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Summary

1.1 Ofcom has statutory obligations to ensure that all but the smallest broadcasters make arrangements for promoting equal opportunities in employment regardless of gender, race and disability. Ofcom provides guidance to broadcasters on good practice[^(-1-)] and collects information about broadcasters’ equal opportunities arrangements by means of an annual reporting process. Ofcom then publishes this information in a summary report.

Scope and format of the report

1.2 This is Ofcom’s third report and covers the period January to December 2007.

1.3 The report analyses the statistical data provided by broadcasters on the representation of women, people from minority ethnic groups and people with disabilities within their organisations[^(-2-)]. It also summarises their reports on arrangements to promote equal opportunities in employment.

1.4 Section 2 explains the legislative background, and the number of broadcasters covered by the report. Sections 3, 4 and 5 reports data respectively for women, people from minority ethnic groups and people with disabilities.

1.5 As in 2006, the report analyses the levels of representation of women, minority ethnic groups and people with disabilities within the broadcasting sector as a whole, within the radio and TV sectors, and at senior levels within their organisations.

1.6 As in previous reports, the analysis of the radio and TV sub-sectors is based on figures from broadcasters that are exclusively radio or TV operations. Previous reports have omitted sub-sector data from those broadcasters that operate both radio and TV operations, even though this includes significant employers such as the BBC and UTV, as well as a number of smaller broadcasters. As a result, some of the figures (e.g. for radio-only operations) do not adequately represent the diversity of employment in sub-sectors. This year’s report therefore includes an additional category of analysis for joint radio / television operations.

Key findings

1.7 In general, issues with the data (discussed further in Section 2), coupled with the relatively small changes over the three years, make it difficult to identify meaningful trends. However, there are a number of points to note:

• the proportion of women employed in broadcasting stood at 44.9% in 2007 (it was 45.6% in 2005 and 45.2% in 2006), close to the proportion of women in the economically active workforce (46%)[^(-3-)]. The proportion at senior management and Board levels stood at 31.8% in 2007, as against 32.2% in 2005 and 28.1% in 2006;
• the proportion of people from minority ethnic backgrounds employed in broadcasting appears to be increasing gradually. In 2007, it was 9.3% (as compared with 8.8% in 2005 and 9.0% in 2006). The proportion at senior management and Board levels stood at 6.6% in 2007 as against 7.3% in 2005 and 6.1% in 2006; and
• the proportion of people with disabilities employed in broadcasting also appears to be increasing gradually, though the relatively small numbers involved mean that small changes in employment can create apparently significant changes in percentages. It was 2% in 2007 (as against 1.7% in 2005 and 1.4% in 2006). The proportion in senior management and Board levels stood at 1.3% in 2007 as against 1.3% in 2005 and 0.9% in 2006.

Putting it into context

1.8 We have attempted to find comparable data for other sectors of the economy to help put the information from broadcasters into context. However, there is little directly comparable data available.

1.9 In order to draw comparisons with the industry as a whole we have used Skillset’s[^(-4-)] 2006 Employment Census of the audio visual industries[^(-5-)] which, as well as broadcasters, includes independent production companies, post production and other audio visual industries. However, it is important to note that Skillset has collected its data on a different basis to Ofcom.

1.10 We have also referred in this report, for the purposes of context and comparison, available data regarding the Civil Service.

Footnotes:

1.- Guidance: Arrangements for the promotion of equal opportunities in the broadcasting industry, Ofcom, November 2006, http://www.ofcom.org.uk/tv/ifi/guidance/guidance/ Broadcasters must have regard to this written guidance in making and reviewing the arrangements they are required to have in place. See also Equal opportunities: a toolkit for broadcasters, Ofcom, July 2005, http://www.ofcom.org.uk/tv/ifi/guidance/eo-toolkit/. This sets out guidance on promoting equal opportunities in those areas identified in the Communications Act 2003 – women, people from minority ethnic groups, and people with disabilities. In addition, Ofcom has recently published broader guidance that deals with a broader range of diversity issues – Promoting equal opportunities and diversity: a toolkit for the communications sector, September 2008, http://www.ofcom.org.uk/tv/ifi/guidance/equalopps/.

2.- The questions we asked broadcasters are set out in Annex 3.

3.- Comparative data on the proportion of minority ethnic employees and disabled employees in the economically active workforce was not available.

4.- Skillset is the Sector Skills Council (SSC) for Creative Media which comprises TV, film, radio, interactive media, animation, computer games, facilities, photo imaging and publishing and supports skills and training for people and businesses in the UK creative media industries.

5.-Skillset Employment Census 2006, Skillset: http://www.skillset.org/uploads/pdf/asset_9920.pdf?1

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• The promotion of equal opportunities in broadcasting - Report for 2007 [pdf]
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