BBC Diversity Commissioning Code of Practice - Progress Report 2020/21
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BBC Diversity Commissioning Code of Practice Progress Report 2020/21
Welcome to the
BBC Diversity
Commissioning
Code of Practice
Report 2020/21
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
p3 p4 p5
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
T
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
communities 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
£112m
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
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
4
Introduction
Diversity and inclusion is
N
ow in its third year the BBC’s Diversity
Commissioning Code of Practice sets
a creative imperative at the
the foundation for our relationships
with suppliers – what we commit to and
what we expect from those we work with. This
BBC; it ensures we remain ensures our content accurately represents and
authentically portrays the diverse communities of
BBC Three, RuPaul’s Drag Race UK:
relevant to all.
World of Wonder
the whole of the UK. Full details of the Diversity
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
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
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.
A status summary against all Code commitments
3. Casting should be
can be found on p30. open and fair
4. Diverse workforce makes
for better content
5. Measurement
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
6
Section 1:
Leading by example
£100m £12m
BBC, The Grand Party Hotel:
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
bar for the industry and demonstrates our own
– Black, Asian & Minority ethnic backgrounds your team; and how you
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
representative of the audiences they serve. BBC Diversity Targets equally, no exceptions.”
This demonstrates we are looking at our own
commissioning workforce, processes, decision-
making and culture to deliver our objectives, as
50
Female
%
20 %
Black, Asian and
Tim Davie, Director-General
“Now is the time that diversity
well as working with others to support that. Minority Ethnic
needs to be hardwired into the
12%
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 senior commissioning team.”
under-represented backgrounds within the BBC’s Disabled
BC Chief Content Officer Charlotte Moore,
B
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
that represent all audiences across the UK. our impact is effective and brings about
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
and are transparent with the sector about how we individuals in senior decision-making roles
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
pipeline. • Those with lived experience of a disability
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
content that would count towards the commitment, achieve socio-economic diversity (SED)
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
by Charlotte Moore, the BBC’s Chief Content
550
Producers
70
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
smaller and with less market movement, we hope
Before the programme is greenlit the
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 BBC co-funds the rad programme to
the greenlight documentation as necessary. The
For all new commissions from April 2021 we are available to support producers as to how they can support diversity at entry level across the
production lead who signs the commissioning
asking companies to commit to at least 20% of achieve this target, and we have worked with independent sector.
specification is accountable for delivery. Examples
their production team being from the following partners to provide resources to help them
of outcomes of these conversations include: The programme involves placing 12
under-represented groups: directly.
Chloe created opportunities for two emerging people from under-represented
– Those from black, Asian and minority ethnic
(BAME) backgrounds
Hardwiring diversity directors to work across both blocks and gain backgrounds with Scottish indies
including Firecracker Films, Raise the
a credit.
– 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
The WHOLE production team from runner to Sparks: Teen Monologue; A theatre director with
commitments. TRC. Applications increased by 41% since
executive producer, craft roles and post production neurodiversity mentored by experienced director
2019, with a 59% boost from black, Asian
are included in the 20%. We encourage producers We have also built in a leadership self- to gain first TV credit enabling a permanent move
and minority ethnic applicants and 58%
to build these plans into their pitch from the start, declaration form to our Pitch registration process into the industry.
from those with a disability.
and discuss how they plan to achieve it as part of to be able to identify companies who meet our
Angels of the North promoted an Assistant
the commissioning conversation, and ask them to diverse-led criteria. This has been sent to all This years intake were recruited into the
Producer from Newcastle to be a Director on
report progress during production existing suppliers as a one off exercise to inform following roles:
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 • Edit Assistant
continued to engage in active conversations about
achieve 20% diversity in their production teams, as
representation, portrayal and diversity, both on- • Production Assistant
well as strengthen our requirements around
and off-air, as part of defining the commissioning
Diamond compliance. We also updated our The programme is funded by Screen
specification.
