BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Welcome to the BBC Diversity Commissioning Code of Practice Report 2020/21

Home , 2018 Global Awards, Ade Adepitan, BBC Alba, BBC Cymru Wales, BBC One, BBC Radio 3

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

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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

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

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. Landmark portrayal are doing that. The investment applies to content must come from one of the following under- which plays out between April 21 and March 2024. b. Incidental and integrated portrayal represented groups: We will report progress against transmission along c. Diverse on-screen talent • Those from black, Asian and minority with other targets, but also track developments ethnic (BAME) backgrounds and commissioning decisions earlier in the creative 2. Diverse production leadership • Those with lived experience of a disability pipeline. Senior off-screen decision-makers involved in In 2020/21 we developed the definitions for the shaping and making the programme. • Those from lower-income backgrounds – to achieve socio-economic diversity (SED) content that would count towards the commitment, We have identified key roles for both scripted working with the Creative Diversity & Inclusion and unscripted where we would like to see Further definitions of each criteria and Panels. greater representation. measure can be found on the BBC’s Once the definitions were in draft form we Commissioning & Creative Diversity websites. consulted the Lenny Henry Centre for Media Diversity at Birmingham City University, along with PACT, Ofcom, Unions, diverse-led indies & talent partners to strengthen them further, and communicated them to the sector in briefings led 550 70 by Charlotte Moore, the BBC’s Chief Content Producers Producers Officer with senior Commissioning leaders from TV Diversity Definitions Radio Diversity TV and Radio. Briefing Definitions Briefing

BBC Three, In My Skin: BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Expectation Entertainment Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

9 Leading by example continued

BBC Two, Climate Change on the Frontline, Ade Adepitan, BBC Studios.

Case study: Our ask of producers In Radio, where production teams are typically Before the programme is greenlit the smaller and with less market movement, we hope commissioner and producer identify gaps and Scotland: Rad TV trainee To support the need to improve representation to achieve 20% diverse representation for opportunities in the production plan and agree programme off-screen in TV and Radio we have introduced independent suppliers with 10 or more staff, to be appropriate interventions. These are bespoke to new targets for producers working with us to reviewed in April 2024. each production – and are captured on the As part of our partnership with the accelerate progress. commissioning specification – with more detail on training provider TRC in Glasgow, the Our dedicated Creative Diversity team are the greenlight documentation as necessary. The BBC co-funds the rad programme to For all new commissions from April 2021 we are available to support producers as to how they can production lead who signs the commissioning support diversity at entry level across the asking companies to commit to at least 20% of achieve this target, and we have worked with specification is accountable for delivery. Examples independent sector. their production team being from the following partners to provide resources to help them of outcomes of these conversations include: under-represented groups: directly. The programme involves placing 12 Chloe created opportunities for two emerging people from under-represented – Those from black, Asian and minority ethnic directors to work across both blocks and gain backgrounds with Scottish indies (BAME) backgrounds Hardwiring diversity a credit. including Firecracker Films, Raise the – Those with lived experience of a disability within commissioning Roof Productions, Hopscotch Films, IWC, The A Word supported an emerging director to step Mentorn, Two Rivers, BBC Studios,. Hello – Those from lower-income backgrounds – to In 20/21, we updated our reporting and business up and deliver one episode plus 6 funded trainees. Halo and Red Sky. achieve socio-economic diversity (SED) systems to be able to monitor and report against We ask that the 20% is made up of at least two of our new £112m commissioning commitment. Glow Up supported 2 people to step up into their Each trainee gets a fully paid eight-month these three under-represented groups. Although a voluntary target, this follows the same first time SP roles. placement with one of the companies, robust process and governance as our regulatory plus training and support provided by Sparks: Teen Monologue; A theatre director with The WHOLE production team from runner to commitments. TRC. Applications increased by 41% since neurodiversity mentored by experienced director executive producer, craft roles and post production 2019, with a 59% boost from black, Asian We have also built in a leadership self- to gain first TV credit enabling a permanent move are included in the 20%. We encourage producers and minority ethnic applicants and 58% declaration form to our Pitch registration process into the industry. to build these plans into their pitch from the start, from those with a disability. to be able to identify companies who meet our and discuss how they plan to achieve it as part of Angels of the North promoted an Assistant diverse-led criteria. This has been sent to all This years intake were recruited into the the commissioning conversation, and ask them to Producer from Newcastle to be a Director on existing suppliers as a one off exercise to inform following roles: report progress during production series 3. our reporting and monitoring. • Researcher We updated our commissioning specifications this As in previous reports, our Commissioners year to include our requirement for companies to continued to engage in active conversations about • Edit Assistant achieve 20% diversity in their production teams, as representation, portrayal and diversity, both on- well as strengthen our requirements around • Production Assistant and off-air, as part of defining the commissioning Diamond compliance. We also updated our specification. The programme is funded by Screen progress report templates to include updates on Scotland, BBC Nations, BBC Scotland and these requirements ahead of payment stages Channel 4, and helps Scottish companies during production. to fulfil their Code of Practice commitments. BBC Two, Being Frank: The Frank Gardner Story: Curious Films Ltd

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Case study: 50:50 The Equality Project Supporting the sector Radio Partnerships The Equality Project began as a grassroots The Code outlines our commitment to offer advice initiative in the BBC’s newsroom in 2017. and guidance where possible to production BBC Radio This is the third year that BBC Radio 3 and BBC Radio 4 have partnered It now involves 670 BBC teams and more than 100 companies that experience greater challenges due with the Multitrack scheme organised by partner organisations in 26 countries – all working to the nature of the programme, geographical independent production companies, which towards one goal: equal representation of women location and/or access. provides fellowships for new and diverse Lockdown Learning, Bitesize and men in content. Daily Primary: BBC Education In 2020, we strengthened our Creative Diversity talent in radio production. In February 2021, BBC Audiences conducted a team by appointing three new roles across TV to Radio 4 has committed to taking three survey of 2,000 BBC Online users, including BBC bring expertise, contacts and insights to support 28-minute documentaries from Multitrack Online, BBC iPlayer and BBC Sounds. Results commissioners, suppliers and diverse talent. Fellows in 2021/22. Radio 3 will commission showed that: During the first six months, they engaged and supported more than 150 production companies. editions from Multitrack Fellows of its – 62% noticed more women in content high-profile strand, The Essay. – 44% of 16 to 34 years olds enjoy content more We introduced tailored audience masterclasses to give insight and context to our commitments and Radio 3 is also working in partnership with – 58% of women aged 16 to 34 consume more content – each one focused on a specific under- the Arts and Humanities Research Council content represented audience group (BAME, Socio- (AHRC) on a scheme to shine a light on The responses demonstrate the increasing value economic & disability). These were well attended, marginalised composers and musical genres. of fair representation in BBC output as a result of led by a senior commissioner, and all included a Seven music researchers will uncover the our action. Q and A. stories of seven composers who have been historically overlooked. In October, the BBC announced that 50:50 monitoring would be extended to include disability The Scheme aims to reveal more about the and/or ethnicity representation. Close to 220 lives and work of composers who have not had teams have now committed to doing this. Of those the recognition their work deserves. It also who have been consistently collecting data, 51% seeks to expand the breadth of what is have seen an improvement in representation. acknowledged as belonging to the classical The BBC will publish more data in 2022. music canon. 670 62% 3 890 teams signed to 50/50 online users noticed Diversity Masterclasses producers attended more women in content

