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.

LumoTV speak to all comissionees regarding whether their talent are deaf or BSL users.

Sky Studios | Production | Diversity and Inclusion | Sky Group 1. Gender - 50% of head of department roles to be filled by women - 50% of lead and supporting roles to be filled by women - Scripted: 50% of Drama & Comedy commissions to have a female writer behind the story 2. Ethnicity - At least one head of department role to be filled by a person from an ethnic minority background - 20% of all positions to be filled by people from an ethnic minority background - 20% of lead and supporting roles to be filled by people from an ethnic minority background - Scripted: 20% of Drama & Comedy commissions to have a writer from an ethnic minority background shaping the story 3. Disability - 10% of all positions to be filled by disabled people - 10% of those appearing on-screen appear to audiences to be disabled (perceived data)  - Scripted: 10% of Drama & Comedy commissions to be written by disabled writers

To help UKTV productions reflect the UK’s diverse workforce, it is mandatory for all productions to commit to the following requirements to be from under-represented groups both on and off screen: - At least 20% people from ethnically diverse backgrounds - At least 15% people who are Deaf, Disabled or Neurodivergent (DDN) These commitments should be considered separately, and producers should be aware that individuals may appear in and identify with both groups. UKTV encourages representation from disadvantaged socio-economic groups or lower income backgrounds where possible. UKTV asks producers to aim for diverse representation across all areas of production, including in senior roles.

Channel 5 Programme Production - Paramount Diversity and inclusion is woven into the fabric of everything we do and we have a ‘No Diversity, No Commission’ content policy for suppliers, which is a must in order to secure a commission from us. From an on-screen perspective, we want to reflect society at large and we encourage producers to come to us with a breadth of stories. We’re a broad, accessible channel and have unique appeal to a regional audience and super-serving these audiences remains an ongoing priority. We’re therefore always interested in hearing from indies outside of the M25.

BFI diversity standards. Standard A - To achieve Standard A you will need to meet three of the following criteria. A1 Lead characters / contributors / presenters / voice artists. - At least one of the lead characters / contributors / presenters / voice artists are from an under-represented group(s). A2 Other characters / contributors / presenters / voice artists / competitors - The total of your secondary or more minor on-screen individuals meet one, or more, of the following targets: - A 50-50 gender balance - 20% belonging to an under-represented ethnic group - 10% LGBTQ+ - 7% D/deaf and disabled - Significant amount of contributors or competitors resident in the UK outside of London and the South East of England - Significant amount of contributors or competitors are from a lower socioeconomic background In addition, for scripted films and programmes, you should indicate these characters’ roles in the story and where applicable explain where there are characters that are not frequently portrayed on-screen or are offering non-stereotypical representation. A3 Main storyline / subject matter - The main storyline(s), theme or narrative of the film or programme is about under-represented group(s). Series should demonstrate diversity across the majority of programmes in order to meet A3, not just a single episode or element. A4 Other storylines / subject matter - There are other elements of your storyline(s) or subject matter that are about under-represented group(s). A5 Location - For scripted films and programmes: the setting is wholly, or partially, in an under-represented region or community. If your project is an animation that offers relevant representation, please detail how the world or place will be represented. - For factual and entertainment programmes: filming should be wholly, or partially, on location or inside a studio outside of London and the South East of England. A6 Casting decisions - Casting choices that address under-representation and challenge tropes and stereotypes. Standard B - To achieve Standard B you will need to meet three of the following criteria. B1 Department heads - At least three of the following heads of department or creative leadership are from under-represented groups: - For film: composer; costume designer; director; director of photography; editor; producer; production designer; writer. - For TV: animation director; art director; composer; costume designer; creator; director; director of photography; editor; executive producer; head of production; post production supervisor; producer; production designer; production executive; senior animator; series director; series editor; series producer; show runner; storyboard supervisor; technical director; writer; vfx supervisor. B2 Other key roles - At least 6 other key roles (mid-level crew/team and technical positions) are filled by someone from an under-represented group. B3 Other project staff - At least one or more of the following targets are met for the overall crew or project staff: - A 50-50 gender balance - 20% target for those identifying as belonging to an under-represented ethnic group - 10% target for those identifying as LGBTQ+ - 7% target for those identifying as D/deaf and disabled - significant amount of crew / staff resident in the UK outside London and South East England of England - significant amount of crew / staff from a lower socioeconomic background B4 Regional employment - The film, programme or project offers substantial local employment in the UK outside London and South East England.

Diversity data - At present we do not formally track diversity data from our commissionees, although this type of reporting is pending - On a general level we look for diversity both on and off screen, and from a talent perspective, either with the main talent, supporting cast, or more sporadic talent, on all shows - Areas which have been reported on internally include ethnicity, gender, sexual orientation and disability for onscreen contributors