Understanding

Under-representation

in the UK TV Industry

 
 

Gritty Talent was founded on the mission to positively impact representation in the TV and wider creative sectors. Historically many people from large groups of the UK and global populations have been “under-represented” in both on and off screen roles.

We believe that understanding how and why people are under-represented is the first step to tackling this complex problem. On this page we’ve brought together research, resources and explainers that we hope you’ll find useful when getting your head around under-representation, and the part you can play in supporting the sector to become more diverse and inclusive.

It’s an ever evolving topic, so please do contact us if you have resources or recent studies you’d like us to highlight!

 

What is under-representation?

When we talk about representation in the context of the UK TV industry - it refers to the inclusion and portrayal of different characteristics, identities, social groups and demographics that all make up the UK population (i.e. the audience).

Under-representation happens when there is a notable lack of representation and inclusion of people from specific groups or identities in roles on and off screen. We know from data collected over the last decade that people from disabled groups, the Global Ethnic Majority and disadvantaged socio-economic groups are frequently under-represented, and this is even more so in senior or decision-making roles. More on specific groups and trends below.

Why does representation matter?

The importance of diverse and authentic representation on both sides of the screen cannot be understated. Television, and media in general, is one of the most influential and powerful communicative tools we have as a society.

It’s how we learn about the world; other cultures and ourselves. So if we only access certain points of view; types of people and a handful of narratives, our understanding of the world we live in is easily limited. 

- A Black woman has call with South Asian Casting Director on the Gritty Talent app

  • Negative stereotypes & biases

  • Negative self-perception

  • Limiting potential and opportunities of talent 

  • A lack of role models or aspirations 

  • Missed market opportunities for the industry 

  • Cultural and artistic stagnation

A lack of representation off-screen is just as damaging for the industry and its audience. It can lead to:  

  • A limited range of perspectives influencing decision-making

  • Stifling creativity and innovation

  • Impacting commissioning and programming

  • Creating barriers to entry and progression

  • Missing out on talent and expertise

  • Reinforcing bias and discrimination within the industry

  • Limited mentorship and role models

When it comes to on-screen, seeing yourself represented or not can have a great effect on someone, as can being portrayed in certain ways over and over again. Lack of authentic and regular representation on-screen can cause: 

What does good representation look like?

Good media representation involves the fair and accurate portrayal of a diverse range of individuals, stories and communities, both on and off screen.

On-screen, it means showcasing characters and stories that reflect the true diversity of the UK. This includes representing people with different ethnicities, religions and cultures, genders, sexual orientations, ages, abilities, and socio-economic backgrounds. 

It means avoiding stereotypes and providing nuanced, authentic portrayal that goes beyond tokenism; providing positive role models and challenging harmful narratives to promote understanding, empathy, and inclusivity.

Off-screen, good representation means creating an inclusive and equitable industry for all. It’s increasing the presence of underrepresented groups, such as individuals from Black, Asian, and other Global Majority Ethnic backgrounds, women, LGBTQ+ individuals, disabled

people, and those from lower socioeconomic backgrounds, throughout the ranks - from junior roles through to key decision-making positions in production companies, broadcasters, and regulatory bodies.

It means implementing inclusive hiring practices, providing mentorship and career development opportunities, and actively promoting diversity and inclusion initiatives.

After a successful interview, the black woman meets the Production Manager on set and is given the job as Assistant Producer

Who is (currently) under-represented? 

Who exactly is under-represented is not a straight-forward thing to define. In some cases, you can clearly draw from data and see where there is significant under-representation, for example in the case of people with disabilities. In other cases - it is more nuanced. I.e. there is overall an even gender split between women and men in TV, but the representation of women decreases as you look at senior roles.

There’s plenty of factors that make discussing and finding solutions to issues of representation no easy job - from the historical context to geographical variations in working populations, and the language we use to characterise and define traits. Who is under-represented is always evolving, as representation is achieved in some areas while further work is needed in others.

As it currently stands, the TV industry is focusing on boosting the representation of the following groups:  

  • Disabled People (for more information on disability and the TV industry head to Disability: Unfiltered)

  • Black, Asian & ‘Minority ethnic’ (At Gritty Talent we use the term Global Ethnic Majority)

  • Gender   

  • Transgender

  • Lesbian, Gay, Bisexual 

  • Socio-economic background

  • People over 50*  

*While broadcasters are yet to integrate age into their current targets, CDN measures the percentage of the workforce that are over 50.

Why are some groups considered under-represented in the UK TV Industry, and not others?

All major UK broadcasters and many international streamers and media organisations have responded to the under-representation challenge with a host of initiatives and diversity and inclusion targets, so that the people who make their content better reflect their audiences.

The efforts of the industry are undeniable, but there are still groups, communities and demographics that are not specifically mentioned (yet) in broadcaster targets or diversity policies. It’s an entirely fair and logical question to ask, so let’s try and answer it the best we can. The specific inclusion of some demographics and not others can be explained by a number of factors:

Percentage of (Working Age) Population vs Percentage of Workforce

This is a key factor in determining whether a group or demographic is underrepresented within an industry, as is the case with the UK TV workforce. For example, 20% of the UK working age population is disabled but a far smaller percentage is currently in the TV workforce. Disabled people make up 8.3% of on-screen roles and a declining 6% of off-screen roles. This is a clear indication that a large demographic is heavily under-represented and should be a focus for industry efforts.


Historical under-representation

Certain identities and communities have experienced long-standing cultural barriers to inclusion in the TV industry. An example is people from non-white ethnicities (GEM), whereby historic societal attitudes have led to discrimination, false stereotyping and unconscious racial biases. Representation is improving - but there appears to still be some blockers to certain roles. To address these disparities, some broadcasters prioritise including people from GEM groups in their senior roles targets.


