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Broadcasting and Creative Industries Disability Network
What is the BCIDN?
Founded by broadcasters in 1989, the Broadcasting and Creative Industries Disability Network (BCIDN), previously known as the Broadcasters' Disability Network, brings together the UK's major broadcasters and others in the creative industries to explore and address disability as it relates to the media industry. The Network makes it easier for members to recruit and retain disabled people and to promote and share best practice across the industry. The BCIDN is also concerned with gaining more accurate representation of people with disabilities in the media. The BCIDN was started under the auspices of the Employers' Forum on Disability, and all members of the BCIDN are members of the Forum.
What is the EFD?
The Employers' Forum on Disability (EFD) is recognised as the authoritative employers' voice on disability and provides a variety of support services to BCIDN members. Founded in 1986 by business, the total membership represents over 370 major organisations who currently employ 22% of the UK workforce. The Forum offers advice, information and guidance through networking events, publications, briefings, its website and helpline. The Forum and BCIDN are the only bodies of their kind in the world.
Who are the BCIDN's members?
The BCIDN membership is steadily growing and already embraces almost all the leading UK broadcasters. Members include BBC, BSkyB, Channel 4, Five, the UK Film Council, ITV (merged Carlton and Granada), PACT (Producers' Alliance for Cinema and Television), and Skillset.
Associates
The Network has a small group of Associates – disabled people with considerable media experience, especially in broadcasting. Their role is to help the Network (and the industry) through their knowledge and understanding of both disability and the industry. Associates have a range of experience of different types of jobs in the industry (and different impairments). They are:
- Geoff Adams-Spink
- journalist, presenter and producer
- Max Burt
- Strategy Director, Good
- Diane Freeman
- production manager and trainer
- Marilyn Gaunt
- award winning director / producer
- Martin Lucas
- director, producer and Exec producer
- Simon Minty
- writer, presenter and trainer
- Elspeth Morrison
- producer and trainer
- Gary O'Donoghue
- BBC Political Correspondent
- Kim Tserkezie
- actress and presenter
- Peter White
- BBC's Disability Correspondent
- Ewan Marshall
- BBC Drama Producer
- Vidar Hjarding
- Political and Diversity Advisor, ITV Central
Officers and members:
- Chair: David Kogan, Chief Executive, Reel Enterprises
- Network Manager: New BCIDN Network Manager to be announced shortly
- Administrator: Liza Fletcher
What are the benefits of membership?
As part of the Forum, BCIDN members have access to
- the Forum helpline , advice and guidance on best practice, information and research services, and access to the Employers' Forum Website.
- publications including Update and Legal Update journals, and other reports e.g. on ACAS, ITs, Court Process, Disability Discrimination Act (DDA), and the Disability Rights Commission (DRC)
- regular breakfast briefings, regional briefings and annual national events
- a collective voice through representation to key government working groups
(Gold Card members receive additional benefits)
In addition, BCIDN members have:
- access to practical advice and information which specifically affects the broadcasting industry
- regular network meetings and collaborative working groups e.g. on employment issues and on programme issues
- a regular e-newsletter Update
- benefits arising out of special projects e.g. producers' guide, first UK workshop for comedy writers on disability
- cross-industry pooling of knowledge and expertise on good practice
- collective access to government and other stakeholders on broadcasting related issues e.g. DRC, DCMS, Ofcom
Why does the BCIDN matter?
There are approximately 10 million disabled people in the UK. They are users of broadcast, film and other media and as such represent a significant proportion of existing (and potential) audiences and employees. 1 in 4 people in the UK are either disabled themselves or close to someone who is. Their combined spending power has been estimated at £50 billion per annum. Apart from their value as consumers of media, they are also interested in related broadcasting support services including promotional material, helplines, websites, books etc. They are now legally entitled to expect that their special needs to access these goods and services are catered for.
Research indicates that disabled people of all ages are significantly under-represented in the media workforce either as part of the programme-making process or in other roles. The Workforce Census conducted by Skillset in 2004 of 2,878 companies in the sector indicated that only 1.3% of people working in broadcasting are disabled (This represents a slight increase from 1% in 2002) employed in the industry had increased slightly from 1% in 2003 to 1.3%. The 2005 Skillset Survey of 7,000 individuals working in the audio visual industries (both employees and freelancers) indicated that employers underestimate the number of disabled people, since 5% of this workforce reported having a disability (Skillset Workforce Survey, 2005) (This is an increase from 3% reporting a disability in the 2004 survey). Even so, the Disability Rights Commission estimate that 13% of disabled people of working age are in employment, so the broadcasting sector is well below the national average. (Compare this to race where the Skillset survey indicates that 7.4% in 2003 and 7% in 2004 of the industry workforce is of ethnic origin; this group comprises 11% of the UK's working age population).
There are also indications that disabled viewers are disatisfied with their invisibility. Research in the USA highlighted that when a disabled person appeared on US television, in 92% of the examples, the reason for their appearance was solely because of their disability. The UK media is unlikely to fair any better.
There is a growing desire among disabled people to access the media – in studio audiences, in creative roles such as acting, writing and directing, as game show contestants, as programme contributors and in more conventional positions such as receptionist, accountant, legal advice, marketing and senior management.
The Law
The DDA legislation has an impact on all employers and service providers including broadcasters. Companies are becoming aware of the potential threat of legal action based on the Act. But it is not just the risk of having to pay potentially unlimited fines; image and reputation can be severely damaged if a company ignores the law and unjustifiably discriminates against disabled people - either as employers or as the providers of services to audiences. Forward looking companies however prefer not just to adhere to the minimum requirements of the Act (in itself risky since the law is imprecise). Instead they prefer to embrace the spirit of the Act because of the business benefits this brings.
The benefits of diversity
Managing a diverse workforce is increasingly recognised as a key factor in improving efficiency, productivity and overall business success - whatever the sector. Competition, globalisation and an increasing emphasis on human rights has accelerated the need to embrace diversity. Disability is a significant but often overlooked element of the diversity debate. Employment statistics indicate that compared to gender and ethnicity, disabled people are the group most under represented in the UK media workforce.
In an increasingly competitive market place employers (including media companies) will be competing for the best ideas. A more diverse workforce can help an employer better position a company to innovate, create and be responsive to the needs and interests of audiences - including those who have disabilities.
There is, therefore, a powerful business case to be made for ensuring that disabled people are reflected in the media workforce and adequately catered for in its output.