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Sky Diversity and Inclusion Manifesto - including helpful links

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Sky Diversity and Inclusion Manifesto - including helpful links

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Diversity and Inclusion Manifesto

Here you will find our diversity targets and how we report on them, the resources we use to source diverse, professional talent and the schemes and initiatives we have in place to try and make the industry a more inclusive place to work.

Zai Bennett, Sky's Managing Director of Content, comments:

'Ensuring Sky represents a diverse, modern Britain is at the heart of what we do and something that we will continue to champion. We recognise that certain groups are underrepresented, and as a company, are committed to providing opportunities for those of all ages, gender, race, disability, or sexuality, both on screen and behind the scenes. Sky has an important role to play in supporting the industry and to reach our vision for inclusion, we need help from the production companies we work with. In light of Production companies will be given subscriptions to major diverse talent databases, as well as resource lists detailing the most up to date schemes. They will have access to talent pools from the likes of Mama Youth, Film London: Equal Access Network and This approach and our targets are applicable to all of our Sky Original Diversity and inclusion need to be a priority and part of the initial thinking from the start of every production. To ensure progress is being made, there will be six key check points at which Sky will expect a production to report on their current commitment to our targets and the support they will provide the talent brought into their teams. This is a collaboration and a partnership and having open and frequent conversations will allow for positive change to happen.' productions and it is a collective responsibility for Sky and our production partners, to ensure these are met and upheld. TriForce Network: Dandi. this, we are rolling out our Diversity and Inclusion Manifesto, which outlines our diversity targets and our reporting process, as well as the resources Sky and production companies can use to source diverse and expert talent. As part of this, we also highlight various initiatives we engage with that endeavour to make the entertainment landscape a more accessible place to work.

Diversity Targets

Sky recognises that certain groups of people are underrepresented in the industry and has set the following targets to offer the business clear focus areas that can be measured and tracked.

Mission Statement

Sky's ambition is to ensure that the TV industry's next network of leaders truly reflects a diverse, modern Britain.

Our commitment to diversity does not stop with getting a foot in the door. We pledge to nurture and develop underrepresented talent by providing proper mentorship to ensure clear career progression and networking opportunities.

We will ensure that diverse talent is not only represented at a junior or mid-level but commit to meaningful industry change by guaranteeing that those at the most senior decision-making level come from all backgrounds.

We will adhere to a collaborative, not didactic approach. We aim to support and enable production companies to meet our targets, and we want to open a dialogue with the diverse talent currently working in TV. We will provide more cross-business discussion forums, encouraging a discursive approach to this subject which requires a long-term solution.

Resources for Sourcing Diverse Talent

To help resource diverse talent, we have partnered with three great organisations willing to source and shortlist candidates based on our production needs, both on and off-screen.

Schemes & Initiatives

Outlined below are the schemes and initiatives that we have in place working to improve diversity & inclusion across commissioning.

MAMA Youth Programme is a Sky supported charity that recruits, trains, and nurtures young people between 18-25 years of age from under-represented groups or with limited educational or employment opportunities. The programme runs twice a year for 14 weeks, and each cohort takes on 28 students. The BBC supports one programme per year, and Sky funds the other. Four to six week paid placements are then found in the industry for each young person with Sky or Endemol Shine (for the Sky funded programme) and the BBC or Procam (for the BBC funded programme). Sky houses Mama Youth at their Osterley Campus. Sky supports Mama Youth's ambition to become a sustainable business and has funded development with Licklemore, Mama Youth Project's founder, Bob Clarke's independent production company. Licklemore has partnered with CPL productions to work on Sky developments with a budget of £80,000 per year.

Sky Breakthrough supports four disabled candidates to work for fourteen weeks in paid placements across Sky's original drama commissions in off-screen roles. The initiative started in 2018 and develops talent, addresses the lack of disabled representation in the industry and supports both candidates and production teams in working together. The scheme intends to launch the careers for each candidate in their chosen department.

Sky Table Reads is a monthly event launched, led by Sky Drama, which spotlights writers from BAME backgrounds and provides an opportunity for casting directors to introduce diverse acting talent to producers and executives. Sky designed the programme to give emerging BAME writers exposure and the chance to hear their script in front of a live audience. Sky's ambition is that scripts will be picked up and taken into development, and writers and actors will be offered work in the industry following the exposure.

Sky Studios & Young Vic Theatre have partnered to commission three writers to write a for stage and screen: a draft pilot for a television series and a draft full-length stage play. The scheme supports writers in developing imaginative and powerful story ideas that are rich enough to inspire two different tellings and actively encourages writers to think through how the narrative potential of one medium might tap into story possibilities for the other.

Sky Writes created by Sky in partnership with New Writing North, a new talent initiative designed to identify and nurture television writers from under-represented groups and under-served geographical areas in the North of England. The project links grassroots developmental opportunities with a structured professional development programme for writers identified as having potential. The project will focus on drama and comedy writing.

