Finance - BBC

BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
Finance and Business Diversity Action Plan April 2013-March 2014
Introduction
BBC Finance and Business is a division made up of around 1,800 staff who are based all over the UK. The division is led by the Managing
Director, Finance and Operations and following an organisational restructure now contains four key functions: Finance, Operations,
Commercial and Legal. The four strands work together to support production and creativity across the whole of the BBC
Core services and functions:
Finance: responsible for financial planning and strategy, and managing the collection and spending of the revenue from the licence fee to ensure
that the BBC delivers value for money. Teams are based around the UK with key hubs in London and Cardiff, made up of over 600 finance and
business professionals.
Operations: Operations comprises Technology, Distribution and Archive, Workplace, Business Continuity and Safety, Procurement and the
Project Management Office. Together these teams support the working environment and policies of staff in the BBC and ensure staff have the
tools available to do their jobs.
Commercial: comprises the Rights and Business Affairs team and Business Development and Partnerships. The Commercial strand is
responsible for acquiring and lobbying for the rights which the BBC needs to run its services and deliver its strategies.
Legal: responsible for providing legal assistance and advice across the BBC and understanding risks and challenges facing the organisation.
Recent diversity achievements:
Several functions now contained within Finance and Business were previously part of the former Operations division and key progress made
last year during 2012-13 includes:
• Equality analysis of Project Star, procurement of facilities management services, is capturing how equality is being considered throughout
the procurement process
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
• Project Management Office consistently asking divisions about equality analysis as part of regular divisional dashboard review meetings
• Project Management Office consistently asking divisions about equality analysis as part of regular divisional dashboard review meetings
• New Risk assessment process (Systems Accessibility Risk Assessment) designed to ensure that an improved approach to the management
of technology accessibility The focus will initially be on existing systems
• Equality analysis conducted of the Finance Effectiveness Programme
• Workplace Scheduling, used for absence management across the BBC, was upgraded to make the application compatible with the
accessibility tool Jaws. ZoomText was also made available for users with visual impairments.
• A major programme was launched to overhaul and refresh the BBC’s legacy application estate which will lead to improved accessibility and
usability of technology systems across the organisation
• Worked successfully with suppliers on accessibility including updating the Assistive Technology Catalogue for Atos and engaging with
Capital HR Direct to pilot kit demonstrations as part of the Access to Work Assessment
Audience and output related work:
• BBC controlled surveys now monitoring participants for a wider range of characteristics enabled the Review of the research and
consultation on how the BBC portrayal lesbian, gay and bisexual people to use Pulse as part of the methodology
• Creative Marketing casting briefs contain a question on diversity which positively informed the Christmas 2012 campaign
• Diversity: Out of the Box e-learning module is a requirement for all new publicists and all existing publicists are undertaking the online training
• Expert Women – BBC initiative to improve the numbers of women experts on news and current affairs output set up. Over 2,000
applications were made for the first session and two further sessions were funded by the then Acting D-G ensuring that by the end of the
year 120 women will have graduated from the scheme
• Fast Train session in its 2012 programme on women on-screen titled How do you solve a problem like…women in TV
• Report on lessons learnt from the DSHS on equality and diversity completed and shared with Finance Equality and Diversity Group
Workforce related work:
• BBC Workplace contributed to the corporate submission to Business Disability Forum’s Disability Standard
• BBC People held two diversity workshops for HR professional which included elements on unconscious bias and BBC diversity related
audience research. 90% of attendees stated that their knowledge and confidence on diversity increased as a result of the workshops
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
• Three Women in Engineering events took place in 2012 to promote the engineering opportunities available within the BBC. The events
were held in partnership with UKRC, Women’s Engineering Society, Talent 2030, Women in Technology, Wise and Every Woman
• One of three Young Technologists events targeted at women – 40 young women aged 14-16 took part from local schools
• Pilot social mobility questionnaire tested with 3,000 applicants for the Production Talent Pool and the Journalist Trainee Scheme with
responses from 15% of the sample
• Training attendees were analysed for 2011-12 to explore whether there were differentials based on protected characteristics. The results
indicated that reach by gender, age, ethnicity and disability is proportionate with the workforce profile
• BBC Apprenticeship and Trainee Scheme launched in London, Salford and Birmingham to encourage more school leavers and graduates
into the broadcast industry, with particular focus on encouraging more women to apply. The new intake will start in October 2013.
