Broadcaster Targets

Diversity targets run from 2021 - 2027 Committed to social mobility by ensuring 25% of our workforce comes from working class background by 2027. Workforce targets/ambitions for the period of 2021-2027: - 50% women and 50% men - 20% from a Black, Asian or minority ethnic background - 12% disabled staff, by March 2026. Strategies: - 25% representation across all production roles for race, socio-economic, and diversity and disability Driving representation on and off air by: - Investing a minimum of £80 million annually in content that meets the BBC’s creative diversity criteria for TV and Radio. - Increasing our focus on aligning diverse on-air storytelling with stronger off-air representation in senior production roles and leadership within production companies holding ourselves to account by reporting annually through refreshed reporting, with greater specificity rather than the grouping of diverse characteristics. - Raising representation targets for TV production teams across ethnicity, disability, and socio-economic diversity from 20% to 25% across all production roles Building an inclusive culture on each production through our new Inclusive Production Principles: - Hair and make-up: Productions will provide specialist hair and makeup stylists to work with afro textured hair and a variety of skin tones. - Accessible productions: Embedding guidelines from the industry-wide TV Access Project on all productions, including access co-ordinators, accessibility of set locations and post-production houses. - DEI education and insights: Access to diversity, equity and inclusion (DEI) education training and resources on all productions to foster a culture of inclusion and transparency. Building on our existing industry partnerships by: - Supporting underrepresented production talent and diverse-led productions, such as through Elevate and the Small Indie Fund. - Collaborating on pan-industry interventions, such as the TV Access Project.

Any single programme/series will meet specific guidelines if it complies with either Criteria 1 OR Criteria 2. Workforce targets/ambitions: Criteria 1 - Content/Subject Matter (Unscripted and Scripted) Programmes which have a specific focus on: - Ethnicity - Disability - LGBTQ+ - Lower socio-economic groups - Other under-represented groups And or Criteria 2 - Roles Unscripted Presenters Each genre will commit, across their slate, to a minimum of: - 20% of presenters from an ethnically diverse group - 10% that identify as disabled - 5% that identify as LGBTQ+ Strategy: - For a series, we expect 20% of contributors to be from an ethnically diverse group, disabled and/or LGBTQ+. We encourage the same for single commissions, however, it is acknowledged that there may be limitations due to editorial restrictions. Every series will have at least one disabled contributor/guest, with the intention for more than one. On-screen gender representation should be split 50/50 across a series or single programme. - Prominently features a significant proportion of actors/characters who are ethnically diverse or disabled or LGBTQ+. It is expected that at least 50% of the lead actors/characters are female. Every series will have at least one disabled actor or character, with the intention for more than one. Disabled performers will be sought for every disabled role. - A programme or series will meet the new off-screen guidelines if it complies with Criteria 1 AND a choice of Criteria 2 OR Criteria 3. Criteria 1 - Senior Leadership As part of our Black to Front Project legacy, we require one or more ethnically diverse individuals in senior leadership roles. Unscripted - Head of Production - Production Executive - Director - Producer - Producer/Director - Series Producer - Series Director - Series Editor - Executive Producer - Lead Editor - Production Manager Scripted - Director - Writer - Producer - Executive Producer - Lead Director of Photography (DOP) - Lead Editor - Set/Costume Designer - Production Design - Hair and Makeup Designer And Criteria 2 - Production Teams London productions - 20% of the production team will be from an ethnically diverse group - 10% of the production team will identify as disabled Regional productions - 15% of the production team will be from an ethnically diverse group - 10% of the production team will identify as disabled National productions - 10% of the production team will be from an ethnically diverse group - 10% of the production team will identify as disabled These definitions are based on Ofcom regional production definitions. We expect production teams to be split 50/50 in terms of gender. OR Criteria 3 - Total Salary Spend A production has at least 20% of total salary spend for all off-screen roles allocated to ethnically diverse and disabled talent. There must be representation across both of these groups.

Improve representation in ITV’s UK workforce by 2027 Workforce targets/ambitions for 2027: We take a data-driven approach to our DEI work to identify barriers and underrepresentation, focus our efforts, and enable accountability. We measure progress towards our UK targets to improve representation in ITV’s workforce, on and off-screen. This helps create a culture where everyone can be themselves and thrive. We recognise that systematic change takes time and our current UK workforce representation targets run to the end of 2027. - 12% Deaf, disability, neurodivergent or with long term health condition - 33% From working class backgrounds - 20% People off colour at the ‘all colleagues level at ITV - 15% People of colour at senior roles - 50% Women - 7% Lesbian, gay, bisexual, transgender or queer Strategy: Diversity commissioning Spend Criteria: either (A) or at least two of (B), (C) or (D) Diverse Company ownership or Leadership: The production company has senior people of colour (POC) and/or Deaf, Disabled or Neurodivergent (DDN) individuals in company ownership or Leadership roles included in shaping creative or operation strategy (eg: Managing Director, Creative Director)*. (B) Diverse Creative Leadership At least two senior creatives off-screen involved in shaping and making programme decisions (eg: Write, director) are POC and/or DDN. (C) Diverse Stories and Portrayal on-screen Subject matter is from a PCO and or DDN perspective and/or starring these groups in leading on-screen roles. (D) Diverse Salary Spend At least 20% of total salary/fee spend off screen is on POC and or DDN Creatives.

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Learn how to apply the 5As framework Learn how to apply the 5As framework to fast-paced studio and outside broadcast environments. Developed for studio and outside broadcast staff, you will explore both immediate and long-term accessibility for talent, crew, and audiences. Develop good practice on how to anticipate access requirements, implement reasonable adjustments, and developing good practice.