issues and how exactly to best tackle identified the economic, cultural and social
the diversity of our own marketing output. agencies and trade bodies to create (the only broadcaster to do so). them are much more nascent than other areas. barriers to joining and progressing in the
a strategy for change. • Supporting Pride with a £100,000 ad industry. Using this research, we devised
• Launch a new £1 million airtime competition a comprehensive strategy to address social
Objective for the advertiser that develops the best
advertisments championing diversity.
campaign; and partnering with PayPal
on two LGBT creative treatments, around Objective mobility across Channel 4, our supply chain
and the wider industry. Elements of
Tattoo Fixers and First Dates.
To improve the diversity of British TV • Joining the pan-industry Audio Description Create and launch a strategy that will this include:
advertising and the wider industry through increase opportunities across our industry • Early outreach to increase the social
Channel 4 leading by example in its
marketing output, as well as incentivising
Results (AD) working group for advertising, and
ensuring all of our owned channels will be for people from underrepresented
socioeconomic backgrounds.
diversity of application pools, through such
initiatives as C4 Pop Ups (free workshops
fully operational for AD by June 2018.
the industry to change. In addition to successfully launching our • L aunching critically-acclaimed new for young people), work experience
£1 million airtime diversity competition, opportunities (60 placements each year)
which was won by Lloyds Bank, and forming
the taskforce, we also launched a variety
Channel 4 idents, which celebrate
inclusion, diversity, Britain, youth and How and bursaries (to remove financial barriers).
• Working to remove socioeconomic bias
Channel 4’s alternative voice.
of innovative diversity-led campaigns and • Showcasing a wide range of diverse • Work together with the LSE, PACT and from all recruitment into Channel 4,
increased diversity in our own major continuity announcers, including Mind indie partners to conduct ground-breaking while our apprenticeship scheme (16 places
First Dates marketing campaigns. research to better understand the barriers annually) actively recruits people from less
ambassador Ruby Wax during Mental
Health Awareness Week and Grayson Perry for people from different socioeconomic privileged backgrounds.
on International Men’s Day. backgrounds, as well as those from • Improving socioeconomic diversity to
• Beginning to measure marketing using outside London. become a key organisational goal with
Diamond, the world’s first pan-broadcaster • Work with external partners to formulate clear targets, combined with bias training,
diversity monitoring system. the strategy and share the findings widely. mentoring and transparency around
promotion opportunities, and the creation
of annual targets through to 2020.
Next steps
We will apply the lessons we have learned to
new initiatives and are committed to funding
the ‘Diversity in Advertising’ campaign until
at least 2020.
Dispatches
£100k
Supporting Pride with a
16
apprenticeship
places annually
ad campaign; and partnering with PayPal
60
on two LGBT creative treatments, around
Tattoo Fixers and First Dates
4 idents, which celebrate inclusion,
diversity, Britain, youth and
Channel 4’s alternative voice.
Channel 4’s new
‘Giant’ idents work experience placements each year24 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 25
2017 Results
New Effort Needed
Eleven areas of ongoing work were identified
that needed even more effort behind them
to succeed.
05 Commissioning Diversity Guidelines 07 The Alpha Fund
OBJECTIVE
OBJECTIVE
To ensure every new Channel 4-commissioned programme To grow diverse indies and talent by
in every genre contributes to increasing diverse talent providing development funding. To
participation on and off screen. continue investing in the development
of small, diverse creative enterprises,
RESULTS LESSONS LEARNED recognising that they are the
86%
86% of our programmes met our The large majority of programmes have industry’s seed corn.
