ITV Diversity Acceleration Plan
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DIVERSITY ACCELERATION PLAN REPORT 2021 WELCOME CAROLYN MCCALL, CEO ITV Welcome to our report. A year ago, we committed to increasing investment, including appointing a new Diversity & Inclusion team, in order to accelerate the speed of change and increase representation on-screen, in our production teams and within our own workforce. Attracting the best talent from a wide range of backgrounds, creating an inclusive culture where all colleagues can flourish, and making programmes that appeal to wide and diverse audiences are all hugely important priorities to our business. I feel incredibly proud to work for ITV and this has been an extraordinary year. I would like to acknowledge the passion and commitment ITV colleagues have displayed to drive this agenda forward and particularly the hard work of and the important role that our colleague Network Groups have played. Lockdown made things harder to deliver on many fronts including some elements of this plan and there are further steps to reach all our targets. There is no doubting our commitment – we are also committed to measuring our progress and reporting publicly each year because we know that we will rightly be judged by actions rather than words. 2 INTRODUCTION ADE RAWCLIFFE, GROUP DIRECTOR DIVERSITY AND INCLUSION, ITV As a senior leader at ITV I know how essential it is for us to use our position in society to shape Britain’s culture whilst reflecting who we are; it’s a position of privilege and responsibility. ITV has a duty to remain relevant, successful and profitable. As custodians of an organisation which millions of British people have a close relationship and affinity with, we understand the importance of ensuring that ITV consistently lives up to their expectations. This report will provide detailed information as to how ITV is becoming better equipped to ensure it delivers on its ambitions. For more than a year we’ve been living through unprecedented times. The global Covid-19 pandemic has threatened the global economic order, challenged governments like never before and brought into sharp focus inequalities that have always existed; 2020 is the defining year of our century. The Black Lives Matter protests last summer, which followed the brutal murder of George Floyd, ignited public outrage at this time whilst the world was in a state of flux. Our award-winning news team covered how worldwide protests featuring people of all ethnicities and backgrounds demanded an end to racism in all its forms and a push toward social justice. 3 It was at this point that we chose 2020 as the Using data alongside compelling accounts, this moment to define our future direction and report gives a fuller picture of what we’re doing well accelerate changes to how we operate as a business OUR FIVE after our first year and how much further we still – ensuring that we’re more diverse and inclusive. need to travel. We understand that our actions will In the first year of our Diversity Acceleration Plan COMMITMENTS resonate much more than our ambitions ever will. we have already made some progress. Since July 2020 we have achieved: While our first year plan has a focus on supporting 1. Increasing diversity on ITV’s Management Board those from Black, Asian and Minority Ethnic and senior leadership teams. backgrounds, we remain committed to our other 33% increase in the number of lead roles featuring diversity targets and activities – particularly on Black, Asian and Minority Ethnic talent on ITV. 2. Commissioning to ensure ITV better represents contemporary British life on-screen within the doubling disability representation and improving 34% of lead roles in new commissions that have next 12 months. social economic diversity. aired on TV since July 2020 have been filled by Improving diversity and career progression in Black, Asian and Minority Ethnic talent. 3. I hope you enjoy reading how much we’ve achieved TV production. so far and also push us to go even further in years 62 Production Opportunities for ethnically to come. diverse talent to gain more senior experience in 4. Taking positive action on recruitment of a diverse roles to create an increased pipeline of diverse team at entry level as well as at middle and senior talent in years to come. leadership levels. 