CBBC, My Mum Tracy Beaker: BBC Children’s In-house Production

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Diversity funds Small Indie Fund All our TV and Radio Commissioning teams have Our £1 million Small Indie Fund supports talented BBC Two, Statue Wars: One Summer funds to support talent development beyond what small producers who can deliver to our strategy Working in Partnership in Bristol: Uplands can be achieved within usual production budgets. and have the potential to grow. The BBC has continued to work with our key Television supported sector partners to further support and drive by small indie fund. Now in its fifth year TV’s £2 million Diversity Fund In 20/21 a quarter of the companies on our small progress towards our commitments in the Code. is ringfenced investment targeting both on- and indie fund were diverse-led and in total they off-screen talent, to help drive greater received more than £500k of funding to support During the first peak of the pandemic and weeks representation across BBC productions and their growth. before the tragic death of George Floyd, the BBC support sustainable access to diverse talent across with Channel 4, ITV and BFI sponsored a series of Two thirds of the companies on the fund were the wider industry. In 2020/21 we prioritised the free live career talks and Q&As for the TV based in the Nations and Regions. development of off-screen talent in line with our Collective which provided a platform to unpick Diamond returns,. Nearly 90% of the fund was Each company received a commissioning mentor, some of the challenges faced by many black, Asian invested in off-screen interventions – significantly targeted development opportunities and those and minority ethnic workers in the industry. This improving diverse representation and career who received strategic support- had a bespoke has informed our response and actions. progression behind the camera. A third of the fund investment package tailored to their needs. was spent in Factual, including our disability Commissions which have resulted from this scheme Elevate which is working with 36 disabled support include: Beauty and the Bleach from talent to support career opportunities via Cardiff Productions and Statue Wars, from placements on BBC productions. In total we “The BBC levelled up its support Uplands, which followed Marvin Rees the Mayor of supported more than 160 productions. and became one of our key Bristol through a turbulent year in the city. Both A summary of projects funded by the TV Diversity commissions were for BBC Two. allies even before the tragic fund can be found in the BBC’s Commissioning The diverse-led companies we supported also events of George Floyd. This Supply report – and funded projects are contained received more than £60k from the TV Diversity helped us to continue throughout this report across all chapters. BBC One, Ghosts: Fund to support talent development from to spotlight talent and create Monumental Television under-represented groups and over £160k was invested in ideas development (over and above paid opportunities.” either of the funds). Simone Pennant MBE, Founder, £2m £500k The TV Collective TV Diversity Fund Radio Diversity Fund £300k 160 Children’s Diversity Fund productions supported by TV Diversity Fund

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Cbeebies, JoJo and Gran Gran: BBC Children’s in-house Production

In 2020/21 BBC funding also contributed to the BBC Radio 1Xtra has also signed up to the Equality “I grew up on a council estate in “The Partnership has also following in Audio Pact which aligns to the core principles of the Code of Practice. Yorkshire. This industry allowed us to widen access NFTS: Our new Pan BBC partnership includes always seemed set aside for by offering BSL interpreters funding for 20 diverse scholars to enable diverse Women in Film & TV: The BBC has contributed students from low-income backgrounds to benefit financially to WFTV’s Four Nation’s Mentoring those privileged enough to for the deaf community.” from the internationally renowned teaching at the Scheme – a scheme with a focus on leadership afford it or with contacts. Seetha Kumar, CEO Screenskills school and to strengthen the off-screen diversity skills for mid-career women from across the But when I gained a BBC pipeline available to the sector. industry. We also annually[Image sponsor caption] the ‘BBC News and Factual Award’, at the annual awards scholarship, I knew first hand Screenskills: Through its partnership the BBC ceremony in December. This year due to the has contributed to a broad range of mental health that the industry had shifted. cancellation of the awards that contribution is and diversity and inclusion sessions run by the Without the scholarship, I sponsoring the WFTV online events programme training charity. 2021. would never be able to pay my These include BBC’s Creative Diversity fees and I have an amazing + m Compliance, Equality and Diversity Essentials; BBC mentor Tom Lazenby 870 £10 Mental Fitness for TV; Suicide Awareness and Independent producers CIN pledge to support Prevention; Understanding Neurodiversity; (Head of Development, BBC attended PACT diversity young black talent Unconscious Bias, Working with Disabled Talent Drama Commissioning) who workshops and Understanding White Privilege. “I have received a lot of support has helped me incredibly with PACT: The BBC co-funds a Pact diversity adviser from many great people at the networking and finding work k to provide independent production companies BBC who have become part of opportunities.” 20 £400 with specialised support to deliver on diversity my network and are willing to Diverse BBS BBC Investment in and inclusion goals, including broadcaster targets. Scholars NFTS Screenskills training help me progress. I received a Summer Grieve Knight, Script Development This year the Pact Diversity project held 19 brilliant mentor, Rachel Student, NFTS workshops and seminars which were designed to support the BBC’s code of practice and Wright, who is the Head of commitments. delivered to more than 870 Production at BBC Sport and suppliers online. Working together we developed a robust ‘Equal Opportunities Monitoring’ form she has offered me ongoing that gives production companies an opportunity mentorship as well as an to assess their progress. opportunity to work at the Children in Need: A BBC Radio 1Xtra partnered Tokyo 2021 Olympics!” with Children in Need to pledge £10 million to fund programmes to support young black talent Aaliyah Yaqub: Production Management to achieve their full potential. Student, NFTS

Anthony: BAFTA Best Supporting Actress Rakie Ayola BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

13 Section 2: Authentic portrayal

BBC Two, Live At The Apollo, Access All Areas: 200+ 65 Open Mike Productions New Writing talent Awards nominations for diverse BBC talent Our audiences want to see their lives, communities and experiences authentically portrayed across our programmes. BBC commissioning delivers a rich and thought- provoking mix of content with appeal to everyone, ensuring that the UK’s diverse communities and under-represented groups accurately see themselves portrayed on-screen, on-air and online. We do this by discovering, developing and showcasing voices from a broad range of backgrounds, locations and beliefs.