Commissioning Diversity Guidelines, an continued to meet the guidelines. In some
increase from 83% in 2016 and the highest genres, where a high proportion of series are
level of compliance since the guidelines were made in the Nations and Regions, we recognise RESULTS
introduced three years ago. that there are challenges in delivering of our programmes The Alpha Fund invested in 25 projects or
diversity. In 2018, we will explore ways that met our Commissioning companies in 2017. These included BAME-
The guidelines were met by 92% of the Channel can support the pipeline of Diversity Guidelines owned indie Me & You Productions, which
Entertainment and Factual Entertainment diverse talent working on these programmes. made She, a semi-improvised drama/
programmes (down from 100% in 2016), 94% documentary hybrid; Luti Media, which made
of Scripted programmes (up from 92%) and Smaller suppliers also faced particular major six-part comedy series Max; a pilot
84% of Factual programmes (up from 79%). challenges in meeting off screen diverse starring YouTube star Elijah Quashie, which
talent criteria. Additional support may be will be followed by a full series; voice
needed to help them develop diverse coaching for new presenters; and a talent
production talent and on screen talent. search for new diverse panellists on 8 out of
10 Cats. The Alpha Fund has also delivered
stronger business returns, with more projects
and talent being successfully commissioned.
06 Project Diamond CASE STUDY
She, produced by BAME-owned indie Me & You
LESSONS LEARNED Productions, was an innovative joint commission by
We are reviewing Alpha funding to assess the Documentaries and Drama departments. The
OBJECTIVE the company selection process, the effects semi-improvised series created dramatic narratives
of the development money and its on screen
To bring transparency and accountability to the numbers of people impact. It is likely we will continue to fund
out of the real-life stories of its female leads Vicky
McClure and Samantha Morton.
from diverse backgrounds employed in the TV industry. To allow fewer companies at a higher level and over a The Alpha Fund has supported Me & You
longer period. We are also funding Indielab,
diversity benchmarking within and between broadcasters. a social enterprise that trains small indies to
Productions over two years, as it worked towards
its first major Channel 4 scripted commission; a
become more sustainable businesses and be second series with a diverse Hollywood cast is
investment ready. now in development.
RESULTS LESSONS LEARNED
24%
Diamond is the world’s first pan-broadcaster It is a positive development that Diamond is
diversity monitoring system, co-ordinated by up and running and the number of contributions
the Creative Diversity Network, which aims is growing. We are proactively encouraging
to measure the diversity of everyone involved suppliers to ask cast, contributors and crew
25
of all potential both on and off screen in programmes made to return more data. 4Creative is also
respondents have by the main UK broadcasters. It went live in developing a campaign to raise awareness
responded to data August 2016, collecting data from and foster engagement in the wider industry.
requests programmes commissioned from that date.
So far, on average, around 24% of all
potential respondents have responded to
data requests and Channel 4’s response rate
is in line with this industry average. A first cut
of the first period of monitoring has been invested projects or
published, with the caveat that no companies in 2017
substantive conclusions can be drawn from
the results.26 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 27
At least one cast
08 In-house employee diversity targets
member in each
production has
OBJECTIVE
To provide transparent targets for growing the diversity of to be registered
our employees in ways that are measurable and accountable. disabled
To make our organisation diverse on the inside and across
commissioning.
RESULTS
Four of our seven employee diversity targets Channel 4 all staff Channel 4 leaders
for 2020 have been met already, three years Channel 4 all staff target Channel 4 leaders target
ahead of schedule. We were ahead of our
interim 2017 targets in all but one category.
% Disabled % BAME
However, we experienced the first year-on-
year decline for one of our target groups –
12.0
10.0
11.3
20.0 18.2
10 asting of actors
C
BAME employees – due, in part, to a higher
with disabilities
15.0
8.0
turnover among such staff. The diversity of 12.2
our leaders group (comprising over 100
6.0 10.0
5.6
Executives, Heads of Department and 4.0
Commissioning Editors) has increased in all 2.0
5.0
OBJECTIVE
categories other than disability. 0
2014 2015 2016 2017 2020
0
2014 2015 2016 2017 2020 To increase the auditioning of
LESSONS LEARNED actors with disabilities in scripted
We recognise that the fall in the proportion % LGBT % Female productions, whether or not parts
of BAME staff is a significant issue, which we
have been written specifically
8.0 7.8 60.0 56.1
hope to address in tandem with our new 7.0 6.9 50.0
work on progression of BAME employees. 6.0
5.0
40.0
46.4 for them.
