Ofcom’s work in relation to equity, diversity and inclusion (EDI) in broadcasting has one overarching aim: to promote a diverse and inclusive broadcasting sector that provides equality of opportunity for all who want to work within the industry.
We collect information from broadcasters to make sure that they are promoting equality of opportunity in line with legal duties and the relevant licence conditions.
Why we have decided to revamp our data collection
In September 2021, we published our five-year review (PDF, 2.6 MB) of diversity and equal opportunities in UK broadcasting. The review offered rich insights into the progress made by broadcasters during a period which has seen extensive changes in the way society thinks about EDI.
Following this review, we committed to evaluating what data we collect from broadcasters and how we collect it. We want to make sure that we are reflecting broader societal changes and refining the information we collect and publish, in order to help broadcasters embed EDI at every level in their organisations and to support a diverse and dynamic broadcasting sector.
We have decided to:
- launch a new self-assessment tool for qualitative data collection, evaluation and feedback;
- update our quantitative data collection questionnaire with expanded and new questions in a more user-friendly tool; and
- update the guidance we provide to broadcasters, to include more recommendations on inclusive working practices.
The new equity, diversity and inclusion toolkit
New qualitative data collection tool
This has been designed in collaboration with Radius Networks, who we commissioned to develop a ‘maturity model’ approach to collecting qualitative workforce data.
The maturity model has several key aims:
- to drive and monitor improvements to workforce diversity and inclusion;
- to understand the changing EDI priorities of the broadcasting sector;
- and to support learning, evaluation, and collaboration within the sector.
It is a more transparent approach to tracking the progress of individual broadcasters and the industry over an extended time period. The results can be used by broadcasters to inform and develop their own EDI initiatives. It will also be used to help us assess whether broadcasters are meeting their licence conditions.
We will initially be trialling this as a ‘beta’ version, with scope for changes to be made after the first year of use. Doing this will allow us to closely monitor its usability and understand what’s going well, the impact the model has and more importantly, how we can continuously improve our qualitative data collection.
Details on the quantitative data collection tool
In April 2022, we published a call for inputs (PDF, 312.3 KB) on updating Ofcom’s workforce data collection, which focused on the quantitative sections of our questionnaire.
Our findings from the call for inputs, along with our five-year review and extensive engagement with industry stakeholders, have led us to make several changes (PDF, 434.8 KB) to the way we ask for information.
Our workforce questionnaire includes updates on:
- sex and gender identity;
- sexual orientation;
- disability;
- socio-economic background;
- management; and
- job role groups.
Changes to these sections amend and expand the list of answer options available, updating the language and terminology we use to ensure that the questions are asked in an inclusive way and can be compared to UK working age population data.
We have also expanded the workforce questionnaire to include additional requests for information on a voluntary basis. These include questions on:
- caring responsibilities;
- diversity data by nation and region; and
- other cross-sectional data.
As part of our review, we have also considered how we can incorporate a more user-friendly approach to our quantitative data collection. From next year, broadcasters will be able to submit their workforce data to Ofcom via an online survey tool.
Ofcom's updated guidance for broadcasters
Our published guidance provides broadcasters with recommendations on how they should develop and implement EDI related arrangements to promote equal opportunities within their organisations. As part of their licence conditions, broadcasters must have regard to this when devising and implementing their EDI strategies.
We have updated our guidance to place additional emphasis on the importance of creating a more inclusive workplace, giving broadcasters more comprehensive advice on the measures that we would like to see put in place.
Explore the new data collection tools with us
As we implement the new EDI toolkit, we will work closely with broadcasters so we can assess what is going well and identify where improvements can be made.
We will also host a workshop for broadcasters, to explore the new data collection tools and the development of more inclusive working practices. The event will kickstart the next five years of monitoring diversity and equal opportunities in UK broadcasting and help pave the way for a smooth transition from our original work practices to the new.
Our 2021-22 broadcaster diversity data report
We said that we would suspend our usual reporting for the 2021-22 broadcaster workforce monitoring period in order to focus on the overhaul of data collection methods. But following input from a number of broadcasters, we agreed to publish top level data submitted on a voluntary basis, in order to maintain focus on their year-on-year developments.
Eight broadcasters submitted data, accounting for a significant proportion of the total TV and radio workforces (BBC, Bauer, Global, Channel 4, ITV, Paramount, S4C and STV).
Our findings are set out in our 2021-2022 broadcaster diversity data report.
Our work in 2023
Supporting EDI within the broadcasting industry does not stop with the changes we have made this year.
In the Spring, using our new data collection model, we will resume our usual request to broadcasters to submit their workforce information to us.
We will continue to drive collaborative action across the industry to address under-representation and help promote an inclusive culture that offers equal opportunity for all.
A key focus for the next year will be facilitating broadcaster collaboration to explore and establish a model of best practice around exit interviews and surveys. In our five-year review, we highlighted the important impact retaining staff would have on the broadcasting industry. Determining the reasons why employees have made the decision to leave an organisation, or the industry entirely, could offer invaluable insights.
In addition to this, we are exploring the potential for a longer-term study that analyses the movement of employees both within the industry and those leaving it. Coupled with our work on exit surveys and interviews, long-term tracking would help Ofcom and broadcasters to understand employees’ reasons for leaving. It would also allow broadcasters to collaborate on retention strategies, to help grow a diverse, successful and sustainable future industry.