Current corporate workforce diversity targets:
Disability:
• Finance and Business divisional target: 6.5%
• Corporate Senior Level target (grade 10 and above): 5%
Ethnicity:
• Finance and Business divisional target: 16.5%
• Corporate Senior Level target (grade 10 and above): 10%
Gender:
• Technology all staff gender target: 30%
Diversity Responsibilities
The BBC’s General Counsel is accountable at board level for diversity within the Finance and Business division. She is supported by a team of
representatives from across the group to agree the actions and objectives and to drive progress throughout the year.
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
EQUALITY OBJECTIVE: Achieve systematic and consistent consideration of equality and diversity within
BBC planning and review processes, and meet our public purposes and duties
ACTIONS
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
Procurement:
• Integrate consideration of equality and diversity
into the procurement process
‣ Develop a set of equality and diversity
questions that may be used when putting
together pre-qualification and invitation to
tender documents
Prompt buyers to consider
equality and diversity at
the start of each
procurement
Director of
Operations
Head of
Procurement
Activity led by
Head of
Insurance
October
2013
‣ Consult with the BBC Purchasing Excellence
Group to discuss and agree amendments to
tender documentation and system
Enable the consistent
gathering of equality and
diversity information
Director of
Operations
Head of
Procurement
Activity led by
Head of
Insurance
December
2013
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
ACTIONS
• Collect and use equality and diversity
information from suppliers:
‣ Seek guidance from the Diversity Centre on
type of information that should be collected
at the point of procurement and throughout
the contract period.
‣ Establish what information already exists and
identify information gaps.
‣ Build process to be used to collect
information at the point of procurement and
throughout contract period.
‣ Investigate whether any external benchmark
data exists which the BBC can use to judge
equality and diversity performance of
suppliers
Workplace:
• All major policy proposals and initiatives to
include a completed equality analysis prior to
sign off
• Contracts agreed for Facilities, Catering and
Security contracts to include content requiring
contractors to support the BBC in achieving its
public sector duties on equality and diversity
• Workplace Management Board to include
equality and diversity related information from
service providers as part of their reporting
schedule on at least a bi-annual basis
OUTCOMES
Information collected
should provide relevant
equality information to
hand about equality issues
and enable informed
choices and decisions
Consideration of equality
as part of decision-making
at an early stage
Consideration of equality
and diversity as a core
part of the procurement
and contract management
of facilities services
BOARD
MEMBER
Director of
Operations
Director of
Operations
LEAD TIMESCALE STATUS
Head of
Procurement /
Head of
Diversity
Activity led by
Head of
Insurance and
Diversity
Manager –
Policy and
Performance
Director of
Workplace
and Safety
July 2013
September
2013
January 2014
September
2013
October
2013
October
2013
March 2014
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
ACTIONS
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
(Workplace continued):
Progress will be reported on the following four
projects:
• Installation of an accessible lift at BBC Essex to
allow access to the upper levels of the site
including the Newsroom for wheelchair users.
• Refurbishment of BBC Plymouth to include
several access improvements in a building which
is currently a very poor site in access terms.
• Replacement of the Salford buildings induction
loop system with a fit for purpose system.
• Refurbishment of BBC Lincoln which is
currently a building (like BBC Essex) with no
upper level access for wheelchair users.