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
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
10
Leading by example continued
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. BBC Radio This is the third year that BBC
and guidance where possible to production
companies that experience greater challenges due Radio 3 and BBC Radio 4 have partnered
It now involves 670 BBC teams and more than 100
to the nature of the programme, geographical with the Multitrack scheme organised by
partner organisations in 26 countries – all working
location and/or access. independent production companies, which
towards one goal: equal representation of women Lockdown Learning, Bitesize
provides fellowships for new and diverse
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
bring expertise, contacts and insights to support Radio 4 has committed to taking three
survey of 2,000 BBC Online users, including BBC
commissioners, suppliers and diverse talent. 28-minute documentaries from Multitrack
Online, BBC iPlayer and BBC Sounds. Results
During the first six months, they engaged and Fellows in 2021/22. Radio 3 will commission
showed that:
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
teams signed to 50/50
62%
online users noticed
3
Diversity Masterclasses
890
producers attended
more women in content
CBBC, My Mum Tracy Beaker:
BBC Children’s In-house Production
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
11
Leading by example continued
Diversity funds Small Indie Fund
BBC Two, Statue
All our TV and Radio Commissioning teams have
funds to support talent development beyond what
Our £1 million Small Indie Fund supports talented
small producers who can deliver to our strategy
Working in Partnership Wars: One Summer
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
placements on BBC productions. In total we
Cardiff Productions and Statue Wars, from “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
throughout this report across all chapters.
received more than £60k from the TV Diversity helped us to continue
BBC One, Ghosts:
Fund to support talent development from to spotlight talent and create
under-represented groups and over £160k was
Monumental Television
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
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
12
Leading by example continued
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
skills for mid-career women from across the
school and to strengthen the off-screen diversity
But when I gained a BBC
pipeline available to the sector. industry. We also annually sponsor
[Image the ‘BBC News
caption]
and Factual Award’, at the annual awards scholarship, I knew first hand
Screenskills: Through its partnership the BBC
has contributed to a broad range of mental health
ceremony in December. This year due to the 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
Compliance, Equality and Diversity Essentials;
Mental Fitness for TV; Suicide Awareness and
fees and I have an amazing
BBC mentor Tom Lazenby 870+ £10m
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
to provide independent production companies
from many great people at the
BBC who have become part of
networking and finding work
opportunities.”
20
Diverse BBS
£400k
BBC Investment in
with specialised support to deliver on diversity my network and are willing to Scholars NFTS Screenskills training
and inclusion goals, including broadcaster targets.
help me progress. I received a Summer Grieve Knight, Script Development
This year the Pact Diversity project held 19 Student, NFTS
workshops and seminars which were designed
brilliant mentor, Rachel
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 2020/21Introduction 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
200 +
65
BBC Two, Live At The Apollo, Access All Areas:
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 2020/21Introduction 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 • 40 –50% female crew
invests in the future pipeline, and supports
who made history choosing to dance in a same reflected throughout all of our content.
interventions to improve authenticity and • 38% of studio guests openly LGBT
sex couple for the first time.
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 disabled
supported interventions from our suppliers: challenging due to COVID but we were able to
established diverse on-screen talent who have
For example, both Lime Pictures and ITV Studios take on four freelancers, intermittently between • 4% of feature guests are Black, Asian
gone on to win nominations or awards from peers
hired diverse casting producers for their June-November to help support the team on Minority Ethnic (this figure reflects well
in the industry. Michaela Coel’s I May Destroy You
programme There’s Something About Manchester outreach projects. against the 2–3%
introduced Paapa Essiedu as Kwame and Weruche
and University Challenge to ensure we had greater
Opia as struggling actor Terry, nominated for Two of the freelancers came via the Where It The show, which is dedicated to women in
and more authentic representation on screen. In
BAFTA Best Actor and winning Best Supporting Begins Intern Scheme, one freelancer was new sport, attempts to redress the deficit of
both cases the teams created more diverse
Actress respectively. talent to the BBC and all of were from a diverse women’s representation in sports media and
content on social media to appeal to a broad
background. value women for their various contributions
At the same ceremony Malachi Kirby – won Best range of backgrounds and communities.
