Tag: creative diversity network

This week, the BBC hosted another Digital Cities event that included a series of masterclasses, workshops and panel sessions. Previous events are available for free on demand here. I’d encourage you to check out the virtual events they have held over the last year via the link above – they’ve done a lot of very interesting and engaging stuff!

On Wednesday 27th January they held a fascinating event entitled TV Roles: Diversity in the Detail? Hosted by TV Journalist Babita Sharma with Deborah Williams, Executive Director at Creative Diversity Network (CDN) as her guest. It was an open and honest discussion around their lived experiences of working in the broadcast industry as ethnically diverse people. Their conversation was structured around the CDN’s latest deep dive report (published in October 2020) around the race and ethnic diversity data outlined in the CDN’s Third Cut Report which was published in Spring of 2020. The Third Cut report represents data from more than 600,000 contributions by individuals working on and off-screen on qualifying television content produced for the five main Diamond broadcasters (BBC, Channel 4, ITV, C5/ViacomCBS and Sky) and broadcast between 1 August 2018 and 31 July 2019. I should explain that the CDN exists to enable the UK Broadcasting industry to increase diversity and inspire inclusion both on and off screen. They work with their members towards a broadcasting industry with equality at its core. They also manage Diamond, the world’s first and original online diversity data collection system, for the UK television and broadcasting industry.

The deep dive report on Race and Ethnic Diversity is segmented into four parts:

1. On-screen vs off-screen
2. Genre
3. Senior roles
4. Craft and technical roles

What struck me was when Deborah shared one particular slide (see below) and her words were: “It’s sad.” Babita concurred and said, “that’s the word that leaps out to me – it’s an experience that I totally understand. I’ve been in the media for almost 20 years now. I have seen that I am one of very very few…what saddens me is there hasn’t been a massive amount of change when you’re looking at this data. Are they reflective of how far we’ve come?” Deborah’s response: “Yes unfortunately it is.” – i.e., we haven’t really come that far when it comes to increasing diversity in senior roles.

If you’ve read my #BAMEOver article, you’ll know I have decided not to use this acronym in my vocabulary any longer… for now, I’ll gloss over the fact that it has been used in this report.

There were many discussion points throughout the hour so I’m going to share in an ‘easy to digest’ manner.

How can we build structural change?

Deborah talked about the number of training courses and masterclasses that have taken place over the last year. One masterclass she had attended showed the root of the problem. It was about directing popular drama/ continuing drama where an audience member asked “how do I learn to do this, where do I train?” The session presenter (who has worked in the industry) responded with “you just learn on the job.” Deborah explained that this is the old catch 22 situation. She went on to reveal that 40 years ago she embarked on a career as an actor. However, she found she couldn’t be an actor unless she had an equity card but she couldn’t act without an equity card. What is clear to Deborah is that people at the top of the game, learnt on the job and had more opportunities.

How can we maintain momentum?

Before this discussion point it had been explained what the big broadcasters were doing (I talk about this in my previous blog post) and Deborah highlighted Sky’s most recent announcement around their new Diversity Targets. She described this as: “a real commitment around retention and progression for black people and others from an ethnically diverse background, to move on up in the organisation.”

Babita then stated that, “we need to have honest conversations about data; around how it’s collated and reported on… you look at the representation on news for example and then see the data and it does not correlate,” – meaning that the data outlines there is more representation compared to what is actually seen on screen and behind the scenes in the newsroom.

Deborah went on to explain that the Diamond data focuses on UK transmission only and that they don’t collect BBC World Service data. This is to avoid binary collection that will skew or weight the data – and this is critical – not to say it’s not needed but CDN don’t do it. Deborah goes on to say that, “Open, Transparent and Honest are the three words I work by – if you’re serious about this stuff, then you’re willing to accept to listen and work together to find solutions.” Babita added, “It’s ok to have that conversation!

Deborah also wants to see how the next Ant and Dec will be nurtured – “how are we going to make a pathway for the rough diamonds to shine through? Because if we’re not nurturing them now they won’t be able to get on camera straight away without development.” Deborah did make a point about the fact that Ant and Dec were able to easily push boundaries without anyone ‘blocking’ them; they went from being child actors, to pop stars, to kids TV presenter and then making it into prime time TV – and staying there. Babita described the experiences of others in the industry who were being ‘blocked’ by outlining the thoughts of decision makers: “We’ll put you in Countryfile and you’ll stay there.” (I knew Babita was referring to Anita Rani in this instance, although she didn’t state that’s who she was referring to – read these articles from the Guardian about Anita Rani in 2016 and again in 2019 and you’ll realise why Babita referred to this as an example).

There has to be diversity at every level

Here Deborah spoke about the fact that there is a real issue in Drama – where most of the investment goes – because there is a lack of diversity in commissioning, production and senior roles: “This allows for the perpetuation of stereotyping and ill thought out ways of representing.”

Babita spoke of her personal experiences in pitching The Corner Shop to commissioners with the conversation going like this:

Commissioner: “We’re not sure about the popularity of that subject… and even if we do it, we’re not sure about you telling it.”

Babita: “I grew up above a corner shop.”

Commissioner: “Yes but, you don’t have enough experience in the industry.”

Babita: “I’ve spent 17 years as TV journalist.”

Commissioner: “Yes but…“

Changing the story landscape… an optimistic assessment

As the event drew to a close, Babita asked Deborah whether she was optimistic for the future. Deborah said:

“I am optimistic because I’m seeing it what is possible – it is becoming wider, e.g., Bridgerton, Married at First Sight Australia etc. The more we share our stories and narratives in a public space, the easier it becomes to tell people that those stories need to be told.”

I could relate to that last sentence. Some of you may have noticed that I have been sharing a lot of my own personal story recently. I haven’t had the backlash I thought I would. If anything, it may have opened up more doors for me. It is my hope that more doors will open, not just for me, but for every person who may have had challenges ‘making it’ in the industry.