Reposted from Broadcast
Every time Skillset’s biennial census emerges, the industry professes shock and disappointment at the figures. July’s report, showing a steep decline in ethnic diversity, was no exception.
However, these appalling stats have to do more than hit the headlines every two years and make people feel briefly uncomfortable; they must act as a catalyst for long-term change. There also has to be a commitment to address issues such as social mobility, the elephant in the room. This week, Channel 4 did just that with a roundtable examining how broadcasting can open its doors to those facing networking, information or financial barriers to entry. Chaired by diversity executive Baroness Oona King, it brought together 40 individuals who appeared to have a new willingness to tackle diversity. They included C4 chief executive David Abraham, BBC director of TV Danny Cohen, indie chief execs and the heads of Skillset, Creative England and the BFI, plus government tsar for social mobility Alan Milburn, whose 2012 report identified the media as having a greater degree of social exclusion than any other sector.
King urged everyone to think about ideas to level the playing field. We heard about those already doing that, from C4’s 4Talent scheme, which placed 140 people in paid work placements last year, to Shine’s The Hatch, a company run by young people from diverse backgrounds who benefit from training, mentoring and, ideally, the opportunity to get commissions or jobs in TV. There was also Ginger Productions’ scheme offering work to female prisoners and Creative Skillset’s Trainee Finder, which aims to scale up existing opportunities for new talent. All were inspiring, but they highlighted the central issues: diversity schemes are disparate and ad hoc; there are lessons to learn that aren’t being widely shared; and real change can only come about when people work towards a common goal – something Milburn urged the industry to address as a priority.
The legal profession has been more effective in collaboration. ‘Prime’ – a scheme whereby 50% of all law firm trainees must come from non-fee-paying schools – will deliver 2,500 such trainees by 2015. DLA Piper’s Stephen Sly revealed that firms not delivering are kicked out of the club. The media industry has its own diversity pledge through the Creative Diversity Network, but it’s had neither tough targets nor the teeth to effect the long term and profound change that’s needed. The senior figures in the room had the passion, but will that translate into practice?
Broadcast and our sister title Screen International explore this at our Diversity event at Bafta on 13 November. Watch this space for details.
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The problem with talent schemes is that they only really offer support during the scheme. I've met a few people who are graduates of such schemes, and on leaving they complained of a lack of support.
these schemes are a valid way of getting people from diverse backgrounds a foot in the door, but after that they still have to suffer entry level jobs with short contracts and minimum pay. Unless you have the support to survive the gaps between contracts – where you can sit at home and search for job postings (which often go to the first few applicants) your stuffed.
Yes the media is a desirable industry, but more needs to be done to make it an industry you can survive in financially.