1、1 Diversity and equal opportunities in radio Monitoring report on the UK radio industry Published 31 July 2019 Diversity and equal opportunities in radio 2 Chief Executive foreword Radio is one of the UKs great, enduring cultural pillars. But it never stays still. Millions of people are finding new
2、ways to tune in each year, from web streams to podcasts and smart speakers. Hundreds of community stations are now on air. And ninety per cent of us still listen to traditional radio in our cars and homes each week. Just as the technology evolves, so too does our society. And yet our radio industry
3、doesnt yet reflect the breadth of communities it serves around the UK. Broadcasters have often struggled to attract the best talent from a wide range of backgrounds irrespective of their age, disability, ethnicity, faith, gender or sexual orientation. Helping to diversify their workforces is a prior
4、ity for Ofcom, and this is our second report on their progress. It examines the six characteristics above, covering nearly 9,000 staff across 161 companies. This year, we focus again on the three biggest radio broadcasters: the BBC, Bauer and Global. We have identified tangible progress but there is
5、 much further to go. The first challenge is to collect better data. Last year we found a worrying lack of information, with some major broadcasters failing to assess the diversity of their employees across a range of characteristics. So Im encouraged that data collection has improved across the indu
6、stry. This year, nine of our major broadcasters have provided data on all six characteristics, up from just two last year. Where just one in eight major radio companies was recording data on sexual orientation, now five in eight are doing so. And twice as many are measuring their employees age and r
7、eligion or belief. But some big gaps remain. For example, only ten out of 162 firms are collecting figures on sexual orientation. Where we do have data, representation of many groups is clearly taking time to improve. Women remain less likely to hold senior roles; while disabled people and those fro
8、m minority ethnic backgrounds are still under-represented across radio. Workforces evolve gradually, so change will take time. Importantly, many senior leaders have put in place diversity and inclusion strategies. We report here on work experience and training schemes, employee networks and fair rec
9、ruitment practices all designed to increase the recruitment and progression of people who might otherwise have struggled to get a foot in the door. At Ofcom we are also working to improve our own diversity. We are the radio regulator for the whole UK, its nations and regions, so we must reflect the
10、society we serve. We too have further to go in meeting our internal targets, broadening the diversity of our boards and advisory committees, and improving our own data. In the coming year, we will keep working with broadcasters, sharing good practice and supporting their work to gather better data,
11、understand their workforces and improve representation. There is still a great deal to do. But I believe our broadcasters increasingly recognise the huge creative, cultural and commercial benefits those efforts will bring. Sharon White Chief Executive, Ofcom Contents Chief Executive foreword 2 Summa
12、ry 4 State of the industry 6 Our findings 7 Data collection and the data gap 10 What does diversity look like in 2018? 15 Conclusions and next steps 30 Annex A: Data tables 36 Diversity and equal opportunities in radio 2019: In-focus report on the main three broadcasters (BBC, Global and Bauer) Dive
13、rsity and equal opportunities in radio 2019: Wider industry report D i v e r s i t y i n b r o a d c a s t i n g Diversity and equal opportunities in radio 4 Summary Why diversity in radio matters As the communications regulator, Ofcom aims to ensure that people in the UK get the best from the servi
14、ces we regulate. For the radio industry, that means encouraging broadcasters to reflect, and be relevant to, the diverse lives of the listeners they serve. An important way of making this happen is through promoting equal opportunities for employment and training within the radio broadcasting sector
15、. Helping to achieve greater diversity in radio broadcasting is a priority for Ofcom, and we are working closely with the industry and government to make progress. What this report covers This is our second 3 report on diversity in UK radio broadcasting. It presents our findings across the larger ra
16、dio broadcasters that Ofcom regulates. Radio broadcasters are required under their licences to promote equality of opportunity in employment between men and women, people of different racial groups and disabled people, and to make arrangements for training. To help us assess how broadcasters are mee
17、ting these obligations, Ofcom requires them to provide information about their equal opportunities policies and the make- up of their workforces, which we set out in this report. Of 403 organisations (including the BBC), 16 (accounting for 8,916 employees) met the minimum threshold4 to provide infor