See how we are measuring our progress

BBC Four, African Renaissance: Clear Story Limited BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

14 Authentic portrayal continued

Scotland Women’s national football team

Case study: Investing in diverse Strictly Come Dancing in 2020 featured one of the most diverse line-ups in its history – featuring Authenticity on-air BBC ALBA: 360 on-screen portrayal celebrities including Radio One DJ Clara Amfo, Even within our demographically targeted audio Presenter Ranvir Singh, Invictus Games medallist content authenticity isn’t overlooked and we • 100% female guests The BBC actively seeks new on-screen talent, JJ Chalmers, and Olympic boxer Nicola Adams ensure our audiences feel they are being invests in the future pipeline, and supports • 40–50% female crew who made history choosing to dance in a same reflected throughout all of our content. interventions to improve authenticity and sex couple for the first time. • 38% of studio guests openly LGBT representation. Where It Begins aimed to provide three, eight To ensure casting is authentic as possible we have week placements on Radio 1Xtra, this was • 6% of feature guests are known to be In 20/21 we showcased a number of new and supported interventions from our suppliers: challenging due to COVID but we were able to disabled established diverse on-screen talent who have For example, both Lime Pictures and ITV Studios take on four freelancers, intermittently between gone on to win nominations or awards from peers • 4% of feature guests are Black, Asian hired diverse casting producers for their June-November to help support the team on in the industry. Michaela Coel’s I May Destroy You Minority Ethnic (this figure reflects well programme There’s Something About Manchester outreach projects. introduced Paapa Essiedu as Kwame and Weruche against the 2–3% and University Challenge to ensure we had greater Opia as struggling actor Terry, nominated for Two of the freelancers came via the Where It and more authentic representation on screen. In The show, which is dedicated to women in BAFTA Best Actor and winning Best Supporting Begins Intern Scheme, one freelancer was new both cases the teams created more diverse sport, attempts to redress the deficit of Actress respectively. talent to the BBC and all of were from a diverse content on social media to appeal to a broad women’s representation in sports media and background. At the same ceremony Malachi Kirby – won Best range of backgrounds and communities. value women for their various contributions Supporting Actor for his role in Steve McQueen’s BBC Sounds Lab ran an initiative to increase to, and achievements in, sport and physical Mac TV who produced BBC ALBA’s Trusadh Small Axe anthology and Rakie Ayola won Best diverse production companies pitching into their activity. Studio guests and programme Sgeulachdan a’ Ghlasaidh/ Life in Lockdown Supporting Actress for her role as a griveing commissioning round to work on a special features encompass testimony from a variety changed their production techniques to improve Mother in the moving single Drama Anthony. All of podcast that tells the story of a young black of backgrounds and perspectives and the authentic representation. Across six programmes these performances were recognised for both tennis player, Ora Washington. The commission platform provides women with an 35 new faces made prominent contributions with their quality and authenticity. was awarded to Stance Media, a diverse opportunity to reflect themselves and user-generated content filmed on their mobile production company, which is new to the BBC. their sport in a positive light. At the RTS this year Robert Softly Gale was phones giving audiences insight into The nominated in the breakthrough category for his contributors lives and emotions. performance in Crip Tales, and Young Filly was nominated for entertainment performance for BBC Three’s Hot Property. With Marian Mohamed picking up best new factual emerging talent award at BAFTA craft for her direction of BBC Three’s Digga D documentary.

BBC One, Small Axe: Turbine Studios

Small Axe: BAFTA Best Supporting Actor for Malachi Kirby BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

15 Authentic portrayal continued

current Writers’ Access Group and Annalisa Case study: Authentic Writing talent Dinnella and Tom Wentworth attended many of Children’s New Voices We are committed to seek out and develop writers the sessions for our inaugural group. programme 2020 from a wide variety of backgrounds and lived We also run Voices schemes in six different experiences who can tell compelling authentic New Voices, a partnership between BBC locations across the UK to ensure we are stories which our audiences can we relate to. Writersroom, BBC Children’s In-House developing authentic stories from all 4 Nations. Productions and Indie suppliers, is an In partnership with production companies, the Five of these groups are fixed, but others are immersive development programme that BBC Writersroom and BBC Comedy run more than peripatetic enabling us to dynamically work in gives writers from under-represented 20 schemes and bursaries – developing more areas which have traditionally been hard to reach groups the training and tools to kick-start than 200 writers with face-to-face development, by standard methods. a long-term writing career within the as well as engaging with many hundreds more BBC Writersroom has also supported other BBC Children’s industry. through online engagement and public outreach. departments’ talent initiatives: for example, Find A third of the scheme writers come from black, The programme launched in November Me Funny with BBC Cymru Wales, The Dumping 196 2020 with a two-day virtual festival and Asian and minority ethnic backgrounds and the Ground Writers’ Shadow Scheme with CBBC and writers from diverse Writers Access Group gives talented disabled welcomed applicants from under the Alfred Bradley Bursary Award with Radio backgrounds engaged writers the chance to expand their writing skills through New Voices 2020 represented ethnic backgrounds, writers Drama North. In addition, we ran a project at the and to be offered opportunities in TV and radio at with a disability and those from lower beginning of lockdown called ‘Interconnected’– an the BBC. socio-economic backgrounds. Over 130 open call out which received nearly 7,000 script writers heard from industry experts on Amongst many other projects, we have recently returns. Eight of these were developed into short 17 topics such as the development process announced five new writers who will be writing on zoom films. A third of the writers were black, Asian New Voices writers and how to approach writing on existing the upcoming series of Ralph and Katie of which and minority ethnic. achieved firm paid shows, alongside practical craft sessions two, Amy Trigg and Lizzie Watson are on our commissions on writing comedy, animation and more. SCHEME Total writers BAME Lower SED Disability Following the festival, the writers were TV Drama Writers' Programme 2020/21 11 invited to apply for a number of Scottish Drama Writers' Programme 7 meaningful placements, mentorships and Drama Room 2020/21 20 pitching opportunities on much-loved Comedy Room 2020/21 19 CBBC and CBeebies brands including Writers' Access Group 2020/21 13 JoJo and Gran Gran, as well as on new Belfast Voices 2020/21 10 content such as Tales from Malory Towers, Cornish Voices 2020/21 16 the new drama podcast produced by King London Voices 2020/21 16 Bert for BBC Sounds. Northern Voices 2020/21 16 Scottish Voices 2020/21 31 The programme has proved to be a highly Welsh Voices 2019/20 16 successful initiative for welcoming diverse TOTAL 175 54 48 23 writing talent and many have had access to unparalleled opportunities with CBBC and CBeebies shows through New Voices.

