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TRANSCRIPT
Ofcom’s Single Equality Scheme
14 October 2009
SECTION PAGE 1 Foreword 2
2 Introduction 3
3 Our duty towards equality 4
4 Progress on equalities 6
5 Reviewing our activities 9
6 Objectives and priorities 10
7 Involving our stakeholders 11
8 Making the SES happen 12
ANNEX 1 Action plan 13
2 Governance framework for the Ofcom 27
Single Equality Scheme
3 Glossary 28
1
OFCOM’S SINGLE EQUALITY SCHEME
At Ofcom, we’re determined to do all we can when it comes to promoting equality and diversity inside our organisation, and in the wider sectors we regulate.
This starts by making sure that equality and diversity are ingrained in everything we do and become an automatic part of everyone’s day-to-day role.
This document presents our Single Equality Scheme (SES), to promote equality in our dual roles as a significant employer and as the regulator of the UK’s communications industries.
Of course, setting out policies is the easy part; delivering them is the challenge. However, at Ofcom today we have more people from a greater variety of backgrounds than ever before. This makes us more innovative, insightful and responsive as we promote equality outwards into the sectors we regulate.
Do please take the time to read this document, not only to find out about our progress, but also to see how we are actively working towards a communications sector that’s fairer, equal and diverse.
Colette BoweChairman
FOREWORD
2
3
A little about Ofcom
Ofcom is the regulator of the UK’s communications
industries. We are responsible for television, radio,
telephone and wireless communications services.
We were given our powers through the
Communications Act of 2003.
Our main duties are:
• to look after our citizens and consumers in
relation to communications, and promote their
interests; and
• to look after everyone’s interests as consumers by
promoting choice and competition where we think
it is needed.
Ofcom is sponsored by the Department for Business,
Innovation and Skills and the Department for Culture,
Media and Sport. However, although we answer to
Parliament, we are not a government department and
we operate independently.
Our main office is in London, but with National
offices in Wales, Scotland and Northern Ireland and a
network of colleagues who work with us throughout
the UK.
When you read this document, please note that at
Ofcom we use the term colleagues to refer to our
employees, and the term Groups to refer to our
different departments.
How we’re run
The Ofcom Board provides our overall direction
and makes sure we fulfil our duty to enforce the
Communications Act.
The Content Board looks after the content we all see
and hear, mainly through broadcasting.
The Communications Consumer Panel is an
independent group which advises us on a range of
issues which affect ordinary people as customers.
In particular, it focuses on people who may be at
a disadvantage, such as older people, people with
disabilities, people on low incomes and people who
live in rural and remote places.
The Advisory Committee on Older and Disabled
People, which is one of five advisory committees we
work with, also advises Ofcom on our policies and it
reports directly to our Board.
Our main roles
Ofcom has many different roles. They include:
• setting the guidelines that protect viewers and
listeners from offensive material;
• making sure the UK uses its airwaves in a way that
serves us all better;
• protecting customers from unfair selling and
scams; and
• working to make markets function better, so that
we all benefit from the wider choice and better
value that comes with healthy competition.
We also have a clear set of values which guide what
we do, and the way in which we do it. These range
from working with openness and honesty, listening
with an open mind and striving to make a difference
for the UK’s citizens and consumers, to empowering
our colleagues, investing in people and working in
genuine collaboration across all of our teams.
We believe that everyone we work with, and
every UK citizen we serve, deserves to be treated
with respect.
INTRODUCTION
Section 2
Equality and the Communications Act 2003
As well as the general laws outlined below, which
apply to any public body, the Communications Act
demands that Ofcom must, among other things:
• look to the needs of elderly and disabled people,
and people on low incomes;
• promote equal opportunities to work and be
trained in television and radio; and
• help people who have problems hearing or
seeing to enjoy television services.
What do we actually mean by ‘equality’?
Equality means treating everyone fairly. At times, this
may call for extra adjustments, such as for people with
a disability. It also means respecting that the UK is a
diverse society: everyone is different, and has equal
rights to be included.
At Ofcom, it is a central part of our culture that
everyone deserves to be treated fairly.
The law also states that we currently have a
responsibility to have due regard to tackling
discrimination and promote equality of
opportunity in the three areas of:
• disability;
• gender; and
• race.
These responsibilities are known as the three ‘general
duties’ to promote equality.
