Channel 4 Annual Report

Letter from David Abraham, Chief Executive, Channel 4, dated 24 August 2010 (C4 01)

Re: Channel 4 evidence session on 28 July 2010

I am writing to you in response to the letter we have received from Andrew Griffiths, Second Clerk of the Committee, dated 4 August 2010, which asked us for follow-up information on some of the issues we discussed in the session. I am very happy to provide more detail on these points.

Out of London commissioning

In response to the Committee’s question on whether Channel 4 had explored the possibility of relocating commissioners away from Horseferry Road, I can confirm that while we have not undertaken a full cost-benefit analysis of this issue, in recent years we have made efforts to increase our commissioning presence outside London.

Scotland is currently the only location outside London with a dedicated Channel 4 office, and the Nations and Regions team based there has recently expanded into a larger integrated ‘Creative Diversity’ division. This division, which is likely to grow again in 2011, includes an additional two posts based in Scotland, including a Media Project Manager position with responsibility for commissioning content across a range of genres. In addition to its activity in Scotland, Channel 4 also has 4iP commissioners working in Yorkshire and the West Midlands who are responsible for engaging with digital companies based outside of London.

I understand that the management of Channel 4 has frequently considered new ways in which it can improve Channel 4’s out of London commissioning, specifically from the nations of the UK. However, Channel 4 is a relatively small organisation compared to other network broadcasters such as the BBC and ITV, with no inhouse production facilities. Commissioning departments are made up of only a small number of people, and Channel 4 believes that moving limited numbers across the UK is unlikely to have as much impact as encouraging all Channel 4 commissioners to spend more time with production companies based in the nations and regions. Channel 4 therefore holds regular nation-wide commissioner briefing days, as well as undertaking more targeted initiatives, such as the establishment of a special commissioning team with the objective of increasing contact with independent companies in Northern Ireland. This has resulted in a number of new commissions from the nation.

Nonetheless, this is an issue that I wish to keep under active review and it will be something that will be revisited by the new Chief Creative Officer of Channel 4, as part of a broader consideration of how we can enhance our performance across the UK, when that appointment is made in the near future.

Bursaries for the Television Journalism MA at City University

The Committee also asked for further detail on the criteria used to determine Channel 4 bursaries for the Television Journalism MA at City University. This scheme is open to anyone with an ‘in-depth knowledge’ of the African, Caribbean, Bangladeshi or Pakistani communities. It was put in place to address the low levels of representation of these groups within newsrooms, particularly compared to the number of stories about these groups.1 Recognising that coverage is enhanced if newsrooms can draw upon journalists with specific expertise, the scheme aims to develop journalists with knowledge and understanding of these groups. It is not a requirement that recipients are from the specific ethnic communities; students are eligible as long as they possess detailed knowledge, have sufficient ability, and are not otherwise able to fund themselves. That said, all recipients of the bursary so far have been from these backgrounds.

Channel 4 and diversity

I would also like to take this opportunity to follow up on the broader discussion we had with the Committee on the issue of diversity that was prompted by Philip Davies MP’s question; particularly the implication that Channel 4’s new entrant and development schemes are overly focused on certain minority groups and that this denies opportunities to other groups. We strongly refute that suggestion, and I thought it might be useful for me to explain our policies in the context of stimulating diversity in employment, both within Channel 4 and across the industry.

Channel 4 is proud of its record of supporting creative talent from diverse backgrounds, both on- and off- screen. As you know, Channel 4 has a specific remit to ‘appeal to the tastes and interests of a culturally diverse society’. The Digital Economy Act reaffirms this role and includes a new purpose for Channel 4 to support the development of people with creative talent. In delivering our remit, we therefore strive to ensure that people working at Channel 4 and in the companies we work with come from diverse backgrounds.

However, it is important to draw a distinction between raising the aspirations of people from diverse backgrounds to learn more about the media industry as a whole, and the policies we apply to recruitment and employment. Channel 4 is an equal opportunities employer; candidates for employment are selected solely on their experience and ability, using competency based interviews and assessment. To ensure that we attract prospective job candidates from the widest range of backgrounds, Channel 4 uses a variety of networks such as 4Talent schemes, general press advertising and links on partnership websites. As part of our daytoday practices, we monitor all our recruitment activities, including candidate profiles, to help us better understand the range of people making applications. However, none of this information is used to select candidates.

At a headline level, we believe we have a responsibility to do more to make the talent working within the industry more diverse and inclusive of people from a wide range of backgrounds. To help achieve this, Channel 4 runs a number of new entrant schemes with the specific aim of breaking down the barriers to entry for people who want to work in the media, irrespective of age, socio-economic background, qualifications, race, disability or gender. Our schemes are aimed at enabling people from a wide range of backgrounds-who might not otherwise consider a career in the media-to discover the opportunities open to them through short work placements, open days and talent development schemes. This includes people from socially and economically disadvantaged backgrounds and disabled people, as well as people from a range of ethnic communities. Some recent initiatives are outlined below.

· Channel 4’s Work Related Learning schemes are offered to school and college students aged between 14 and 25, and include work experience placements with Channel 4 and our independent suppliers. Applications for the work experience placements were open to any student and selected via an open day and written application process-Channel 4 worked with a range of partners to identify schools and colleges across London to participate, and potential candidates were identified by the schools and academies. Through these schemes, to date this year Channel 4 has worked with over 1,000 students from 170 schools across the UK.

· The majority of our support initiatives for companies and talent are not aimed specifically at minority ethnic groups, but are open to all applicants. However, in a few instances we have targeted initiatives for groups where under-representation in the industry is particularly marked. This includes a partnership with Operation Black Vote in which six managers from minority ethnic groups undertook nine-day placements within various departments at Channel 4. This scheme recognises that there is underrepresentation of ethnic minorities at higher levels within the media and across the UK workforce as a whole2, and is aimed at providing opportunities for those with management and leadership potential to progress their career.

· Channel 4 has also developed schemes aimed at improving opportunities for people with disabilities to enter and progress their career within the industry. For example, as part of our commitment to the Paralympics we have launched a major initiative to discover new disabled, on-screen talent-our aim is for disabled presenters to make up 50% of our on-screen talent during the Paralympic Games.

Channel 4’s special remit to nurture new talent and ‘appeal to the tastes and interests of a culturally diverse society’ means it is an important talent pipeline, and all of our work experience schemes have been put in place with the aim of opening up opportunities to those who might not otherwise believe that the media is accessible to them. Rather than this being an issue where Channel 4 and our colleagues across the industry should stand still, we believe there is more to be done to foster a workplace that is open to all, regardless of background.

I hope that this information answers the Committee’s questions more fully and helps to put into context the range of work that Channel 4 does to support creative talent, including people from a diverse range of backgrounds as well as those from the different nations and regions of the UK.

Do let me know if you would like to discuss this or any other matters further. I look forward to continuing our dialogue with the Committee in due course.

David Abraham

Chief Executive

Channel 4