Channel Four Television Corporation Autumn 2019 Strategy & Targets Channel 4’s vision for Inclusion Drag SOS The Lateish Show With Mo Gilligan London 2019 World Para Swimming Championships Inclusive On Leading & Diversity 1 Workforce 2 Screen 3 the Industry To instill a culture where the power of To shift focus to authentic portrayal To be a driving force and pioneer in the the diverse workforce is celebrated, and representation, allowing industry on inclusion and diversity. To build on our heritage as a and people recognise that diversity of audiences to recognise themselves trailblazer in diversity, with an thought generates richer ideas. on screen. emphasis on achieving greater • Culture and values • Diverse Faces of 4 • Hosting regular inclusion; to be a beacon to the I&D events UK industry of what an inclusive, • Connected workforce • Authentic portrayal diverse and creative culture can • Inclusive and diverse • Enabling social access look like, and to give Channel 4 a leadership into the industry creative and competitive edge. • Development and • Supporting new advancement industry talent opportunities • Innovating industry • Internal metrics, I&D initiatives targets and reporting Activities and ambitions: Ambitions • Target of 6% LGBT+ staff across the organisation by 2020 1. Inclusive workforce • Target of 20% BAME staff across the organisation and in the top 100 paid by 2023 Area of work Objectives 2019 Activities 2020 Activities • Target of 12% disabled staff across the organisation by 2023 (double our To launch and embed internal cultural Developing C4 Culture and Values Embedding Culture previous target of 6%) Culture values that underpin recruitment, project, defining what Channel 4’s and Values project • Target of 50/50 gender split across behaviours and corporate culture. workplace culture looks like at its best, across Channel 4 the top 100 paid by 2023 and values and engaging and involving staff in embedding this across the organisation To ensure that all Channel 4 sites are Coaching for Employee Resource Group Connected connected on diversity, inclusion, chairs and planning for multi-site strategy culture and values. Establishing I&D Working Group to workforce address inclusion challenges and opportunities across all of our offices To develop a leadership team that Setting targets for leadership Working towards reaching Inclusive is both diverse in its make-up and and Top 100 paid (see targets for leadership and Sink or Swim and diverse inclusive in behaviours. Ambitions, top right) Top 100 paid leadership To develop our internal talent Running the Commissioning Editor Mapping talent framework with Development and provide opportunities for training programme, including inclusion at the heart advancement. training on Commissioning Editors’ and advancement contribution and response to ‘Diverse Ongoing Commissioning Editor Faces of 4’ and authenticity tracking training programme opportunities (see next page) Gogglebox To use our existing diversity Annual Pay Gap reporting and actions Ongoing Pay Gap reporting Internal metrics, metrics to set ambitious targets targets and and use the data for recruitment Setting revised diversity targets Rolling out Inclusion Metric as part of and retention of staff. the Diversity Reporting tool Launching Diversity Reporting Tool, reporting a dashboard comprised of a range of Ongoing social mobility monitoring metrics including an Inclusion Metric Continuing to monitor C4 social mobility Measuring staff satisfaction Measuring staff satisfaction First Dates Activities and ambitions: 2. On screen Area of work Objectives 2019 Activities 2020 Activities To understand the diversity of our Monitoring and analysis of Diverse Ongoing support for the Diverse Diverse on-screen faces and put in place Faces of 4, which measures the Faces of 4 programme, measuring the improvement actions for change. diversity of our Top 100 programmes diversity of our Top 100 programmes Faces of 4 (by audience and hours) and the (by audience and hours) and the talent talent within them within them Running the 4Sales Diversity in Running the 4Sales Diversity in Advertising Advertising Award, to help improve Award, to help improve diversity in diversity in advertising by offering a advertising by offering a £1m airtime prize £1m airtime prize Launching new on-screen diverse The Great British Bake Off talent initiatives with a long-term Continuing to support DIAMOND by strategy to develop new talent: encouraging indies to submit their diversity data • ‘Faces of E4’ search to launch new young talent • ‘Faces of Factual’ search to find and develop new talent with the aim to grow in the factual