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DISCOVERY NETWORKS EUROPE

Discovery Networks Europe's logo

Action Plan for the Broadcasting and Creative Industries Disability Network (BCIDN)

Introduction

Discovery Networks Europe (DNE) is the foremost provider of high quality factual entertainment programming, broadcasting 9 channels in 20 languages, across 51 countries in Europe, Africa and the Middle East and reaching more than 28 million homes. Headquartered in the UK, Discovery has offices serving the territories of Benelux, Eastern Europe and the Nordic countries. Discovery commissions 100% of its programming from independent producers, and languages all of its programming output to the local region.

DNE's parent company, Discovery Communications Inc., is based in Maryland, USA. Globally, DCI covers 155 countries and territories, and reaches half a billion people worldwide.

DNE wholly supports the aims of the Broadcasting and Creative Industries Disability Network (BCIDN), and is proud to be a member. We look forward to continuing our working with fellow broadcasters to achieve our shared aims.

Definition of Disability

The Disability Discrimination Act (DDA) (1995) defines a disabled person as 'someone who has a physical or mental impairment, which has a substantial and long-term effect on his/her ability to carry out day-to-day activities'. This definition includes not just those with mobility or sensory impairments but also a wide range of other impairments including mental health problems such as depression or schizophrenia, learning difficulties including dyslexia, diabetes, heart conditions, progressive and fluctuating conditions such as MS or epilepsy, and severe facial disfigurement.

Discovery and Disability

DNE recognises the importance of a diverse and empowered workforce to the company as a whole and the responsibility we have to society as an employer and broadcaster.

The Company implements a vigorous Equal Opportunities Policy to ensure that it employs people with different backgrounds and perspectives to make it stronger in a global marketplace. The Company needs its customers and business partners to feel it works with them in a fair and equitable manner, recognising that differences within a workforce are opportunities, not threats.

Discovery is an equal opportunities employer and ensures that no job applicant or employee receives less favourable treatment on the grounds of gender, sexual orientation, race, colour, nationality, ethnic or national origins, marital status, disability, or age. This refers not only to recruitment, but also to promotion, transfer, training, benefits, facilities and procedures.

With regard to the specific question of disability, DNE already has in place a robust Disabilities Policy. The Company is committed to making all reasonable adjustments to working arrangements or to a physical aspect of the workplace if any disabled person would otherwise be placed at a disadvantage compared with non-disabled people. It is Discovery's minimum duty to take such steps as are reasonable in all the circumstances to remove that disadvantage. This covers the recruitment and selection process and any term, condition or other arrangements on which employment, promotion, a transfer, training or any other benefit is offered or provided.

Discovery is also committed to making every effort to ensure that employees who become disabled during the course of their employment are retained in their existing post with the aid of training, job redesign and other practical help.

The BCIDN Commitments on Disability

The 5 key commitments made by the Broadcasting and Creative Industries Disability Network (BCIDN)s are:

DNE wholly supports these goals and has taken steps to support them with its own Action Plan. DNE's Action Plan sets out how we, as a publisher / broadcaster, can support the off-air components of the BCIDN manifesto.

DNE 6 Point Action Plan

a) Summary

Discovery Networks Europe is making the following commitments under its Action Plan. These are:

b) Detailed Commitments

  1. To receive the 2-tick "Positive About Disabled People" symbol. During the course of 2001 DNE was proud to be awarded the prestigious 'Investor in People' Award. During 2002 we aim to also qualify to incorporate the 'positive' symbol in our communications. Our overarching aim is to ensure that we not only treat those with disabilities on an equal footing to the rest of the workforce, but also encourage disabled workers to apply for our advertised positions. We wish to be known as disability-friendly and to tap into the pool of skills and knowledge available within the disabled communities.
  2. To facilitate disability diversity training to all manager-level staff. As is stated above, DNE is already committed to a robust policy to ensure equal opportunities and diversity in the workforce. This is set out in the employee handbook. However, as the workforce changes it is not always possible to be certain that all staff at the appropriate level are as aware and familiar as is possible of the commitments they, as part of Discovery, are required to make to disabled applicants and workers. To ensure that everyone is fully aware of their responsibilities under this part of our employment policy, DNE is committing under its Action Plan to facilitate a comprehensive and compulsory training programme for all staff in a position to employ and line-manage staff, ie Manager level and above. This training will be repeated on an interim basis, and all new Management appointments will be required to undertake this training as part of their induction process on joining the Company.
  3. Interview all candidates with disability who meet minimum criteria. Discovery will commit to guaranteeing a job interview for all disabled applicants who meet the minimum criteria for a job vacancy, and to interview them on their merits. This commitment will be incorporated into the compulsory training outlined at point (ii) above.
  4. Operate an internal "help-line". In order to ensure that every member of Discovery Network Europe's workforce has a confidential source of support and expertise, whether they are dealing with disability issues as an employer/manager or they themselves are disabled, DNE will undertake to establish a 'help-line' which will be widely publicised to staff. This will make clear to all members of the workforce who their central point of communication must be in all matters of disability. This will not only act as an invaluable service to staff, but also help Human Resources to monitor our success in implementing and communicating our Disability Policy. The chief operator of the 'help-line' will be the member of the Human Resources team charged with acting as the point person on all aspects of the Disability Discrimination Act (DDA), or in their absence a qualified alternate.
  5. To publicise disability issues, and in particular examples of good practice. DNE has a strong record in employee communications. As a company operating across many different territories and with sister and parent operations around the globe, internal communications are a vital factor in ensuring consistent policy and sharing examples of best practice. As part of DNE's Action Plan, we commit to raising the profile of both and Disability Policy and our Action Plan, and to sharing and celebrating examples of best practice. This will be done through our two primary sources of internal communication; the European journal "Disclosure", and the global daily electronic bulletin "Newswire".
  6. To establish enhanced procedure on adjustments. DNE's existing Disability Policy incorporates de minima requirements on adjustments. DNE will make explicit to all staff via amendments to established policy, publicity and training, the agreement to and implementation of reasonable adjustments is within the remit of all staff of Manager level and above. This will help to build within the workforce as a whole a greater capacity for flexibility and adaptability.

Timeline

DNE is a truly pan-European broadcaster, and as such wishes to take an active role in supporting the European Commission's European Year of People with Disabilities 2003. Announcing the initiative in May 2001, Commissioner Anna Diamantopoulou said:

“2003 must be a time for Europe to become more aware of disability issues and to challenge the barriers that prevent people with disabilities from fully participating in many aspects of everyday life”.

Within this context, DNE is committed to establishing in every respect its 6 point Action Plan by the end of 2002, in order to be able to participate fully in the 2003 European Year of People with Disabilities, and consider any enhancements that may result from this initiative.