Box Of Tricks and Sky Studios' Innovation Hub based in Manchester and Leeds, respectively, teamed up to launch a Screen/Play Award, a ground-breaking initiative to unearth exceptional writers from the North of England. The Screen/Play Award will offer two writers, with no TV writing experience, a bursary to write a new play for Box of Tricks and open doors to the world of screenwriting by forging a development partnership with Sky Studios throughout 2021. Intending to increase representation and opportunity, both now and in the future, the Screen/Play Award is open to Northern writers, aged over 18, with no professional TV experience from the following communities: D/deaf, disabled and neurodivergent writers, LGBTQ+ writers, writers of colour, firstgeneration migrant writers and writers from a low socio-economic background.

New Writing Partnership, Sky, National Theatre of Wales and Bad Wolf supports writers to develop imaginative and powerful story ideas that are fresh, distinctive, and rich enough to inspire two different incarnations: one for theatre and one for a television audience. The partnership will commission six scripts, three of which will be screenplays, and three will be theatre plays, depending on the writer's area of expertise. The six writers will be supported through the development process by either the creative team at Bad Wolf or the National Theatre of Wales. The partners will select three of those six scripts as most suitable for adaptation for the other medium, and the relevant creative team will support those three writers. The National Theatre of Wales will seek to produce the stage plays in future seasons, and Sky Studios and Bad Wolf will decide whether to develop the commissioned scripts further (or indeed whether to commission other work from the writers). If this doesn't happen, the writers will own their scripts and be free to take them elsewhere.

Sky & Kiln Theatre Collaboration between Sky and the Kiln Theatre, London, identifies fresh, diverse theatre writers and supports them in developing their skills to cross between writing for the theatre and television. The Kiln will identify writers they are interested in writing with and select ten scripts from these writers that best exemplify the writers' tone, style and sensibility. They will then be shared with Sky and whittled down to six. These six writers will then present a one-pager for an original idea which could be developed firstly as a theatre piece with the potential to be transformed into a screenplay. The Kiln and Sky will select three writers to take forward into development with the Kiln. Following completion, there will be a baton-pass to Sky with the ambition of bringing the screenplays onto the Sky in-house development slate.

Access All Areas was set up to provide scholarship funding to support three people receiving the Disabled Students Allowance (DSA) at Royal Central School of Speech and Drama. The relationship has evolved into a partnership with theatre and production company Access All Areas, which support learning disabled and autistic students on their Performance Making Diploma provide a course on how to go from ideation to screen. This programme is delivered in partnership with Access All Areas. Students work with leading arts professionals to create performances in different styles and explore ways to make a performer career. Students are asked to develop ideas alongside a seasoned writer who teaches them character development, world building, and how to pitch their ideas. At the end of the process, the students then pitch their work to Sky with the intention that we take an idea into paid development.

shortFLIX is a short film initiative led by Creative England in partnership with Sky Arts for aspiring new filmmakers aged 18-25 who are not in full-time education, employment or training. Ideas are sought from creative, talented, and ambitious young people who can make great short films for broadcast on Sky Arts. Up to 20 successful applicants are guided to write a short film script and pitch their projects to commissioners. Five projects are awarded funding, and the finalists work with a budget of up to £10,000 each and a professional team to make their short films for showcase on Sky Arts. SHORTFLIX provides training, mentorship, funding and industry exposure, with professional guidance provided at every stage.

National Film and Television School Partnership. Sky is the headline sponsor and a course partner of the National Film & Television School, providing funding and input into course curriculum, insights, briefing sessions and placements for students on the following courses:

Camera, Sound and Vision Mixing Diploma

Creative Digital Producing Diploma

Motion Graphics and Titles Diploma

Television Entertainment Format Development

TV Drama Module

Sky has held a relationship with the NFTS for the last 20 years, and in 2019 a four-year sponsorship deal was signed. As a headline sponsor, Sky has financially backed the NFTS to build a state-of-the-art studio, the first UHD training studio in Europe. Alongside the financial sponsorship, Sky contributes to the course content and offers students 4-6 weeks placements at Sky. At the end of each course, Sky selected one individual to do a 3-month paid placement. Sky employees are also eligible to get a place on their short-term specialist courses.

Events

Sky hosts and supports various events to raise awareness of the opportunities available in the industry and provide strong networks to underrepresented groups.

A Visible Me is an event that brings together diverse on-screen talent with off-screen managers, co-workers and networks. Run since 2018, and the event has brought to light challenges faced by people with hidden disabilities. It is an opportunity to address some of the under-representation that is still evident behind the camera.

Script Editors Forum is a day of panels, discussions and networking aimed specifically at script editors to celebrate their work and value and discuss the challenges faced by script editors in our current television climate and ways to overcome those challenges. Although not explicitly a diversity-focused event, the script editor's forum targets underrepresented groups. Attendees will have a chance to mix with script editors at the top of their game and script editors who have moved into producing and writing.

Frequently Asked Questions

Does Sky provide more finance to support diverse talent?

Initially, we would expect you to go to these resources first and try and make it work within your budget, but we are always willing to discuss with your production executive and commissioner.

