Finance and Business Diversity Action Plan April 2015-March 2016

Transcription

1 Finance and Business Diversity Action Plan April 2015-March 2016 Introduction BBC Finance and Operations is a division made up of around 1,800 staff following an organisational restructure who are based all over the UK. The division is led by the Managing Director, Finance and Operations and contains five key functions: Finance, Operations, Commercial, Legal and Business Assurance, and People (BBC People has its own standalone Diversity Action Plan). The five 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 and Business Assurance: - responsible for providing legal assistance and advice across the BBC and understanding risks and challenges facing the organisation. Recent diversity achievements: Strategy and workforce related work: Page 1 of 15

2 Many senior managers have now received Unconscious Bias training. 24 Business Apprentices, 3 Legal Apprentices and 38 Tech Apprentices joined the BBC in September 2014 thus encouraging new routes of access into the BBC for non graduates. Increased participation in careers workshops aimed at diverse applicants (Legal/RLBA). Participation in the PRIME initiative aimed at inspiring schoolchildren. Appointment of a disabled candidate on a 6 month contract in Future Media/RLBA via the BBC Extend Scheme Increased activities and remit of the Finance and Business (shortly to be Finance and Operations) Women s Network with 12 mentors now on board. Events run via Women in Technology to encourage more women into technology which is traditionally male dominated. Systems Access Risk Assessment (SARA) process was launched and is underway ensuring that all internal software applications are assessed for their accessibility for disabled staff. The SARA project finished on 31st May 2015; by this time 90% of the systems in the BBC were tested for accessibility. The work has been migrated to a new permanent staff role to manage the ongoing accessibility of BBC applications Audience and output related work: Key Headlines from Licence Fee Unit In the past year, the Licence Fee Unit has made achievements in a number of E&D initiatives. Key examples include: Using new data obtained from the DWP, we identified unlicensed householders which we believed were eligible for the free over 75 licence and created an appropriate campaign to target these customers and get them appropriately licensed. PR activity and a postcard (distributed to Age Uk stores through the UK) were created to promote awareness of the free Over 75 TV Licence. We carried out an integrated campaign in 3 areas (as an initial pilot) with a high number of unlicensed properties and where census data showed that for a high proportion of those households no-one in the household spoke English. The campaign involved use of bi-lingual visiting officers, developing multi-lingual support literature such as a calling card to be left by officers (reflecting languages spoken in the area), creation of a bespoke telephone number for enquiries, and presence at Page 2 of 15

3 local community events via stakeholder engagement, all aimed at educating customers about the need to be licensed, and how to stay licensed. Improvements were made to our website display banners in various foreign languages to bring them in line with what we say to all our other customers. We held quarterly call listening sessions using results from call analytics focussed on chosen key words around topics such as hard of hearing, language barriers, age and disability. Insight from these sessions drove a number of process improvements, for example to our application process for the blind concession.following attendance at an National Autistic Society facilitated workshop in December 2013, we reviewed our guidance for contact centre staff to increase awareness of behaviours that might be exhibited by those with autism or other hidden disabilities, and to provide guidance on how to better handle calls from such customers and assist them. We carried out equality analysis using the 2011 census data and a new, more detailed methodology to check that TV Licensing does not unfairly targeting areas with a high proportion of households with a BME or minority religious background. The results of this analysis confirmed that we do not carry out more visits to areas with a high proportion of BME or minority religion households. Page 3 of 15

4 Diversity Responsibilities The BBC s General Counsel is accountable for diversity within the Finance and Operations 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. Page 4 of 15

5 EQUALITY OBJECTIVE: Achieve systematic and consistent consideration of equality and diversity within BBC planning and review processes, and meet our public purposes and duties Procurement: Continue to Integrate consideration of equality and diversity into the procurement process Continue to develop proposals as to how to best to introduce standardised procedures relating to equality and diversity in tender documentation going forward" Continue to ensure that strategic procurement processes during (IT Services) meet the equality duty To ensure that services relevant to equality and diversity are identified and that is reflected in how they are purchased To ensure that strategic contracts for IT and HR services are negotiated with equality in mind Director of Finance Director of Finance Director of Finance Head of Procurement Activity led by Head of Insurance / Head of Diversity Head of Procurement Activity led by Head of Insurance / Head of Diversity Head of Procurement Activity led by Head of Insurance / Head of Diversity Workplace Ensure that all major policy proposals and initiatives include a Director of Workplace and Safety Director of Workplace and Safety Page 5 of 15

6 completed equality analysis prior to sign off Workplace Management Board must include equality and diversity related information from service providers as part of their reporting schedule on at least a bi-annual basis Audit & Risk: Director of Workplace and Safety Director of Workplace and Safety Conduct an audit of the effectiveness of consideration of equality and diversity within the investment process Consideration of equality as part of strategic decisions and projects begins earlier and is more meaningful Director of Business Assurance and Risk Activity led by Director of Business Assurance and Risk Head of BBC Project Portfolio Assure equality analysis of key projects Consideration of equality built in to strategic projects at an early stage Director of Finance Page 6 of 15