4.0 30.0
3.0
20.0
On track
2.0
1.0
10.0 RESULTS
0 0
We endeavoured to increase disabled
2014 2015 2016 2017 2020 2014 2015 2016 2017 2020
representation across our Drama output by
to meet 2020 targets stipulating that at least one cast member in
each production had to be registered Amy Conachan
in her role as
disabled; and that at least one disabled actor Courtney Campbell
should be auditioned for each filming block. in Hollyoaks
Disabled actor Amy Conachan continued in
the role of Courtney Campbell in Hollyoaks
and Mat Frazer was in Kiri; roles where
disability is incidental, not central, to each
character’s role.
LESSONS LEARNED
Given the nature and requirements of
09 Deputy Commissioning Editor commitment scripted shows, it is vital to continue to
support disabled talent and to work with 11 Women Directors’ Programme
production companies. We are looking at
new ways of widening the pool of young
OBJECTIVE
OBJECTIVE disabled talent available for drama and
To work with the Creative Diversity Network (CDN) to fund seven comedy roles. To increase the number of women drama
Deputy Commissioning Editors over two years, each person directors via mentoring and shadowing.
working for one year within the Channel 4 commissioning team.
RESULTS LESSONS LEARNED
For the second year of this programme, four
new participants were recruited, each in a
This has been a successful initiative that has
provided real opportunities for diverse
Four new RESULTS
This objective was subsumed into ‘Spotlight
different genre (Factual Entertainment,
Features, Comedy, Specialist Factual), and all
commissioning talent while enhancing our
commissioning teams. We are considering
participants on Diverse Directors’. (See page 21.)
had their contracts extended to 18 months. whether to institute a further scheme in were recruited
We are currently helping to develop their the future.
future career plans. in 201728 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 29
12 Northern Writers’ Awards 14 Coaching and development planning for diverse staff
OBJECTIVE
OBJECTIVE
To provide a range of development opportunities for staff from
To provide training for two new writers from the North
diverse groups to ensure they are able to progress in their
of England in the script commissioning process.
chosen careers.
12
RESULTS RESULTS LESSONS LEARNED
Now in its third year of Channel 4’s The original initiative was broad in its intent. Following the successful trial in
sponsorship, graduates of the Northern With a gender imbalance at the top – and a Commissioning, this approach is now being
Writers’ Awards have gone on to write relative ethnicity imbalance amongst our rolled out to a wider pool of female staff
professionally for Hollyoaks, to have original female leaders – this prompted us in 2017 to across the whole of the organisation, to
work commissioned by Channel 4 and to win specifically address the career progression coach and encourage more women to
other paid developments. In 2017, the awards of female staff to senior levels at Channel 4. progress into senior positions.
included placements for two writers with A tailored pilot programme of activities and
Lime Pictures. workshops for 12 female Commissioners female Commissioners
therefore took place across 2017, focused on took part in our
building confidence and gravitas. There was Women’s Development
LESSONS LEARNED Programme trial
very positive feedback from participants.
We must provide more routes for award
winners into professional writing; we need to
dig deeper into communities to encourage
people to see writing as a career; and writers
from marginalised backgrounds need
longer-term support to fulfil their writing
potential.
Hollyoaks
13 Industry talent database 15 Gender pay reporting
OBJECTIVE OBJECTIVE
To connect emerging diverse talent with The Equality Act requires Channel 4 and all other companies with
editorial decision-makers. 250 or more employees to report on their gender pay by the end
of March 2018.
