BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Welcome to the BBC Diversity Commissioning Code of Practice Report 2020/21
Total Page：16
File Type：pdf, Size：1020Kb
BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Welcome to the BBC Diversity Commissioning Code of Practice Report 2020/21 BBC One, I May Destroy You: Various Artists. Paapa Essiedu nominated BAFTA Best Actor, Michaela Coel winner BAFTA Director, Writer and Actress and Weruche Opia nominated BAFTA Best Supporting Actress Foreword Introduction Overview p3 p4 p5 1 2 3 Leading by example Authentic portrayal Casting should p6 p13 be open and fair p19 Our aim is to focus on being 4 5 more rather than less BBC. A diverse Measurement workforce makes p26 More distinctive. More committed for better content p23 to our unique mission. BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 3 Foreword he BBC is here to provide great value to The commitment to diversity and inclusion has all of our audiences. We create bold and never been stronger. At the very top of the distinctive content that seeks to reflect a organisation the message is clear: the ambition is diverse range of voices from local to create an organisation which reflects more Tcommunities and appeal to both UK and global accurately the society we serve. audiences. We’re putting inclusion and accessibility at the The BBC continues to make bold creative choices heart of everything that we do; it’s not just about which benefit and reflect all 4 Nations of the UK; the future of the BBC, it’s about the impact we launching a series of daily educational make in the communities of the audiences we programmes that allowed children to study whilst serve across the UK and in the creative industry at schools were closed, Children in Need match- large. This report demonstrates how we have funded the £10 million pledge made by Stormzy to made progress towards that ambition this year. tackle racial inequality in the UK and, more Miranda Wayland recently, the BBC’s biggest transformation plan in Head of Creative Diversity decades, which will move power and decision- making across the UK, putting portrayal and representation at the heart of our offer. We know that having diverse creative talent, from a wide range of backgrounds, brings fresh perspectives, unique insights, expertise and experience. This talent is also key to our creative innovation and enables us to continue making world class content that has mass appeal. Creative Diversity investment BBC Diversity Commissioning £112mCode of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 4 Introduction ow in its third year the BBC’s Diversity Diversity and inclusion is Commissioning Code of Practice sets the foundation for our relationships a creative imperative at the with suppliers – what we commit to and Nwhat we expect from those we work with. This ensures our content accurately represents and BBC Three, RuPaul’s Drag Race UK: BBC; it ensures we remain authentically portrays the diverse communities of World of Wonder the whole of the UK. Full details of the Diversity relevant to all. Commissioning Code of Practice can be obtained here. The Code continues to provide us with an opportunity to analyse our effectiveness and impact. We are able to assess progress and identify any key areas for improvement. This approach has enabled us to be bolder and more ambitious in achieving greater representation across all of our output and take active steps towards meaningful change. BBC Three, Famalam: BBC Studios, RTS Award for Female Performance In A Comedy for Gbemisola Ikumelo BBC One, Three Families: Studio Lambert BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 5 Overview This report sets out our achievements and learnings during 2020/21, and how we have continued to drive the Diversity & Inclusion agenda during an unprecedented pandemic. A year in which productions were BBC Three, Eating with my Ex: massively disrupted, talent were Shotglass Media unable to work, and safety considerations impacted who could be on set and where people could travel. BBC Two, Manctopia: Billion Pound Property Boom: Minnow Films Throughout this report, we will outline how the The Code sets out commitments around BBC complies with the Code, and highlight five principles: illustrative examples and case studies that evidence the breadth of approach our commissioning teams, and our suppliers, have taken to implement the principles it contains. 1. Lead by example More detail on how we work can be found on the BBC’s Commissioning website. Previous reports 2. Portrayal should can be found at: https://www.bbc.co.uk/ be authentic creativediversity/reports. Casting should be A status summary against all Code commitments 3. can be found on p30. open and fair 4. Diverse workforce makes for better content 5. Measurement BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 6 Section 1: Leading by example BBC, The Grand Party Hotel: £100m £12m Spun Gold TV TV commissioning spend Radio commissioning spend Last year the BBC announced the biggest Creative Diversity investment in the industry. The investment is designed to accelerate the pace of change to increase diversity and inclusion both on-screen, on-air and within production teams. We have put measures in place internally to drive this commitment and communicated with suppliers about what it means, and how they can contribute. We have hardwired diversity into our leadership objectives and our commissioning teams. See how we are measuring our progress BBC Diversity Commissioning Code of Practice Progress Report 2020/21 BBC Radio 1, Dev Griffin Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 7 Leading by example continued In 20/21 the BBC introduced diversity & inclusion The panels include representatives from each “ If you are a leader at the BBC as one of the key indicators of its Senior genre or network and across the groups they Leadership index – meaning internal performance represent the following backgrounds and and looking to secure a new of content divisions and commissioning teams experience: role we will look at your overall includes progress against these objectives. – Lower socio-economic background team engagement scores; how In addition it set new internal diversity targets for – Those living with a disability you improved the diversity of all its teams to meet within 5 years– which set a – Black, Asian & Minority ethnic backgrounds your team; and how you bar for the industry and demonstrates our own Trevor Nelson, BBC Radio 1 commitment to change. These targets are higher created an environment where Xtra presenter: BBC than we are asking of our suppliers – and mean the we treat everyone fairly and decision makers of the future will be more equally, no exceptions.” representative of the audiences they serve. BBC Diversity Targets This demonstrates we are looking at our own % % Tim Davie, Director-General commissioning workforce, processes, decision- 50 20 making and culture to deliver our objectives, as Female Black, Asian and “ Now is the time that diversity well as working with others to support that. Minority Ethnic needs to be hardwired into the Our TV Assistant Commissioner development corporation, including the programme is now in its third year, and has % enabled us to attract and nurture talent from 12 senior commissioning team.” under-represented backgrounds within the BBC’s Disabled BBC Chief Content Officer Charlotte Moore, commissioning teams. We now have strong Edinburgh TV Festival representation across our genres – with more work to do at the senior level over time. All 6 ACs in our 2019-21 intake are still working in commissioning. In 20/21 we introduced Creative Diversity & Inclusion Panels within our content areas to support the business to achieve our Diversity commitments authentically and to provide insight as to what will have most impact. The panels bring their lived experience to help shape and inform business and commissioning discussions inform best practice and champion changes to our culture from the inside. BBC One, Doctor Who: BBC Studios Part of: BBC Drama Series & Serials production trainee scheme BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content 8 Leading by example continued £112m Criteria Our £112m Commissioning Commitment 1. Diverse stories and portrayal on-screen 3. Diverse company leadership This financial commitment across TV and Radio Representing all audiences across the UK. Senior roles involved in shaping creative or gives clear commissioning focus to ensure we are Includes all protected characteristics and operational strategy within the production looking for, developing and choosing programmes social class. company. The BBC is committed to ensuring our impact is effective and brings about that represent all audiences across the UK. To be considered diverse content a meaningful change. Monitoring our progress against this ensures we programme must comply with at least two BBC One, Katie Price Harvey & Me: are holding ourselves to account to deliver change, of the following on-screen measures To qualify for criteria 2 and 3, at least two Minnow Films individuals in senior decision-making roles and are transparent with the sector about how we a.