ON & OFF-SCREEN TALENT 360° Diversity Charter

12.01.15 1 360° Diversity Charter

Born Risky remit by Parliament “to appeal to the tastes and interests has a strong reputation for diversity. Our of a culturally diverse society.“ Not just at Channel 4, biggest impact has been in living rooms across Britain. but across the industry. That means forging new paths We’ve produced iconic TV moments that have changed in emerging areas, such as social mobility and mental the way we think about diversity – the first lesbian kiss health. on Brookside, the first long-running black sitcom in Desmonds, pioneering content like Queer As Folk, and of It’s complicated course the Paralympics that forever changed our view of Diversity is a big, complex area. The aim of diversity disability. policy in broadcasting is simple: to include and nurture talent, and to reflect contemporary Britain on and off- And now, once again, we want to change how we think screen. But at Channel 4 we need to do more than reflect about diversity. Going forward, we will maintain our Britain. Our remit tasks us to “challenge established views commitment to creating the iconic moments that shift and promote alternative views and new perspectives” the dial: content like 12 Years A Slave, The Undateables, unlike other broadcasters. Many aspects of diversity are and ground-breaking new LGBT dramas like Cucumber, important to us including diversity of thought. But beyond Banana and Tofu. But we will go further. For the first time that, there are many different aspects of diversity that shift ever, we will take a 360° approach to diversity. over time.

What does 360° mean? It’s even more complicated for Channel 4 because we Our 360° Diversity Charter means we will show leadership don’t make our own programmes. As well as delivering our in diversity at every level. Leadership is about people. It’s own diversity goals, we must work with our independent about all the people who contribute to our content, not production partners to ensure they deliver our diversity just those on-screen. strategy on our behalf. We can’t issue edicts and expect outcomes. On top of that, we must prioritise. Our Charter involves commissioners, writers, directors, HR managers, interns, casting agents, viewers, business And on top of all that, the law governing diversity impacts managers, indie managers, on-screen talent, TV what we can do to promote under-represented groups. executives, lawyers, headhunters, careers advisors, Channel 4 will strive to innovate around positive action marketing executives, PAs, data-rights managers, (not positive discrimination), sharing ideas with our production assistants… when we say 360°, we mean partners and suppliers. We know that our commissioning 360°. We understand that leadership and learning go , whilst challenging, actually increases our hand in hand. We don’t have all the answers, but we’ll find opportunity to be a force for change across the industry. solutions by educating people to be diversity-savvy; to be diversity leaders. 360° also means focusing on every part of the people development chain – talent identification, recruitment, training, development, mentoring and more. We know you don’t need a title to be a leader.

Above all, we know that what we do matters more than what we say. Too many stakeholders have heard it all before. That’s why our 360° approach gives others the chance to measure our actions. We will be open and accountable. We will step up to our role, written into our