• Ongoing engagement with BBC Ability
Accessibility to existing
buildings is assessed and
discussed with BBC Ability
Director of
Operations
Director of
Workplace
and Safety
Activity led by
Disability Risk
and
Compliance
Manager
March 2014
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
ACTIONS
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
Finance Committee:
• Finance Committee – improve consideration of
equality and diversity in the sign-off process
‣ Amend Business Case Template to make
diversity related requirements clearer
‣ Diversity Centre to attend Corporate
Finance Team meeting to discuss further
Consideration of equality
as part of strategic
decisions and projects
begins earlier and is more
meaningful
Group
Finance
Director
(Finance,
Procurement
& Revenue
Management)
Activity led by
Senior
Efficiency
Manager
September
2013
• Assure equality analysis of key projects including
Projects SMART, Aurora, Star and Property
Strategy
Consideration of equality
built in to strategic
projects at an early stage
Operations
Director
Head of BBC
Project
Portfolio
Ongoing
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
EQUALITY OBJECTIVE: Connect with our audiences, including our underserved audiences, using
different methods to inform the quality and direction of our content
ACTIONS
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
Licence Fee Unit Diversity Action Plan in full is
published as a separate document
Group
Finance
Director
(Finance,
Procurement
& Revenue
Management)
Head of
Revenue
Management
Activity led by
Senior Policy
Adviser
March 2014
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
EQUALITY OBJECTIVE: Deliver high quality programming which reflects modern Britain accurately and
authentically
ACTIONS
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
Not applicable: F&B functions do not include content
development
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
EQUALITY OBJECTIVE: Build in accessibility from the start when developing new products and services,
and ensuring sustainable and ongoing accessibility
ACTIONS
Systems Access Risk Assessment (SARA):
OUTCOMES
BOARD
MEMBER
LEAD TIMESCALE STATUS
Complete the SARA process for all existing technology
systems
To monitor and report on:
• The implementation of the SARA process
• The setting of targets and delivery of:
1. How many systems have identified owners
2. What percentage of systems are classified as
accessible
Legacy application overhaul and refresh programme
continuing to improve accessibility and usability of technology
systems
Technology systems
are as accessible as
possible given other
risk factors
A project commencing
May 2013 to
implement the SARA
process in the
organisation and
delivery of the
surrounding changes
required
Technology systems
being made more
accessible and enabling
for more flexible
working
Director of
Operations
Director of
Operation
Chief
Technology
Officer
Chief
Technology
Officer
March 2014
June 2013
(targets set)
March 2014
(delivery
against targets)
April 2013 –
March 2014
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
EQUALITY OBJECTIVE: Advance equal opportunities to diversity and develop our workforce and our
senior leaders so that they better reflect our audience
ACTIONS
Respond to ‘Respect At Work’ (RaW) review
recommendations/ actions as they relate to E&D
objectives
Participate actively in Elev8 through:
• Providing mentors
• Positive internal communications
OUTCOMES
Staff aware of findings
and recommendations.
Specific actions
developed and
implemented
BOARD
MEMBER
HR
Director
HR
Director
LEAD TIMESCALE STATUS
Head of HR Jun 2013
Head of HR
July 2013
March 2014
Raise levels of Diversity Awareness and help to meet
corporate target for 25% of all BBC staff to complete
Diversity: Out of the Box Training
25% of staff complete
Diversity: Out of the
Box Training
HR
Director
Head of HR March 2014
Build accountability for Diversity and help to meet
corporate target for 75% of all staff Grade 10 & over to
have specific Diversity Objectives. Achievement against
these objectives is reported
75% of all staff Grade 10
& Over to have specific
Diversity Objectives –
including eg: Completion
of training
HR
Director
Head of HR July 2013
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BBC Finance and Business Equality and Diversity Action Plan April 2013 – March 2014
ACTIONS
Embed Equality Analysis into decision making processes
by:
a) establishing annual cycle of EAs for key
employment activities
b) all major policy proposals and initiatives to have
EA completed prior to sign off
c) mitigating actions (where necessary/possible)
agreed and implemented
To monitor the diversity of the applicants of the BBC
Apprenticeship and Trainee Scheme
OUTCOMES
Equality Analysis
completed annually for:
-Recruitment
-Talent Mapping/
progression
-Redundancy
…and any necessary
actions arising from
those agreed and
implemented
Work towards achieving
year on year
improvements
BOARD
MEMBER
HR
Director
Director of
Operations
LEAD TIMESCALE STATUS
Head of HR April 2013 –
March 2014
Director,
BBC
Academy
April 2013 –
March 2014
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