BBC Diversity Commissioning Code of Practice Progress Report 2020/21 CBBC, Malory Towers: King Bert Productions Limited Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

16 Authentic portrayal continued

BBC Comedy The Caroline Aherne Bursary was launched in well as being 66% female and 50% visually memory of the comedy star and writer to support diverse, much of the filming took place in its The Felix Dexter Bursary is an opportunity the development of new comedy talent from contributors’ communities in countries around the designed to find writers with a fresh point of view working class backgrounds. Now in its fourth year, world. and the potential to help shape the future of it has proved a great springboard for talented Athena Kugblenu, comedy, whether in the BBC or elsewhere in the For the 25th anniversary of the Disability writer/performers to bring new work to the screen. Felix Dexter industry. It aims to make a positive intervention to Discrimination Act, we commissioned a run of Awardee 2020 address an under-representation in comedy Sophie Willan was named as the first winner of the drama programmes celebrating the work of production. Caroline Aherne Bursary in 2017. Her pilot Alma’s disabled artists. They included Bartholomew Not Normal premiered on BBC Two in April 2020 Abominations, co-produced with Graeae Theatre, a The bursary is open to black, Asian and other and has now been commissioned as a full series. drama company of people with disabilities, and minority ethnic writers or writing duos who are Connections, three inter-connected monologues aged 18 or over and we follow. the careers of every written and performed by disabled artists, on the participant. Commissioning with experience of isolation in lockdown We’ve seen continued success, with writers authenticity in mind BBC Two, Alma’s Not Normal: We are constantly on the lookout for new diverse Expectation Entertainment Limited working on established shows such as: BBC We encourage producers to come to us with ideas leadership and diverse talent. As part of our BBC Three’s Famalam, This Country, Mrs Brown’s Boys that have diversity, authenticity and inclusion at England/BBC Three Northern Voices scheme we and BBC Radio 4’s Newsjack. One of our writers their heart from the start. The conversation can commissioned Leeds based diverse-led indie made their Edinburgh Fringe Festival debut then move quickly to how can we make it the best ClockWork, to make No More: Bad Girl which following their second year of the scheme. The it can be – rather than what needs to change. follows the Huddersfield presenter and producer third Felix Dexter Bursary was awarded to In October 2020, BBC Four aired CripTales, a Persephone Rizvi, looking at the friendships that stand-up comedian Athena Kugblenu. dramatic monologue series which focused on the shaped her in her hometown. experiences and stories of disabled people, “The dedicated time to work on Shameless writer Danny Brocklehurst who has produced by BBC Studios. my pilot with the backing of been the voice behind a number of northern BBC Comedy commissioning, In addition to being written, directed and acted by working class Dramas was commissioned to work a range of people with disabilities, the series was on Ecstasy: The Battle of Rave, working with a new and contacts across the curated by writer and actor Matt Fraser. up-and-coming writer on a podcast called ‘Fight industry, have developed of the Century’. The diverse writer had come The BBC’s recent documentary Dark Matters: A though the BBC Writersroom and approached us my craft to a professional History of the Afrofuture explored the connection with the idea. We teamed them up with an standard which has opened between sci-fi and black history and the way in established Indie and commissioned a podcast. which the genre has been seen to articulate the the door to working on a black experience. The BBC Natural History Unit’s whole range of shows.” Planet Defenders was a CBBC commission which cast six young diverse talent as its presenters – as Athena Kugblenu, Felix Dexter Bursary winner.

17 Authentic portrayal continued

Providing a platform CDX created a platform for internal diverse talent to become more visible with senior leaders, for authentic voices helping to amplify their capability and talents, it enabled them to perfect their craft, gain new skills to be heard and grow confidence whilst developing and Last year we launched CDX – Creative Diversity forming relationships with influential leaders and Xperience. CDX was an experience unlike any key stakeholders across the business. other, reimagined for online audiences and a first We implemented an open and transparent process for the BBC, a first for the industry, and a first- that attracted producers and content creators hand experience for diverse audiences age of across the UK. Those who were less experienced 16–34s. were partnered with experienced producers and Diverse colleagues and external content creators supported through the process. A number of told stories that resonated with them, their local colleagues were appointed to senior positions communities and lived experiences, using their such as: Head of Radio 1Xtra, Head of Asian authentic voices to bring the stories to life. Network and BBC’s first Race Lead

74% of the CDX team were from Black, Asian Minority Ethnic backgrounds and 12% had a disability, 60% were female, 8% from LGBTQ+ backgrounds and 10% aged under 35, came together to create over 6 hours of original content that was fully accessible with subtitles embedded across all programmes, attracting 36,000 new The Watches: BBC Studios users to the BBC platform.

CBBC, Young, Black and British – Hear Us: A Newsround Special: BBC Children’s In-house Production

18 Authentic portrayal continued

Case study: Morning Live

At Morning Live we carefully select talent, We worked with a Muslim fitness trainer to put presenters and guests to ensure we portray together a tailored daily workout for those authentic on-air representation. fasting during Ramadan. We’ve also had open conversations with talent about clothing and Examples of this are working with black, Asian hair, and taken into consideration factors like the BBC Three, Man like and minority ethnic doctors, to talk about the Mobeen: Tiger Aspect prep time for getting ready for a show when you slow uptake of the Covid-19 vaccine amongst the Productions have afro hair and we’ve actively encouraged our black, Asian and minority ethnic community, talent to wear what they feel comfortable in. working with a black doctor and presenter to talk about black skin problems and engaging As a result we’ve created a much more authentic talent with different disabilities to discuss issues and relatable programme for our viewers and a that are specific to them. much more inclusive environment for our team – both on-air and off-screen. Disability topics we’ve covered with disabled presenters have included gardening when you have accessibility issues, exercising if you have low mobility, travelling when blind or partially sighted, dating whilst shielding, navigating a career and relationships when you have ADHD or autism and many more.

We had a great reception to a film we showed that highlighted how people without a voice were stripped of their regionality and class because of limited software. We then followed up the story of one contributor who has since BBC One, Morning Live: worked with software programmers to find a BBC Studios working class, north east accent to represent his voice.

BBC Two, Alex Brooker: Disability and Me: Wonder Television

19 Section 3: Casting should be open and fair

BBC One, Sitting in Limbo: Left Bank Pictures. BAFTA Best Single Drama

We take steps to ensure casting is open and fair to all, which includes regionality as well as accessibility, that is why we strongly encourage our programme makers to cast across all four Nations and from a wide range of diverse backgrounds and experiences.

One of the positive learnings from the pandemic was the breakdown of casting barriers as many screen tests and auditions were conducted over zoom.

