We want 成人快手 Radio & Music to be the best organisation in the audio sector to work with and for - with an inclusive culture, diverse teams and representative programmes.
That鈥檚 why, across radio and television, we are prioritising 拢80m annually of our commissioning budget on commissions that meet our criteria for diverse and inclusive content.
This investment is not a separate fund. We have prioritised a portion of the budget to increase representation across our content and within the programme-making teams we work with.
Programmes must meet two of the three criteria to count towards the commitment:
- Diverse stories and portrayal on-air: Representing all audiences around the UK
- Diverse Production Leadership: Influential roles off-screen or off-air involved in shaping and making programmes for the 成人快手
- Diverse Company Leadership: Senior roles involved in shaping and leading production companies making programmes for the 成人快手
There will be opportunities throughout the commissioning process to discuss how programme-makers and suppliers are meeting the criteria. This will not affect whether or not your commission is accepted, and our commissioning teams will be on hand if you need any further support or advice. It is important to note that this commitment is not a commissioning criteria, but rather a way for us to invest a proportion of our existing commissioning budget to increase representation both on and off air.
Here is more information about the qualifying criteria:
1) Diverse stories and portrayal on-air
Representing all audiences around the UK
Authentically portraying different identities and communities in a genuine, knowledgeable way enables our audience to truly connect with our content.
For this criteria we have included the full breadth of protected characteristics. These are: age, disability, gender reassignment, marriage/civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation. We have also included social class. Find out more about protected characteristics on the
Within this criteria, a programme must comply with at least two of the following measures to be considered as diverse:
- Landmark portrayal
- Incidental/integrated portrayal
- On-air talent
Landmark portrayal
This refers to explicit and major coverage of a story, character(s) and/or topic(s) related specifically to one or more mis- or under-represented groups. They need to be front and centre of the core proposition and narrative.
Incidental/integrated portrayal
The programme should include representation of one or more under-represented group 鈥� only where relevant to that particular story or character/ contributor.
On-air talent
The talent most regularly associated with a programme must be from one or more mis- or under-represented group. You will need to consider the proportion of lead on-air roles rather than the number.
For scripted content (e.g. drama), two or more of the main regular talent featured in and most associated with the programme are from one or more mis- or under-represented group.
For unscripted (e.g. music sequences, factual series), one or more of the regular talent featured in and most associated with the programme are from one or more mis- or under-represented group.
2) Diverse Production Team Leadership
Ensuring those in influential roles off-air and involved in shaping and making our programmes are diverse
This approach seeks to drive greater inclusion throughout the creative decision-making process.
To qualify within this criteria, at least two of the most influential decision makers on a production team should be from one of these under-represented groups: Black, Asian or minority ethnic, disabled and/or working class.
Recognising the historical challenges of radio, we have broadened this criteria to include pipeline roles to help support change. But over time, and as the industry invests in future leaders, we hope to narrow the criteria. In some cases, the commissioner may use their discretion to agree specific roles for the production to help drive greater inclusion.
The key roles we consider as leadership roles for Radio production are:
- Executive Editor or Editor
- Technical Producer
- Writer
- Producer or Assistant Producer
- Production Manager
- Content Assistant
- Production Co-Ordinator
- Production Management Assistant
This list isn鈥檛 exhaustive and we are aware there are other leadership roles that may not appear here. In those cases please indicate in your submission the additional roles that you are including. Additionally, for companies that may not have the specific roles listed, it is at the discretion of the commissioner to agree corresponding roles that carry out a similar function. Please talk to the Commissioner if you feel this is relevant to your proposal.
3) Diverse Company Leadership
Ensuring those in senior roles in companies that makes programmes with us are diverse
We are committed to ensuring our programmes reflect the diverse communities, stories and lived experiences of our audiences. By broadening the portfolio of programme-makers and suppliers that we work with, we can continue to achieve that goal.
This criteria includes those who have creative and strategic decision-making responsibilities within the organisation.
To qualify within this category, we ask that:
- At least two individuals in leadership roles in the company should be from one of three under-represented groups: Black, Asian or minority ethnic, disabled and/or working class.
- For smaller companies, with fewer than four of the following roles, 50% need to be from these groups.
- For companies with only one of the listed roles, a target of 100% will apply
- Individuals must have been in their role for a minimum of six months
We have identified the roles below:
- Managing Director
- Creative Director
- Director of Production or Broadcast Operations
- Executive Producer
- Head of Development
To help establish if an Indie supplier meets this criteria, we ask them to complete a secure online Company Leadership Questionnaire. The survey is due to move to our new Pitching and Commissioning System, PiCoS, when it launches later this year. For companies that may not have the specific roles listed, the commissioner may use their discretion to agree corresponding roles that carry out a similar function. For in-house commissions (i.e. from both 成人快手 Audio and 成人快手 Studios), we will derive data for 鈥榗ompany鈥� leadership from 成人快手 HR reports for equivalent leadership roles.
For co-production partnerships, the production company who owns the idea i.e. the intellectual property (IP), will need to be diverse-led.
If you are a sole trader or one-person Indie, not from one of the three under-represented groups, rest assured that this doesn鈥檛 mean your proposals will not be considered... they can still be commissioned outside of this funding initiative.
25% off-screen/off-air diversity commitment
Suppliers may be aware that in TV, the 成人快手's financial commitment is also being backed up by a new 25% off-screen diversity requirement for productions and applies to all new network TV commissions from in-house and independent suppliers. In Radio, where production teams are typically much smaller and with less market movement, we have concluded that it is impractical to apply this target.