18、mation and are included in our figures used to represent the UK-based radio industry5. This report examines diversity and equal opportunities during 2018. We compare the industry as a whole, but place particular focus on the three main broadcasters, BBC UK Radio Services (“BBC Radio”), Global Media
19、racial group; disability; age; sexual orientation and religion or belief6. Where the data is sufficient to do so, we examine it across six key job roles and three levels of seniority within the industry. Number of employees profiled across the UK radio industry, by subcategory This report first cons
20、iders whether data collection in 2018 was better than in 2017 and what gaps remain (Data collection and the data gap on page 11). It goes on to explore what the data tells us about diversity in the industry (What does diversity look like in 2018 on page 17). Like last year, we required broadcasters
21、to provide data on the three protected characteristics where we have powers to do so: gender; racial group; and disability (this was mandatory). We also requested information on other protected characteristics7 outlined in the Equality Act 2010: age; sexual orientation; religion or belief; pregnancy
22、 and maternity; and gender reassignment (this was voluntary). This information request included asking for information about each broadcasters workforce and any details on current arrangements they have in place, such as recruitment policies, staff training, equal opportunities policy statements and
23、 any monitoring they do on their workforce composition8. For the first time, we also asked broadcasters to tell us about the work they have been doing around socio-economic diversity. Ofcoms online diversity hub provides further information on the methodology9 behind this report, including the legal
24、 basis for requiring this information from broadcasters. The data was collected via a questionnaire sent to broadcasters and is based on broadcasters own reporting systems. As such, there may be some variation in how some subcategories are defined10. Changes since last year Following a review of las
25、t years survey, we have improved the methodology for the data collection for this report to get better quality and more detailed information. A full summary of these changes and the terminology we have used this year can be found in the methodology document. Diversity and equal opportunities in radi
26、o 5 Progress on data collection This years report marks a significant improvement across the industry on data collection, with nine broadcasters providing data on all characteristics11 compared to two last year (the BBC and Celador, and of these two, only the BBCs data was near- complete across all
27、characteristics). The industrys progress highlights the steps broadcasters are taking to address the challenges highlighted in last years report. However, significant data gaps remain across the whole industry in some characteristics and/ or job roles. Broadcasters have further to go to improve the
28、monitoring of their workforces across all characteristics and job roles, and to gain a comprehensive understanding of the people who work for them. Progress on representation Employee turnover is a gradual process, so we would not anticipate all areas of broadcasters diversity profiles to have chang
29、ed dramatically in the last year. It is essential therefore that commercial broadcasters12 have in place targeted initiatives to promote equal opportunities and progression for their employees to address areas where representation is weakest. In particular, there is still under-representation of: wo
30、men (in senior management and STEM13 roles); people from minority ethnic backgrounds; and disabled people. Progress on equal opportunity arrangements and diversity and inclusion initiatives Since our last report, we have looked at the arrangements each broadcaster has in place to promote equal oppor
31、tunities. Where we considered these to be inadequate, we talked to broadcasters and worked with them to improve their practices. Encouragingly, there have been signs of progress, which indicate broadcasters have recognised the cultural and commercial benefits of understanding their workforces and de
32、veloping diversity initiatives and policies to promote equal opportunities. These steps include measures to increase the recruitment and progression of employees with specific protected characteristics; fair recruitment practices; new employee networks; work experience or training schemes; and senio
33、r management leading diversity and inclusion strategies. Conclusion We understand that meaningful progress on diversity takes time, commitment and understanding at all levels of a company. It cannot just be a matter of monitoring numbers within the workforce but requires a cultural shift and an appr