5,000
RESULTS LESSONS LEARNED RESULTS LESSONS LEARNED
Two database providers have cooperated This work is taking longer than we would like, Channel 4’s gender pay data was published We are not happy about this number and we
with the Creative Diversity Network (CDN) on but we remain committed to developing an ahead of the March 2018 deadline. Our are taking steps to ensure that we address it.
behalf of all broadcasters to include diversity industry-wide resource. report showed that, based on a snapshot This includes new initiatives to increase
functionality. The non-scripted database was date of 31 March 2017, we had a gender pay female progression within all parts of
people are open to
launched in August 2017. It allows search gap of 28.6%, calculated by mean average. Channel 4 and a commitment to a 50:50
sharing their protected
access to 5,000 people who have stated that This is caused by two factors. We are an gender balance in our top 100 earners
characteristics in the CHANNEL 4
they are happy for their protected GENDER organisation that has significantly more by 2023.
database PAY R E P O RT
characteristics (ethnicity, disability and 2017 female employees than male (59% women).
sexual orientation) to be included in criteria Within this, we have an imbalance of women
when people are looking for crew. The and men across the organisation: we have
scripted database is in beta and the CDN far more women in the lower two quartiles of
continues to work to deliver this. the organisation and far more men in
higher-paid roles – and these two factors are
28.6%
equally responsible for the size of our gap.
We have also taken steps to ensure that we
do not have an equal pay issue. External
counsel have examined our pay data and Channel 4’s gender pay gap
confirmed that there is no evidence of a by mean
systemic equal pay issue at Channel 4.30 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 31
2017 Results 19 Talent grassroots social
4 20 iversity and inclusion
D
The New Normal mobility drive training for Channel 4
staff and indies
There are fifteen areas of ongoing work in which OBJECTIVE
To engage potential industry entrants from
OBJECTIVE
To develop a culture of diversity and
we have established a ‘new normal’ that meet areas of high social disadvantage with the inclusion throughout our staff and with
our objectives but need to be maintained. range of schemes that we offer within 4Talent. our indie partners.
To open the eyes of more than 1,000 socially
RESULTS
disadvantaged people annually at locations All Channel 4 staff have now completed
across the UK to help them get into the industry. diversity and inclusion training; it is also a
16 Channel 4 Indie Growth Fund 17 L eadership objective setting RESULTS
requirement for all new staff to complete the
training as part of their probation. We have
launched the Disability Hub to provide tools
and incentivisation We had another successful year of roadshows aimed at connecting
with a range of talent around the country. We hosted six C4 Pop Up and advice to Channel 4 staff and managers.
events, three focused on production (in Birmingham, Bristol and And we have now trained 60 mental health
OBJECTIVE OBJECTIVE Belfast) and three on alternative media apprenticeships available first aiders. An internal survey found that 79%
at Channel 4’s offices in London, Manchester and Glasgow. of staff thought Channel 4 had been
To grow the scale of successful indies led by To ensure that all senior managers and Altogether, 618 attended these events, 31% of whom were BAME, effective in increasing their levels of disability
BAME entrepreneurs and those from other editorial staff have diversity objectives and 16% LGBT+ and 8% had a disability. know-how and confidence.
diverse backgrounds by providing investment that their success in meeting them is linked
and ongoing business support. to annual variable pay.
RESULTS
The Indie Growth Fund has a range of
RESULTS
91.5% of Channel 4 Leaders have diversity
CASE STUDY
Ella Powell, Birmingham Pop Up attendee and work experience:
“After attending the Production Pop Up in Birmingham, I
79%
reached out to North One for work experience and was of staff thought Channel 4 had been
investments that reflect Channel 4’s objectives and, going forward, we are grateful to be given a week with the Travel Man team.” effective in increasing their levels of
approach to diversity in terms of age, looking to improve governance and disability know-how and confidence
gender, genre, ethnicity and locality. For accountability around diversity as part of our “I also learned there are many other roles
example, last year the Fund took a minority new strategy. in production that I had never realised
stake in a female-led, Scottish production
company. The Fund has continued to
or considered.”