As social distancing restrictions are lifted we will work closely with our suppliers to ensure these benefits are maintained.

See how we are measuring our progress

BBC Diversity Commissioning Code of Practice Progress Report 2020/21 BBC One, Casualty: BBC Studios Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

20 Casting should be open and fair continued

We expect our suppliers to On high profile Dramas like Pursuit of Love and His Dark Materials we have effectively demonstrated arrange castings in places colour blind casting. In the Pursuit of Love - two of with suitable accessibility, the romantic interests are played by Shahzad Latif and additional measures have who is British-Asian and Assad Bouab who is been taken this year for greater French-Morrocan. accessibility due to the pandemic BBC Scotland Comedy series Scot Squad has an open casting policy. Each year it provides a CBeebies, Let’s go for a Walk: with positive outcomes. number of emerging actors their first role on the Hello Halo Productions BBC by reaching out to non-represented talent For example, BBC Children’s In-House Productions and casting the net wide. This year saw ensures that wherever possible sets are purpose contributions from stand ups, wrestlers and built and accessibility is considered from the reformed prisoners. Casting reaches to diverse outset. For example, on Step Up To The Plate, a communities including Black Asian Minority competition format in which groups of children run Ethnic, disabled and those from lower socio a restaurant, the set was built to accommodate economic backgrounds. the needs of disabled contributors. Another BBC Scotland series Word Up was a new Ricky Wilson’s Art Jam was filmed in a location Black Asian Minority Ethnic led podcast project with a mezzanine floor where some format points that actively sought production talent by reaching were filmed. When filming with a contributor who out to the Black Asian Minority Ethnic networks was a wheelchair user a new space was dressed on across Scotland leading to a 100% Black Asian the ground floor to enable participation whilst still Minority Ethnic presenting and production team: having the section feel like it was filmed on set. Two co-hosts, one male and one female. As Scotland is only 4% Black Asian Minority Ethnic, When filming Let’s Go For a Walk with a this was a very positive result from the production. contributor with Down’s Syndrome additional measures were taken to make her feel comfortable. For example, the production team designed a visual document to prepare the contributor which included pictures of the people she would meet on the day. 9 Inclusive casting workshops. PACT Diversity partnership

BBC One, A Suitable Boy: Lookout Point BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

21 Casting should be open and fair continued

We have committed to cast our content without Over 25% of composers commissioned for new Within BBC Children’s they also try and limit prejudice or pre-conception, with the aim of musical works were from a diverse background in barriers to authentic casting. For example an actor reflecting diverse communities, backgrounds and 20/21, including some completely new to Radio 3 with a cochlear implant was cast to play BBC One, Ambulance: Dragonfly Film and Television Productions, beliefs across the breadth of our output, and all through our ‘Composer Postcards’ commission a character with a hearing impairment on Mystic. Diversity Fund trainee editor nations and regions of the UK. during the Covid-19 lockdown. As the actress that was found was considerably scheme in North West younger than had been envisaged, the role was For BBC Three series Step into the Ring, made in re-written to account for this rather than casting Norfolk, BBC England took additional measures to Our suppliers are making an actress without a hearing impairment. ensure diverse authenticity onscreen, this a difference approach ensured a cast of young people who We are learning the lessons from the pandemic During the pandemic, our programme makers attend a wrestling gym, were included and and building in positive working practices for the have taken greater steps to be more inclusive adjustments were made to facilitate some future. participants who had a range of disabilities, these which has resulted in the increase of disabled included one individuals who had neurodiversity talent working on our programmes and coming and another who was registered blind. through our auditions, this is due to the measures implemented around agile and flexible working BBC Three, Step into the Ring: BBC England In-house We facilitated travel and arranged suitably quiet that have benefited our talent and our shows. spaces for interviews and supported the audition of a young person with Down’s Syndrome. Across BBC England they have encouraged all suppliers to make casting accessible for everyone. We have committed to encourage and support In BBC Scotland, online casting was used to interventions or initiatives to reduce barriers and support diverse talent. Casting via Zoom (or phone promote opportunity. for homes where there weren’t the facilities to video call) meant talent were not disadvantaged if International Women’s Day 2021 was marked on they were unable to travel, couldn’t afford to travel BBC Radio 3 with a week of afternoon concerts or had other physical accessibility requirements. from the BBC Orchestras & Choirs of music by women spanning 300 years, as a celebration of Elsewhere, Scripts have been provided in female creativity. alternative formats eg. Voice recorded scripts or accompanying written scripts in a larger font to We have also expanded the remit of a team in BBC support a presenter with dyslexia. In this case the Wales to uncover and raise the profile of diverse production team would also film pieces to camera composers, as well as gender diversity already in small chunks. under focus to highlight female composers.

22 Casting should be open and fair continued

In 2020/21 we continued conversations with our Across our continuing drama programmes the suppliers on how we can start to develop teams BBC Studios casting team has an internal remit to and stories with a particular focus in Radio. cast more disabled actors in roles that do not reference disability. They have also had notable A number of documentaries and series were success with casting more supporting artists with commissioned offering fresh perspectives from visible disabilities with no access issues on either musicians and writers with a diverse background. front. These include composer Errollyn Wallen on the BBC Three, The Break: BBC Commonwealth’s musical response to British Various initiatives during lockdown have included: Studios. Episode writers Angela Clarke, William Barrington, Rob classical influence, opera singer Peter Brathwaite working with socio-economic theatre company Kinsman, Annalisa Dinella and on black portraiture and writer Colin Grant on the Cardboard Citizens to audition and cast Lettie Precious part of Writers boundaries of black identity. individuals, Project Lockdown - auditioned all Access Group actors due to leave last summer from all drama In spring 2020, BBC Radio 3 brought Winsome schools via self-tape in light of Covid-19 Pinnock’s play Rockets and Blue Lights about the restrictions and maintaining relationships with British slave trade onto radio when the lockdown BBC training programme Class Act by casting terminated all stage productions. Radio 3 went on individuals on The Break. to win several awards for innovations in taking the play online.

Question of Sport made editorial adjustments to BBC One, His Dark Materials: Bad Wolf Limited ensure that a partially sighted Paralympian contributor was able to fully participate in all BBC Two, Shetland: rounds of the show, by reducing reliance on ITV Studios / Silverprint visual content.

23 Section 4: A diverse workforce makes for better content

CBBC, Swashbuckle: Children’s In-house Productions

In the drive to attract and retain diverse creative talent we seek creative solutions to ensure we achieve that goal. Internally our job opportunities now include targeted advertising to support reaching new and more diverse talent. We also work closely with our producers to inspire and support innovative solutions to career development on our independent productions.