Ofcom’s Single Equality Scheme (SES) addresses all
three duties. It will also provide a framework to
include any further duties that we must promote,
including, for example, age, religion or belief, sexual
orientation and transgender issues.
The SES will shape the way we do things in the two
roles we perform. Firstly, we are an employer of
around 830 people, and must promote equality in
the way we recruit new colleagues, and in how we
treat our colleagues day-to-day. Secondly, we are a
regulator with significant duties – for instance, we
must take appropriate steps to promote equality
of opportunity in relation to employment by those
providing television and radio services.
What the duties demand
The law is very clear about what we need to do
to promote the three duties.
The race equality duty requires that we have
due regard to the need to:
• remove unlawful discrimination;
• promote equal opportunities across all races; and
• promote good relations between people of
different racial groups.
The disability equality duty requires that we have
due regard to the need to:
• remove unlawful discrimination;
• eliminate harassment of disabled people that is
related to their disability;
• make sure disabled people have the same
opportunities as everyone else;
• make allowances for disabilities, even if it means
treating disabled people more favourably
than others;
• promote positive attitudes to people with
disabilities; and
• encourage disabled people to take part in
public life.
OUR DUTY TOWARDS EQUALITY
4
Section 3
5
The gender equality duty requires that we have
due regard to the need to:
• remove unlawful discrimination that treats men
and women differently;
• eliminate harassment; and
• promote equal opportunities for men and women.
The requirements above are reflected in an
action plan (see Annex 1). The plan has taken into
account feedback we’ve received from a variety of
stakeholders. The plan will be revised in the future in
line with any further duties that Ofcom must address.
(A) Background
Diversity sits at the heart of equality. It recognises
and respects people’s differences and makes sure
that everyone is fully included.
In Ofcom, we have an established diversity strategy
and a continuous programme to support it.
We give regular updates to the Ofcom Board and
our diversity strategy is supported by the Diversity
Working Group (DWG), an enthusiastic and committed
volunteer group with representatives from all Ofcom
groups. The contribution of these members is not
simply an add-on to their normal roles. Their work
with the DWG is assessed, and rewarded, as part of
their employment objectives.
Their wide-ranging support includes:
• contributing to our diversity strategy;
• representing Ofcom at conferences and sharing the
knowledge and experience they’ve gained; and
• helping to decide the content of the Diversity
Action Plan.
The working group as a whole makes sure that
equality and diversity are central to everything
we do at Ofcom.
We also have an active community volunteering
programme. We enable colleagues to volunteer
their time to help various groups in the local area
and we hold a ‘Celebrating Diversity’ calendar of key
cultural, religious and other relevant events such as
Lesbian, Gay, Bisexual and Transgender (LGBT) Month,
International Women’s Day and Black History Month.
We regularly benchmark ourselves in diversity surveys
and use the feedback to shape and improve our plans.
Our Northern Ireland national office has its own
Equality Scheme and Disability Action Plan. It also
completes annual reports for the Equality Commission
in Northern Ireland and is represented at their
meetings and training events.
To create the Single Equality Scheme, we formed a
high-level Steering Group with senior representatives
from each group across Ofcom. This has worked well,
and has encouraged us to create a Diversity Steering
Group to make sure we put equality at the heart of
everything we do (see Annex 2).
(B) Ofcom as an employer
Part of Ofcom’s mission is to be an ‘employer of
choice’: to create a place where people choose to
work because it offers equal and inspiring
opportunities to everyone.
We’re therefore delighted that Jobcentre Plus has
awarded us the ‘Two Ticks’ symbol. This is only given
to employers who actively employ and encourage
disabled people.
Our Human Resources team works closely with the
Diversity Working Group. In the last year, for example,
we have asked that job agencies try to find (where
possible) 20 per cent of the candidates from diversity
groups and that they are people who might bring a
range of skills, ideas and outlooks to roles at all levels
at Ofcom.