genre To understand more about how Authentic Tracking authenticity on screen by Developing Commissioning Genre authentic diverse audiences find C4 measuring and monitoring how diverse Diverse Audience Strategies, portrayal programming – and develop strategic people feel about representation and in order to evolve how we actions to respond to findings. portrayal on C4 (ongoing) authentically portray diverse groups on screen Hollyoaks Ambitions • Diverse Faces of 4: Address representation by aiming for the Top 100 programmes (by audience and hours) and the talent within them, to be more representative of the national demographic • Use on-screen authenticity tracking to address underperforming areas on screen • Aim for fair on-screen representation by genre (outside of the Top 100) to ensure that diverse groups on screen reflect the proportion of diverse groups at a national level Grand Designs Ackley Bridge Activities and ambitions: Ambitions • Provide 26 Apprentice positions with 50% of roles outside of London 3. Leading the industry • Support 16 disabled trainees on the Paras Production Trainee Scheme • Continue to track social mobility Area of work Objectives 2019 Activities 2020 Activities metric • Offer 8-12 places on the To launch an ongoing programme Hosting the DIVERSE Festival plus other Hosting the DIVERSE Festival Commissioning Mentoring Network Hosting regular of innovative I&D events that external industry and supplier events plus other external industry and supplier events I&D events covers a wide range of topics. Celebrating Channel 4 Inclusion Week and developing an ongoing programme Ongoing NFTS training offer of events Offering NFTS training to 100 diverse and regional talent already in the sector To ensure that people from Hosting the New Material series of Running the 2020 Channel 4 Enabling social historically neglected or ignored events to help 16-25s across the UK Apprentice Scheme, offering 50% access into the areas of society are given an start their careers in media roles outside of London understanding and the means to industry enter the television industry. The Lateish Show With Mo Gilligan To support new talent through Running the Paras Production Making recommendations for supporting Supporting new existing training schemes and Trainee Scheme, to recruit and creative diversity through Alpha funding industry talent progress diverse talent in support disabled people who want industry through targeted to start a career in television Running the 2020 Production Trainee Scheme (N&R indie focus) initiatives and funding. Running the Commissioning Mentoring Network, to support young BAME talent in the industry and support BAME talent at a senior level To be recognised as an industry Continuing to measure and help Launching the Women’s Mentoring Innovative leader in I&D by leading drive up social mobility return rates Programme The Circle industry I&D development initiatives that across the industry involve other organisations. Tracking indie supply chain specifically for BAME/female-led initiatives indies, to monitor progress annually Where is our organisation today? In order to track our progress in December 2017 December 2018 Target inclusion and diversity, we need to All staff – 56% 56% 50% know what our baseline is. Here is Female for the Top 100 where we stand: paid (by 2023) All staff – 18% 19% 20% for all staff and the BAME Top 100 paid (by 2023) All staff – 11% 11.5% 12% Disability for all staff (by 2023) All staff – 7% 7.3% 6% LGBT+ for all staff (by 2020) All staff – 33%* 38.5% Social mobility *This figure relates to 2016 How can you get involved? To have an inclusive culture, we The £1 Houses: Britain’s Cheapest Street I Am Hannah need you to be involved and included. This means we need to Establish a new I&D Working Group Improve create channels through which The remit of the group will be to address inclusion challenges and opportunities at Leadership group you can ask questions, give Channel 4, listening to viewpoints and perspectives from all of our offices and feedback, share ideas – and business areas, to ensure that we deliver on our I&D strategy of being an inclusive information flow organisation. ensure that you are listened and Enhancing information flow through the responded to. To do this we will: It will act as a cross-office Channel 4 inclusion and diversity working group and organisation via the Leadership group – ensure that Channel 4 works collaboratively. It will be set up to work across all establishing a new HOD Steering Group areas of the business. and creating more structured engagement, to support listening to your feedback and responding to you..