My Lords, I rise to speak to Amendment 33 in the name of my noble friend Lady Bonham-Carter—I thank her for the name check—which I have put my name to in support. I also support the noble Baroness, Lady Bull, in everything she said in her speech. I declare my interests as set out in the register.
When I started my career in television, more than 50 years ago, diversity and inclusion was not a priority for public service broadcasters. I personally had to break down so many barriers to get diversity on the agenda to where we are today. Thankfully, enormous strides have been taken and the diversity landscape has been transformed, both in front of and behind the camera. Although we have not yet reached what I call “diversity nirvana”, we are well on the way. Broadcasters such as ITV have made huge progress with their diversity and inclusion strategy and should be applauded.
But, talking to people across the industry, the big concern is the redundancies that are sweeping throughout the industry, combined with the slowdown in commissioning,
which in turn will lead to many production companies going out of business and will therefore have a negative effect on all the diversity gains over the past few years. As ITV and Channel 4 look for new financial models and tighten their belts, they need to make sure that they do not take their eye off the ball when it comes to diversity and inclusion, because most TV workers are freelancers and work for independent production companies. So perhaps some programme-level data is necessary in order for us to properly see how many of the PSBs’ full-time staff are from under- represented backgrounds and how much of their programming is made by diverse talent from the freelance community.
Adeel Amini, a series producer and the founder of The TV Mindset, said, “While PSBs have certainly been saying all the right things regarding diversity, their impact on the ground level and on the wider industry structure as a whole has been harder to see. In fact, many people from underrepresented backgrounds feel like the industry has gone backwards. Given the current crisis, they feel they are being squeezed out quicker than ever before. This particularly applies to roles at mid and senior level, with not enough representation at decision-making level. It’s important that diversity is seen not as a box-ticking exercise, but something that demands accountability if we are to change the fabric of this industry and make it truly welcoming and inclusive to all”.
Amendment 33 is very much the start of making this process a reality.