Inside Ofcom we have also put in place:
• professional development and training
programmes and initiatives to promote
diversity within Ofcom;
• diversity education that all new-joiners receive as
part of their basic introduction to Ofcom;
• an e-learning diversity module that all our
colleagues are required to take, so that everyone
understands their obligations and how diversity is
reflected in our various policies;
PROGRESS ON EQUALITIES
6
Section 4
7
• training sessions for managers on managing
diverse teams;
• ‘Lunch and Learn’ events, where we explain how
Ofcom responds to equality issues (such as the
charges of racism on Celebrity Big Brother, and
general complaints we receive on issues such
as sexual orientation and race);
• detailed reports on Ofcom’s performance, including
annual statistics on the diversity make-up of our
colleagues; and
• a survey of our colleagues every two years where
they can feed back their views on our progress in
promoting equality and diversity.
(C) Ofcom as a regulator
Equality in broadcasting
A key part of our role is to make sure that
broadcasting serves everyone. It also means offering
equal opportunities to everyone who’d like to work
in the industry.
The Ofcom Broadcasting Code sets out a range
of rules for television and radio programmes that
broadcasters must follow. Our Code is intended to
protect all viewers and listeners from harmful or
offensive content, and has particular rules to protect
people from diverse groups against discrimination. If a
programme breaks our rules, we publish our decision
in a fortnightly Broadcast Bulletin, explaining why and
how the programme failed to meet the requirements
of the Code. In serious cases, we can impose a range
of sanctions, including fines, on the broadcaster.
We have introduced a reporting system to make sure
that broadcasters are promoting equality through the
people they employ. Every year they have to make
reports to the Broadcast Training and Skills Regulator
(BTSR), which publishes a summary of equality
statistics on its website. We also give broadcasters
active support: we provide guidance1 in the form of
minimum requirements and we have equipped them
with an ‘equality toolkit’2 of good equality practices.
We have therefore been pleased to see two recent
initiatives taken by the broadcasters:
• the BBC, ITV, Channel 4 and Sky announced in April
2009 that they now require their suppliers (such
as independent production companies, in-house
producers and post-production houses) to meet
specific measures that improve diversity; and
• in May 2009, ITV announced six junior internships
for people from backgrounds that are not widely
represented within ITV.
We also announced in our Annual Plan for 2008/9 that
we would focus on removing barriers that prevent
vulnerable groups from enjoying broadcasting to
the full.
In 2008, we:
• supported a major awareness campaign to
promote Audio Description services (AD) on
television programmes. The result was that
awareness of AD among visually impaired people
went up from 43% to 72%; and
• supported (with ITN, Mencap and the Community
Channel) a pilot television news review programme
aimed at people with learning difficulties.
Our Media Literacy team is also developing a
learning resource, Switch On, to help this group.
1 For more on Ofcom’s minimum requirements guidance, see: www.ofcom.org.uk/tv/ifi/guidance/guidance/
2 The equality toolkit for broadcasters is available at: www.ofcom.org.uk/tv/ifi/guidance/eo-toolkit/
As a regulator, we make decisions based on evidence.
Market research is therefore important in helping us
to find out how our activities affect the UK’s citizens
and consumers. For example, our research into media
literacy, among people with disabilities and minority
ethnic groups, has given us a wealth of information
to shape policy, promote innovation and encourage
competition.
Consultations and publications
At Ofcom we believe that a crucial part of our role is
to listen. We therefore ask a wide range of people
and groups for their views about our policies, to make
sure we take different views into account. We do this
in a number of ways including consulting with our
committees such as the Advisory Committee on Older
and Disabled People (ACOD), the Communications
Consumer Panel and our advisory committees for
England, Wales, Scotland and Northern Ireland.
We also make sure that our publications are available
and accessible to everyone who’s interested in them,
via our website.
Other sectors
The equality rules that broadcasters must follow do
not apply to the other sectors we regulate. Even so,
Ofcom is working to promote the benefits of equality
and diversity there as well.
In 2008, we established the Telecoms Diversity
Network. It’s a voluntary group of telecoms providers
who have agreed to work together to capture the
benefits of equality and share best practice. We have
helped to kick off the initiative, getting the network
established through hosting events and sharing
information. As with the broadcasters, we have
created an equality toolkit for telecoms that sets out
the benefits of equality and diversity, and how to go
about achieving them.
Our commitment
As the regulator for the communications industries,
we have powers that can make life better for
their users.
Through experience, we also know our decisions
and policies may have different impacts on different
people. It’s therefore vital that we become expert
listeners, focusing on the diverse communities we
serve and on the rich experiences and perspectives
of our own people.