Legal and regulatory requirements

Diversity targets are also informed by legal and regulatory frameworks, such as the Equality Act 2010. This Act states that it’s against the law to discriminate against anyone because of: age; gender reassignment; being married or in a civil partnership; being pregnant or on maternity leave; disability; race including colour, nationality, ethnic or national origin; religion or belief; ‘sex’ (gender); sexual orientation.

It does, however, also outline that ‘positive action’ can be taken legally if people with a protected characteristic: are at a disadvantage; have particular needs; are under-represented in an activity or type of work. This will mean that some groups can be prioritised over others - i.e. positive action recruitment.


Audience representation:

Broadcasters may also consider the diversity and make-up of their audiences and aim to reflect the demographics of the viewers they serve in their on and off-screen targets.


Societal considerations and cultural relevance:

The inclusion of some demographics and communities over others may be guided by societal considerations and the cultural context of the UK, and even on an international scale.

An example could be the prominent rise of the Black Lives Matter movement in 2020, which brought structural racism and the representation of black voices to the forefront of industry discussions. In the following years, there has been a marked increase in content and programmes created and led by black people.

Am I currently under-represented?

Many people feel under-represented in TV and the wider media. The fact is that large groups of the UK population do not regularly see themselves reflected in stories or characters portrayed or in roles behind the camera.

The majority of UK broadcasters have therefore focused efforts on better representation of people from groups which have been historically under-represented and continue to experience structural inequalities. These include the Global Ethnic Majority, Disabled people and people from less advantaged socioeconomic backgrounds. Gender, age and sexual orientation are also areas of uneven representation.

A-graphic-visual-of-a-group-of-people-all-from-a-range-of-under-represented-and-historically-marginalised-groups: Global-Ethnic-Majority/BAME ; LGB ; Transgender ; Disability ; Women ; Age

If you don’t belong to one or more of these groups, it doesn’t mean that you’re not ‘under-represented’ - but for the purpose of comparing to current industry diversity targets, the categories named above are the key areas the industry is focusing its attention on right now.

What is the industry doing to bring about positive change?

The UK TV industry is taking action on under-representation. The major broadcasters have diversity and inclusion policies and targets for diverse representation, both on-screen and off-screen. These targets do differ from broadcaster to broadcaster, but you can find them all here, along with their individual ED&I guidelines and policies.   

Organisations like ScreenSkills UK, PACT and Triple C continue to offer training initiatives and online learning that provide opportunities for individuals, including those from under-represented backgrounds, to gain skills and experience in the TV industry. 

There are also funding and grant opportunities for upcoming talent from under-represented backgrounds. These include the Sir Horace Ové grant and Stop Gap grants from the Film & TV Charity; various funding opportunities from the Arts Council England and other nations; scholarships offered by the National Film and Television School; paid internships with Creative Access and more, which can be found on our resource page. 

What is Gritty
Talent doing?

The goal isn’t to just get people of diverse backgrounds and characteristics into the industry; it’s about supporting them and mobilising their progression. It’s about having fair representation at every level - from junior roles, through to senior decision makers; across all departments.  

It’s also about creating diverse and inclusive environments where everyone feels comfortable being their authentic selves and offering their unique perspectives. Ultimately, it’s about creating the best TV that speaks to all of its audiences. 

That is what we are helping the TV industry do. Since 2020, we have been connecting talent from under-represented groups to the industry, working with TV channels, production heads and emerging talent to understand their needs and objectives, and connect the dots between the two.   

The-Gritty-Talent-Team-in-the-lobby-of-Runway-East-The Gritty Talent Team Photo - featuring Mel Rodrigues, Vicki Lines-Gibbs, Phoebe Sinclair, Regina Balachanthiran, Nina Kitajewski-West, Thomasina Gibson, Charlotte Ball, Simon Sofowara, Remi Brand

We work with broadcasters and production companies to analyse their current gaps, on and off screen and incorporate meaningful inclusion into everything they do - from hiring, to policy-making, accessibility and more.    

We believe that progression and up-skilling is essential not only for the industry to thrive, but to be truly inclusive. Both independently and in collaboration with organisations such as ScreenSkills, CDN and BAFTA, Gritty Talent has led training, masterclasses and workshops on a wide range of skills and topics, from entry to senior level.

There is still work to do and with several projects in the pipeline that could revolutionise how we approach matters of diversity, inclusion and representation, Gritty Talent is committed to getting it done. 

Reports; Studies; Research; External Resources

Training; Scholarships & Initiatives

Grants; Funding; Bursaries; Resources

Organisations

& Charities

  • Triple C is a Community Interest Company with a mission to drive up the role of disabled people in the arts & media and the role of the arts & media in the lives of disabled people. Access their site here.

  • Creative Access are a social enterprise providing career-long access, opportunities, support and training for people from under-represented groups, to make the creative industries reflect society. Access their site here.

  • The Future is Neurodiverse is a community network championing neurodiversity in the creative and tech industries. Access their site here.

  • Trans+ On Screen is a directory representing trans, non-binary and gender non-conforming professionals in all areas of Film and TV, from (pre-)production to distribution. Access their site here.

  • Stonewall is an organisation that stand for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere. Access their site here.

  • Brixton Finishing School works with talent from communities under-represented in those fields and equips them for entry level roles and career progression through a host of free, award winning programmes. Head to their site here.

  • Creative Future is an organisation who specialises in supporting creative people, underrepresented artists and communities facing barriers and inequality to opportunity. Check out their site here.

  • QueerAF is an award-winning independent media organisation dedicated to supporting emerging queer writers by providing them a platform to launch their careers. Head to their site here.