Last Updated on 23/09/2023 by Emma Purcell
A survey for Channel 4 and Prime Video UK into the TV industry’s accessibility for disabled talent has revealed that 1 in 4 offices operated by broadcasters, streamers or production companies are physically inaccessible and that 1 in 4 has no functioning accessible toilet.
The Access Into Action Report highlights the areas where improvements are needed and creates a three-step action plan for organisations to implement some relatively speedy change, while more structural changes are put in place at an industry-wide level.
The results, which were published in March 2023, have been gathered from 105 organisations that completed the survey. It was devised by Channel 4 and Prime Video UK as part of their ongoing work to improve disability inclusion in the sector and will feed into the TV Access Project (TAP), which is the coalition of broadcasters and streamers committed to change in this area.
Although the survey reveals high levels of theoretical knowledge around issues of disability inclusion, results show that this doesn’t consistently filter down into practice.
Access into Action: The Industry Access Survey results
The areas which the report highlights as needing urgent action include:
- Physical access – 1 in 4 offices used by companies in the TV industry, are physically inaccessible – that is to say, they are not entirely located on the ground floor, step-free, or with access via a lift. Also, 25% have no functioning accessible toilet.
- Health and safety – there are serious health and safety risks associated with some of the poor accessibility within offices and physical environments in which disabled employees are likely to be working – from lack of visual fire alarms to the inconsistent use of Personal Emergency Evacuation Plans (PEEPs), or the absence of grab rails at stairs and hazard warning surfaces.
- Hiring of external venues – when it comes to external spaces and buildings, only just over a third of the sample (36%) always ask as standard about the access status of the locations, facilities, studios and external venues that they hire regardless of who is attending.
- Developing talent into senior roles – there is little indication that employers are going out of their way to particularly progress or nurture disabled talent; no type of additional support or opportunity (eg mentoring, networking, training or coaching) is being offered more than 50% of the time to disabled employees.
- Communications by broadcasters and streamers – production companies clearly want more support for disability inclusion, especially when it comes to sourcing talent and training and knowing about broadcasters’ and streamers’ position on support with funding for access needs and adjustment requirements. All this information is clearly not being communicated well or regularly enough.
In addition, recruitment was highlighted as an area that needs specific improvement and training.
17% wrongly believe that they can ask candidates during the application and interview process about their health or impairments and how they affect their ability to do their job. This rises to nearly a quarter (23%) of micro and small-sized businesses. This is against the law.
You can read the full report: Access into Action: The Industry Access Survey
Reactions to the findings from industry experts
Ian Katz, Chief Content Officer at Channel 4, said: “We carried out the survey to get a more accurate picture of how we are performing as an industry when it comes to access and inclusion for disabled talent behind the camera.
The results make difficult reading and expose how inaccessible we remain. The survey is not about shaming any one area, we all must do better. It’s a benchmark and a starting point that will help us as broadcasters and programme-makers focus on where change is needed and where we can establish best practice.”
Channel 4’s Consultant Disability Lead Ally Castle said: “We set out with the aim of ‘taking the temperature’ of the industry. Channel 4 – in partnership with Prime Video UK and alongside members of the TV Access Project – wants to create a substantive and permanent structural shift in the TV industry and these survey results will help us to track that shift.“
Miranda Wayland, Head of International DEIA Strategy and Content at Prime Video said: “We are thrilled to launch the findings from the UK Industry Access survey. The work that has already been established is truly encouraging and this report provides a clear and detailed outline of where we can amplify our efforts to be more inclusive and representative of disabled talent so they can thrive in our sector.”
The findings of the survey will be fed into the TV Access Project (TAP), which is a coalition of 11 of the UK’s biggest broadcasters and streamers who have pledged to work together to deliver real improvements in access for disabled talent across the TV industry, with support of PACT and the Creative Diversity Network and in partnership with a range of disability interest groups.
The 3-part action plan
In the place of broad recommendations and conclusions – again, the work of TAP – it has turned the key findings of this survey into an actionable plan for individual companies, based on the TV Access Project’s Guidelines for Disability Inclusion in UK Television Production drawn up for all organisations in the industry, known as The 5 As: Anticipate, Ask, Assess, Adjust and Advocate.
These are very practical steps – in three stages of Now, Next and Then – which organisations in the industry can complete over the next six months if they have not already.
These should significantly accelerate any company’s level of disability inclusion and thus bring about tangible positive change across the industry relatively soon.
| Anticipate | Ask | Assess | Adjust | Advocate | |
|---|---|---|---|---|---|
| NOW | * Join a disability benchmarking scheme such as Disability Confident or Business Disability Forum. * Identify an Access Lead, a senior member of staff responsible for access and liaising with all Disabled employees, and provide them with any necessary support and/or training; communicate this with all current and future employees. * Familiarise your leadership team with the 5As and begin to ask which areas you are strong in, and which areas need improvement. | * Enact a policy of always asking every visitor, personally, if they have access or adjustment requirements ahead of meeting with them – whether virtually or in person. * Enact a policy of always asking every new employee if they have any access needs or adjustment requirements, as standard * Production companies: ask your key buyers what their policy is for supporting you with funding adjustments for disabled talent. | * Train reception, facilities and security staff in disability inclusion, or ask suppliers to put this training in place. * Broadcasters & streamers: communicate with your key suppliers what your policy is for supporting them with funding adjustments for Disabled talent. | * Add alt text image descriptions to all your images you use in internal and external comms. * Start a conversation with landlords or facilities companies around asking for basic access fittings & adaptations. | * Identify 2 or 3 mid or senior level disabled talent you are working with, and offer them a mentoring conversation |
| NEXT | * Offer disability inclusion training for senior leaders; put this in place on a regular basis. * Familiarise your whole company with the 5 As and communicate the areas where you are going to make changes. | * Train recruiters and interviewers specifically in best practice and legal requirements for recruiting disabled talent. | * Audit your external comms and ensure there is consistent, authentic representation of disabled people | * Include subtitles on your non-TX video content (internal and external) as standard. * Train staff on the usage of the accessibility function in software such as Microsoft, Google, Z om, Chime and other communication portals. | * Reach out to a disabled-led network or organisation, and ask how you can offer your support |
| THEN | * Only engage facilities, security and reception staff suppliers who regularly train in disability inclusion. * Offer disability inclusion training for all employees; repeat this on a regular basis to account for freelancer turnover. | * Ask all those with hiring responsibilities to familiarise themselves with Access to Work. | * Research ahead of time how you would be able to provide your internal communications in any alternative formats which may be needed when you employ more disabled talent. | * When your lease comes up for renewal, find a physically accessible office with basic access fittings and adaptations | * Consider what additional career progression and professional development support you could put in place specifically for disabled employees. |
Do you, or have you previously, worked in the TV industry and faced accessibility and/or inclusion barriers due to your disability or health condition? Share your experience in the comments box or on social media.
