Responsibility Responsibility Governance Financial Statements ITV Plc 46 Annual Report and Accounts 2011
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Responsibility www.itvplc.com Stock code:ITV Stock 45 Financial Statements Governance Responsibility Performance & Financials Strategy & Operations Directors’ Report Overview ITV plc 46 Annual Report and Accounts 2011 Responsibility ITV has a responsibility to both existing and future stakeholders Pride of Britain Awards, broadcast on Our major new charity initiative and entertainment event for Christmas, Text Santa, raised ITV1, attracted an audience of over 6 awareness and money for those most vulnerable during the festive period. million viewers. Creating a responsible future sustainability. The strategy also aims to At ITV, we have a responsibility to both mitigate our risks and uncertainties and ensure the Company continues to behave in a existing and future stakeholders which is taken seriously. As a broadcaster and responsible manner through specific producer our activities can impact the lives performance targets. Objectives have been of millions of viewers and users of our identified by the newly formed Corporate services, in addition to affecting the Responsibility Committee and are supported perception of ITV by other stakeholders. by the Management Board. A new role of Other stakeholders include investors, Head of Corporate Responsibility has been regulators, talent, suppliers and employees, appointed to roll out the strategy across the whose engagement with ITV plays an Company. They will be responsible for essential role in the success of our consolidating activity for maximum impact Transformation Plan. and managing policy around charitable giving, both on and off-screen. This role reports During 2011, our responsibility strategy has directly into the Group HR Director, who also been revised to align to the Transformation chairs the Corporate Responsibility Plan and our four strategic priorities, and to Committee, ensuring activity is relevant and contribute towards long-term industry integrated into the business. www.itvplc.com Stock code: ITV 47 A list of Committee members and their People roles at ITV can be found on our Corporate We have outlined in Priority 1 of the Responsibility website. Transformation Plan, as well as in our Risks and Uncertainties section, that attracting Priorities and retaining talent is critical to our success. Overview Over the next three years our strategy aims It is therefore in our interest to ensure that to help to grow our business through we provide the appropriate rewards and strengthening stakeholder pride and loyalty opportunities for development so that our in ITV. Our approach is to utilise our strong people feel engaged with the Company. presence as a catalyst in the heart of our Insufficient employee engagement has been communities. This will be achieved through identified as a potential strategic risk. the following three priorities: We have again completed an engagement – Investing in drama in our regions campaign in 2011, with the members of the Utilising ITV’s brand, expertise and presence Management Board visiting ITV locations and Report Directors’ to generate long-term sustainability in the giving employees the opportunity to feed creative industry outside of London, by back their thoughts and concerns about the supporting grass-roots talent, skills and business. This engagement has continued production in drama. through other forums such as the Company intranet, video booths and regular hard copy – Responsible reach newsletters, as well as through briefings Utilising ITV’s unique position as a regional between managers and their teams by which employees can understand the financial and Above: ITV completed an engagement and national broadcaster and the reputation campaign in 2011, with the members economic factors affecting the Company’s of well-known programmes as a vehicle to of the Management Board visiting ITV & Operations Strategy engage mass audiences in national performance and how their role contributes to locations and giving employees the the execution of our strategy. Participation in opportunity to feed back their thoughts campaigns and raise awareness around and concerns. grass-roots issues. ITV’s Employee Engagement Survey increased from 62% to 82% in 2011 while employee – Operating responsibly engagement has improved from 75% to 85%. Being seen as a responsible industry leader by demonstrating the link between We have continued to invest in our people responsibility and a sustainable future. In through training programmes for all employees particular: as well as leadership development. 92% of & Financials Performance managers benefited from formal training in Utilising external benchmark tools to 2011. The introduction of a new online improve ITV’s position and working performance management tool will continue cross-industry to share best practice; to ensure clarity around capability and objective-setting as well as succession planning. Setting performance targets where More detailed information around leadership feasible and transparency on results; and succession planning can be found in the Responsibility Supporting new and diverse talent and Governance section. improving access to the industry; and Recognising and rewarding employees’ Our package of voluntary benefits, Relish, individual contributions and impact on provides valuable cost savings for employees the community and environment. and also for the Company. Enrolment for 2012 Relish benefits was more popular than For information demonstrating the impact ever, with 53% of employees now of our Corporate Responsibility in the year, participating in at least one Relish benefit. Governance the drivers resulting in the above priorities, All eligible employees earning under and specific aims and measures around the £60,001 received a 3% increase in salary in strategy, please visit our Corporate January 2012, as well as an additional Responsibility website. one-off award to the value of £250 as part of the annual pay review. Performance summary The following information summarises the impact that the Company’s operations have had on its people, customers, suppliers, community and environment during 2011. Financial Statements view our CR website @ www.itvplc.com ITV plc 48 Annual Report and Accounts 2011 Responsibility continued The business case As in the previous year, the pay award for Health and safety – performance 2011 for eligible employees (earning above indicators £60,000) was performance-related. We share around diversity Employee accidents – the success of ITV through our all-employee excluding contractors 2011 2010 is compelling as annual bonus which paid out in 2011. The Accidents requiring Company also operates an all-employee Save it ensures we more than three As You Earn scheme. days off work 8 5 attract and retain Major accidents 2 2 Diversity the best talent Fatal accidents 0 0 The business case around diversity is compelling as it ensures we attract and retain the best talent. This is achieved through our Customers inclusive Equal Opportunities policy. Our policy Our key customers are our viewers – across reflects the Equality Act 2010 and aims for various platforms – our advertisers and equality around gender, marital or parental other broadcasters. status, race, origin, nationality, religious belief, disability, age, sexual orientation, and gender We seek to maximise audience and revenue reassignment. ITV is recognised as a positive share from our free-to-air business, as laid out employer, holding the ‘two-tick’ disability in Priority 2 of our Transformation Plan. To symbol and being the only broadcaster to be manage the risk around this revenue source, part of Stonewall’s top 100 Workplace it is essential that we understand our viewers, Equality Index, for the second year running. that we are meeting their expectations and ITV participates in major national and needs as customers and that we deliver industry-specific diversity forums, working as a maximum value both to them and to collective to share best practice and campaign advertisers. for change. In 2011 we continued to commission an Workplace profile (%) independent research company to recruit and survey a Vision Panel. The panel is 2011 2010 representative of 8,000 adult television Female employees 49.4 49.9 viewers. This enables ITV to measure Ethnic minority audience reaction to programmes and employees 9.1 9.7 content on a daily basis and to achieve an Employees with a in-depth understanding of viewer ITV are in the top 10 private sector disability 2.9 2.7 expectations and preferences. The panel employers in Stonewall’s Workplace enables ITV to ask further questions about Equality Index. Employees aged over 50 15.0 15.0 its channels, new ideas and views on Lesbian, gay and broader media issues. Qualitative research is bisexual employees 4.9 N/A also obtained via focus groups which may target particular demographics to gain Percentages based on those who declared relevant information insights for programme development. (approximately 75% of workforce). Health and safety The Health and Safety (H&S) of employees, contractors and visitors at ITV is always a high priority. The significant loss of human life as the result of a major H&S incident has been identified as a specific risk to the organisation. The H&S team continue to use a management system that meets the specific risk profile of the business which is supported by a comprehensive training programme and communicated across the business. Examples of this activity and wider statistics can be found on our Corporate Responsibility website. www.itvplc.com