We track progress across our off-screen targets and actively encourage compliance on industry monitoring tools.

See how we are measuring our progress

BBC One, Nadiya’s Amercian Adventure: Wall to Wall Media BBC Diversity Commissioning Code of Practice Progress Report 2020/21 Introduction Section 1: Leading by example Section 2: Authentic portrayal Section 3: Casting should be open Section 4: A diverse workforce Measurement and fair makes for better content

24 A diverse workforce makes for better content continued

What we are doing The BBC has implemented best practice potential in all candidates including video approaches in our employment policies, including applications, assessment days, sequential ourselves all apprenticeships being paid positions, and interviewing and aptitude testing. Travel expenses unpaid work experience placements are limited are covered to ensure the widest socio-economic As set out in Chapter 1 the BBC has set clear and to 2 weeks, except where the individual may pool can attend assessments and interviews, and transparent goals about its diverse transformation benefit from additional time to get the same level all candidates are made aware that the BBC plan – and we are publicly reporting our progress. of experience as their peers. supports reasonable adjustments to maximise All staff and leadership: 31 March 2021 accessibility. We are also running and following through on a BBC One, The Wheel final: WORKFORCE Mar-21 Target number of talent development and recruitment The Radio 1Xtra Inspire ME Masterclasses - Hungry McBear programmes for example: Instagram Lives launched in April/May 2020, using Women (all staff) 48.6% 50.0% the social media platform to engage with diverse The News Development team offer ongoing Women (leadership)* 46.1% 50.0% audiences. support to over 200 people who have been on BAME (all staff) 15.9% 20.0% their development programmes (Women in The programme includes weekly Instagram ‘lives’ BAME (leadership)* 12.6% 20.0% Leadership, News Development Programme, hosted by Radio 1Xta presenters providing insight Disability (all staff) 9.0% 12.0% Women in Tech, Extend in Leadership etc). There and advice on a range of different industries, which Disability (leadership)* 8.2% 12.0% is a minimum 75% success rate of participants have included music, podcasting and radio. moving into new roles after a year of completing The masterclasses were made available on * BBC Leadership relates to those individuals who are at ‘Band E’ the development programmes so there are clear and above. Instagram TV and had around 36,000 views, and tangible outcomes to investing in the talent pipeline. Our programmes all include access to The programme is underpinned by the 1Xtra senior leadership and have mentoring/ Inspire ME Forum, launched in June-October sponsoring/coaching built in. 2020, these online sessions that were launched as a result of Black Live Matter and the pandemic. BBC Children’s and Education have introduced video and visual content to their job vacancies to ensure adverts engage the widest possible audience.

It advertises roles in a variety of ways to attract the widest pool of candidates, including on Twitter, LinkedIn and on relevant Facebook groups and increasingly, the application process is utilising inclusive hiring techniques to identify

BBC Three, Glow Up, Ophelia: BBC Three, Meet the Khans: Big in Bolton: Wall to Wall Media Objective Media Group Production

25 A diverse workforce makes for better content continued

CBBC, Our School: TwoFour

Our suppliers are On the series Life After Life we supported a script Meaningful measurement Email entry compliance has improved across the editor, trainee costume and directors’ assistants year but there is still work to do. For those that making a difference to step up, whilst across Factual, Entertainment In TV we track our off-screen progress through were already achieveing 90-100% compliance we and Daytime, on Eating with my Ex. A diverse LGBT Diamond. We intend to replicate this in Radio in asked them to target progress on volume of Within Drama, landmark programmes such as talent is a casting producer so that diverse dating the near future. Diamond responses returned. Small Axe, made by Turbine Studios, worked with stories can be told in terms of the LGBT/ pan- us to deliver an ambitious programme of both For Diamond data to be truly impactful it needs Email compliance sexual experience. stepping up and trainee roles on the production, everyone involved in making our shows to Autumn Spring 2020 2021 from entry to senior posts. 15 placements were In BBC Studios the extent to which a production is contribute – whether on or off screen – so we can co-funded by BBC Drama and Amazon. On I May reflective of the BBC’s Diversity Plan and BBC hold a mirror up to ourselves and see if we are 90-100% 25% 58% Destroy You we worked with Various Artists to Studios Inclusion Rider is now front and centre of achieving our goals. Where we are, we can build on 70-89% 26% 22% support 5 trainees across the production, and on our recruitment/resourcing process. How this is what’s worked, and where we are not, we can 50-69% 24% 10% Anthony we supported a further 5. addressed by each production label may vary but target time and resources to drive change. recent initiatives include: Below 50% 25% 10% BBC Drama is also working in partnership with In 2020/21 we took steps to increase our ability to Screen Scotland and Silverprint to deliver an – The introduction of Diversity Start Up track progress effectively – by setting clear goals Our ability to track progress is aligned to industry ambitious trainee scheme across Series 6 and 7 of meetings; for suppliers about data entry. Analysis showed us engagement with Diamond. We are pleased to see positive progress this year – but will continue to Shetland (made by ITV Studios) supporting roles – An increase in the intake of talent from entry that the volume of email addresses entered into engage with producers on a regular basis to share across both editorial and crew; entry, mid and level schemes such as Creative Access as well Diamond was not matching the list of contributors information and best practice to support uptake. senior level. as those which offer opportunities for more also delivered for a programme. We wrote to all our suppliers outlining their performance – and set In addition BBC Drama are working with Dancing experienced talent; out our clear expectation that all suppliers should Ledge Productions to deliver an ambitious director – Increased funding for senior diverse achieve 90-100% of contributor entry. mentoring programme, as part of which mentees appointments; and will undertake 2nd unit work; on this programme – A commitment towards diverse and reverse Tom Shankland’s mentee director has just mentoring including a mentoring partnership accompanied him to Morocco for the shoot on with ScreenSkills aimed at Assistant Producers Kudos’ SAS Rogue Heroes. and Script Editors from under-represented To provide ongoing support to those new to the backgrounds. industry BBC Drama had also partnered with the Over time we expect each of these will positively TriForce Network/DANDI to set up mentors for impact the network of diverse talent open to alumni from a number of initiatives. Parti working with BBC Studios Productions, allowing Productions’ New Talent writer initiative focused them to more fully support the BBC in delivering on supporting up-and-coming and new Asian to its Diversity Plan. writers moving into TV for the first time, four writers identified and are in the process of delivering an episode one script for a potential BBC Three show.

