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Workforce diversity

The more diverse our workforce, the better able we are to respond to and reflect our audiences in all their diversity. We recognise that in order to achieve this we need to create a working environment that enables all of our employees to thrive and achieve their full potential. We value and respect every individual's unique contribution to the BBC and try to ensure that no one group or individual is unlawfully disadvantaged.

An objective in our Diversity Strategy is to: "advance equal opportunities to diversify and develop our workforce and our senior leaders so that they better reflect our audiences."

Relocating a series of our programming activity including BBC Sport, Children’s, Radio 5Live, BBC Learning and BBC Manchester to a new state of the art broadcasting facility in Salford has given us a unique opportunity to diversify the workforce based at that site. 

The BBC manages a number of initiatives to support our aspirations in this area. Examples include Extend, our paid work placement scheme for talented disabled people, our Journalism Trainee Scheme, Journalism Talent Pool and the Production Talent Pool.

The BBC also takes an active role in a number of the national programmes run across the private and public sectors designed to promote diversity by bringing organisations together to share good practice and to evaluate progress. The BBC is a member of the Creative Diversity Network (CDN) which also run an annual mentoring scheme. We also support BECTU's Move On Up.

Measuring our diversity

We conduct diversity monitoring for our employees, asking them to voluntarily complete diversity monitoring information when they join us. This provides a demographic picture of diversity within the BBC, but we acknowledge that this picture is not complete as to date, we have been unable to collect monitoring data for our freelancer, contract and casual staff who make up a significant part of our workforce and the media sector overall.

However, from April 2013 we will have a new system in place that will allow us to monitor the profile of staff on freelance and casual contracts. This will provide a more detailed and accurate overall picture of workforce diversity at the BBC.

The BBC has clear diversity targets which were set in 2008 and were for achievement by December 2012. Our 2012 corporate targets were:

  • 12.5% all staff BME (12.4% as at September 2012)
  • 7% Senior Manager grade BME staff (6.5% as at September 2012)
  • 5.5% all staff disability (3.1% as at September 2012)
  • 4.5% Senior Manager grade disability (3.1% as at September 2012)

In July 2012 we launched a formal review of our corporate diversity targets in order to establish a model of diversity performance measurement that would work for the BBC in the years leading up to the licence fee renegotiation. The previous corporate 2012 targets focused on only two strands of diversity: ethnicity and disability and since 2008 each division has their own internal BME (only) goal, to help focus efforts, that was reflective of their BME representation at that time.

The review was conducted in consideration of a number of key factors:

  • The Equality Act 2010 increased the range of protected characteristics to nine
  • Public Sector Equality Duty actively encourages monitoring and measurement of progress to demonstrate performance
  • BBC extended its own diversity monitoring to include sexual orientation and religion/belief and enhanced its ethnicity monitoring in 2010
  • Delivering Quality First strategy and the licence fee settlement leading to major organisational change, regional shifts and staff reductions
  • Projected demographic and external changes: UK wide and regional

The Diversity Centre consulted widely with over 100 senior managers, Diversity Accountable Leads, Diversity Access Leads, Diversity Action Group members, Heads of HR and HR Directors, BBC Staff Forums and unions in the development of the new diversity targets model from January 2013 to March 2017.

New targets model (2013 – 2017)

  • All staff BME employee targets set at a divisional level relevant to the division
  • All staff disability targets set at a divisional level relevant to the division
  • BME and disability targets for a new Senior Level group including grades 10, 11, SM2 and SM1.
  • Women in Technology and Engineering target specifically for Future Media, Technology divisions.

Divisional targets (2013 - 2017)

N.B Modelling for new targets was based on August 2012 data.

