The report, Reflecting the ethnic diversity of the UK within the 麻豆社 workforce, has been produced by a team of staff from across the 麻豆社, working with project sponsor Tim Davie (Chief Executive Officer, 麻豆社 Studios) and programme director Tunde Ogungbesan (麻豆社 Head of Diversity and Inclusion).
The aim of the project has been to review career progression and culture for BAME employees at the 麻豆社, identify gaps and best practice and make recommendations to the Executive Committee that will result in significant change.
The report has been subject to unprecedented levels of staff engagement. The report team held special focus group sessions as well as individual meetings and received feedback from over 200 麻豆社 members of staff. This work culminated in a series of nine recommendations that are detailed below. The 麻豆社鈥檚 Executive Committee have accepted all the report鈥檚 recommendations unconditionally.
The recommendations focus on five areas: increasing ethnic diversity of leadership teams; building a solid and sustainable BAME mid and senior leadership pipeline; enhancing accountability and trust; developing a modern, agile and culturally intelligent workforce, and reviewing areas with specific ethnic diversity issues. The recommendations are:
- By the end of 2020 the Executive Committee and Divisional Senior Leadership teams to each have at least two BAME members.
- Introduce a policy that ensures shortlists for all jobs at band E and above include at least one BAME person.
- Dramatically increase BAME representation across our interview panels backed by performance monitoring.
- All development and leadership programmes to have significant BAME representation as part of their overall cohort. Inclusive leadership should be added to part of all leadership programmes.
- Accountability for Diversity and Inclusion targets and BAME career progression should be incorporated into senior leadership team objectives and progression reviews. Progress should be outlined as part of future annual reports. Build a solid and sustainable BAME mid and senior leadership pipeline. As part of this, there should be development programmes for candidates, backed by robust succession planning across the 麻豆社. This should be in place by the end of the financial year.
- The Executive Committee should undertake a review of staff rotation to broaden the experience and knowledge base and explore what else can be done to make the 麻豆社 workforce more agile.
- Develop specific action plans based on further analysis of all divisions with less than 10% BAME representation or below par employee survey results including, Radio, Newsrooms, Newsgathering, English Regions and the World Service.
- Cultural awareness training should be compulsory for all team managers. This should be in addition to the current mandated Unconscious Bias training programme.
- The 麻豆社 should introduce a 'Statement of Intent' on Diversity and Inclusion. All staff would be required to abide by it. The statement should be published alongside the 麻豆社鈥檚 Annual Report.
Tony Hall, Director-General, says:
Today鈥檚 report is a huge step forward. There no question of whether we implement it. We will. This is a great opportunity. We will grasp it.
Download the PDFs
- English language version
- Report in Welsh
Reports
B.A.M.E. Terminology Review ReportB.A.M.E.: A report on the use of the term and responses to it. Terminology Review for the 麻豆社 and Creative Industries
Report on career progression and culture for disabled staff at the 麻豆社A report on plans to help disabled staff succeed and progress at the 麻豆社, published in November 2018.
LGBT culture and progression reportA report on plans to make the 麻豆社 an even more inclusive workplace for LGBT staff, published in October 2018.
Reflecting the socio-economic diversity of the UK within the 麻豆社 workforceA report on the career progression of 麻豆社 employees published in October 2018 setting out action the corporation is taking to help staff from lower socio-economic backgrounds to reach their full potential.
Making the 麻豆社 a great workplace for womenA report on career progression and culture for gender equality at the 麻豆社, published in October 2018, focusing on culture and progression for staff in the 麻豆社, with a particular focus on women.
Equality Information Report 2017/18Our annual Equality Information Report provides an update on the progress in relation to equality, diversity and inclusion for our workforce.
Statutory gender pay gap report 2018A report shows the 麻豆社鈥檚 gender pay gap has been reduced by nearly a fifth over the past year, as the 麻豆社 sets out its commitment to leading the way on gender equality.
Reflecting the ethnic diversity of the UK within the 麻豆社 workforceA landmark report on career progression and culture for staff from a black, Asian and minority ethnic (BAME) background.
麻豆社 Equality Information Report 2016/17The 麻豆社鈥檚 annual Equality Information Report is published in July each year.
Previous Diversity and Inclusion Strategy 2016-2020The 麻豆社's previous Diversity and Inclusion strategy for 2016-2020