Can Sky provide the details of diverse talent to productions?

Sky does not hold talent databases, and due to GDPR, we cannot share talent details of talent based on their protected characteristics. Sky does provide access to talent databases which you can find listed in this document, and have many others which we recommend to source diverse talent.

With a returning show, how can an existing and established team increase diversity without affecting the team?

We would expect you to be taking a long term view when crewing up and encourage you to look at the more junior roles from the previous series to see how diverse talent can step up for the series to come.

I've got a production shooting outside the UK, and I need to use a predominately local crew to maximise the tax incentive. How can I ensure I am still crewing diversely in a country where the population is less diverse than the UK?

We understand that this can be challenging. Post-production is an excellent area to look at when shooting abroad, as it is often done in the UK. We also have some examples of engaging with local film schools. There are also instances where we can see a commitment to the progression of diverse talent; we can look to support the travel and accommodation costs. Explore what the diversity is looking like in the area that you are shooting. What is the representation like in those communities, and how is that reflected in your crew.

How do we handle factual programming that is archive heavy or where we only have one onscreen talent?

Sky takes the view that we look at our slate of shows and the diversity that will come through onscreen when looking at factual programming. In those instances, we ensure that we push hard to drive the off-screen diversity.

When it is an authored piece, how can we manage diversity in those instances?

We would expect you to push for diversity in the room and look at other roles, such as script editors, to ensure a conscious effort to drive diversity.

In animated content, when the subject matters aren't human, how do we ensure diversity?

Voice actors and off-screen talent should be the focus here.

Why do the targets not cover all underrepresented groups?

To keep everyone focused, we have initially focussed on a few goals that will help deliver at speed, build credibility and clear the path for the next big ambition.

Doing one thing brilliantly is nearly always more effective than trying to do many things at once and fosters a collaborative approach for everyone to learn, adapt and succeed.

Examples from previous productions

To invest in diverse leadership providing opportunities for shadow directors, writers and shadow producer roles, relocation of the production to meet the gender diversity and BAME requirements. Create positions at entry and mid-career levels with living expenses and travel to remove barriers

o entry, step-up jobs, work placements from the GMAC Little Pictures programme, and Boost Employability. Additional entry-level roles, paid internships, taking PACT interns from the PACT diversity scheme, supporting the Government's Kickstart Scheme in conjunction with The Media Trust, working with Commitment to Change 100. Inclusive Recruitment contracting DANDI is a diversity and inclusion recruitment support service. Use of the Talent Manager website as a recruitment tool. Training and mentoring such as participation in the Pact diversity training scheme, the RAD placement scheme with training and ongoing mentor support, the Pact Next Level initiative, 'Hiring for Disability' with Think Bigger and Unconscious Bias training and supporting new talent by hiring a female trainee technician (sound) and a diverse female trainee (lighting) to fast track for regular employment in the freelance market and training the entire team on Racial Equality, attending and hosting Networking Events.
Please see the below that can be used as a resource to source talent. 1. The Screen Skills Levy fund is available to help support diverse talent for those ready to step
up into a more senior role or who need that first high-end TV credit.
From new entrants to midcareer professionals, ScreenSkills, supports skills and training programmes including those supported by contributions from prestige high-end television to the High-end TV Skills Fund.
2. Take a look at this free to use, open database of diverse production talent on "A list of Excellent Film, TV and Commercial Crew from BLACK, ASIAN, ARAB & MIXED 3. Engage with The Talent Manager. The Talent Manager is a database to source freelance
talent. HERITAGE DIASPORA backgrounds. The commitment & purpose of the Hue List is to provide diversity on film sets, which is representee of our society. By pooling crew from us, you also are progressing their skills, abilities and careers with new opportunities." The Hue List.
They have a search function which factors in diversity, surfacing diverse talent whilst also ensuring you are getting someone of the level you need. You are required to have a paid account to perform this search function.

Please also see below helpful organisations and contacts:

Conducts training in filmmaking for young people and is a youth-led video production company.

Modern Tales is a professional development initiative created by Bushfire Digital and Script Cube for emerging BAME, female and disabled filmmakers. The programme supports writers, directors and producers in the development of long-form dramatic fiction.

Run training schemes and initiatives for disabled talent in the film and TV industry.

Project Noir- email: hello@projectnoirhub.com

A collective of African, Caribbean and Asian heritage posts job opportunities, holds networking events and consults with production companies regarding inclusive crewing.
The British Black List
High-end agent for heads of Department, also offers new diverse talent training, networking and opportunities.

They provide training to unemployed young people in every department - provision for those who lack the contacts, resources or belief necessary to develop a career in the industry.

Four Corners is a learning, production and exhibition centre for film and photography. They support new talent to established practitioners, enabling work that challenges and inspires.

TBBL is an online platform that celebrates Black British creative professionals on the Screen and Stage in Sound and Literature upfront and behind the scenes. They have a talent database (which is currently being updated) that can be accessed at a cost.