Our learning also comes from wider market research,
including specific consultations with stakeholders,
customers and users on a wide range of issues such
as our Public Service Broadcasting Review; Next
Generation Access to super-fast broadband; and the
Digital Dividend Review. We also analyse complaints
made to our Advisory Teams.
In turn, this broad range of information has helped to
shape the Single Equality Scheme, which puts equality
at the heart of everything we do. The scheme will
touch every function, activity and policy at Ofcom.
8
Our first task in developing the Single Equality Scheme
was to get a clear picture of how we’ve been doing so
far. We therefore reviewed our activities in every part
of the organisation.
This showed that we’re making good progress, and
has helped us to define the priorities for the new
scheme over the next three years.
• Disability
Our review found that we have been very busy
in the area of equality and disability, across all
of Ofcom’s groups. Our work has ranged from
carrying out our legal duties that make sure disabled
people are fully served by communications services,
to preparing a report on the media literacy of
disabled people in the UK. In particular, we have
made considerable progress in the area of
content regulation.
• Gender
Our review revealed that more activity had taken
place in the other areas of equality. However,
an Ofcom report on adult media literacy included
issues relating to gender, and there has been activity
focusing on the internal make-up of Ofcom.
Recently, we also welcomed our first female
chairman. We now need to build on our activities in
this area.
• Race
Our activity on race equality has focused mainly
on external projects, where almost every Ofcom
department has made progress. Projects have
ranged from a market competition enquiry into
pre-paid international telephone calling cards to
radio licences awarded by Ofcom to serve minority
ethnic groups.
Overall, we found that Ofcom is already working
on a wide variety of internal and external projects
to promote disability, gender and race equality.
Often, our initiatives are relevant to all three strands.
However, our performance is not consistent across all
of our departments, nor the three equality strands.
We will continue to use what we’ve learned as we
track our progress and review the impact of the
SES. The exercise will also have given us important
data when we come to carry out Equality Impact
Assessments (EIAs) (see Page 12 for more details).
Section 5
9
REVIEWING OUR ACTIVITIES
• to make everyone at Ofcom more aware of our equality and diversity objectives;
• to seek a more diverse mix of people for our decision-making bodies;
• to make sure we always take equality into account when we develop our
policies and put them into action;
• to make decisions based on information that takes equality into account;
• to seek a more diverse mix of people across Ofcom;
• to promote equality and diversity among the sectors we regulate; and
• to make our duties, policies and services accessible to everyone.
Section 6
OBJECTIVES AND PRIORITIES
A successful Single Equality Scheme will need to meet a clear set of objectives.
These have been defined following our review into Ofcom’s performance so far in promoting equality issues.
The seven objectives are:
10
We have talked to and involved a wide variety
of people – both outside and inside Ofcom – in
developing our Single Equality Scheme.
External
We used an independent research agency to help
us gain valuable insights from a range of external
organisations. The researchers:
• carried out 17 in-depth interviews on reactions
to our draft Single Equality Scheme, and our draft
corporate objectives; and
• held a workshop with senior Ofcom colleagues and
stakeholders currently working in the area of
equality and diversity.
At the beginning of July 2009 we opened a ten-
week public consultation about our SES where we
asked for your views on this document. We received
eight responses.
On the whole, the responses were positive. However,
the main suggestions were that the SES should
address more diversity strands, and that we should
make our action plan more measurable.
Currently our SES only applies to the diversity strands
of disability, gender and race. We plan to extend
the scheme to other diversity strands in the future.
We will also work on making our actions and
objectives more measurable so that we can monitor
progress internally.
Some respondents raised issues which we think are
already addressed so we have tried to make the
document clearer to help show you what we’re doing.
Internal
• We conducted interviews with relevant members
of Ofcom committees.
• We invited feedback on the draft Single Equality
Scheme from all members of the Communications
Consumer Panel and ACOD.
• The draft was discussed with our Directors
of Nations.
• Everyone in Ofcom was encouraged to feed back
their views through a feature on our intranet.
This outlined the draft corporate objectives and the
purpose of the Single Equality Scheme.
• We conducted three focus groups with 20
randomly selected Ofcom colleagues of varying
levels of seniority and a range of Groups and teams
to discuss the SES.
• We conducted a focus group with the Diversity
Working Group to discuss the SES.
The responses from this process have informed our
action plan, which is attached at Annex 1.