support the growth and success of three
BAME-led companies, one of which
(Renowned Films) successfully exited from
the Fund and has now achieved a launch pad
91.5%
for future growth. of Channel 4 Leaders have
diversity objectives
21 Talent career follow-up
4 22 sing our influence to
U
support encourage suppliers to work
to increase diversity
18 Executive and Board diversity review process OBJECTIVE OBJECTIVE
OBJECTIVE To provide ongoing development To increase commitment to diversity among all
To report and review progress support for former 4Talent participants. Channel 4’s suppliers – excluding indies, who
against key diversity goals at are supported by the Commissioning Diversity
RESULTS
the top of Channel 4 and to We hosted two ‘Future Talent’ training days Guidelines – right across the business.
ensure that the passion and The Channel 4 Board for 24 people who had participated in
4Talent Schemes but had been unsuccessful RESULTS
commitment to diversity is is now significantly in gaining the opportunities for which they Having raised diversity issues with our top 50
(non-commissioning) suppliers in 2016, we
driven from the top. applied. They were given advice on such
more diverse after issues as how to access roles in the media
industry and how to develop media
then sought to increase awareness of
diversity among smaller suppliers. We now
RESULTS
We continue to report to the Executive three new industry-friendly CVs; the events also
included interviews with talent managers
include our diversity statement in new
supplier contracts and on our external
and Board quarterly, highlighting key
achievements and challenges in the previous appointments from indies. supplier website. A new Supplier Code
of Conduct will be launched in 2018.
quarter, and risks and opportunities in the
upcoming quarter. Following the appointments
of Althea Efunshile, Uzma Hasan and Fru
Hazlitt at the end of 2017, the Channel 4
Board is now significantly more diverse.
A new Supplier Code of
Conduct will be launched
in 201832 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 33
23 dvertising leadership and
A 24 pecialist recruitment of
S 27 Diversity reporting 28 ommissioning Mentor
C
editorial roles people with disabilities Network
OBJECTIVE OBJECTIVE OBJECTIVE OBJECTIVE
To advertise all leadership and editorial To increase the number of candidates with To report annually on our diversity goals To train 60 Channel 4 Commissioners as
positions internally and externally. disclosed disabilities who are interviewed and the impact of our diversity initiatives. mentors and match each with an external
for job vacancies at Channel 4. mentee from an underrepresented group.
RESULTS RESULTS
Due to high retention and population size, In January, we launched our Two Years
RESULTS RESULTS
we do not have large numbers of leadership On report in Parliament, showing updated
93%
While the proportion of applicants with a The Commissioning Mentor
or editorial roles to fill. Leadership and progress against our 30 initiatives,
disability has gone down from 6.0% in 2016 Network is proving a firmly
editorial positions have been advertised highlighting the achievements of 2016 as the
to 4.7% in 2017, disabled candidates made established and highly effective
internally and externally and, following Year of Disability and announcing our new
up 9.8% of successful candidates compared intervention that increases of mentees
established best practice, 16 leadership roles plans for 2017. Actor and rapper Riz Ahmed
to 1.5% in 2016. We have continued our Channel 4 diversity and nurtures surveyed said the
were filled in 2017. (pictured) delivered the keynote speech. Over
successful strategy of targeted attraction, an strong relationships with the scheme had helped
100 people attended, including many MPs.
inclusive hiring process and ensuring a production and commissioning them achieve their
All 16
supportive and inclusive culture. We have stars of tomorrow. There are now career goals
achieved ‘Disability Confident Leader’ status 140 mentees, each matched with
in the Government’s Disability Confident a Commissioner for around a
scheme, the highest level of accreditation. year. Mentees also attend
screenings and other events.
Many have gained significant
career progression since joining
leadership roles were 9.8% of successful the scheme. 93% of mentees
surveyed said the scheme had
advertised and filled candidates were disabled helped them achieve the career
goals they had set themselves
in 2017 compared to 1.5% in 2016 when they joined.