7 EQUALITY OBJECTIVE: Connect with our audiences, including our underserved audiences, using different methods to inform the quality and direction of our content Licence Fee Unit Diversity Action Plan in full can be found here at Appendix 1 Director of Finance Head of Revenue Management Activity led by Senior Policy Adviser Page 7 of 15

8 EQUALITY OBJECTIVE: Deliver high quality programming which reflects modern Britain accurately and authentically Not applicable: F&B functions do not include content development Page 8 of 15

9 EQUALITY OBJECTIVE: Build in accessibility from the start when developing new products and services, and ensuring sustainable and ongoing accessibility Specific actions to improve accessibility New Cardiff BH Building The Workplace Disability Compliance Manager will actively contribute to this project as a member of the BBC design team, as was the case in Salford, to ensure that the new site incorporates the highest standards of accessibility Access Inspections - Workplace and Safety will continue to implement regular management walk arounds and review access issues, and where possible ensure the views of disabled users are sought. O25 Workplace Director O25 and M25 Workplace Directors Page 9 of 15

10 Mental Health: Continue to deliver Resilience Training (for managers and nonmanagers) Continue with the Mental Health First Aid (MHFA) training. Continue to support the development and coordination of the Trauma Risk Management (TRiM) network across all areas of BBC Director of Workplace and Safety Chief Medical Officer Page 10 of 15

11 EQUALITY OBJECTIVE: Advance equal opportunities to diversity and develop our workforce and our senior leaders so that they better reflect our audience Participate actively in Elev8 HR Director Head of HR through: Providing mentors for 2015 Positive internal communications circulate key successes from 2015 programme and promote scheme for 2016 Rights, Legal & Business Affairs (RLBA) staff, particularly managers will continue to undertake mentoring To monitor the diversity of the applicants of the BBC Apprenticeship and Trainee, Rights and Business Affairs and Legal and Business Assurance Schemes Use advertising and selection methods designed to attract 12 RLBA Managers are mentors (some for Elev8 scheme) Work towards achieving year on year improvements Diversity considered in recruitment of apprentices by widening access to those less able to afford university fees and enter professional careers Controller of Rights, Legal and Business Affairs Controller of Rights, Legal and Business Affairs Head of Legal and Business Assurance / Project Manager (RLBA) Head of Legal and Business Assurance / Project Manager (RLBA) Page 11 of 15

12 wide pool of diverse applicants via the traditional routes. and maximise accessibility. Continue to work with Creative Access to explore possible 6- month placements (as part of pan-bbc work with Creative Access) Improve chances of BME people in securing long term roles in the industry Chief Technology Officer Controller Technology, Journalism & Technology Controller, Radio Focus in Technology on continuing to improve representation in grades 5-8 and SM2 with regular progress updates at Senior Management Group. Continue to promote Equality Events which are available across the BBC at a local level by publicising an Equality Events Calendar through newsletters, staff areas and general cascade messages Attract more women mentors and start women s engineering networking group Increased awareness of Equality and Diversity issues and increase in participation amongst F&O staff Chief Technology Officer HR Director Controller Technology, Journalism & Technology Controller, Radio Head of HR Raise levels of Diversity Awareness and encourage all staff to complete Diversity: Out of the Box (DOOTB) Training and roll out more Unconscious Bias Training. Increased awareness of Equality and Diversity issues and increase in participation amongst F&O staff Managing Director, Finance & Operations Controller of Rights, Legal and Business Affairs Head of HR Page 12 of 15

13 Encourage uptake of Fair Selection in Recruitment training by obtaining a list from recruitment of hiring manager and sending out targeted correspondence to those have not completed the training to date To move to a point where all managers within F&B have completed mandatory air selection training 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: completion of training. HR Director Head of HR Diversity Centre to provide some guidance or examples about Equality Objective setting at grades 10 and above. Include Diversity objectives within Appraisal Training materials HR Diversity Spocs to draft some communications for General Counsel to send Page 13 of 15

14 out around appraisal time about objective setting. HR Business Partners / Advisors to highlight this objective at Divisional Meetings. Work closely with Appraisal / Performance Management SPOC to measure impact and feedback results to the business. Embed Equality Analysis into decision making processes by: Establishing annual cycle of EAs for key employment activities in F&B such as organisational change initiatives and talent mapping Keep an audit log of equality analysis completion in accordance with the timescales Review key findings and feedback to HR team to disseminate to the business Equality Analysis completed annually for: -Recruitment -Talent Mapping/ progression -Redundancy HR Director Head of HR Page 14 of 15