5. Educating and developing ourselves so everyone We have decided to be proactive in shaping our understands racism and their role in creating workforce because we know it is imperative for our an inclusive culture. business to have the widest and best pool of talent available. Our 2020 Diversity Acceleration Plan had five clear ambitions and this report is intended to reveal what we have achieved so far, whilst also detailing what we still need to do. As broadcasters we know the power and reach of our programming. We can change the hearts and minds of our viewers, helping even to shape the way our society views the world... We are starting to see more successes though in front of the camera and behind. Alison Hammond becoming the first black regular anchor of This Morning at the beginning of 2021 is fantastic to see and even the decision to have a wider and more diverse pool of talent including make-up artists really matters... But we have to be so mindful not to allow this momentum to fall by the wayside. Award-Winning ITV News Presenter Charlene White spoke to us about the push for greater diversity and equality in British Television over the last 12 months. Read the full interview here 4 OUR PROGRESS YEAR 1 SUCCESSES WORK STILL Appointment of Ade Rawcliffe, 1. Group Director of Diversity and TO DO INCREASING Inclusion on to ITV Management Board in August 2020. Reporting Further work needed to improve directly to our CEO, Carolyn McCall. DIVERSITY ethnically diverse representation With the creation of this new across all senior levels at ITV position ITV became the first including senior leadership, FTSE 100 company with a ON ITV’S commissioning and production. dedicated diversity director on its executive board. MANAGEMENT Increased diverse representation on the ITV PLC and ITV BOARD AND Management Boards. Attracting industry-leading talent to ITV Studios to ensure our senior SENIOR leaders in production better reflect LEADERSHIP the diversity of modern Britain. TEAMS 5 Key Data ITV PLC Board Of Directors (11 members)1 OUR TRANSFORMATIVE 45.5% Female board representation 18.2% Black, Asian and Minority ITV LEADERS – DRIVING Ethnic board representation 1 (ITV Annual Report) OUR BUSINESS FORWARDI lead the distribution at ITV for Live Channels, ITV Hub and ITV Hub+. My role includes Full Commissioning Team2 negotiating terms that address prominence, search and recommendations tailored to an 21.2% Black, Asian or Minority Ethnic ITV audience. I’m also the Chair of Freesat, a 1.9% Prefer not to say 76.9% White joint venture between the BBC and ITV, and a 2 (Q1 - January to March 2020) Non-Executive Director at The Twofour Group, an award-winning production company. I have FTSE 100 Average Diversity data3 over 15 years’ experience launching products, building strategic partnerships and delivering 46% Female board representation complex, transformational programmes. 12.4% Black, Asian and Minority Ethnic board representation Faz Aftab – Director of Platform Distribution 3 (Parker Review survey March 2021) The ITV PLC Board representation exceeds the Hampton-Alexander Review target and also surpasses the Parker Review recommendations. ITV’s senior leadership team is 11.2% Black, Asian and Minority Ethnic. I’m responsible for using leading technology to leverage our data to create value for ITV. That means working with Studio Production, Studio Distribution, Commissioning, Scheduling, Distribution, Marketing, Direct to Consumer and Commercial. Previously I worked as Channel 4’s Head of Data Science building a multi-award-winning team where we combined human creativity with machine intelligence to drive growth and innovation. Sanjeevan Bala – Group Chief Data and AI Officer 6 I’m responsible for driving and developing scripted comedy content for ITV. One of our current major As the Non-Exec on the ITV commissions is Spitting Image which Studios Board my role is to is shown on Britbox. Previously I provide challenge and external was Head of Comedy at Talkback perspective to the leadership and Head of Development for Retort and strategy, based on my 30- where we produced the award-winning year career working in television, Chewing Gum. I have almost 20 including leading the BBC years of experience in TV production Television Production studio, a and development, and diversity in major American cable network content, not just comedy, is the key and now an independent to engaging audiences. production company. Diversity Nana Hughes – Head of Comedy, ITV Commissioning in all its forms is central to studios’ future success, because a diverse workforce enables us to create the ideas that appeal to increasingly diverse audiences. Pat Younge – MD, Cardiff Productions; Non-Exec Director, ITV Studios As the Chief Finance Officer at ITV Studios it’s my responsibility to help the business grow and manage its finances. I’ve been at ITV for almost 16 years after starting in the ITV LOOKING FORWARD Broadcasting division (now known as Media & Entertainment). It’s been fantastic working When making senior hires at ITV, we endeavour to recruit the most talented people from the broadest across different parts of the business including range of backgrounds. Whilst 13.4% of our colleagues Commercial, Group Finance, Investor Relations are from a Black, Asian and Minority Ethnic background, and Procurement. For a time I was based in within our Senior Leadership Team (SLT) it is 11.2%. Manchester where I ran our Business Service Diverse representation is particularly important in Centre.