Bruce Robertson was previously HR director at ITV. He is now senior vice president of creative strategy at ITV Studios America
The recession has created more competition but recruiters are still looking for a variety of backgrounds and experience: I absolutely think this industry wants diversity both on and off screen. The creation and the activities of the Cultural Diversity Network (CDN) are a way for broadcasters and production companies to work together on finding solutions to some of the current issues. (The Cultural Diversity Network is an association of broadcasters and affiliated organisations to improve the representation of ethnic minorities in television both on screen and behind the camera).
In terms of the recession, it creates fewer jobs with more competition but ITV is still looking for ways to attract a broad range of people with a variety of backgrounds and experience. ITV Studios piloted a new recruitment process [in 2009] which specifically targeted a wide range of universities, websites, papers and magazines to ensure we received a wide range of applications.
In terms of top tips - get to know the scheduling or recruitment teams, keep an eye out on the CDN site for mentoring or networking opportunities, sign up to organisations such as the TV Collective and consider how to make your CV stand out.
We ensure that opportunities at ITV are widely communicated: We work extensively with other organisations, further education authorities and so on to ensure that opportunities at ITV are widely communicated. Helping people to understand the opportunities and challenges of working within the production industry is important, as is ensuring a focus on the retention and development of those already working for ITV.
There's support and opportunities available for employees with autism: Our access to work programme has provided support and opportunities to employees with autism to ensure they reach their maximum potential. We don't collect statistics on how many employees we have with autism specifically, but we do ensure we focus on individual needs when we are aware of them.
Yasir Mirza is an equality and diversity consultant at Guardian News & Media (GNM)
Try to find role models in the industry from a similar diverse background and get their advice on how they started out:
My advice would be to:
• Do your research into the (part of) media industry you want to pursue your career.
• Try to find role models in that industry from a same/similar diverse background and get their advice on how they started out, and tips on how to make your application stand out.
• Try to find some internships or voluntary placements where you can offer your services to gain experience. Obtaining experience in relevant and similar media sectors is key.
• Explore any 'positive action' initiatives that media companies are running to attract people from diverse backgrounds to re-address under-representation.
• The Guardian Media Group is committed to diversity that aims to serve the community at large, which matches the Scott Trust values, in how we manage our operations. We want to encourage a diverse brand in editorial, and have our Journalism Diversity Fund run by the National Council for the Training of Journalists (NCTJ) to support the training of journalists from ethnically and socially diverse backgrounds, by offering training bursaries for accredited courses in association with the Newspaper Licensing Agency (NLA).
Positive action is about widening the pool from which organisations recruit from: Although there are specific schemes and training programmes for minority groups, in terms of recruitment, organisations can run initiatives to encourage under-represented groups into employment, but cannot recruit someone based on their ethnicity. It has to be on merit. Positive action is about widening the pool base from which organisations recruit from, and not about hand-picking people from minority communities.
Alison Walsh is editorial manager — disability at Channel 4
Apply for targeted schemes, treat your disability as your USP and watch lots of TV:
My top 10 tips - from a disability perspective - are:
• Treat your disability (or other aspect of diversity) as your unique selling point. In this industry the competition is so fierce that you need to stand out from the crowd, and being disabled often gives you a unique perspective. At Channel 4 we are always on the look out for new voices and alternative viewpoints.
• Related to my first point, don't be shy about applying to targeted schemes; if disability gives you an extra way in, use it.
• Be honest and relaxed about discussing access needs - if you have any - this is a difficult area for some, understandably, but in my experience being upfront is best.
• Watch loads of TV (or know loads of websites/other media, whatever you are applying for) - know your favourite programmes and the ones you hate.
• Have opinions - and be articulate and coherent in putting them across.
• Have ideas, that's our currency
• Do stuff off your own bat, everyone can create something - there are no excuses.
• Do your homework before writing on spec for work, and before the interview.
• Don't give up - learn the fine art of persistence rather than pestering
• Watch telly - did I say that already?
You'll notice quite a few of those apply to anyone, not just those from non-traditional backgrounds. Now is a good time to be from a non-traditional background - everyone is looking for you, if you've got talent.
Jo Taylor was previously head of learning and 4Talent at Channel 4. She is currently head of talent and resourcing at TalkTalk
We need more new entrants to think about a career in the media: The media does want diversity of perspective - one of our core values as an organisation is championing new voices and fresh perspectives. I believe in a recession talent management and the need to increase the pool of voices and perspectives is even more important and, if anything, I have increased my programmes/initiatives in widening participation. I think that the media needs and strives to reflect its audience and we need more new entrants to think of a career in the media. Our work-related programme has this in mind when working with schools, colleges and universities across the UK.
Amanda Rice is head of diversity at the BBC
We recognise that increasing the diversity of our senior managers - particularly in programme making areas - is clearly going to have an impact on our content and output: Here at the BBC we have a diversity strategy in place which guides and drives our approach to equality and diversity across key areas of activity to help make sure we are addressing it in all our work - whether it be through employment, through our output and content, through the way we work with and respond to our audiences and through our core policy and planning (across big projects like preparations for 2012 or the BBC's move to Salford, for example).
All of these areas interlink. We recognise that increasing the diversity of our senior managers - particularly in programme making areas - is clearly going to have an impact on our content and output, while regular and solid audience research among different audience communities will help inform policy and planning around programme and service development for example. Monitoring diversity across output and employment is also a key part of our diversity related work.
We run various development initiatives and trainee programmes - all of which are designed to increase the diversity of our employees or potential employees. Some particularly focus on journalism whilst others focus on developing diverse future leaders. Increasingly we are seeking to work in partnership with other broadcasters to develop joint initiatives.
We also run a wide range of youth and community focused initiatives such as Your Game, BBC Blast, U Take Over and School Report - all intended to encourage engagement with the broadcast industry and digital media from diverse and particularly socially deprived communities.
Check out the rest of the advice from the live Q&A here.
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