INVOLVING OUR STAKEHOLDERS
Section 7
11
MAKING THE SES HAPPEN
The Single Equality Scheme is not a destination:
it’s an important stepping stone on the way to
creating a consistent and joined-up approach to
promoting equality.
Although we are already active in promoting equality
and diversity there is still work to do, and we have
therefore created a new framework to make sure we
can and will deliver it. The framework sets out a clear
set of action plans, and pinpoints who is responsible
for them.
You can see a diagram of this new framework
at Annex 2.
Driving the scheme at Ofcom is a dedicated steering
group. Its members – senior policy advisers who
have been nominated by members of our Executive
Committee (ExCo) – will review the progress of the
action plans quarterly. The group will also report to
ExCo on issues around risk, control and scrutiny in
establishing the Single Equality Scheme.
The steering group will also watch out for any
changes in equality law that may affect the scheme.
Monitoring
Internally
Internally, we monitor the diversity of our own
colleagues by asking them to take part in an
online feedback system. This gives us regular
data on equality employment issues across the
organisation, by department, job levels and across
seven equality strands.
Also, our Advisory Committee on Older and Disabled
People monitors progress of policies and projects
that affect this group across the whole organisation.
The committee receives quarterly diversity updates.
We also compare our effectiveness by using the tools
of other equality organisations such as Stonewall’s
Equality Index, Opportunity Now, the Employers’
Forum on Disability, and Race for Opportunity.
Externally
We carry out a wide range of research projects on
the needs, concerns and experiences of our various
stakeholders. However, we’re very aware we could
learn a great deal more from them, simply through
our routine contact.
Similarly, we know there are gaps in our knowledge.
For example, we could collect data on the gender
of people who make complaints. Our objectives will
address these gaps.
Equality Impact Assessments
Ofcom carries out Equality Impact Assessments (EIAs)
to make sure that we have due regard to any impacts
that our proposed policies or projects will have on
diversity groups.
This is a rigorous and systematic process that may
call on a variety of sources and tools, ranging
from census data and existing research to specially
commissioned studies.
Communication
We will publish the Single Equality Scheme on our
website. It will also be available on request in a range
of accessible formats.
Section 8
12
Annex 1
ACTION PLAN
We have set out the following series of actions to make sure we achieve our seven particular objectives. Each has been designed to put equality and diversity at the heart of everything we do in our day-to-day activities.
See Action Plans overleaf
13
Ob
ject
ive
1: T
o m
ake
ever
yone
at
Ofc
om
mo
re a
war
e o
f our
equ
alit
y an
d d
iver
sity
obj
ecti
ves
Ob
ject
ive
1.1
Dev
elo
p a
nd
lau
nch
a n
ew t
rain
ing
pac
kag
e, a
vaila
ble
on
th
e O
fco
m
intr
anet
, to
rai
se a
war
enes
s o
f
equ
alit
y an
d d
iver
sity
.
1.2
Mak
e su
re e
very
on
e co
mp
lete
s th
e
com
pu
ter-
bas
ed d
iver
sity
tra
inin
g.
1.3
Incl
ud
e d
iver
sity
up
dat
es in
reg
ula
r m
anag
emen
t b
riefi
ng
s
and
dep
artm
ent
mee
tin
gs.
1.4
Rai
se a
war
enes
s o
f eq
ual
ity
and
div
ersi
ty o
blig
atio
ns;
in p
arti
cula
r, th
e u
se
of E
qu
alit
y Im
pac
t A
sses
smen
ts (E
IAs)
.
1.5
Dev
elo
p a
sys
tem
for
rep
ort
ing
Equ
alit
y Im
pac
t A
sses
smen
ts.
1.6
Mak
e su
re d
iver
sity
bec
om
es p
art
of
ou
r ev
eryd
ay a
ctiv
itie
s b
y m
akin
g it
a
man
agem
ent
pri
ori
ty.
1.7
Giv
e m
ore
en
cou
rag
emen
t to
colle
agu
es to
vo
lun
teer
for
the
Div
ersi
ty
Wo
rkin
g G
rou
p (D
WG
), w
hic
h p
rom
ote
s
equ
alit
y an
d d
iver
sity
.