Image: Clare Balding and Ade Adepitan 202 03 Image: Cucumber

Four big themes PUTTING OUR

1. Our own backyard Facing Facts So we will listen to indies about what they need to MONEY WHERE We’ve worked on diversity for many years, and when we Here’s the truth: too often black actors aren’t considered help underrepresented groups access our industry. We OUR MOUTH IS step back and look at our successes and failures, one for the same parts as white actors. Actors with disabilities will do this in practical ways – by creating a diversity thing is clear: in common with the rest of the industry, usually aren’t considered at all. Gay men on TV are too database; by helping source talent; by offering talent we haven’t, despite our best efforts, nurtured enough often linked to comedy. Women joke that TV is a “gender selection training; by increasing diversity expertise; and 360° means investing in diversity diverse talent into senior leadership roles within our junta” – after the age of 40 they routinely “disappear.” by starting the diversity dialogue at the beginning of the more than ever before. own organisation. Particularly people from ethnic The statistics back this up. commissioning process, not at the end. And, in turn, we In total we’re investing over £5m minorities. And although we’re the industry leaders in will listen to the areas where our partners think we can in our 360° Diversity Charter. mainstreaming diversity and developing disabled talent And on top of all this, the biggest elephant in the room improve. we don’t employ enough people with disabilities. is class. Anecdotal evidence suggests that young white Half of this was already being people from low-income families outside face Using Channel 4’s new Growth Fund, we will also seek out invested in diversity activities. We’re also particularly aware of the need to improve mid- as many barriers and obstacles as other disadvantaged and invest in Britain’s most exciting new indies, including The other half is new investment. career support for people from underrepresented groups. groups. And whether employees were born with silver indies led by people from ethnic minorities and other There’s no point bringing in diverse talent at entry level, if spoons or plastic cutlery, there is widespread reluctance diverse talent. will know who is on British TV, and who makes British they then leave two rungs further up the ladder. Our 360° to disclose mental health conditions due to continuing TV. It will reveal whether the policies announced in this Diversity Charter will ensure we make progress in these stigma. 4. Working collaboratively Diversity Charter are having the impact we want and areas by committing more time and resources. We will We will continue to work collaboratively with our need. In combination with a new commitment to publish introduce stretching targets for managers to increase the The diversity stats for off-screen production talent are colleagues at other broadcasters, with indies, and statistics around our internal diversity, we will give diversity of all our people. We will have separate targets even worse than on-screen. It’s been widely reported organisations like Pact, Creative Skillset and the CDN others the ability to measure our success. We believe for leaders and commissioning decision makers. And we that over the last three years the number of people from (Creative Diversity Network) – as well as organisations this will encourage us to provide even greater leadership, will link our diversity priorities to variable pay. We will put ethnic minorities working in the TV industry fell by over outside broadcasting, including charities and voluntary which is what our industry and government expect. our money where our mouth is. 5%. This isn’t just a failure of retention, it’s a failure of sector organisations. We strongly believe that a imagination. It’s a failure to grow our talent pool. constructive working relationship among industry Summary 2. On and off-screen experts – as well as between competing broadcasters – Our 360° Diversity Charter reflects our values and vision, A big part of what Channel 4 exists to do is nurture new It’s a failure we want to put right. That’s why we’ve spent holds the key to improved diversity across the industry. and lays out detailed goals, commitments and activities, talent from all backgrounds and give a voice to untold our time developing and consulting on our Commissioning It avoids duplication and spreads best practice. Poaching as well as mechanisms and timescales for reporting stories. When we’re at our best, we do this naturally. Diversity Guidelines. They’re intentionally not “one-size- each other’s best diverse talent is not a long-term solution our progress. It involves big and small change. But the Independent surveys show that viewers regard fits-all”. They recognise differences between genres and to this long-term problem. Only by working together will biggest change of all is the culture change that requires Channel 4 as three times more likely than any public between suppliers. And they mainstream diversity as we help the industry grow a more diverse workforce. And leadership and imagination from every single person service broadcaster to “show the viewpoints of minority never before. At the same time, we know that disabled that’s why Channel 4 joined forces with Creative Skillset in Channel 4, and every single one of our partners and groups in society.” talent face the greatest obstacles of all, both on and off- to deliver the largest-ever successful skills partnership suppliers. In the past, some elements of diversity have screen. For this reason, we’re fast-tracking investment in bid (The Employer Ownership Pilot, worth £37m), to train been put in the “too difficult” box. Our 360° Diversity In addition to this on-screen success, from now on, disabled talent through our Rio Paralympics programme. talent across the UK creative industries. This forms part Charter sets out to smash that box, by using all the talent we will push diversity throughout all commissioning of the broader UK Government-backed Employment and available – both inside and outside our industry. decisions – on and off-screen. We will mainstream 3. Working with indies Skills strategy. diversity. We won’t just put it in a box, or be content to In our experience, virtually all indies are signed up to Taken together, this package of measures is the most tick the box. Greater diversity means greater imagination. the principle of greater diversity. But they want help with The third degree significant diversity announcement Channel 4 has ever And we will continue our £2m commitment to the Alpha the practical side of things. The way our industry works Our 360° Diversity Charter only works if we hold ourselves made. Our Diversity Charter will mean more iconic TV Fund, which funds the development of diverse talent and (often at the speed of light), too many talented people to account – and allow others to hold us to account too. moments, more creativity and more talent. And given content featuring underrepresented groups. are locked out. That’s why we’re leading the way, in collaboration with the critical importance of the creative industries to our industry partners, to create a new and transformative Britain, that’s something we hope the whole country will level of accountability. DIAMOND, the new diversity celebrate. monitoring system being prepared for launch in 2015, will answer a critical question. For the first time ever, we

