Women do Better in Broadcasting Top Jobs

October 5 2010 - The latest annual survey from the Broadcast Training and Equality Regulator (BETR) assesses equal opportunities in the broadcasting industry based on gender, race and disability, considering best practice and the relative success of various strategies to improve diversity. The report draws on data from seventy organisations in TV, radio, cable and satellite, covering a total of approximately 61 000 employees.

The survey found that women make up 25 per cent of board members in companies surveyed, more than double the national average of 12 per cent for FTSE 100 companies. This suggests that women have significantly more opportunity to reach board level in broadcasting compared to many other industries.

The percentage of employees with a declared disability is unchanged at 2 per cent. Researchers suggest the true figure may be significantly higher. Disability status was recorded as "unknown" for 12.2 per cent of the workforce. UK statistics suggest that there are around 9.6 million people (approximately15 per cent of the population) who could be defined as having a disability under the terms of the Disability Discrimination Act.

The survey found that 11 per cent of employees are from Black, Asian & minority ethnic (BAME) groups, lower than in some other sectors. However, employees from minority communities and those with disabilities are represented in similar proportions at all levels of their organisations, suggesting higher retention and good career progression.

Peter Block, executive director of the BETR said:

"Some of these numbers are very encouraging, especially in terms of women’s representation at board level and career progression for disabled and BAME employees once in the industry.  And they also give us a good benchmark against which to measure progress over the next few years."

The survey also examined motivation, strategies and action plans to improve diversity. Researchers found that despite individual initiatives such as local community projects, internships, and bursaries the approach remains more tactical than strategic.  Top-level commitment to diversity does not necessarily translate into good practice throughout the organisation.

The report highlights some remaining barriers to entering the industry. These include informal recruitment practices based on existing contacts and networks that implicitly disadvantage less well-represented groups. Under representation of less-advantaged employees at higher levels of the organisation limits the availability of role models and mentors.

Peter Block commented:

"Whilst this year’s figures reflect some positive progress, there is still too often a tendency for businesses to view diversity as an add-on.  Moving forward, broadcasters need to focus on developing a better understanding at all levels of the business, of the value of a diverse employee base.  To do this, senior managers across the organisation need to take more responsibility for ensuring diversity becomes engrained in the company’s culture, from top to bottom."