Gritty Talent- email: production@grittytalent.tv

Gritty Talent connects television producers with skilled talent from under-represented groups for on and offscreen roles via events, bespoke introductions and through their talent finder platform where you can search for talent by genre and expertise.

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'Ensuring Sky represents a diverse, modern Britain is at the heart of what we do and something that we will continue to champion. We recognise that certain groups are underrepresented, and as a company, are committed to providing opportunities for those of all ages, gender, race, disability, or sexuality, both on screen and behind the scenes.

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Inclusive Hiring for Producers 1 Nov update

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We are passionate and proactive in our approach; offering resources, advice, industry information, a toolkit, and practical support to both companies and individuals.

Pact Diversity Contact

For general enquires or assistance please contact Rebecca Sumners, Inclusion and Diversity Project Manager on Rebecca.sumners@pact.co.uk

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Pact is the trade association representing the commercial interests of UK independent television, film, digital, children's and animation media companies. We are committed to improving diversity within the media industry and work collaboratively with our members and broadcasters to ensure that diversity is at the very heart of their businesses.

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Practical advice for companies

From recruitment through to everyday work and career progression, disabled people in the broadcast industry experience a lot of discrimination and inequality. There are things you can do to understand the barriers better and make your workplace more inclusive for disabled people.

Improve your hiring practices

You can widen the reach of your talent search. Put out calls on open platforms rather than private Facebook groups, or reach out to specialist agencies that can broaden your talent pool.

Pact has advice on hiring disabled talent, and lists lots of websites which advertise disabled talent for TV and film production.

You may also find AbilityNet's webinar on how to do inclusive, accessible recruitment useful.

When it comes to employment length, short-term contracts particularly disadvantage disabled workers. Frequent moves between contracts can make it harder for workers and managers to make reasonable adjustments. Longer-term contracts increase the employment and career opportunities for disabled workers.

Make sure disabled workers have equal access to training and career opportunities

Make sure your training is accessible fairly, and make sure disabled people have access to mentors and role models. Only half of the disabled people interviewed for our research rated their access in these areas as equal with peers who do not identify as disabled (45% for on-the-job training, 55% for off-the-job training/qualifications).

You may find AbilityNet's webinar on tips and tools for supporting disabled people in training and work useful.

Improve disability knowledge in your organisation

In order to become disability inclusive and draw on the wealth of talent disabled people offer, dedicated knowledge is key. We offer training to help employers get up to speed with hiring and employing disabled talent. You can contact us for details on booking.

Don't be afraid to talk about disability, and be open to learning. Ask disabled workers about how they'll approach their job, and put them in charge of how their work should be delivered. Unfair assumptions and a reluctance from others to talk about disability came up as frequent issues for disabled people in our research.

"It is often presumed that I cannot manage my workload and people make decisions for me. I would like to somehow explain how I can do my job before others deciding I can't."

"They fear bringing up the "D" disabled word (fear of offending I suspect) so I can't reassure them or correct any misconceptions. I feel these are the biggest lost opportunities."

You may find this video on understanding the Social Model of Disability and the misinformed attitudes disabled people face useful.

Video transcript (Word Doc)

Improve your employment practices for disabled workers

Make sure disabled employees can fulfil their potential and the result will be better for both the company and workers.

As this response in our research shows, disabled people can become some of your biggest assets:

"With drive and commitment being so important to creative careers I feel that those with disabilities often demonstrate it in spades, having had to work so hard to overcome them, but often fail to be recognised."

Support is crucial. Career days specifically for disabled people, ringfenced internships and better access to placements for already established workers can help to broaden their skills and experiences.

It's key to involve disabled people in designing these initiatives:

"Ask people with a variety of disabilities to help design the initiatives - and pay for their time to help."

Make sure there's a connection between those who organise and run interventions and those who they are aimed at:

"Events, away days and activities are often organised by PAs, but it isn't PAs who get training in these things, so there's a disconnect between initiatives to make managers aware and the staff who actually set up events."

You may find AbilityNet's webinar on tips and tools for supporting disabled people in training and work useful.

Realise the capacity to deliver change lies with you

You have the ability to address the most important changes. There are specialists who can help you deal with the challenges of making your workplace more disability-inclusive. Whether it's at the crewing up stage or being inclusive on set, there are practical steps you can take to help.

Contact us to book a disability awareness session today.

Case studies - disability in the workplace

These case studies show both good and bad examples of approaches to disability in the workplace.

Case study 1 - supporting disabled people in the workplace as a manager

"I successfully supported another disabled person in production who was experiencing discrimination. I helped the company to not panic and get lawyers involved instantly. Instead I encouraged the company to listen to the disabled person involved and to encourage the company to not sack those who were being discriminatory. Instead the people being discriminatory took ownership of their problems and were educated and are now champions of disabled people in the industry.

The company felt very proud of what they were able to achieve and the disabled person involved felt safe, trusted and supported."

Case study 2 - invisible barriers and the need for knowledge

"There's such a lack of awareness about disability in the industry. People don't even realise the barriers they're putting in place. Whenever a producer goes on about 'bonding in pubs' my heart just sinks They think they are being helpful but they are putting a massive barrier up in front of many of us for whom normal socialising is really hard work. Working continuous shooting days became impossible for me and I was told get on with it or get out. I got out."

