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Annex. Corporate Diversity and Inclusion Initiatives Update (July 2020 to June 2021) Content ANNEX. CORPORATE DIVERSITY AND INCLUSION INITIATIVES UPDATE (JULY 2020 TO JUNE 2021) CONTENT Corporate commitment Progress Status Results Review our Journalistic Standards and Employees were consulted and the Board of Directors In Progress JSP : over the next months, we will review Practices (JSPs) and develop a pilot has been briefed as part of the review of the JSPs. and integrate recommendations. project to build and reinforce a culture of inclusion in our newsrooms. The Inclusive Newsroom pilot project is aimed at The Inclusive Newsroom pilot has helping our employees create a more inclusive successfully been piloted by CBC. and representative newsroom by hearing how the lived experience of others may inform workplace interactions, and learning common language when talking about matters of race, ethnicity, and other forms of identity. Continue the development of Radio-Canada launched a new initiative called Completed 4 sectors from Radio-Canada, 11 teams databases across our news “Nouvelles voix” to generate more diversity on air and and 80 persons were involved in this organizations that support access to in digital content. initiative which ended May 28, 2021. a wider range of experts who identify as Black, Indigenous, people of colour, as well as people with disabilities and people from LGBTQ2+ communities. Ensure at least one of the key creative Radio-Canada developed a methodology to better In Progress Two pilot podcast projects are currently roles is held by a person from a understand and track the diversity of creative teams under development (Haiti by Night and diverse background in all English among independent producers. Limoilou) and the creative teams are and French-language commissioned benefiting from the guidance and support programs by 2025, across scripted CBC will expect that at least 30% of all available key of Radio-Canada's digital audio team. and factual programming. creative roles be filled by individuals who self-identify as one or more of the following: Black, Indigenous, Radio-Canada worked with an Indigenous- Person of Colour, Person with a Disability. owned production company on a TV event for National Indigenous Peoples Day. It Calls for projects have been launched to reach creators was aired on June 20 on ICI ARTV and on from different underrepresented communities. June 21, 2020 on ICI TÉLÉ. Increase opportunities for emerging Synergies Radio-Canada Ongoing Synergies talent from underrepresented This series of events aims to identify and train a new We organized the 4th edition of groups to engage with content generation of television and digital artists who are both Synergies on April 22, 2021, a live decision-makers through creative and representative of the plurality of voices that live event (Facebook & YouTube) that networking and training events shape our society. During networking events, candidates targeted youth aspiring to work in key such as Working with CBC and meet Radio-Canada decision-makers and seek career audiovisual production positions. Synergies at Radio-Canada. opportunities with us. BIPOC TV & Film and CBC Meet and BIPOC TV & Film and CBC Meet and Greet Greet The purpose of the CBC Meet and Greet program is to Creators met with executives from help BIPOC-identifying content creators and storytellers Podcast, Short Docs, Young Adult begin a professional relationship with members of CBC Originals, Factual, CBC Arts, CBC Life, content teams. Creator Network, Unscripted Digital Originals, Absolutely Canadian (BC & Live it To Learn It Internship Program Newfoundland & Labrador), Arts & Docs This is an internship program through the Regent Park CBC Maritimes & CBC Manitoba Creator Film Festival that helps remove barriers to accessing Network. The virtual event took place in behind-the-camera careers for BIPOC creatives. This is spring 2021. We have plans for another a 4+ weeks paid internship where interns are offered a event this fall. placement on a CBC coproduction. Live it To Learn It Internship Program Placement is currently in the works for The Great Canadian Baking Show with more shows to follow. Commit to greater transparency Data collection has begun. Ongoing Data collection began at the end of in the tracking and reporting on May 2021 will be ongoing. the number of projects we develop and greenlight for production from Black, Indigenous, People of Colour producers as well as producers with disabilities. Support efforts to improve Mentorship Ongoing Mentorship access to key production roles for Radio-Canada supports professional internships with Since August 2020, 3 60-working day Black, Indigenous and People of independent production companies who are members internships have taken place with Colour creatives