According to a study conducted by Aston University, more than nine out of 10 Black TV professionals experienced discrimination or prejudice.
In its report Black Focus 164 TV professionals in mid-career were surveyed about their experiences. Ninety-two percent of respondents reported microaggressions in the workplace, such as having their name mispronounced or mistaken for a cab driver.
Many respondents said that efforts at the entry-level to promote diversity are driving positive change. However, they viewed these efforts as “performative” as there hasn’t been enough progress made by mid to senior career levels.
Eight out of 10 people said that their television career had negatively affected their wellbeing. 74% also said that they were ignored or excluded from work. Ninety one per cent of respondents had no family members or friends in the television industry. This meant that they were not able to access opportunities available to others.
Those of Black Caribbean heritage felt this the most.
Over half of respondents (53%) said that diversity and inclusion has either remained the same or worsened over the past 10 years. Only 28% of older Black professionals thought D&I improved.
Only 34% Black women professionals find their workplace to be inclusive.
One person said: “Diversity programs don’t do much good if they are only aimed at the bottom of the ladder.” I’m tired of Black runners and assistants working for white executives and writers. While it’s great that they’re getting in, it’s also a stereotype of colonial imagination.
Researchers found that Black TV professionals from the working class were “double-impacted” by industry inequalities. 43 per cent of Black working-class professionals felt their support in the industry wasn’t adequate.
Many respondents believed that the industry’s dependence on informal networks or “the club” was a barrier. They spoke of a culture that rewards the sameness associated with both being white and middle-class.
The research group led by Helen Wood professor of media and culture studies at Aston University made several recommendations for improvements.
They suggest that to help overcome career bottlenecks they develop a national fellowship program, which would offer leadership training, job shadowing and exposure through a centralised database.
They suggest that diversity initiatives move away from programmes at the entry level and towards more structural changes, with clear processes. This involves a move away from network-based, informal recruitment.
The TV industry should also implement a zero-tolerance policy against racism. This includes independent reporting mechanisms, sanctions, inclusive leadership development and mental health resources for Black professionals.
Nadia Afiari, Annika Allen Grey, founders Black Leaders in TV who supported the research said: “The findings made it clear that for UK television truly to reflect its diverse audience and unlock creative innovations, the industry must go beyond surface-level diversification efforts.
“There must be support for Black professionals. There needs to greater transparency in recruitment, advancement, and a fundamental change towards inclusive, equitable work cultures.”
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