Case study 3 - making a difference with a workplace network

"I joined the internal disabilities network and got so many useful bits of advice from people like me who have been doing the job for longer than I have. What's made a more positive difference is having a disabled network so that issues can be bounced off other people"

Further resources

Also in this section

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Making your production disability-inclusive - Creative Diversity Network

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From recruitment through to everyday work and career progression, disabled people in the broadcast industry experience a lot of discrimination and inequality. There are things you can do to understand the barriers better and make your workplace more inclusive for disabled people. You can widen the reach of your talent search.

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Anti-Racism Hub | WFTV Women in Film & TV UK

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WFTV Women in Film & TV UK's Anti-racism Hub

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Understanding the different types of unfair treatment that might happen in the workplace.

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New report shows that only 5.5% of job adverts mention flexible working, which risks deterring both younger and older applicants.

The new research suggests that inclusive language in job adverts will widen the talent pool and avoid deterring potential applicants.

Ads for all ages: How age-biased are job adverts in the UK, and what can we do about it?

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Inclusive language in job adverts a 'win-win' for employers and jobseekers

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New report shows that only 5.5% of job adverts mention flexible working, which risks deterring both younger and older applicants. The new research suggests that inclusive language in job adverts will widen the talent pool and avoid deterring potential applicants. Ads for all ages: How age-biased are job adverts in the UK, and what can we do about it?

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We have put together a list of resources which we hope are useful for people with disabilities and for those wanting to learn more about Disability and accessibility.
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We are aware that this is not an exhaustive list of information and resources. At WFTV we are always striving to learn more and do more to be more inclusive. Please get in touch with us at admin@wftv.org.uk if you have any suggestions for additional resources and information that we can include.

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Disability and Accessibility Resources | WFTV Women in Film & TV UK

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List of support and resources for Disability and Accessibility | WFTV Women in Film & TV UK

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A new TV & Film industry initiative that aims to provide professional and peer support for freelancers, particularly with mental health, as well as bring meaningful change to working practices in the...

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Our Equal Access Network - the EAN - is supported by the Mayor of London. Through it, we work to ensure the capital's screen industries represent the diversity of the city itself. Our core aim is to promote equality, inclusion and diversity: We want the EAN to be the link in an industry network for those that don't have it.

We see first-hand the industry's enthusiasm and high demand for a diverse and inclusive workforce. We provide the link between untapped under-represented and diverse talent and the companies or productions looking to recruit. To reach this talent, we work closely with training providers, charities and foundations across London.

Join the EAN today

The EAN aims to remove all barriers to entry and is free to join and open to all. If you are a new entrant, returner, mid-level professional in the film and TV industry or looking to make a career change then join the EAN today.

Looking to hire diverse talent?

Speak to our team about how we can support your next project with our diverse members working across the film, TV, games and animation screen industries.

The Creative Skills Academy

The Creative Skills Academy is part of the Mayor's Academies programme and it aims to equip Londoners with skills which are urgently needed by the screen sector. Maybe you are a new entrant or a returner to the sector and you would like to develop new skills. Perhaps you would like to set up as a freelancer or to transfer skills you acquired working other sectors such as accounting, construction, sotware/hardware, design or fashion.
More info here
Watch free Masterclass sessions on working in a huge variety of screen industry roles, including runners, R&D, production + more!

Working alongside the industry we help our EAN members get jobs, placements and traineeships that often act as a launchpad for their careers. Many of our members go on to sustain successful careers in the Film and TV industry. We are proud to be supported by some of the most exciting companies in the industry.

As well as helping connect the network's members with productions and companies, the EAN runs a number of initiatives, including free regular masterclasses with industry leaders and experienced practitioners, an annual New Entrants Course, which covers everything from development to post-production, internship/returnship schemes, access to online resources as well as tailored careers advice, 1-2-1 CV clinics and mock interview sessions.

EAN members have worked on shows and at companies including:

As well as helping to connect the network's members with productions and companies, the EAN runs a number of initiatives, including a series of free regular masterclasses with industry leaders and experienced practitioners, an annual New Entrants Course, which covers everything from development to post-production, internship/returnship schemes access to online resources as well as tailored careers advice, 1-2-1 CV clinics and mock interview sessions.

Previous masterclasses have been led by speakers such as:

Emma Pike, Head of Production at Two Brothers Pictures - Fleabag

Victoria Musguin-Rowe, Producer of Stephen: The Murder That Changed a Nation

Fleur Whitlock, Production Designer of The End of the F***ing World

Tim Allen, Lead Animator of Isle of Dogs

The EAN aims to remove all barriers to entry and it is free to join and open to all. If you are a new entrant, returner, mid-level professional in the film and TV industry or looking to make a career change, join the EAN today.

