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 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 every level of our organisation on screen, Our vision is to partner, encourage, enable off screen, including leadership, to achieve our goal. Leadership is about people: and hold ourselves and others to account. about all the people who contribute to our We want an inclusive and diverse workplace content, not just those on screen. • Engaging the skills and experience of all and industry to become a reality: a place our people – commissioners, writers, directors, HR managers, interns, casting where we respect, embrace and harness the agents, viewers, business managers, indie managers, on screen talent, TV executives, uniqueness of individuals and their talents. lawyers, headhunters, careers advisers, 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, recruitment, training, development, Reflecting our society mentoring and more. on screen 2 • What we do is more important than what we say, and our 360° approach is designed When we launched the 360° Diversity Charter to give others the chance to measure our in 2015, we committed to show leadership in We want actions. We fully embrace that our remit diversity at every level on and off screen, in – enshrined in legislation – asks us “to our own backyard, with indies and working our staff to appeal to the tastes and interests of a collaboratively with our partners in the culturally diverse society”, and the results industry – and we remain committed today. 1 feel that: 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 We want Their individual us to “challenge established views and area: there are many different aspects of talents are appreciated, promote alternative views and new diversity that shift over time but, for us, our 3 perspectives”, meaning that diversity of vision of success will be more than purely viewers to that they can be thought and opinion are just as important achieving targets and reflecting the make-up feel that: themselves, be different We want indies as other aspects of diversity. of our society on and off screen. and be welcomed with Channel 4 shows Britain open arms. to feel that: Always accountable the way it is – full of Channel 4 enables them difference and variety. We continue to report our progress in a to produce challenging, transparent and accountable way, reporting creative, diverse content annually on our progress against the goals that tells the stories of set out in our 360° Diversity Charter. an inclusive and diverse As well as reporting what we have achieved, Educating Greater we also know just how important it is to share society, utilising the talent Manchester 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 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 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 to ever achieve Disability Confident Leader 4 Progress has been made on the Four New Channel 4 was the targets for 2020 have been met already, Status, the Government scheme operated by Frontiers, which we adopted for 2017. But our three years ahead of schedule. However, we the Department for Work and Pensions, work on some of these, together with some experienced the first year-on-year decline for in August. other workstreams, has revealed a number 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 Channel 4 was confirmed to be the most diversity and inclusion strategy. 3 process of addressing. diverse of the five main UK broadcasters FIRST media company to achieve in ’s firstDiversity and Equal 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 ; and several marketing awards for 4-Year-Olds Hollyoaks 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 the most diverse of the employee diversity targets for 2020 have been met already, three years five main UK broadcasters ahead of schedule in 2017

UEFA Women’s EURO 2017

of our programmes met our 86% 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 and Regions quotas.

Efforts to reflect regional diversity on screen have included: 50% 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 50% local talent, as with Ackley Bridge. 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 found an extremely positive series come together for a viewer response. brilliant finale; bring it back soon Channel 4!” 71% 68% of viewers felt the of viewers agreed that programme reflected 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 developed directly out of our commitment to new talent, regional production and diversity both on and off screen.

64%felt the series accurately Set in a fictional Yorkshire mill 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 said there should be more and made with substantial 79% programmes like this on involvement from diverse local TV which feature a mix 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 on Ackley Bridge involving them in the preparation of the drama; this Nazmeen Kauser, who plays This research also found, contributed to its authenticity. student Razia Paracha, was more broadly: 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. 75% cast were from schools and of viewers felt Channel 4 gives community groups in and At the time the director voice to the under represented around Halifax. Several leading approached her, Nazmeen had characters were recruited from been excluded from school. the area following local She 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 work experience placements managed to excel at school. throughout the preparation and production of the series. A second series is in production 75%of viewers believe our and will be shown in 2018. programmes cover a wide range of UK locations

1Online research conducted by agency 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 Lime offers (ITVBe), Geordie Shore (MTV) Hollyoaks and Evermoor (Disney). Lime works actively with Channel 4 on talent 2 Hollyoaks won the Broadcast two-week placements on the Award for Best Soap/Continuing development initiatives, such Hollyoaks story team Drama in “Hollyoaks attracts a huge as the Northern Writers’ Award, offering winner Sharma Walfall young audience, which puts a placement on Hollyoaks. And it supports Channel 4’s diversity them in a unique position 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 2018 help about mental health with a disability. 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 (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 initiatives has been solid in 2017, but there will continue to fulfil and monitor them. is still work we need to do. This will be addressed further in our new Diversity 16 C4 Indie Growth Fund 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 to make a substantial impact. 25 Headhunter diversity commitment 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 – Progressed but delayed or amended Amber 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

2017 Results The Four New Frontiers

2017 World Para Athletics Having focused on one area in 2016 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 where we challenged ourselves to make a substantial impact.