04 05 30 activities for our 360° Diversity Charter 10 MORE IN OUR OWN BACKYARD

11. DIVERSITY & INCLUSION TRAINING FOR C4 STAFF & INDIES 12. COACHING & MANAGEMENT DEVELOPMENT PLANNING FOR DIVERSE STAFF THE TOP 10 GAME CHANGERS 13. USING OUR INFLUENCE TO ENCOURAGE SUPPLIERS TO WORK TO INCREASE DIVERSITY 14. ADVERTISING LEADERSHIP & EDITORIAL ROLES We want to get cracking on the game changers: the areas of our 360° Diversity 15. SPECIALIST RECRUITMENT OF PEOPLE WITH DISABILITIES Charter that will have the biggest overall impact. These are: 16. SOCIAL MOBILITY INTERVIEW GUARANTEE 1. COMMISSIONING DIVERSITY GUIDELINES: the primary mechanism 17. HEADHUNTER DIVERSITY COMMITMENT by which we will prioritise diversity within programme-making and commissioning. 18. ANNUAL DIVERSITY CONFERENCE 2. DIAMOND DIVERSITY MONITORING: bringing transparency and 19. DIVERSITY REPORTING accountability to the numbers of people from diverse backgrounds we 20. UNDERTAKE THE ERNST & YOUNG NATIONAL EQUALITY STANDARD employ on and off-screen. 3. THE ALPHA FUND: continuing to invest in development funding with small, diverse creative enterprises – the industry’s seed corn. AND 10 MORE FOR ON & OFF-SCREEN AND WITH INDIES 4. CHANNEL 4 GROWTH FUND: investing in BAME-led and other diverse indies. 21. SKILLSET DIVERSE CASTING INITIATIVE 5. THE RIO COMMITMENTS: Paralympics production training scheme and development of on-screen talent who have disabilities. 22. CASTING OF ACTORS WITH DISABILITIES 6. LEADERSHIP OBJECTIVE SETTING & INCENTIVISATION: requiring and 23. WOMEN DIRECTORS PROGRAMME rewarding Channel 4 staff for supporting diversity. 24. NORTHERN WRITERS AWARD 7. IN-HOUSE EMPLOYEE DIVERSITY TARGETS: making our own organisation 25. DIVERSE WRITERS ROCKET diverse on the inside, at senior levels and within commissioning. 26. 4TALENT CAREER FOLLOW-UP SUPPORT 8. EXEC & BOARD DIVERSITY REVIEW PROCESS: to ensure that the passion and commitment to diversity is driven from the top. 27. COMMISSIONING MENTORING SCHEME 28. TALENT SELECTION GUIDELINES & TRAINING 9. DEPUTY COMMISSIONING EDITOR COMMITMENT: funding seven Deputy Commissioning Editors over two years in conjunction with the CDN 29. INDUSTRY TALENT DATABASE Commissioner Development Programme. 30. DIVERSE TALENT GATEWAY 10. 4TALENT GRASSROOTS SOCIAL MOBILITY DRIVE: to open the eyes

of over 1,000 socially-disadvantaged people per year at 12 different For those who want more detail, the following pages give the low-down on our Top 30. We’d love to locations across the UK and help them get into the industry. know what you think. And we’d especially like to hear from you if have practical experience of the areas we want to change: email [email protected] Further action is then divided into two big themes: Our own backyard and On & off-screen and with indies.