What our members say

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Our Equal Access Network - the EAN - is supported by the Mayor of London. Through it, we work to ensure the capital's screen industries represent the diversity of the city itself. Our core aim is to promote equality, inclusion and diversity: We want the EAN to be the link in an industry network for those that don't have it.

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Advertise with us: Contact us at info@thecallsheet.co.uk with your name, number and company and we will call you back.

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Check the benefits for each of our membership types. Click on the lines below. Complete access to the site including Chase List, Jobs Board, Online Diary service, crew and company database, interviews, discounts, blogs, downloads, glossary. Full Pro members also come out on top of the search results.

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CREW ME NOW is a group to post paid TV & Film and video jobs. To make it easy to hunt for work and crew up, we only have SHAMELESS SELF PROMOTION DAY on MONDAYS ONLY. Feel free to advertise...

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How to write a job ad that promotes diversity

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How to write a job ad that promotes diversity

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Deaf & Disabled People in TV (DDPTV) is a private online space for deaf, disabled & neurodivergent television professionals across all genres to connect with like-minded professionals, share job...

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How to build diverse production teams by making your recruitment processes as inclusive as possible.

"Looking outside our normal contacts, I found the a brand new presenter who helped get our production over the line with Channel 4"

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How to build diverse production teams by making your recruitment processes as inclusive as possible. "Looking outside our normal contacts, I found the a brand new presenter who helped get our production over the line with Channel 4"

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Top tips to widen your search for talent - Creative Diversity Network

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To find the best talent for a role, you need to attract as wide a pool of applicants as possible. Considering diversity when recruiting can reap numerous benefits for you as an organisation, both creatively and commercially. Set yourself a diversity target.

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We believe that:

off-screen inclusion will drive on-screen representation and that will bring broader audiences to the industry including the BFI

talent is everywhere, but opportunity is not

attracting and developing a range of skilled professionals from under-represented backgrounds is crucial to the continued success of the screen industries

we don't need labels, great stories have universal appeal - and we want to see a more representative range of stories reaching wider audiences

there are clear cultural and commercial opportunities and benefits created by embedding inclusivity within our industry

we can support the industry by sharing knowledge, providing great resources and encouraging take-up of the BFI Diversity Standards and our guidance and principles tackling bullying and harassment

everyone should have the opportunity to develop a lifelong relationship with the moving image

the BFI's role is to look to the future - with the BFI acting as a bridge to build a more joined up approach

inclusion is not our biggest challenge, but our greatest untapped opportunity

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We believe that: off-screen inclusion will drive on-screen representation and that will bring broader audiences to the industry including the BFI talent is everywhere, but opportunity is not attracting and developing a range of skilled professionals from under-represented backgrounds is crucial to the continued success of the screen industries we

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Operating as a single-point-of-contact, we utilise our UK wide, fully inclusive talent network (with a focus on under-represented groups, BAME, LGBTQ, Disabled, as well as addressing opportunity poverty and gender inequality).

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The Mandy Network | Jobs for actors, performers, filmmakers and production crew

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The Mandy Network is the #1 jobs platform for actors, performers, filmmakers and production crew | Find your next gig today!

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Kate Oates - Series Producer

The series Producer of ITV's iconic soap lifted the lid on Yorkshire's most famous fictional village, revealing the challenges involved in producing hundreds of episodes every year.

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ProductionBase - The UK's Network for TV Jobs, Film Jobs & Production Jobs

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Kate Oates - Series Producer The series Producer of ITV's iconic soap lifted the lid on Yorkshire's most famous fictional village, revealing the challenges involved in producing hundreds of episodes every year.

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TV Collective - We coach, champion and connect *BAME creative content makers to paid opportunities, the industry and each other.

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Television Freelancers Task Force has 7,056 members. The Television Freelancers Task Force are a group of industry freelancers, brought together to campaign for fundamental change within the...

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BFI Action list to combat bullying, harassment, racism in the workplace

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BFI Action list to combat bullying, harassment, racism in the workplace

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This report was written and researched by Dhelia Snoussi and Laurie Mompelat, with contributions and comments from Dr Omar Khan, Liam Kennedy and Dr Faiza Shaheen.

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This report was written and researched by Dhelia Snoussi and Laurie Mompelat, with contributions and comments from Dr Omar Khan, Liam Kennedy and Dr Faiza Shaheen.

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Why and how do those from black and minority ethnic communities continue to be marginalised? Despite claims that we now live in a post-racial society, race continues to disadvantage those from black and minority ethnic backgrounds.

Kalwant Bhopal explores how neoliberal policy making has increased rather than decreased discrimination faced by those from non-white backgrounds. She also shows how certain types of whiteness are not privileged; Gypsies and Travellers, for example, remain marginalised and disadvantaged in society.

Drawing on topical debates and supported by empirical data, this important book examines the impact of race on wider issues of inequality and difference in society.