We progressed work on all four areas across 2017, whilst also identifying We identified four important issues that will help shape our such areas: 2 future strategy. Our initiatives with Spotlight directors and the advertising industry were highly impactful. We also deepened our on diverse understanding of the drivers and barriers 4 to BAME progression and social mobility Launching and we will be prioritising further work to 1 directors address those issues identified. Focus on BAME Increase the diversity a pioneering 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 3 opportunities across on more senior roles either and all genres. More diversity our industry for people at the channel or within the from socioeconomic wider industry landscape. between our 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-Olds 20 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 of progression, retention, recruitment, culture employees from being themselves at work 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. We chose to be open about the findings, • Ensuring managers are trained for managing How sharing them with our employees and 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 “I was very pleased to – SODA (Spotlight on Directors Advisors). Results have been involved in

We gave opportunities to 46 new diverse Directors, exceeding our target of 40. this initiative. I was at Directors worked across a wide range of genres and titles, including Ackley Bridge, Unreported World and The Undateables. the point in my career

Half of the Directors were introduced to indies by Channel 4, who then hired them on where I needed other merit. We also provided direct funding to 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 indies and Commissioning Editors. An industry event in 2018 will showcase their work and experiences. producing jobs.”

The State 22 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

Our initiatives included: Background How • Launching 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 campaign; and partnering with PayPal a comprehensive strategy to address social Objective for the advertiser that develops the best on two LGBT creative treatments, around Objective mobility across Channel 4, our supply chain advertisments championing diversity. Tattoo Fixers and First Dates. and the wider industry. Elements of 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 (AD) working group for advertising, and increase opportunities across our industry • Early outreach to increase the social Channel 4 leading by example in its Results ensuring all of our owned channels will be for people from underrepresented diversity of application pools, through such marketing output, as well as incentivising fully operational for AD by June 2018. socioeconomic backgrounds. initiatives as C4 Pop Ups (free workshops the industry to change. In addition to successfully launching our • Launching critically-acclaimed new for young people), work experience £1 million airtime diversity competition, Channel 4 idents, which celebrate opportunities (60 placements each year) which was won by Lloyds Bank, and forming inclusion, diversity, Britain, youth and How and bursaries (to remove financial barriers). the taskforce, we also launched a variety Channel 4’s alternative voice. • Working to remove socioeconomic bias 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. ambassador Ruby Wax during Mental research to better understand the barriers annually) actively recruits people from less 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

Supporting Pride with a 16 apprenticeship £100k places annually ad campaign; and partnering with PayPal on two LGBT creative treatments, around Tattoo Fixers and First Dates

idents, which celebrate inclusion, diversity, Britain, youth and Channel 4’s new 4Channel 4’s alternative voice. ‘Giant’ idents 60work experience placements each year 24 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% 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 86% 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. CASE STUDY 06 Project Diamond 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 To bring transparency and accountability to the numbers of people of the development money and its on screen out of the real-life stories of its female leads Vicky impact. It is likely we will continue to fund 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 diversity benchmarking within and between broadcasters. longer period. We are also funding Indielab, Productions over two years, as it worked towards a social enterprise that trains small indies to its first major Channel 4 scripted commission; a become more sustainable businesses and be second series with a diverse Hollywood cast is investment ready. RESULTS LESSONS LEARNED now in development. 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 24% to measure the diversity of everyone involved suppliers to ask cast, contributors and crew 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 25 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 C 4 C 4 for 2020 have been met already, three years C 4 C 4 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- 0 00 3 year decline for one of our target groups – 10 00 Casting of actors BAME employees – due, in part, to a higher 0 0 turnover among such staff. The diversity of with disabilities 60 00 our leaders group (comprising over 100 6 Executives, Heads of Department and 40 0 OBJECTIVE Commissioning Editors) has increased in all 0