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 activity. Studio guests and programme
Small Axe anthology and Rakie Ayola won Best diverse production companies pitching into their
Sgeulachdan a’ Ghlasaidh/ Life in Lockdown features encompass testimony from a variety
Supporting Actress for her role as a griveing commissioning round to work on a special
changed their production techniques to improve of backgrounds and perspectives and the
Mother in the moving single Drama Anthony. All of podcast that tells the story of a young black
authentic representation. Across six programmes platform provides women with an
these performances were recognised for both tennis player, Ora Washington. The commission
35 new faces made prominent contributions with opportunity to reflect themselves and
their quality and authenticity. was awarded to Stance Media, a diverse
user-generated content filmed on their mobile their sport in a positive light.
production company, which is new to the BBC.
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 2020/21Introduction 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
Case study:
Authentic Writing talent current Writers’ Access Group and Annalisa
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 New Voices, a partnership between BBC
experiences who can tell compelling authentic
locations across the UK to ensure we are Writersroom, BBC Children’s In-House
stories which our audiences can we relate to.
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
196
BBC Writersroom has also supported other BBC Children’s industry.
through online engagement and public outreach.
departments’ talent initiatives: for example, Find The programme launched in November
A third of the scheme writers come from black,
Me Funny with BBC Cymru Wales, The Dumping 2020 with a two-day virtual festival and
Asian and minority ethnic backgrounds and the writers from diverse
Ground Writers’ Shadow Scheme with CBBC and welcomed applicants from under
Writers Access Group gives talented disabled backgrounds engaged
the Alfred Bradley Bursary Award with Radio represented ethnic backgrounds, writers
writers the chance to expand their writing skills through New Voices 2020
Drama North. In addition, we ran a project at the with a disability and those from lower
and to be offered opportunities in TV and radio at
17
beginning of lockdown called ‘Interconnected’– an socio-economic backgrounds. Over 130
the BBC.
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 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 LimitedIntroduction 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 Athena Kugblenu,
it has proved a great springboard for talented
comedy, whether in the BBC or elsewhere in the For the 25th anniversary of the Disability Felix Dexter
writer/performers to bring new work to the screen.
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
participant.
Commissioning with written and performed by disabled artists, on the
We’ve seen continued success, with writers
authenticity in mind experience of isolation in lockdown
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.
“The dedicated time to work on experiences and stories of disabled people,
Shameless writer Danny Brocklehurst who has
produced by BBC Studios.
my pilot with the backing of been the voice behind a number of northern
In addition to being written, directed and acted by working class Dramas was commissioned to work
BBC Comedy commissioning, on Ecstasy: The Battle of Rave, working with a new
a range of people with disabilities, the series was
and contacts across the curated by writer and actor Matt Fraser. up-and-coming writer on a podcast called ‘Fight
industry, have developed The BBC’s recent documentary Dark Matters: A
of the Century’. The diverse writer had come
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.
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
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
to be heard enabled them to perfect their craft, gain new skills
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
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
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 BBC Three, Man like
hair, and taken into consideration factors like the
and minority ethnic doctors, to talk about the Mobeen: Tiger Aspect
prep time for getting ready for a show when you Productions
slow uptake of the Covid-19 vaccine amongst the
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
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
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 StudiosIntroduction 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
French-Morrocan.
been taken this year for greater
BBC Scotland Comedy series Scot Squad has an
accessibility due to the pandemic
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
9
contributor which included pictures of the people
she would meet on the day.
Inclusive casting workshops.
PACT Diversity partnership
BBC One, A Suitable Boy:
Lookout Point
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
BBC One, Ambulance: Dragonfly
reflecting diverse communities, backgrounds and 20/21, including some completely new to Radio 3 with a cochlear implant was cast to play
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
Norfolk, BBC England took additional measures to
Our suppliers are making re-written to account for this rather than casting
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
attend a wrestling gym, were included and During the pandemic, our programme makers
and building in positive working practices for the
adjustments were made to facilitate some have taken greater steps to be more inclusive
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.
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
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. BBC Three, The Break: BBC
These include composer Errollyn Wallen on the
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.
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21Introduction 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
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 2020/21Introduction 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
approaches in our employment policies, including
potential in all candidates including video
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
Women (leadership)* 46.1% 50.0% The News Development team offer ongoing
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
* BBC Leadership relates to those individuals who are at ‘Band E’ The masterclasses were made available on
and above.
the development programmes so there are clear
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
BBC Diversity Commissioning
Code of Practice Progress Report 2020/21You can also read