"An excellent investigation into whiteness and white privilege in contemporary society." American Sociological Association

"In this book Bhopal effectively explodes the myth of 'a post-racial society' - that racism is no longer a problem - and robustly establishes the importance and urgency of addressing race and racism." British Journal of Sociology of Education

"... offers a captivating rebuttal to the logics of post-racialism in public discourse that shore up whiteness as a hegemonic force on both sides of the Atlantic... an accessible contemporary primer on whiteness and white privilege that should be read by students and scholars of education, institutional racism and critical race studies." Sociology

"...those from black and minority ethnic backgrounds are consistently disadvantaged... Bhopal connects this inequality to neoliberalism in ways I hadn't considered before." Make Wealth History

"White Privilege brilliantly dismantles the myth of a post-racial society. It is a 'must-read' for all those concerned about inequalities of race in society." Diane Reay, University of Cambridge

"Many of the critical analyses of neoliberalism in education have neglected the ways in which neoliberalism as a theory and as a set of policies and practices is deeply connected to racialisation. In White Privilege, Kalwant Bhopal provides us with a clear and powerful analysis of these connections and of why they are so crucial to understand." Michael W. Apple, John Bascom Professor of Curriculum and Instruction and Educational Policy Studies, University of Wisconsin, Madison

"A lucid straightforward illumination of whiteness and white privilege, as it is currently acted-out in school and society, despite social justice policies. It puts before readers the pervasiveness and meanness of white privilege in education/schooling and society in this neoliberal, non-post-racial era. Timely and deserving of urgent attention." Carl A. Grant, Hoefs Bascom Professor University Wisconsin-Madison and author of Du Bois and Education.

"More than ever, the study of whiteness proves indispensable. Kalwant Bhopal is a voice of reason in a cacophony of fervor. She takes to task the presumptions of post-raciality and defies its pretenders. We will be post-racial in a condition of post-racism. Until then, evidence and ethics are on her side." Zeus Leonardo, University of California, Berkeley, Author of Race Frameworks: A Multidimensional Theory of Racism and Education

"A valuable insight into the complexities and subtleties of modern day racism, the intersection of race and class and the unfinished battle to transcend white hegemony." Peter Tatchell, human rights campaigner

"In this wide-ranging book Bhopal addresses racial inequality in Britain and the United States. She demonstrates how racial inequality is pervasive in British society across sectors, especially education and the labor market, an important perspective for scholars. A great introduction to issues of racial inequality." Natasha Kumar Warikoo, Harvard University, Graduate School of Education.

"Offers a crucial and timely focus on the perpetuation of white privilege in a society that claims to be post-racial, and the continuing disadvantages experienced by black and minority ethnic groups... provides a wealth of data on social, educational and economic inequalities in both the UK and USA where white supremacist hate is increasing. It should be read by policy makers, practitioners and the public to help them realise how white privilege works and disadvantage is perpetuated" Sally Tomlinson, University of Oxford

Kalwant Bhopal is Professor of Education and Social Justice and Director of the Centre for Research on Race and Education at the University of Birmingham. From 2019-20 she was visiting Professor at Harvard University at the Graduate School of Education and is currently visiting Professor at King's College London. Her areas of interest and expertise focus on the educational experiences of black and minority ethnic groups as well as Gypsies and Travellers. Her research specifically explores how processes of racism, exclusion and marginalisation operate in predominantly white spaces with a focus on social justice and inclusion.

Foreword by Yasmin Alibhai-Brown

Introduction: race as disadvantage;

White privilege;

Not white enough;

Intersectionality: gender, race and class;

Race, schooling and exclusion;

Higher education and representation;

Racism and bullying in the UK;

Racial inequalities in the labour market;

Wealth, poverty and inequality;

Conclusions: race, social justice and equality.

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white privilege - the myth of a post-racial society

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White Privilege - The Myth of a Post-Racial Society; Why and how do those from black and minority ethnic communities continue to be marginalised? Bhopal explores how neoliberal policy-making has increased discrimination faced by those from non-white backgrounds. This important book examines the impact of race on wider issues of inequality and difference in society.

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Three new short films from cross-cultural collaborations exploring LGBTQ+ stories will be commissioned by partners BFI Flare: London LGBTQ+ Film Festival, the British Council, and BFI NETWORK.

Applications are open for the pilot programme #MOREFilms4Freedom, which will facilitate urgent, creative collaborations reflecting LGBTQ+ intersectionality, global human rights, and diaspora identity.

It builds on the #FiveFilms4Freedom digital campaign, which originated in 2015 as a partnership between BFI Flare: London LGBTQ+ Film Festival and the British Council, and which has generated views from nearly 14 million people in 202 countries and principalities. In previous editions of the campaign, a gap was found in projects and stories originating in countries within the African continent and the Middle East. In response, #MOREFilms4Freedom will support stories that have at their heart an element of collaboration between UK-based LGBTQ+ identified filmmakers and filmmakers or storytellers from countries in those regions.

To secure a commission, filmmaking teams will need to demonstrate their collaborative international approach, and include an experienced, UK-based producer capable of delivering projects with an international component. In addition, the core members of the team will need to have realised two or more short films that have had industry recognition.