06 Image: Indian Summer 07 ON & OFF-SCREEN TALENT

The game changers

08 Image: Bodyshockers 09 The game changers

1 awareness of, and commitment to, first all-disabled prank show I’m to include both on and off-screen delivering our diversity outcomes is the effective collection of diversity Spazticus. We will continue to work roles, encompassing entry and prioritised, and led, from the top of COMMISSIONING data across the industry. with diverse-led companies, creative mid-level career roles. We will our organisation. DIVERSITY GUIDELINES start-ups and projects with diversity recruit 24 trainees with disabilities HOW: DIAMOND (DIversity at their heart, to ensure they benefit at entry level on our award-winning WHEN: 2015 and ongoing. OBJECTIVE: To ensure that every Production Training Scheme; six Analysis MONitoring Data) is from this £2million diversity new Channel 4 commissioned AP/Producer roles at mid-level, the monitoring database system production fund. We will also ensure programme in every genre works with bespoke career development 7 (formerly known as Silvermouse) that Channel 4, in proportion to towards increasing diverse talent planning; and finally we will be IN-HOUSE EMPLOYEE We also recognise the need to that will credibly reveal the diversity our commissioning budget, is the participation on and off-screen. developing our existing disabled DIVERSITY TARGETS address the low levels of disability profile of the people making and broadcaster that invests most in presenters and looking for two representation* at all levels appearing on British TV. This will of our organisation, and of low HOW: We’ve developed a series of diverse talent. new ones. We will also provide OBJECTIVE: To provide transparent allow the establishment of diversity training for commentators without BAME and female representation Commissioning Diversity Guidelines targets about our aims for the benchmarks which broadcasters can WHEN: Ongoing. disabilities who bring disability at senior levels and among in collaboration with our indies diversity of our employees that are be accountable to. We’re leading information and explanation to our measureable and accountable. commissioning editors. So for and Pact (see page 26). Our both (a) all Channel 4 staff and a cross-industry working group to viewers. The aim is that all of these target is that all new Channel 4 4 (b) the Channel 4 executive develop the system, collaborating people will be joining Sunset&Vine HOW: As we’ve said, we have a commissions should aim to achieve between January and August team, heads of department and with partners from Pact, Creative CHANNEL 4 GROWTH FUND 360° approach to diversity that one YES for diversity On-Screen 2016 and will be integral to the senior commissioning executives Skillset and other broadcasters. encompasses all aspects of and one YES for Off-Screen, with production of the Games. people’s differences, not just the (comprising the top 120 people We’re also delivering DIAMOND’s OBJECTIVE: To grow the scale multiple options available in nine protected characteristics. in the organisation), we have the communications and marketing of successful indies led by BAME each category. There are different WHEN: 2015-16. However, within that we recognise following targets to achieve as support, to ensure our industry fully entrepreneurs and those from other a minimum by 2020 (see table diversity issues in different genres that some focus also needs to be understands the relevance of its data diverse backgrounds by providing below): so the options vary according to applied so that we can address and how to use the system. investment and ongoing business 6 three groupings: “factual”, “scripted” imbalances within known groups. WHEN: From now until 2020. support. LEADERSHIP OBJECTIVE and “entertainment” programmes. WHEN: Awareness raising begins SETTING & INCENTIVISATION in Q1 2015. Training on data HOW: We will achieve this through Performance against these collection begins in May 2015, with the recently launched Growth Fund, OBJECTIVE: To ensure that all By 2020: Currently: guidelines will be reviewed by the first partial data sets available which supports emergent indies to senior managers and editorial staff commissioners and backed up by have diversity objectives and that at the end of 2015. grow. BAME 20% 15% business affairs teams. The results their success in meeting them is 50% men, 43% men, will be measured by the DIAMOND WHEN: Ongoing. linked to annual variable pay. Gender split 50% women 57% women monitoring system (see section For all C4 staff: People with 2 below), which will demonstrate 3 HOW: Senior managers and 6% 1.9% disabilities where change is happening over editorial staff will have specific, THE ALPHA FUND measureable targets in one or time, both in front of and behind the 5 LGBT 6% 2.4% both of the following areas: (a) camera. THE RIO COMMITMENTS OBJECTIVES: To grow diverse within Channel 4 – increasing BAME 15% 8% indies and talent by providing the representation of specific WHEN: 2015 and ongoing. OBJECTIVE: To ensure that 10% of development funding. groups and leading a culture of 50% men, 54% men, the c.300 production team for the For the Gender split inclusion e.g. implementing internal 50% women 46% women Rio Paralympics will be people with top 120 HOW: The Alpha Fund is an existing mentoring to specifically support People with disabilities. C4 leaders: 6% 1.7% fund that helps develop creative underrepresented groups; and disabilities 2 diversity amongst indies and talent (b) in making our creative output DIAMOND DIVERSITY HOW: Building on the success of – increasing the representation LGBT 6% 2.4% – supporting the development of MONITORING developing on-screen disabled both on and off-screen e.g. through projects such as the BAFTA award- talent for London 2012, we will be the Commissioning Diversity *Our ambition is for employee diversity to reach the national average. In some categories of diversity there are differing winning drama series Run and the broadening our efforts for Rio 2016 estimates, sometimes significant, of the national average (particularly around disability and LGBT); in these areas we OBJECTIVE: To create high Guidelines. This will mean that have made our own assessment of the national average to aim for, allowing for how this might develop over time.

10 11 THE GAME CHANGERS

8 EXEC & BOARD DIVERSITY 10 REVIEW PROCESS 4TALENT GRASSROOTS OBJECTIVE: To report and review SOCIAL MOBILITY DRIVE progress against key diversity goals at the top of Channel 4. OBJECTIVE: To engage potential industry entrants from areas of high HOW: Quarterly Executive and social disadvantage to the range Board level focus to ensure that of schemes that we offer within our 360° Diversity Charter is fully 4Talent. delivered, and is creating the desired outcomes – both within HOW: 4Talent is an award-winning Channel 4 and across the industry. outreach programme that visits multiple locations throughout WHEN: 2015 and ongoing. the UK and targets people early in their career, ensuring that they understand how a career in 9 media could be for them. We’re DEPUTY COMMISSIONING now partnering with specialist EDITOR COMMITMENT agency MyKindaCrowd to take 4Talent further into disadvantaged OBJECTIVE: To work with the communities; to find people who CDN to fund seven Deputy would not otherwise find their Commissioning Editors over two way to us. We’re aiming to open years, each person working for the eyes of over 1,000 socially- one year within the Channel 4 disadvantaged people per year at commissioning team. 12 different locations across the UK and give them opportunities HOW: We will work in conjunction to network and improve their with the CDN Commissioner employability within TV and film. Development Programme to fund seven Deputy Commissioning WHEN: 2015 and ongoing. Editors across two years (three in 2015, four in 2016).