25 eadhunter diversity
H 26 Annual diversity conference 29 Talent selection guidelines 30 Diverse Talent Gateway
commitment
OBJECTIVE OBJECTIVE OBJECTIVE OBJECTIVE
To see a substantial increase in the diversity To increase our commitment to improving To ensure that commissioners and To connect emerging diverse talent
of candidates proposed by headhunters. diversity through learning and sharing producers make decisions that drive with editorial decision-makers.
among broadcasters, indies, the press and diversity in a way that is consistent
RESULTS
Following the appointment of an in-house
policymakers by hosting an annual conference. with the Equality Act. RESULTS
We saw a growth of BAME-led indies and
Talent Acquisition Manager, over 80% of BAME senior production talent working for
permanent roles have been filled without the RESULTS Channel 4. We know that there is a range of
RESULTS There has been little demand for fresh
use of headhunter agencies. For those roles exciting talent from diverse backgrounds
Our second D.I.V.E.R.S.E. conference was activity in this area. The EHRC/Ofcom
for which we still use headhunters, including that we anticipate working for and with the
held in the spring, and brought together guidelines are now embedded in indies’
contractor appointments, we ensure they are channel in the future.
talent, commissioners, indies and charities understanding of the Act. We will be
briefed on our 360o Diversity Charter and
to celebrate diversity and tackle issues that organising a refresher event for
commitment to inclusivity.
still need addressing. Speakers included: Commissioners in 2018.
Ruth Hunt, CEO of Stonewall; actress and
comedian Sally Phillips (pictured); Dawn
Butler MP, Shadow Minister for Women and
CASE STUDY
Equalities; and actor Tommy Jessop.
Laurence Clarke is a
over Liverpool-based writer and
80%
comedian with cerebral palsy,
who was trying unsuccessfully
to develop scripts for TV
when he joined the CMN. His
mentor secured him work
experience at Lime Pictures
and introduced him to
of permanent roles have been Objective Films; now he is
filled without the use of awaiting news on a funded
headhunter agencies development for
Channel 4 Comedy.34 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 35 APPENDIX Commissioning Diversity Guidelines
36 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 37
Appendix
Commissioning Diversity
Guidelines: Overview
In January 2015, we launched our
Commissioning Diversity Guidelines – a guide
for indies to understand our requirements for
commissions – as a practical demonstration
of how committed we are to putting diversity
at the heart of all we do.
We are proud to say that Channel 4’s
Commissioning Diversity Guidelines have
We will be inviting our partners to continue
to collaborate with us in pursuing the
A useful source of guidance for producers
is the EHRC/Ofcom publication ‘Thinking
CHANGES TO THE GUIDELINES
In 2017, we further toughened our How They Work
been welcomed by independent production objective of achieving greater inclusion, to Outside the Box: Supporting the television Commissioning Diversity Guidelines.