Three films will be selected and awarded a grant of up to £10,500 each, to cover all stages of production, delivery of materials, and team travel. In addition, each team will work with Executive Producer, Loran Dunn (former Screen Star of Tomorrow, BFI Vision awardee, and producer, A Deal With The Universe) whose support will be provided alongside their funding, to mentor both team and project from script through to edit.

The three selected films will be commissioned by September 2019 and are due for delivery in February 2020. They may be eligible to screen at next year's BFI Flare: London LGBTQ+ Film Festival in March, as well as to participate in the 2020 #FiveFilms4Freedom campaign, upon completion.
Briony Hanson, Director of Film, British Council said:
"Our #FiveFilms4Freedom campaign has been eye-opening in the way people from across the globe have embraced the films in their millions. The programme is deliberately international and designed to show that LGBTQ+ lives are universal wherever you are in the world, but throughout the programme's life we have searched to find stories from the Middle East and African continent to include, without success. This new commissioning pilot allows us to broker connections between talented UK-based filmmakers and filmmakers from those regions interested in exploring LGBTQ+ stories. We hope that we will both unearth some fascinating universal stories and kickstart some lasting cross-cultural creative relationships."
Tricia Tuttle, Director of Festivals, BFI said:
"We're so excited to be building on the incredible successes of both #FiveFilms4Freedom and BFI NETWORK @ FLARE MENTORSHIPS in partnership with BAFTA, to offer this unique opportunity for the UK's LGBTQ+ filmmaking community to collaborate with international peers. We can't wait for audiences to see the results of these collaborations early next year."

Deadline for applications is midnight BST Monday 12 August 2019.

Further details on the call for submissions can be found here: https://www.bfi.org.uk/flare/morefilms4freedom

For further information, please contact:

The British Council is the UK's international organisation for cultural relations and educational opportunities. We work with over 100 countries in the fields of arts and culture, English language, education and civil society. Each year we directly reach over 65 million people and more than 660 million people via broadcasts and publications. We make a positive contribution to the countries we work with - changing lives by creating opportunities, building connections and engendering trust. Founded in 1934 we are a UK charity governed by Royal Charter and a UK public body. We receive 15 per cent core funding grant from the UK government.

Ekene Oboko, Press Officer, British Council - ekene.oboko@britishcouncil.org | +44 (0)203 285 3635

Mia Farrell, PR Manager, BFI Festivals - mia.farrell@bfi.org.uk | +44 (0)20 7957 8970
About #FiveFilms4Freedom
#FiveFilms4Freedom is the world's widest-reaching LGBTQ+ online film campaign. The campaign is run by the British Council in partnership with BFI Flare: London LGBTQ+ Film Festival, and has been running since 2015: www.britishcouncil.org/fivefilms4freedom
About BFI Flare: London LGBTQ+ Film Festival
BFI Flare: London LGBTQ+ Film Festival is the UK's longest running LGBTQ+ film event. It began in 1986 as Gay's Own Pictures. By its 3rd edition it was tagged the London Lesbian and Gay Film Festival and since then has grown to become the largest LGBTQ+ film event in the UK, and its most anticipated. The Festival changed its name to BFI Flare in 2014 to reflect the increasing diversity of its films, filmmakers and audience. The festival is programmed by Jay Bernard, Michael Blyth, Zorian Clayton, Brian Robinson and Emma Smart, led by Festivals Director, Tricia Tuttle. The full programme of BFI Flare: London LGBTQ+ Film Festival includes feature films, an industry programme, selected films on BFI Player VOD service, a series of special events and archive screenings.
About BFI NETWORK:
BFI NETWORK is the BFI's UK-wide talent development programme, supporting new filmmakers to make short films, develop first features and advance in their careers.
About the BFI
The BFI is the UK's lead organisation for film, television and the moving image. It is a cultural charity that:

Curates and presents the greatest international public programme of World Cinema for audiences; in cinemas, at festivals and online

Cares for the BFI National Archive - the most significant film and television archive in the world

Actively seeks out and supports the next generation of filmmakers

Works with Government and Industry to make the UK the most creatively exciting and prosperous place to make film internationally

Founded in 1933, the BFI is a registered charity governed by Royal Charter. The BFI Board of Governors is chaired by Josh Berger CBE www.bfi.org.uk/

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British Council / BFI announce LGBTQ+ short film commissions under banner #MOREFilms4Freedom

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Three new short films from cross-cultural collaborations exploring LGBTQ+ stories will be commissioned by partners BFI Flare: London LGBTQ+ Film Festival, the British Council, and BFI NETWORK. Applications are open for the pilot programme #MOREFilms4Freedom, which will facilitate urgent, creative collaborations reflecting LGBTQ+ intersectionality, global human rights, and diaspora identity.

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BFI Diversity Standards - Extended Guide

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BFI Diversity Standards - Extended Guide

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BFI Diversity and Inclusion Standards (PDF DOCUMENTS) 

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BFI Diversity and Inclusion Standards (PDF DOCUMENTS) 

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MyPronouns.org Resources on Personal Pronouns

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MyPronouns.org Resources on Personal Pronouns