by taking part in of l’Association québécoise de la production médiatique members of the AQPM. 4 aspiring industry initiatives, such as Access (AQPM) and mentorship opportunities with the Société screenwriters - including three from Reelworld and HireBIPOC. des auteurs de radio, télévision et cinéma (SARTEC). underrepresented groups - were mentored through the SARTEC partnership. At the end of the program, mentees had the opportunity to meet with the Senior Director Dramatic programs and feature films to learn about the editorial process governing the selection of projects in development. Collaborate with other Participated in two industry meetings held by the Canada Ongoing It was an opportunity for Radio-Canada’s organizations such as Telefilm Media Fund in order to better understand the needs of Inclusion des communautés to support Canada and the Canada Media creatives in the French-language market in Quebec. the efforts towards a more diverse Fund to advance efforts to support The first one was held with Black creatives and producers. industry by bringing its expertise diversity and inclusion in our The second one was an opportunity to meet other People and insightful analysis of the Quebec industry. of Colour creatives and producers. audiovisual landscape. Increase the number of journalists In September 2020, in partnership with the Canadian Ongoing 4 fellowships were handed out between from equity-seeking groups Journalism Foundation, we created the CJF-CBC/ July 1, 2020 and June 15, 2021: two through training work assignment Radio-Canada Black Journalism Fellowship. We are also CJF-CBC Indigenous Journalism programs such as Reporter a partner with the CJF-CBC Indigenous Journalism Fellowships and two CJF-CBC Black multiplateforme. Fellowships to support ongoing CJF education and Journalism Fellowships. training opportunities for young journalists. WORKPLACE CULTURE Corporate commitment Progress Status Results Launch and track the use of Be Heard, In July 2020, we launched a telephone and online Ongoing Be Heard remains active and available for a reporting and whistleblowing reporting platform for all employees to report racist employees. platform to raise concerns over racism behaviour they experience or witness in the workplace. Make unconscious bias training Staff was requested to complete the mandatory Completed The completion rate for the Unconscious mandatory for all senior leaders and training before the end of April 2021. Bias e-learning for all staff was 73%, as of all other employees May 28, 2021. Learning and Development is working on additional D&I initiatives to create spaces for discussion adapted to our regions as well as our different realities. Expand Developing Diverse Talent Management has put together a proposal to In Progress The program is expected to launch in 2022 Emerging Leaders (DEL), a program expand the DEL program nationally in both languages that equips diverse employees with to all sectors of the organization, presenting various insights, tools and strategies to options for next steps. skilfully advance their careers to the next level with confidence and purpose. Review all internal policies and In January 2021, an independent consulting team In Progress The report is expected in Summer 2021. training programs with a diversity and was hired to conduct a review of three key HR policies Actions to be implemented as per inclusion lens. from a perspective of anti-racism, antidiscrimination, report findings. The three policies being diversity and inclusion. reviewed are: Employment and Workforce Compensation Learning & Development and Performance. WORKFORCE Corporate commitment Progress Status Results Accelerate and track the representation at all A new D&I dashboard was created and Ongoing We are becoming better at hiring and levels of the organization, especially in senior distributed to key internal stakeholders promotion but work remains to be done ranks, of under-represented groups defined on a quarterly basis. The dashboard looks for the rest of the employee experience. as Black, Indigenous, people of colour and at hiring, retention, promotion and overall Initiatives such as “stay interviews” are people with disabilities workforce representation metrics. under development to improve employee retention. Set a target of no less than 50% of all new The target was integrated in the new Ongoing Year over year performance increases. hires for executive and senior management D&I dashboard. We achieved 44% of new hires while the positions to be from these groups. target was set at 50%. Double promotion and retention rates of The targets were integrated in the new Ongoing Promotion rate improved in comparison to employees from equity-seeking groups. D&I dashboard. historical baseline (22%). Our retention rate decreased in comparison
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