WHEN: Two year trial-period from 2015-16.

12 Image: Viktoria Modesta 13 ON & OFF-SCREEN TALENT

Our own backyard

14 Image: Channel 4 HQ, September 2012 15 tick’ guarantee scheme, whereby 17 HOW: We will organise and host an Our own backyard any candidate with a disability Annual Diversity Conference, which who is qualified to do the job in HEADHUNTER DIVERSITY will: create a platform for diversity question automatically receives COMMITMENT stakeholders to promote best amount of coaching we make an interview. We’re now investing practice; explore new developments 11 14 OBJECTIVE: To see a substantial available to all staff – actively a significant sum to work closely and trends (e.g. social mobility increase in the diversity of DIVERSITY AND INCLUSION encouraging participation from ADVERTISING LEADERSHIP with specialist disability agencies and mental health); publicise candidates proposed by TRAINING FOR CHANNEL 4 those with diverse backgrounds. & EDITORIAL ROLES and headhunters to increase the and benchmark current diverse headhunters. STAFF & INDIES We will ring-fence 48 places on the number and calibre of candidates employment within the broadcast OBJECTIVE: To advertise all general management development with disabilities who apply for industry and hold broadcasters, OBJECTIVE: To develop a culture of leadership and editorial positions HOW: We will communicate programme for women, people with Channel 4 vacancies. We will also including ourselves, to account; diversity and inclusion throughout both internally and externally. our commitment to diversity to disabilities and people from ethnic work to improve our data capture, provide a forum for different diverse our staff and with our indie partners. our employment agency and minorities. We’re also trialling a so we can understand where the groups to tell their stories and get HOW: By further opening up headhunter suppliers and formalise new form of coaching with women main drop-off points occur in the their voices heard; and commission HOW: We’ve developed a bespoke our leadership and editorial job how they will work with us to that spans their maternity leave, recruitment process. and report original research on e-learning programme for all vacancies, we will broaden the deliver this. Whilst reviewing our providing coaching support before diversity issues. staff – ‘Born Different’ – which will pool from which we select these preferred supplier arrangements they leave as well as when they WHEN: 2015 trial. raise understanding about what roles, as well as identify up-and- and terms and conditions with our return. WHEN: 2015 trial. diversity is and how each member coming talent to support the agency suppliers in 2015, we will of our staff can play their part. This development of talent across the 16 be asking them to demonstrate WHEN: 2015 and ongoing. programme will be compulsory for industry. Increasing diversity in SOCIAL MOBILITY how their candidate attraction 19 all 850 Channel 4 staff. All 360 of management and editorial roles are INTERVIEW GUARANTEE strategies will help us to deliver our people managers will also take 13 key priorities. We will continue to on our diversity goals. And we will DIVERSITY REPORTING a ‘Managing Diversity’ e-learning USING OUR INFLUENCE TO select at all times on merit but will OBJECTIVE: To increase the expect our suppliers to comply module, including a face-to-face ENCOURAGE SUPPLIERS TO increase the diversity of our talent number of candidates from socially- with relevant industry diversity kite OBJECTIVE: To annually report on skills development programme. In WORK TO INCREASE DIVERSITY pool. disadvantaged backgrounds who marks – e.g. Stonewall; and with our diversity goals and the impact addition, we have 250 places for a are interviewed for job vacancies. regard to disability suppliers, to of our diversity initiatives. skills-based diversity and inclusion OBJECTIVE: To increase NB A small minority of exceptions sign up to the Business Disability programme for our commissioning commitment to diversity among all to this initiative may occur during HOW: This will be similar to the Forum. HOW: Formally reporting on staff and indie partners. Channel 4’s suppliers, across the redundancy situations or when Positive About Disability ‘double diversity will be essential to business. roles are upgraded and internal tick’ system. It will be trialled WHEN: 2015 and ongoing. ensuring that we remain focused WHEN: 2015 and ongoing. promotions are awarded. with an interview guarantee on the right areas and demonstrate

