´óÏó´«Ã½

More action will be taken to help disabled staff succeed and progress at the ´óÏó´«Ã½.

A review involving staff and the ´óÏó´«Ã½â€™s Ability network, which supports disabled staff, has made a number of recommendations which will now be adopted.

It is the latest in a series of reviews aiming to make the ´óÏó´«Ã½ the most supportive and inclusive organisation to work in. Deputy Director-General Anne Bulford said:

This project has given us a unique opportunity to hear from disabled colleagues across the ´óÏó´«Ã½, to understand their concerns, aspirations and how we can make the ´óÏó´«Ã½ the best organisation for them.

The review recognised that the ´óÏó´«Ã½ currently has an open culture in relation to disability, with 94.4% of ´óÏó´«Ã½ employees having disclosed whether they have a disability or not. More than 2,000 ´óÏó´«Ã½ employees, 10.4% of its workforce and 9.5% of its leaders, have disclosed a disability as defined by the UK Equality Act.

Initiatives including the ´óÏó´«Ã½â€™s Elev8 Programme and the new ´óÏó´«Ã½ Writersroom initiative The Writers Access Group aim to successfully mentor and develop disabled people across the ´óÏó´«Ã½.

But the ´óÏó´«Ã½ has been clear about wanting to go further. Earlier this year, Director General Tony Hall pledged to increase the numbers of disabled staff and freelancers on production teams, signing up to the Creative Diversity Network’s Doubling Disability initiative.

Disabled staff taking part in the review said they would benefit from hearing from disabled role models at senior level and more awareness among line managers about the diverse nature of disability.

Many of those who took part in the review also said it would be helpful to have a more detailed picture of the nature of the disabilities employees have disclosed and that co-ordination around disability initiatives could be improved.

The recommendations have been accepted by the ´óÏó´«Ã½â€™s Executive Board and include:

• Increasing the ´óÏó´«Ã½â€™s target for disability in its workforce from 8% in 2020 to 12% in 2022
• Gain a better understanding of our workforce through asking supplementary questions in our staff census
• Including disabled employees in all development and leadership programmes
• Ensuring recruitment processes and trainee and apprenticeship schemes provide specific support for disabled applicants, which is made clear when people apply for roles
• Introduce a centralised ‘´óÏó´«Ã½ Passport’ to inform managers about the support each person needs
• Mandatory disability awareness training for all team managers

Download the PDF

• Report on career progression and culture for disabled staff at the ´óÏó´«Ã½