Act
ivit
y
Rese
arch
an
d b
uy
lead
ing
co
mp
ute
r-b
ased
trai
nin
g p
acka
ge
to r
aise
aw
aren
ess
of
equ
alit
y an
d d
iver
sity
. Mak
e it
ava
ilab
le
to a
ll O
fco
m c
olle
agu
es.
Pro
vid
e al
l co
lleag
ues
with
ap
pro
pri
ate
trai
nin
g a
nd
su
pp
ort
on
div
ersi
ty is
sues
.
Keep
the
man
agem
ent
com
mu
nit
y u
p
to d
ate
with
equ
alit
y an
d d
iver
sity
issu
es
and
init
iati
ves.
Dev
elo
p tr
ain
ing
in E
IAs
for
all
po
licy
gro
up
s.
Dev
elo
p a
sys
tem
to m
ake
sure
that
EIA
s
are
carr
ied
ou
t w
hen
nee
ded
.
Cre
ate
a se
nio
r-le
vel t
eam
wh
ich
will
pu
t
div
ersi
ty a
t th
e h
eart
of e
very
thin
g w
e d
o.
The
DW
G is
a v
olu
ntar
y gr
ou
p w
her
e
colle
agu
es c
an h
elp
to p
rom
ote
an
d
adva
nce
div
ersi
ty. T
hei
r co
ntri
bu
tio
n
sho
uld
be
form
ally
rec
ogn
ised
with
a
spec
ific
per
form
ance
obj
ecti
ve.
Ou
tco
me
All
Ofc
om
co
lleag
ues
will
hav
e ac
cess
to th
e tr
ain
ing
pac
kag
e.
Trai
nin
g c
om
ple
ted
by
all c
olle
agu
es.
Pro
gres
s by
dep
artm
ent
will
be
pu
blis
hed
each
mo
nth
.
Ever
yon
e is
kep
t u
p to
dat
e th
rou
gh
dep
artm
ent
and
team
mee
tin
gs.
All
gro
up
s tr
ain
ed.
Regu
lar
rep
ort
ing
to O
fco
m’s
Po
licy
Exec
uti
ve o
n th
e p
rop
er r
un
nin
g a
nd
qual
ity
of E
IAs.
Cre
atio
n o
f a D
iver
sity
Ste
erin
g G
rou
p,
rep
ort
ing
eve
ry q
uar
ter
to th
e
Ofc
om
Bo
ard
.
Pro
per
cre
dit
an
d r
eco
gnit
ion
for
acti
viti
es
that
mo
ve d
iver
sity
forw
ard
, by
incl
ud
ing
spec
ific
per
form
ance
obj
ecti
ves
wh
ich
reco
gnis
e th
e w
ork
of D
WG
mem
ber
s.
Lead
Dep
artm
ent
Pro
fess
iona
l
Dev
elo
pm
ent
(HR)
All
Dep
artm
ents
Inte
rnal
Co
mm
s /
Gro
up
Hea
ds /
HR
Gro
up
Hea
ds
/ Pr
ofe
ssio
nal
Dev
elo
pm
ent
Fina
nce
(Man
agem
ent
Rep
ort
ing
team
)
Ch
ief o
per
atin
g o
ffice
r
All
Dep
artm
ents
an
d
DW
G m
emb
ers
Targ
et D
ate
0
9/10
10
/11
11/
12
14
Ob
ject
ive
1.8
Mak
e su
re t
hat
Ofc
om
’s M
arke
t
Rese
arch
tea
m is
fully
bri
efed
on
ou
r
equ
alit
y o
blig
atio
ns,
an
d t
hat
res
earc
h
agen
cies
un
der
stan
d o
ur
nee
d fo
r m
ore
dat
a o
n e
qu
alit
y g
rou
ps.
1.9
Pro
mo
te d
iver
sity
val
ues
wh
en w
e
wo
rk w
ith
inte
rnat
ion
al r
egu
lato
rs a
nd
oth
er p
olic
ymak
ers.
1.10
Dev
elo
p a
man
agem
ent
rep
ort
ing
fram
ewo
rk.
Act
ivit
y
Team
bri
efin
g a
nd
follo
w-u
p a
ctiv
ity
as n
eed
ed.
1) In
clu
de
go
od
exa
mp
les/
data
on
div
ersi
ty in
ou
r ‘In
tro
to O
fco
m’ s
lides
.