0 0 categories other than disability. 04 0 06 0 00 04 0 06 0 00 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 0 600 6 0 have been written specifically hope to address in tandem with our new 6 00 60 464 work on progression of BAME employees. 400 for them. 0

40 300

30 00 0 00 RESULTS 0

0 0 We endeavoured to increase disabled On track 04 0 06 0 00 04 0 06 0 00 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 scripted shows, it is vital to continue to 09 Deputy Commissioning Editor commitment 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 This has been a successful initiative that has Four new RESULTS new participants were recruited, each in a provided real opportunities for diverse This objective was subsumed into ‘Spotlight different genre (Factual Entertainment, commissioning talent while enhancing our participants on Diverse Directors’. (See page 21.) Features, Comedy, Specialist Factual), and all commissioning teams. We are considering 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 2017 28 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.

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 female Commissioners Lime Pictures. workshops for 12 female Commissioners 12 took part in our therefore took place across 2017, focused on Women’s Development building confidence and gravitas. There was 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.

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. 5,000 behalf of all broadcasters to include diversity industry-wide resource. report showed that, based on a snapshot This includes new initiatives to increase people are open to functionality. The non-scripted database was date of 31 March 2017, we had a gender pay female progression within all parts of sharing their protected launched in August 2017. It allows search gap of 28.6%, calculated by mean average. Channel 4 and a commitment to a 50:50 characteristics in the access to 5,000 people who have stated that CHANNEL 4 This is caused by two factors. We are an gender balance in our top 100 earners they are happy for their protected GENDER organisation that has significantly more by 2023. database PAY REPORT 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 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 28.6% 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 4Talent grassroots social 20 Diversity and inclusion The New Normal mobility drive training for Channel 4 staff and indies There are fifteen areas of ongoing work in which OBJECTIVE OBJECTIVE To engage potential industry entrants from 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 17 requirement for all new staff to complete the Channel 4 Indie Growth Fund Leadership objective setting RESULTS training as part of their probation. We have We had another successful year of roadshows aimed at connecting launched the Disability Hub to provide tools and incentivisation 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. CASE STUDY Ella Powell, Birmingham Pop Up attendee and work experience: 79% RESULTS RESULTS “After attending the Production Pop Up in Birmingham, I The Indie Growth Fund has a range of 91.5% of Channel 4 Leaders have diversity 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 or considered.” company. The Fund has continued to support the growth and success of three BAME-led companies, one of which (Renowned Films) successfully exited from 91.5% the Fund and has now achieved a launch pad for future growth. of Channel 4 Leaders have 21 22 diversity objectives 4Talent career follow-up Using our influence to 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 driven from the top. applied. They were given advice on such (non-commissioning) suppliers in 2016, we issues as how to access roles in the media then sought to increase awareness of more diverse after industry and how to develop media diversity among smaller suppliers. We now RESULTS industry-friendly CVs; the events also include our diversity statement in new We continue to report to the Executive three new included interviews with talent managers supplier contracts and on our external and Board quarterly, highlighting key from indies. supplier website. A new Supplier Code achievements and challenges in the previous appointments 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 2018 32 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 33

