Reframing The Perception of Talent in TV

It takes innate passion, self-determination and imagination to work in the TV industry. Many spend decades honing specific skill sets, while others use their natural wit, charisma and leadership qualities to drive the industry and its content forward - both on and off screen. So, to me, it makes perfect sense that, for the most part, those working in TV are referred to as ‘talent’.  

In short, ‘talent’ makes the TV world go round. 

So it was quite surprising to read that BBC Director General Tim Davie had ‘banned [use of the word talent].’ In an interview earlier this month with Nick Robinson on Radio 4’s Today programme, he said “we often refer to people like yourself as talent… I’ve kind of banned that. You’re a presenter, I’m the leader of the organisation and we’re here to serve… I’m not accepting that word any more.”

Now, this isn’t some sort of attack on TV talent or even the word itself - Tim Davie’s already clarified there is no official ban. According to Broadcast, Davie’s ‘ban’ is an informal principle that aims to change the company culture around top-level and high-profile staff.

This culture isn’t something that’s unique or specific to the BBC, though - this is a reflection of much of the industry. A culture of power imbalance and a rigidly structured hierarchy that in some cases has allowed established, high-profile television personalities to abuse their position, as well as those around them with less privilege.

We’ve seen many examples of this, most notably the harrowing case of Jimmy Saville, through to Rolf Harris and most recently Huw Edwards.

As Davie himself concludes, a culture change is needed. 

It’s fantastic to see the BBC address this head on with an independent review of its workplace culture following the events involving Huw Edwards. As one of the largest and oldest global broadcasters, this sets a precedent for the rest of the sector and along with the implementation of the Workers Protection Act 2023 signals a real shift in how we support and care for our workforces - both in and out of TV.  

Culture change isn’t always easy, but it’s certainly not impossible - we should know! Gritty Talent works with business leaders across the creative and digital sectors to help them empower their teams and develop policies that pave the way for positive, healthy work cultures. Our holistic approach to inclusion means there’s a service to support you at every stage of your business’s development. 

In this case, it’s fair to say that referring to someone as ‘talent’ is not the problem. While we should strive to create inclusive cultures where all are treated equally, the idea that phasing out a word will help achieve that takes away from the importance of correcting the behavioural and cultural issues that cause the imbalance.

In some ways, it implies that ‘talent’ is no longer something to be proud of - that in some way, being ‘talent’ denotes you as something lesser, or unimportant. If that has become the case, then I think we need to reframe that.

In its most basic meaning, ‘talent’ is an attribute that many spend their life wishing they had. The people that build their careers in this sector, both off and onscreen, are worthy of a title that embodies the skill, dedication and passion it takes to create the world-class television programmes the UK is known for. 

‘Talent’ transcends skill and ability. It is something we are born with; that we discover for ourselves and that makes us unique. In many ways it is our contribution to this world, should we be fortunate enough to get to use it.  

And that’s the reason we refer to TVs workforce as talent. It would be a shame to dirty such a powerful word when the real issue lies with the behaviour of a small few, who are emboldened by a culture in need of change.  

No doubt that the BBC and other broadcasters are fully committed to positive change - the industry needs to see that change come through action. Let’s create safe environments where people with less influence feel as though they can express their concerns. Let’s prioritise inclusion so every individual feels as important as the next and let’s hold those with power to account. 

As Tim Davie said in his Radio 4 interview, no one is indispensable, but the sector needs ‘talent’ now more than ever - in all senses of the word. There’s certainly no shortage - Gritty Talent continues to support and connect quality talent from under-represented backgrounds to opportunities and decision makers across TV and film.

If that’s what your production needs, send us an email at production@grittytalent.tv and we’ll be happy to help you find exactly who you’re looking for. 

If you’re off-screen talent, send us your CV at https://www.grittytalent.tv/off-screentalent and we’ll be in touch!