2) H
elp
an
d e
nco
ura
ge
seco
ndm
ent/
exch
ang
e p
rogr
amm
es w
ith k
ey
inte
rnat
iona
l pee
r re
gula
tors
.
3) C
ont
inu
e to
be
a g
oo
d m
od
el o
f
div
ersi
ty a
s a
team
(mai
ntai
nin
g a
div
erse
ran
ge
of p
rofe
ssio
nal b
ackg
rou
nds
,
lan
guag
es, e
tc).
4) D
raw
att
enti
on
to k
ey b
est
pra
ctic
e
fro
m in
tern
atio
nal p
eers
wh
ich
may
hel
p to
info
rm a
nd
infl
uen
ce O
fco
m’s
dec
isio
n-m
akin
g.
Mak
e o
bjec
tive
s w
ithin
the
acti
on
pla
n
mo
re m
easu
rab
le.
Ou
tco
me
We
gain
a b
ase
of r
esea
rch
dat
a w
hic
h,
wh
ere
po
ssib
le, p
rovi
des
bre
akd
ow
ns
by g
end
er a
nd
eth
nic
ity.
Rais
ing
the
pro
file
of O
fco
m’s
div
ersi
ty
obj
ecti
ves
can:
- at
trac
t h
igh
qu
alit
y in
tern
atio
nal t
alen
t;
- se
t th
e st
anda
rd fo
r o
ther
reg
ula
tors
to
fo
llow
; an
d
- g
ive
Ofc
om
op
po
rtu
nit
ies
to le
arn
fr
om
bes
t p
ract
ice
else
wh
ere.
Ofc
om
’s m
anag
emen
t re
ceiv
es r
egu
lar
rep
ort
s o
n p
rogr
ess
of t
he
acti
on
pla
n.
Lead
Dep
artm
ent
Mar
ket
Inte
llig
ence
/
Mar
ket
Rese
arch
Exte
rnal
Aff
airs
an
d
Go
vern
ance
Div
ersi
ty S
teer
ing
Gro
up
Targ
et D
ate
0
9/10
10
/11
11/
12
15
Ob
ject
ive
2: T
o s
eek
a m
ore
div
erse
mix
of p
eopl
e fo
r o
ur d
ecis
ion
-mak
ing
bo
dies
Ob
ject
ive
2.1
To g
ain
sta
tist
ics
on
ho
w d
iver
sity
gro
up
s ar
e re
pre
sen
ted
in O
fco
m’s
dec
isio
n-m
akin
g a
nd
ad
viso
ry b
od
ies.
2.2
Incr
ease
th
e d
iver
sity
of o
ur
dec
isio
n-
mak
ing
bo
die
s b
y in
terv
iew
ing
a w
ider
ran
ge
of c
and
idat
es fo
r o
ur
job
s.
2.3
Revi
ew h
ow
div
ersi
ty g
rou
ps
are
rep
rese
nte
d o
n o
ur
stee
rin
g g
rou
ps.
Act
ivit
y
On
go
ing
res
earc
h a
nd
rep
ort
ing
on
curr
ent
stat
isti
cs r
egar
din
g w
her
e w
e ar
e
no
w, a
nd
wha
t n
eeds
to b
e im
pro
ved
.
Wo
rk to
imp
rove
the
recr
uitm
ent
pro
cess
for
dec
isio
n-m
akin
g b
od
ies
and
advi
sory
gro
up
s.
On
go
ing
res
earc
h a
nd
rep
ort
ing
on
curr
ent
stat
isti
cs r
egar
din
g w
her
e w
e ar
e
no
w, a
nd
wha
t n
eeds
to b
e im
pro
ved
.
Ou
tco
me
We
mak
e d
ecis
ions
an
d p
olic
ies
that
are
incr
easi
ngl
y re
pre
sent
ativ
e o
f
soci
ety
at la
rge.
Ou
r d
ecis
ions
ben
efit
bec
ause
we
can
dra
w o
n a
wid
er r
ang
e o
f vie
ws
and
exp
erie
nce
s.
Mo
re d
iver
se d
ecis
ion
-mak
ing
bo
die
s
po
siti
vely
imp
act
oth
er c
olle
agu
es’
per
cep
tio
n o
f div
ersi
ty a
t O
fco
m.
We
mak
e d
ecis
ions
an
d p
olic
ies
that
are
incr
easi
ngl
y re
pre
sent
ativ
e o
f
soci
ety
at la
rge.