BBC One, The Wall, Alex Brooker: BBC Diversity Commissioning Remarkable Television 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

BBC, Liverpool FC: The Measurement 30-Year Wait: BBC Sport

BBC’s Academy Digital Cities

BBC One, Dear NHS Superstars: Mighty Productions (Scotland) Limited

27 Measurement continued

1 April 2020 to 31 March 2021 We continue to perform well in the Social Mobility Foundation Employer Index with us placed at 21st Actual Actual in the top 75 employers in the UK for the 2020 off-screen on-screen Index, and the only broadcaster in that list. This Female 55.0% 54.8% was an increase in ranking from our position in BAME 10.4% 26.5% 2019 where we placed 38th. The Stonewall BBC One, Strictly Come Workplace Equality Index placed us at 127th in Dancing Judges: BBC Studios Disabled 7.0% 8.2% 2020, an improvement from the 2019 Index when LGBT 11.9% 12.0% we placed 240th. In the 2020 Index Sky placed 28th and Channel 4 placed 35th in the Top 100 Transgender 0.3% 0.5% employers list. Our target is to achieve top 100 Number of placing in this year’s Index. contributions* 230,582 73,878 In 2020 Diamond data showed we were the best broadcaster for on-screen representation – but BBC One, Ready Steady Cook: Remarkable Television Perceived still had work to do off-screen. So the current on-screen focus of our Diversity Fund is to support producers Female 46.7% to develop a stronger range and higher volume of BAME 23.5% off-screen talent from our three key under- represented groups: those from black, Asian or Disabled 5.9% ethnic minority backgrounds, those with a lived LGBT 6.8% experience of a disability, and those from low income backgrounds. Transgender 0.1% Radio and Music uses monthly reports to examine Number of contributions* 431,255 the patterns of staff diversity within and between % for whom diversity characteristics different Network and production teams, and how were determined 89.3% these are changing over time (e.g. in response to

* An individual may make multiple contributions to a programme actions we are taking). For example, with input or programmes. from this data, the BBC Orchestras have initiated a project to address diversity gaps in their teams and the reasons behind them.

28 Measurement continued

BBC Three, My Mate’s a Muslim: Gold Wala Limited

As part of the Modernising BBC News plans and We carry out consulting on geo-demographic data Learning and next steps the News D&I Commitments, the new (via BBC Marketing & Audiences) to authentically Commissioning Group prioritises, monitors and reflect types of housing, jobs, mix of class, age, We are proud of the progress made by our audits diversity of content and our commitment to ethnicity etc and we monitor which high profile programme makers and in-house productions, editorial diversity is at the heart of the new editorial roles in News are occupied by men and especially against the backdrop of what has been a commissioning process. One example is the new women. Of our nine most high profile news truly challenging year due to Covid-19. We are collaborative approach to the Disability programmes (News at Six, News at Ten, Newsnight, encouraged to see that many of the requirements Discrimination Act coverage during Today, Panorama, Question Time, Breakfast, we outlined have consistently been maintained for November2020. Newsbeat, PM and World at One), six are currently three years. edited by women, compared to only one a few This year we have made a substantial investment years ago. to help drive this agenda forward as we recognise the rate of progress has not been as swift as we would like. We are committed to ensuring our interventions are effective and able to bring about long-term change and we will be working with the Sir Lenny Henry Centre for Media Diversity to provide an independent analysis of our progress, assess the effectiveness of the financial investment and share key learnings with the wider industry to support others in their diversity journey.

BBC Three, The Rap Game UK: Naked Entertainment

BBC Four, Art of Persia: BBC Studios Scotland

Holding our suppliers to account Our relationship with our suppliers is built on trust and transparency; we work in partnership with producers and many of them bring innovative ideas and new talent to our commissioning teams. We are clear about our expectations, monitor progress and raise issues of under-performance when they arise, as we have done with Diamond email-entry compliance. We ensure producers have visibility of their Diamond out-turns and Holding ourselves 3. Whilst we have seen a growth in completion share best practice where improvement is needed. rates of Diamond data this continues to be an Commissions are often put on hold until we are to account ongoing challenge for the BBC and the wider satisfied we can deliver our commitments. industry at large. We have implemented We recognise there are areas in which we can do As a broadcaster we know we have the ability to measures that are within our control. However more to strengthen our position, not only as a cease commissioning from those who continuously completion of this information remains low and broadcaster but with our in-house production fail to meet the requirements of the Code and we will be focusing our efforts this year to teams and external suppliers. Whilst we whilst this is a measure we do not wish to address this issue, along with working with implemented a robust and structured framework implement, we are open to taking appropriate industry partners to build socio-economic to capture and evidence compliance with the action where necessary. Diversity into Diamond. Code, there remains challenges and gaps. We have 1. We will continue to monitor and review identified key areas that we will be addressing: Ensuring we are holding ourselves and suppliers progress, share data with suppliers and have accountable is a key requirement of the Code. In 1. We need to accelerate progress to have all difficult conversations where they are needed. 21/22 we will resolve these issues where we can business documentation online to be able to and report fully at year end. 2. If the situation persists this will be recorded better track progress between commission and and flagged with the commissioner for them to execution. intervene. 2. We need to lean-in to support smaller 3. We will consider what, if any, proportionate production companies and those based across measures are required to further evidence the UK where there are additional barriers to compliance from suppliers identifying and attracting diverse talent due to regional representation.

BBC Three, Defending Digga D: Lambent Productions. Director Marian Mohamed awarded BAFTA BBC Diversity Commissioning Best New Factual Emerging Talent 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

30 Principle 1: Leading by example

In our 2018 Diversity On some of our amber status commitments – the What we said we’d do: 19/20 20/21 What we expect from 19/20 20/21 processes and actions have all been put in place, the producers we work with In 2018 we set ourselves 7 Commissioning Code of Practice and our priority for 21/22 is to digitise our commitments related to ‘Leading Where producers continually fail we set 46 commitments for commissioning specification to improve how we by example’. All of these have been to meet expectations or do not track consistency of application across all ourselves and our expectations achieved consistently for three engage with the code, the BBC will commissions and divisions. of the producers we work with. years. take appropriate action. We have consistently achieved We are a publicly funded broadcaster with a unique role in the UK creative ecology. We will use 30 of those. In this year’s report What we expect from 19/20 20/21 our position in the industry to lead change and the producers we work with Next steps: we have focused on the 16 ensure that anyone who makes programmes for us commitments where we have contributes to increasing representation, In 2018 we set 11 commitments The planned automation of our comms spec will authentic portrayal and diversity. regarding our expectations from aid capture, tracking,and analysis, to inform our outstanding actions or room the producers we work with oversight of compliance. We will continue to for improvement. For the related to ‘Leading by example’. 8 engage with suppliers and will take appropriate of these objectives have been action if necessary. commitments that have been achieved, with progress still to be consistently achieved over the made on the 3 below. past two to three years, details The individual at the production can be found in previous reports. company accountable for delivery against agreed diversity objectives will be identified in, and be asked to sign, the commissioning The following tables indicate our progress based specification as confirmation. on what we have been able to evidence or demonstrate for ourselves and the producers All content makers will be we work with. expected to demonstrate their compliance with the guidelines Green Action has been fully implemented across and the commissioning the BBC and with the producers we work specification agreement. At the with. point of delivery the diversity of a Amber Progress has been made the action has programme may be evidenced not been fully implemented across the through the reporting method BBC and with producers we work with. specified at the time of commissioning. Red Action has not yet been implemented