23 Advertising leadership and 24 Specialist recruitment of 27 Diversity reporting 28 Commissioning Mentor 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 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 93% internally and externally and, following Year of Disability and announcing our new up 9.8% of successful candidates compared intervention that increases established best practice, 16 leadership roles plans for 2017. Actor and rapper Riz Ahmed of mentees to 1.5% in 2016. We have continued our Channel 4 diversity and nurtures were filled in 2017. (pictured) delivered the keynote speech. Over surveyed said the successful strategy of targeted attraction, an strong relationships with the 100 people attended, including many MPs. scheme had helped inclusive hiring process and ensuring a production and commissioning them achieve their 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. All 16 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 Headhunter diversity 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 policymakers by hosting an annual conference. with the Equality Act. RESULTS Following the appointment of an in-house We saw a growth of BAME-led indies and Talent Acquisition Manager, over 80% of BAME senior production talent working for RESULTS permanent roles have been filled without the RESULTS Channel 4. We know that there is a range of use of headhunter agencies. For those roles There has been little demand for fresh Our second D.I.V.E.R.S.E. conference was exciting talent from diverse backgrounds for which we still use headhunters, including activity in this area. The EHRC/Ofcom held in the spring, and brought together that we anticipate working for and with the contractor appointments, we ensure they are guidelines are now embedded in indies’ talent, commissioners, indies and charities channel in the future. briefed on our 360o Diversity Charter and understanding of the Act. We will be to celebrate diversity and tackle issues that commitment to inclusivity. organising a refresher event for 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 Liverpool-based writer and over comedian with cerebral palsy, who was trying unsuccessfully to develop scripts for TV when he joined the CMN. His mentor secured him work 80% 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 We will be inviting our partners to continue A useful source of guidance for producers CHANGES TO THE GUIDELINES Commissioning Diversity Guidelines have to collaborate with us in pursuing the is the EHRC/Ofcom publication ‘Thinking 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. Diversity team. All editorial specification forms now As an industry we need to encourage more 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. 40 CHANNEL 4 360° DIVERSITY CHARTER CHANNEL 4 360° DIVERSITY CHARTER 41

Appendix Appendix Off screen: Off screen: Content/subject matter Roles

Channel 4’s commitment: Channel 4’s commitment: To encourage the progression of people from Roles within production teams and crews currently underrepresented groups to senior and should be accessible to people from currently creative roles. underrepresented groups. How to qualify for a YES How to qualify for a YES

Factual Scripted Entertainment Factual Scripted Entertainment programmes: programmes: programmes: programmes: programmes: programmes:

A programme or series where Of a scripted programme Your programme must fulfil At least 15% of the production team or At least 15% of the production team or Of the production team or AT LEAST one of the… AT LEAST one of the… BOTH of the below criteria: crew are from an ethnic minority crew are from an ethnic minority crew, either: or have a disability. or have a disability. >> Head of Production >> Director (a) at least one of the Executive at least 40% are women. >> Production Executive >> Writer Producer, Director, Producer, Series Any production company staff Any production company staff >> Director >> Producer Producer, Writer or who are budgeted against the who are budgeted against the OR >> Producer >> Executive Producer Head of Production is a woman. production costs – e.g. a production production costs – e.g. a production at least 15% are from an >> Producer/Director >> Lead DOP accountant – should be included in this accountant – should be included ethnic minority. >> Series Producer >> Designer AND calculation, to help monitor in this calculation, to help monitor your >> Series Director >> Lead Editor (b) at least one of the Executive your progress towards achieving progress towards achieving OR >> Series Editor Producer, Director, Producer, Series this target. this target. at least 5% have a disability. >> Executive Producer …is from an ethnic minority Producer, Writer, or has a disability. Head of Production, …is from an ethnic minority or Production Manager, Celebrity OR has a disability. Booker, Associate Producer or …at least two are women. Researcher is from an ethnic minority or has a disability. 42 CHANNEL 4 360° DIVERSITY CHARTER

Appendix Off screen: Training, internship and career progression

Channel 4’s commitment: To encourage and support access to the media industry for underrepresented groups, as well as career progression within Channel 4 and its suppliers. We would expect production companies we are working with to tick this box in addition to another off screen tick. If this is the only box that your production can tick, please contact your Commissioning Editor and/or the Creative Diversity team. How to qualify for a YES

Factual Scripted Entertainment programmes: programmes: programmes:

Your production has to achieve one of Same criteria as for Factual Same criteria as for Factual the following goals: programmes (see left). programmes (see left).

>> Hire at least one paid intern, recruited from a recognised provider or undertaking an approved industry scheme for underrepresented groups*: e.g. – Channel 4 Production Training Scheme (12 months) – Creative Access (with training for BAME graduates) – PACT Indie Diversity Training Scheme. OR >> Hire a graduate of one of these internship schemes, whether their internship had been with your company or elsewhere. OR >> Provide skills training from a recognised provider (e.g. those supported by Creative Skillset) for team members with disabilities or from ethnic minorities.

*If you are unsure whether your industry scheme is approved, please contact a member of the Creative Diversity team. CHANNEL FOUR TELEVISION CORPORATION