companies and commissioning editors alike engage meaningfully with the issue of broadcasting industry to increase diversity’. Building on the progress we already We expect that all commissions
and have largely been approached in the underrepresentation and to think creatively made, and in order to drive faster and will achieve a minimum of one
spirit intended. about the positive steps they can take to help We are also demanding that the same more effective change, we asked our
us achieve our goals, such as a) outreach standards of diversity are met by all our news partners that: YES in each section of the
We are already seeing the results in work aimed at raising awareness of and sports programmes, on and off screen, diversity guidelines. Our ambition
programmes like Ackley Bridge, The Island, opportunities to work on Channel 4 through direct liaison with our production All commissioned returning series must hit
First Dates, Secret Life of 4-Year-Olds and programmes (on or off screen), b) strategic partners for these shows. When we talk about all three Off screen commitments: Senior is that production companies will
Gogglebox. advertising of vacancies and on screen roles, 360° diversity at Channel 4, we really mean it. Staff/Creative Roles, Development/ only tick training, internship and
and c) mentoring/shadowing schemes. Production Team/Crew and Training,
Our guidelines apply to all Channel 4 But for Channel 4, diversity isn’t just about Internship and Career Progression. career progression in addition
commissions, with genre-specific targets In 2018, we’ll finally be able to share with ticking boxes or being worthy – it’s about to another off screen tick. If this
focusing on two areas: diversity on screen suppliers the monitoring data and analysis ensuring that we represent the diversity of
and diversity off screen, including training that will be available from DIAMOND and modern Britain in all its richness. You only is the only off screen box that
and opportunities. We expect all our feedback information from the have to look at some of our most successful your production can tick, please
production partners to take active steps to Commissioning Guidelines to tell them how shows like Gogglebox, The Undateables
achieve these targets, working with their they are doing and where we can work and Humans, to see how diversity can be
contact your Commissioning
commissioners, and to be able to together to do more and achieve real impact. used as a creative tool to make our shows Editor and/or the Creative
demonstrate the actions they have taken. even better.
All editorial specification forms now As an industry we need to encourage more
Diversity team.
request that production companies state contributors and production staff to fill in the
their diversity commitments at the beginning form and build up a true picture of diversity
of the production process. on and off screen. At least one YES in the:
In preparing these guidelines, we have:
a) consulted with PACT (The Producers On screen section
Alliance for Cinema and Television);
b) consulted with our external employment
solicitors Reed Smith; and c) ensured they
comply with the Equality Act provisions At least one YES in the:
on positive action.
First Dates Off screen section
And we will measure and publish
our performance in advancing
diversity against these criteria.38 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 39
Appendix Appendix
On screen On screen
Content/subject matter Roles
Channel 4’s commitment: Channel 4’s commitment:
Series and single programmes should reflect a On screen roles should reflect a diverse range
variety of communities and backgrounds through of voices, perspectives and experiences
their subject matter.
How to qualify for a YES How to qualify for a YES
Factual Scripted Entertainment Factual Scripted Entertainment
programmes: programmes: programmes: programmes: programmes: programmes:
Programmes which explicitly and Programmes which reflect the identities Entertainment programmes which Programmes prominently featuring Programming in which either: Your entertainment series must
predominantly explore issues of identity of the many communities in modern celebrate inclusivity, equality and presenters and/or contributors who meet BOTH the below targets for
relating to ethnicity, or have a specific Britain, through stories and characters Channel 4’s approach to creative have a disability, are from an ethnic (a) at least one of the lead characters is its on screen talent bookings and
focus on LGBT, people with a disability which reflect the experiences of diversity, by focusing on representing minority or are LGBT. Please note, either from an ethnic minority contributors across the series:
or other underrepresented groups. underrepresented groups. underrepresented groups. a series should demonstrate diversity background or has a disability
across the majority of programmes, not or is LGBT (a) a minimum of 25% women
just a single episode*.
OR AND
(b) at least 50% of the lead characters (b) a minimum of 15% people are LGBT
are female. or have a disability or are from an
ethnic minority or another
underrepresented group.
Recent Channel 4 programmes with this Recent Channel 4 programme with this Recent Channel 4 programme with Recent Channel 4 programmes with Recent Channel 4 programmes with Recent Channel 4 programmes with
subject matter include: Para Athletic subject matter: Chewing Gum this subject matter: The Last Leg this subject matter include: Child Genius, this subject matter include: Humans and this subject matter include: Travel Man,
Championships 2017, The Undateables Secret Life of 5 Year Olds, Naked Attraction No Offence The Jump
and others
*Some programmes would need to consider
creative ways to ensure or maintain an inclusive
approach, particularly shows where contributor
selection is restricted (i.e. shows that prominently
feature members of the public). Commissioning
editors can play an important role in this, working
in collaboration with the Head of Department,
Creative Diversity and HR.You can also read