31 Principle 2: Authentic portrayal

To support the BBC’s Diversity What we said we’d do: 19/20 20/21 What we expect from 19/20 20/21 the producers we work with and Inclusion Strategy, In 2018 we set ourselves 4 commissioning editors will commitments related to In 2018 we set 5 commitments ‘Authentic portrayal’. Of these 3 regarding our expectations from actively engage with producers have been achieved consistently the producers we work with to improve representation, taking and 1 is still in progress. related to ‘Authentic portrayal’. 3 into account the genre, existing of these objectives have been We will actively engage in achieved, with progress still to be talent base, geographical location, conversations with content makers made on the 2 below. the specific nature of the about any particular authenticity issues in specific productions and To share a list of all key on-air programme, existing portrayal capture any agreements in the talent roles with the commissioner performance and the types of commissioning specification. to demonstrate their commitment decision that informs. to having a diverse range of talent. To provide all required diversity information of perceived and actual diversity of on-air talent by the means specified at the time of commissioning.

Next steps: The planned automation of our comms spec will aid capture, tracking, analysis and engagement The following tables indicate our progress based with in-house teams and independent producers. on what we have been able to evidence or demonstrate for ourselves and the producers we work with.

Green Action has been fully implemented across the BBC and with the producers we work with.

Amber Progress has been made the action has not been fully implemented across the BBC and with producers we work with.

Red Action has not yet been implemented

32 Principle 3: Casting should be open and fair

We are committed to What we said we’d do: 19/20 20/21 eliminating all barriers during In 2018 we set ourselves 3 casting that exclude diverse commitments related to ‘Open and fair casting’. All of these have talent to ensure we are open to been achieved consistently. all interpretations of a role and provide equal opportunities to What we expect from 19/20 20/21 the broadest range of talent. the producers we work with To set out for each production what measures will be taken to remove any barriers in casting (as set out in the commissioning specification).

To arrange castings in places with suitable accessibility.

To evidence that all productions and sets are fully accessible from a disability point of view, where there is a barrier to making this The following tables indicate our progress based possible e.g. historical buildings, on what we have been able to evidence or the production company will demonstrate for ourselves and the producers advise the BBC commissioner and we work with. outline the measures taken to make reasonable adjustments. Green Action has been fully implemented across the BBC and with the producers we work with. Next steps:

Amber Progress has been made the action has We will include location & set accessibility not been fully implemented across the as a specific question in our commissioning BBC and with producers we work with. specification, in the same way as casting. We will need the specification to be automated to track Red Action has not yet been implemented progress effectively.

33 Principle 4: A diverse workforce makes for better content

Richness of background and What we said we’d do: 19/20 20/21 What we expect from 19/20 20/21 What we expect from 19/20 20/21 the producers we work with the producers we work with experience behind the scenes is In 2018 we set ourselves 4 just as important as it is on-air commitments related to ‘A diverse We expect all content makers to support junior d: Job opportunities should be workforce’. All of these have been talent from across the spectrum by having: advertised using a variety of if we are to reflect the diversity achieved consistently. methods so that they can be of people in the UK and change a: Eliminated unpaid internships seen by the widest group on productions for the BBC; What we expect from 19/20 20/21 possible. the way we work and think. make all paid internships and the producers we work with We want to see diversity at all time-limited unpaid work We expect all content makers levels from Runner to Executive In 2018 we set 5 commitments experience open to a diverse to provide all required diversity regarding our expectations from pool of talent. information of production Producer, from Personal the producers we work with crew by the means specified at b: Where possible, provide at least Assistant to Channel Controller. related to ‘A diverse workforce’. 1 the time of commissioning. one paid training and of these objectives has been We are committed to working development placement on achieved, with progress still to be appropriate productions to with suppliers to support made on the 4 below. Next steps: either a participant or alumni progression of diverse talent We will intoruduce a check-in point on internships We expect content makers to set from approved industry and paid placements on delivery, as well as in the and retention of those already out for each production what schemes. We note that smaller commissioning specification as we do now. When working at a senior level. measures will be taken to increase production companies may not we have automated business systems we will be off air diversity (as set out in the be able to fully comply with 4b able to assess compliance more effectively. commissioning specification), due to limited number of including those in senior positions. However, where production roles to include: there are requirements to ‘crew Executive Producer, Series up’ for production we expect Producer/Editor, Producer/ them to actively consider a Director, Production Executive, wide pool of potential The following tables indicate our progress based Head of Production, Writer, candidates from diverse on what we have been able to evidence or Director, Producer. backgrounds and actively seek demonstrate for ourselves and the producers new talent. we work with. For returning series, production companies will be expected to c: Ensure that the abilities Green Action has been fully implemented across highlight which positions within advertised are true requirements the BBC and with the producers we work the production have been of the role and are not an with. extended to ‘new and or unnecessary barrier to Amber Progress has been made the action has established’ diverse talent that participation from any particular not been fully implemented across the they have not worked with before. group. BBC and with producers we work with. The BBC will support this as appropriate. Red Action has not yet been implemented

34 Principle 5: Measurement

The BBC will monitor and We will monitor our own 19/20 20/21 workforce in compliance report compliance with the with the code. Code of Practice annually In 2018 we set ourselves for the previous financial year. and our production partners We commit to the following 6 commitments related to activities to monitor ‘Measurement’. 4 of these have been achieved consistently, with compliance with the code: the 2 below still in progress.

We will expect production companies will respond to confidentially shared insights taken from our reports to identify and address challenges in increasing diversity on and off air.

We will expect production companies will assure their compliance with this Code and where necessary provide additional relevant information on request.

Next Steps The following tables indicate our progress based on what we have been able to evidence or The planned automation of our comms spec will demonstrate for ourselves and the producers aid capture, tracking, analysis and engagement we work with. with in-house teams and independent producers.

Green Action has been fully implemented across the BBC and with the producers we work with.

Amber Progress has been made the action has not been fully implemented across the BBC and with producers we work with.

Red Action has not yet been implemented

BBC Diversity Commissioning Code of Practice Progress Report 2020/21 British Broadcasting Corporation Broadcasting House London W1A 1AA bbc.co.uk