34、eciation of difference: enabling people with different skillsets and talents to enter and progress in the radio industry. Transparency is vital. As long as data gaps exist, broadcasters will lack an accurate picture of the make-up of their employees or any under- representation. As the industry regu
35、lator, Ofcom too has more work to do in this area. Parts of the radio sector have made significant strides in the last year, achieving more detailed data and enhanced diversity and inclusion plans. But there is still much more to do. This report shows that the initiatives and actions to tackle under
36、-representation do not always have an instant, positive effect on the data, due to the time it takes to embed new processes and bring about cultural change. Our work as the standards regulator for UK radio can help us to understand which areas the public feels strongly about when it comes to diversi
37、ty in broadcasting. We are aware that issues around diversity and protected characteristics are of increasing concern to UK audiences. Ofcom will continue to help the industry achieve the aims set out in this report. We will support and facilitate discussions with broadcasters and the sector more wi
38、dely. Diversity and equal opportunities in radio 6 State of the industry The last year has seen major changes in the radio industry. The sector continued to consolidate and transform. Bauer acquired the Lincs FM Group, some Wireless Group (“Wireless”) local services and Celador. In March 2019, Bauer
39、 also acquired the UKRD group14. The Competition and Markets Authority is currently considering all four acquisitions. Also, in March, Bauer launched Scala Radio, the UKs first digital-only national classical musical station. Radiocentre reported commercial radio revenues reaching 713.3m in 2018, an
40、 increase of 5.1% increase year on year. Commercial radio also saw audiences of 35.6 million listeners, its highest share of listening since 2001, at 46.5%. The BBC also performed well, taking over half the accolades at the Radio Academys annual Audio and Radio Industry Awards, and BBC Radio 2 conti
41、nuing to top the national breakfast show rankings. Ofcoms 2017 online omnibus survey15, which sampled over 1,600 commercial UK radio listeners, allowed us to understand peoples reasons for listening to their stations of choice; as well as which elements contributed to the localness of these services
42、. We believe the commercial radio industry faces unprecedented challenges from digital services and the changing needs of listeners. Therefore, we have allowed stations more room to decide how and where they produce programmes, which means they can put more resources into making high-quality local c
43、ontent. For example, Ofcoms changes have allowed commercial radio stations to reduce the costs of maintaining separate local studios, while still requiring commercial broadcasters to provide local content such a news, travel and weather to maintain their local character. By the end of 2018, digital
44、radio had an audience share of 52.6% and 80% of all national commercial listening was on digital. Diversity and equal opportunities in radio 7 Our findings Reduced data gap Last year we highlighted where the UK broadcasting industry needed to improve its data monitoring. Monitoring has improved with
45、 more organisations collecting data in 2018: This year data collection has improved, and the data gap (recorded as not collected) has reduced across the industry. But there is still no data for 10% of employees about their racial group; 13% about disability; 15% about sexual orientation; and 15% abo
46、ut religion or belief. For some sub-category levels, the gaps are greater. For example, data for employees in marketing or PR and sales roles continue to show gaps of up to 80%. This was largely attributable to Communicorp including its colleagues on zero-hour contracts in its head count but not col
47、lecting their data. Some organisations are much further ahead than others in their data collection, but none have provided complete data for their workforce. We would expect to see improvements across all organisations in next years report. Characteristic Organisations* collecting data in 2018 Incre
48、ase on 2017 Gender16- Racial Group13 2 Disability13 2 Sexual Orientation10 8 Age11 5 Religion or belief10 6 * Of 16 organisations required to provide information to Ofcom16 Data invisibility Although we have received more data in 2018, large amounts of it is invisible to Ofcom, falling under the cat
49、egories data not disclosed and no consent.17 We acknowledge that employee data disclosure rates are not entirely within broadcasters control, as employees are entitled to not disclose their data to employers. However, without visible data it is impossible to fully understand levels of diversity in a given organisation and across the industry, and to accurately compare them to benchmarks. Broadcasters reported in 2017Broadcasters reported in 2018 EthnicityGenderDisabilitySexual orientation Religion and belief Age Visible data in 2017Visible data
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