BBC Studios has published its UK Pay Gap Report (PGR) for 2019/20. saying it shows “good progress in reducing its gender, ethnicity and disability pay gaps”.
The report also voluntarily discloses BBC Studios bonus pay gaps by ethnicity, disability and sexuality for the first time, as well as more detail on the three payment types that make up BBC Studios’ overall bonus pay gaps.
On unveiling the results of the PGR, Tom Fussell, BBC Studios Interim CEO, said: “While the progress made in our pay gaps shows that BBC Studios is moving in the right direction, we know that there is still more to do to narrow the gaps and improve diversity across the business. Nevertheless, this year’s results show that by investing in long-term operational and cultural transformation we can drive change.”
The PGRshows that the company has reduced the difference between the median pay of men and the median pay of women to 9 per cent (mean 15 per cent). This is down from 10.3 per cent (mean 17.6 per cent) in the previous year.
There has also been a significant reduction in the median pay gap for black, Asian and minority ethnic staff, falling to 6.6 per cent from 10.2 per cent in 2019. BBC Studios has seen its median disability pay gap decrease to 6.3 per cent from 8.6 per cent in 2019, and its mean disability gap also reduced to 9.9 per cent, down from 12 per cent the previous year. The reduced figures reflect a concerted effort by BBC Studios to address imbalances within its workforce. It has done so through a series of initiatives put in place around investing in future leaders, specialist training and flexible working. The business also implemented a Career Path Framework – a new pay and grading structure, which gives staff greater clarity about their position in the business alongside others carrying out similar roles; more defined career progression opportunities; and increased transparency in how the business manages pay.
As part of its commitment to making BBC Studios a fair and inclusive company, where difference is celebrated, the company will publish its Diversity & Inclusion plan in early 2021. The plan will outline how it will achieve its targets and set out better leadership objectives on D&I, accountability, governance, metrics, culture, behaviours and targeted initiatives.