HOW: We will use our influence scheme for candidates who 18 transparency and accountability. to encourage all our suppliers WHEN: 2015 and ongoing. identify themselves as coming We already report on a number of to work to increase diversity from a socially-disadvantaged ANNUAL DIVERSITY aspects of our diversity remit, but 12 (not just those who supply our background. We will consult with CONFERENCE we will increase this by reporting on COACHING & MANAGEMENT 15 programme content). Channel 4 the Social Mobility Foundation on the new initiatives we have set out DEVELOPMENT PLANNING FOR SPECIALIST RECRUITMENT OF OBJECTIVE: To increase suppliers tendering for contracts the most effective way to introduce in our 360° Diversity Charter. DIVERSE STAFF PEOPLE WITH DISABILITIES commitment to improving diversity will routinely be asked to provide this initiative to increase the through learning and sharing their own diversity statistics, and numbers of people from socially- WHEN: 2016 and annually OBJECTIVE: To provide a range of OBJECTIVE: Increase the number among broadcasters, indies, directed towards tools to help them disadvantaged backgrounds thereafter. development opportunities for staff of candidates with disclosed the press and policy-makers, enhance their own diversity profile, working in the media industry. from diverse groups to ensure that disabilities who are interviewed for by hosting an Annual Diversity both in terms of their employee they are able to progress in their job vacancies. Conference. base, and their own supply chain. WHEN: 2015 trial. chosen careers. HOW: We already have the WHEN: 2015 and ongoing. HOW: We will increase the Positive About Disability ‘double

16 17 ON & OFF-SCREEN TALENT

OUR OWN BACKYARD

20 UNDERTAKE THE ERNST & YOUNG NATIONAL EQUALITY STANDARD

OBJECTIVE: To measure our progress against national best practice in equality, diversity and inclusion to ensure that we continually improve things in our own organisation.

HOW: We will undertake the National Equality Standard, a groundbreaking initiative developed for business by Ernst & Young, and the Equality and Human Rights Commission (EHRC). The criteria against which companies are assessed. From this we will be able to pinpoint what changes and developments we need to make on our journey to reflecting modern Britain inside our organisation.

WHEN: 2015 and ongoing.

19 18 Image: behind the scenes of Run 19 On & off-screen and with indies

20 Image: reporters from Unreported World 21 ON & OFF-SCREEN TALENT

On & off-screen and with indies

21 22 HOW: We have already held an event in June 2014, where 150 SKILLSET DIVERSE CASTING OF ACTORS women drama directors, plus CASTING INITIATIVE WITH DISABILTIES producers and agents, debated the barriers and opportunities OBJECTIVE: To increase OBJECTIVE: To increase for female directors. In 2015, the auditioning of newly the auditioning of actors we will launch a mentoring discovered and trained diverse with disabilities in scripted and shadowing scheme with talent for mainstream roles, in productions, whether the Directors UK for five female collaboration with Skillset. parts are written as disabled directors, developing them to characters or not. work on Channel 4 projects. HOW: With Skillset we will fund experienced casting HOW: Two general casting WHEN: 2014-15 trial. agents to find talent among days have already been held at underrepresented groups Channel 4, with over 60 actors – e.g. female comedians with disabilities seen. The 24 and comedians from ethnic next is planned for Q1 2015. NORTHERN WRITERS minorities. We will also work From this, we will develop a AWARD with other broadcasters, and pool of talented actors with link this project to all our disabilities for drama, comedy OBJECTIVE: To provide training other on-screen diverse talent and film. Directors will be for two new writers from the initiatives. This is based on a asked to audition at least two North of England in the script- successful American scheme actors with disabilities on every commissioning process. which had outstanding shooting block, whether the results increasing on-screen parts are written as disabled HOW: To identify two new diversity in hit shows like characters or not. writers from the north of Grey’s Anatomy, as well as England – with a particular discovering last year’s Oscar WHEN: Ongoing. focus on encouraging winner, Lupita Nyong’o, who diverse candidates – and starred in 12 Years A Slave. 23 mentor them through the script-commissioning WHEN: Launching 2015; WOMEN DIRECTORS process with Lime Pictures results seen on-screen by PROGRAMME in Liverpool (Hollyoaks) and 2016-17. RED Production Company in OBJECTIVE: To increase the Salford (Cucumber). They will number of women drama shadow the process of script directors via mentoring and development, from first draft shadowing.