BBC North

  • BME as of Aug 2012 10.4
  • BME Target by 201712.5
  • Disability as of Aug 2012 4.5
  • Disability Target by 2017 6.0
  • Gender Target by 2017 n/a

Northern Ireland

  • BME as of Aug 2012 0.9
  • BME Target by 2017 1.0
  • Disability as of Aug 2012 4.0
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

Wales

  • BME as of Aug 2012 2.3
  • BME Target by 2017 3.5
  • Disability as of Aug 2012 4.0
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

Scotland

  • BME as of Aug 2012 2.9
  • BME Target by 2017 4.0
  • Disability as of Aug 2012 2.8
  • Disability Target by 2017 4.5
  • Gender Target by 2017 n/a

English Regions

  • BME as of Aug 2012 8.0
  • BME Target by 2017 10.0
  • Disability as of Aug 2012 4.0
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

Global News

  • BME as of Aug 2012 45.6
  • BME Target by 2017 45.5
  • Disability as of Aug 2012 2.1
  • Disability Target by 2017 4.0
  • Gender Target by 2017 n/a

News

  • BME as of Aug 2012 11.3
  • BME Target by 2017 13.5
  • Disability as of Aug 2012 3.4
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

BBC Vision

  • BME as of Aug 2012 9.7
  • BME Target by 2017 12.5
  • Disability as of Aug 2012 3.5
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

Audio & Music

  • BME as of Aug 2012 11.1
  • BME Target by 2017 13.0
  • Disability as of Aug 2012 2.4
  • Disability Target by 2017 4.5
  • Gender Target by 2017 n/a

Future Media

  • BME as of Aug 2012 16.9
  • BME Target by 2017 17.5
  • Disability as of Aug 2012 3.9
  • Disability Target by 2017 5.5
  • Gender Target by 2017 30.0 new

BBC People

  • BME as of Aug 2012 12.2
  • BME Target by 2017 15.5
  • Disability as of Aug 2012 4.1
  • Disability Target by 2017 6.0
  • Gender Target by 2017 n/a

Marketing, Audiences & Communications

  • BME as of Aug 2012 10.8
  • BME Target by 2017 12.5
  • Disability as of Aug 2012 3.1
  • Disability Target by 2017 4.5
  • Gender Target by 2017 n/a

Operations

  • BME as of Aug 2012 13.0
  • BME Target by 2017 15.5
  • Disability as of Aug 2012 4.8
  • Disability Target by 2017 6.5
  • Gender Target by 2017 n/a

Technology

  • BME as of Aug 2012 14.6
  • BME Target by 2017 16.5
  • Disability as of Aug 2012 5.5
  • Disability Target by 2017 7.5
  • Gender Target by 2017 30.0 new

Finance

  • BME as of Aug 2012 12.0
  • BME Target by 2017 14.5
  • Disability as of Aug 2012 3.9
  • Disability Target by 2017 5.5
  • Gender Target by 2017 n/a

BBC Worldwide

  • BME as of Aug 2012 18.6
  • BME Target by 2017 19.5
  • Disability as of Aug 2012 1.5
  • Disability Target by 2017 3.5
  • Gender Target by 2017 n/a

Taking the above as a whole, the corporate average for all staff has been raised from a previous 12.5% to 14.2% for ethnicity and remains almost the same for disability at 5.3%

For further information read our Equality Information Report.

Attraction and Recruitment

We want to attract the broadest range of talented people to be part of the BBC – whether that’s to contribute to our programming or the wide range of non-production roles that the BBC relies on to deliver its programming.

To find out about any opportunities to work for the BBC visit the BBC's Careers site.

Commissioning Panel

Access for Disabled Staff

The BBC provides an end to end service for disabled staff to ensure that they are able to take a full part in their role at work. Our Access Service conducts access assessments, arranges any adjustments that are required and assists with securing government funding through Access to Work.

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Training and Development

Everyone at the BBC has a role in promoting diversity on and off screen and air. A new online diversity course has been developed for all new staff members. It's designed to raise awareness about diversity, why it matters to our programming and our work environment and what steps individuals can take to make a difference.

BBC Vision developed their Vision 20:20 sessions which are designed to engage everyone in the division in a conversation about diversity and what it means to us as a creative organisation, and to their own role.

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