22 Image: 12 Years A Slave 23 ON & OFF-SCREEN AND WITH INDIES

to broadcast script. The aim is ongoing development support team will also identify top operate whenever changes that the best writers graduate for former 4Talent participants. diverse production talent, and are to be made to on and/or 30 to writing scripts on C4’s track and support their careers off-screen talent engaged for an DIVERSE TALENT GATEWAY We know we can’t please all Hollyoaks. HOW: To create quarterly to senior level by organising existing programme or a new the people all the time. But networking and industry Talent Showcases and bespoke production, and when talent OBJECTIVE: To connect we’ve designed out 360° WHEN: 2014-15 trial. briefing events that bring networking with senior C4 exclusivity agreements are emerging diverse talent with Diversity Charter to thrown together 4Talent participants Commissioning Editors. being considered. editorial decision-makers. open our doors to as much (both current and former) with This will provide mid-career talent as possible, as often Channel 4 commissioners development and accelerate WHEN: 2015 and ongoing. HOW: We will undertake as possible. 25 and indies. Through this the careers and influence of the increased outreach work, DIVERSE WRITERS ROCKET we will provide exposure to most talented diverse leaders scouting and sourcing diverse 29 senior industry professionals, of tomorrow. talent and introducing them to OBJECTIVE: To help launch the insight into future career INDUSTRY TALENT our commissioning department. careers of five new writers from opportunities and address WHEN: 2015 and ongoing. DATABASE This is a bespoke activity for diverse backgrounds. networking barriers – enabling diverse creative talent that commissioners and indies to OBJECTIVE: To connect have already had some success HOW: Building on our track cast their nets wider. 28 emerging diverse talent with in the industry. The Diverse record of developing diverse TALENT SELECTION editorial decision-makers. Talent Gateway advocates writing and directing talent WHEN: 2015 and ongoing. GUIDELINES & TRAINING on behalf of emerging talent – such as giving first breaks HOW: Working in conjunction and helps improve career to Steve McQueen, Debbie OBJECTIVE: To ensure that with the CDN and other opportunities by forging commissioners and producers broadcasters, we will develop direct routes into editorial Tucker-Green and Jack Thorne 27 – we will commission an make decisions that drive a database of diverse talent decision-makers at indies and established BAME-led indie to COMMISSIONING diversity in a way that is and make this accessible to C4 and provides mid-career develop five new writers from MENTORING SCHEME consistent with the Equality our commissioners and indie development of some of the underrepresented groups to Act. partners. Talent will be able to most talented diverse leaders each make a short-form film or OBJECTIVE: To train 60 upload their latest CV to keep of tomorrow. drama. These five shorts will be Channel 4 commissioners as HOW: Accompanying our their information current and premiered on 4Shorts and/or mentors and match each with Commissioning Diversity register their availability. The WHEN: 2015 and ongoing. late - night Channel 4 and will an external mentee from an Guidelines, we will provide database will feature roles at give a critical first break to new underrepresented group. Talent Selection Guidelines and all levels in TV, film and digital talent. training to support the hiring media, and across all genres of HOW: We will develop an decisions of commissioners production. WHEN: 2015 trial. external mentoring programme and producers in line with the that trains the majority of Equality Act. This procedure, WHEN: 2015 and ongoing. our commissioning staff in designed with commissioners 26 mentoring and matches them to be as practical as possible, 4TALENT CAREER with diverse talent outside will navigate the user through FOLLOW-UP SUPPORT Channel 4 – drawing on our the selection process so as to industry talent database (see avoid unlawful discrimination, OBJECTIVE: To provide section 29 below) and 4Talent however accidental. They will schemes. Our dedicated talent

24 25 ON & OFF-SCREEN TALENT Commissioning Diversity Guidelines

Here are our diversity guidelines, with genre-specific targets that we’re asking our indie suppliers to achieve from now on.

26 Image: Babylon 27 Commissioning Diversity Guidelines: Commissioning Diversity Guidelines: Overview How they work

We’re proud to announce our and on-screen roles, and sensitive to the reality of the We expect that all commissions will achieve a minimum of one YES in each section of the new guidelines for all future c) mentoring/shadowing way in which commissioning diversity guidelines. Channel 4 commissions, schemes. teams work with our production with genre-specific targets partners, whilst also guiding focusing on two areas: diversity We will ask them to report back talent decision-makers safely i.e. at least one YES in the On-Screen section on-screen and diversity off- on the positive steps they’re through the legislation and screen, including training and taking and intend to take in other practical issues that they AND opportunities. the future. And we’ll share with come across. This guidance them the monitoring data and will be adapted for and at least one YES in the Off-Screen section We expect all our production analysis that will be available communicated to independent partners to start taking active from DIAMOND (the industry producers, together with further steps to achieve these targets standard Diversity Monitoring training and support. We will measure and publish our performance in advancing diversity against these criteria immediately, working with their System). This diversity data, on an annual basis. commissioners, and to be able once released, will shine a And finally, we will be to demonstrate the actions spotlight on the industry and demanding that the same they have taken. provide vital information that standards of diversity are met both indies and broadcasters by all our news and sports In preparing these guidelines, like us can use to evidence programmes, on and off-screen, we have a) consulted with Pact; underrepresentation and focus through direct liaison with our b) consulted with our external positive pro-diversity action, production partners for these employment solicitors Reed both in front of and behind the shows. Smith; and c) ensured they camera. comply with the Equality Act When we talk about 360° provisions on positive action. What’s more, our guidelines diversity at Channel 4, we really will be accompanied by training mean it. We will be inviting our partners and development for both to collaborate with us in Channel 4 commissioners and pursuing these guidelines, to indies alike – to help everyone engage meaningfully with the understand the complexity of issue of underrepresentation tackling underrepresentation, and to think creatively about and to map out the best ways the positive steps they can take to lawfully address it together. to help us achieve our goals – such as a) outreach work We’re also working on guidance aimed at raising awareness for talent selection based on of opportunities to work on our diversity ambitions and Channel 4 programmes (on aligned with the requirements or off-screen), b) strategic of the Equality Act 2010. advertising of vacancies This will be light-of-touch and

28 29 On-Screen: On-Screen: Content / Subject Matter Roles

CHANNEL 4’S COMMITMENT: CHANNEL 4’S COMMITMENT:

Series and single programmes should reflect a variety of communities and backgrounds On-screen roles should reflect a diverse range of voices, perspectives and experiences. through their subject matter.

How to qualify for a YES: How to qualify for a YES:

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

Programmes which explicitly and Programmes which reflect Entertainment programmes which Programmes prominently featuring Programming in which EITHER: Your entertainment series must predominantly explore issues of the identities of the many celebrate inclusivity, equality presenters and/or contributors who (a) at least one of the lead meet BOTH the below targets for identity relating to ethnicity, or communities in modern Britain, and Channel 4’s approach to have a disability, are from an ethnic characters is either from an ethnic its on-screen talent bookings have a specific focus on LGBT, through stories and characters creative diversity, by focusing on minority or are LGBT. Please note, a minority background or has a across the series: people with a disability or other which reflect the experiences of representing underrepresented series should demonstrate diversity disability or is LGBT (a) a minimum of 25% women across the majority of programmes, underrepresented groups. underrepresented groups. groups. OR AND not just a single episode.* (b) at least 50% of the lead (b) a minimum of 15% people Recent C4 examples include: Gok’s characters are female. are LGBT or have a disability or are Fashion Fix, The Fried Chicken from an ethnic minority or another Recent C4 examples include: Run, Shop, Educating Yorkshire, Troy, underrepresented group. Dementiaville. Drifters, Banana. Recent C4 examples include: Stand up to Cancer, I’m Spazticus.

Recent C4 programmes with Recent C4 programmes with this Recent C4 programme with this this focus include: Make focus include: My Mad Fat Diary, focus: The Last Leg (Paralympics British, The Undateables, Indian Summers, Youngers, 2012). Unreported World: Jamaica’s Cucumber. Underground Gays.

YES NO YES NO YES NO YES NO YES NO YES NO

*Some programmes would need to consider creative ways to ensure or maintain an inclusive approach, particularly shows where contributor selection is restricted (i.e. shows that prominently feature members of the public). Commissioning editors can play an important role in this, working in collaboration with the Head of Department, Creative Diversity and HR. 30 31 Off-Screen: Off-Screen: DevelopmentSenior Staff / Key/ Production Creative TeamRoles / Crew Development / Production Team / Crew

CHANNEL 4’S COMMITMENT: CHANNEL 4’S COMMITMENT:

To encourage the progression of people from currently underrepresented groups to senior and Roles within production teams and crews should be accessible to people from currently creative roles. The initial focus will be on talent from diverse ethnic backgrounds and people underrepresented groups. The initial focus will be on talent from diverse ethnic backgrounds with disabilities, where underrepresentation has already been identified. and people with disabilities, where underrepresentation has already been identified.

How to qualify for a YES: How to qualify for a YES:

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

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

YES NO YES NO YES NO YES NO YES NO YES NO

32 33 ON & OFF-SCREEN TALENT

Off-Screen: Training, Internship & Career Progression

CHANNEL 4’S COMMITMENT:

To encourage and support access to the media industry for underrepresented groups, as well as career progression within Channel 4 and its suppliers.

How to qualify for a YES:

Factual programmes: Scripted programmes: Entertainment progs:

Your production has to achieve ONE of the Same criteria as for Same criteria as for following goals: Factual programmes Factual programmes (see left). (see left). > Hire at least one paid intern, recruited from a recognised provider or undertaking an approved industry scheme.

e.g. C4 Production Training Scheme (12 months) C4 Investigative Journalism Programme (6-12 months)

Creative Access (internships with training for graduates from ethnic minorities)

OR

> Hire a graduate of one of these internship schemes, whether their internship had been with your company or elsewhere.

OR

> Provide skills training from a recognised provider (e.g. those supported by Creative Skillset) for team members with disabilities or from ethnic minorities.

YES NO YES NO YES NO

34 Image: Alan Carr 35 For full details of our 360° Diversity Charter and Commissioning Diversity Guidelines, visit www.4producers.co.uk