Mo
re d
iver
se d
ecis
ion
-mak
ing
bo
die
s
po
siti
vely
imp
act
oth
er c
olle
agu
es’
per
cep
tio
n o
f div
ersi
ty a
t O
fco
m.
Lead
Dep
artm
ent
Exte
rnal
Aff
airs
and
Go
vern
ance
Exte
rnal
Aff
airs
and
Go
vern
ance
Exte
rnal
Aff
airs
and
Go
vern
ance
Targ
et D
ate
0
9/10
10
/11
11/
12
16
Ob
ject
ive
3: T
o m
ake
sure
we
alw
ays
take
equ
alit
y in
to a
cco
unt
whe
n w
e de
velo
p o
ur p
olic
ies
and
pu
t th
em in
to a
ctio
n
Ob
ject
ive
3.1
To d
evel
op
an
d la
un
ch t
he
Equ
alit
y
Imp
act
Ass
essm
ent
Too
lkit
an
d c
arry
ou
t
trai
nin
g w
her
e n
eed
ed.
3.2
Mak
e su
re p
olic
ies
and
pro
ject
s
are
asse
ssed
wit
h a
n E
IA to
war
ds
the
beg
inn
ing
of t
he
pro
ject
life
cycl
e an
d
that
th
is is
mo
nit
ore
d.
3.3
Ad
d m
ore
eq
ual
ity
gro
up
s to
ou
r EI
A
trai
nin
g a
nd
too
lkit
s as
ap
pro
pri
ate.
3.4
Inte
rnat
ion
al t
eam
to m
ake
sure
that
Ofc
om
giv
es p
rop
er w
eig
ht
to d
iver
sity
, acc
essi
bili
ty a
nd
equ
alit
y w
hen
co
ntr
ibu
tin
g to
inte
rnat
ion
al p
olic
y d
ebat
es.
Act
ivit
y
Ass
ess
all p
olic
ies
and
pro
ject
s us
ing
the
EIA
To
olk
it. C
hec
k p
rogr
ess
usin
g o
ur
pro
ject
man
agem
ent
syst
em.
Ass
ess
po
licie
s an
d p
roje
cts
usin
g th
e EI
A
Too
lkit
. Ch
eck
them
usi
ng
ou
r p
roje
ct
man
agem
ent
syst
em.
Inco
rpo
rate
ag
e, r
elig
ion
or
bel
ief,
sexu
al
ori
enta
tio
n, g
end
er r
eass
ign
men
t an
d
pre
gnan
cy a
nd
mat
ern
ity
as e
qual
ity
gro
up
s w
e co
nsid
er in
ou
r tr
ain
ing
and
too
lkit
s.
Spar
k d
ebat
e an
d h
igh
light
div
ersi
ty
and
glo
bal
cit
izen
ship
– fo
r ex
amp
le,
in d
isab
ility
acc
ess
in E
U F
ram
ewo
rk/
Un
iver
sal S
ervi
ce O
blig
atio
n p
olic
y; E
U
init
iati
ves
on
Med
ia d
iver
sity
; int
ern
et
regu
lati
on
an
d c
ross
-bo
rder
enf
orc
emen
t.
Ou
tco
me
All
pro
ject
s ar
e as
sess
ed a
nd
log
ged
.
Equ
alit
y is
sues
are
fully
co
nsid
ered
in a
ll
po
licy
and
pro
ject
dec
isio
ns.
Ou
r p
roje
ct m
anag
emen
t sy
stem
cap
ture
s
EIA
dat
a an
d E
xCo
rec
eive
s re
gula
r re
po
rt
by p
roje
ct /
gro
up.
The
sco
pe
of o
ur
EIA
s ex
pan
ds to
mee
t
bes
t p
ract
ice
and
leg
isla
tive
req
uir
emen
ts.
Ofc
om
mak
es a
rea
l an
d p
osi
tive
cont
rib
uti
on
to im
pro
vin
g d
iver
sity
po
licie
s, b
oth
at
EU-le
vel
and
inte
rnat
iona
lly.
Lead
Dep
artm
ent
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
/
Inte
rnal
Co
mm
s
Man
agem
ent
Rep
ort
ing
All
Dep
artm
ents
Exte
rnal
Aff
airs
an
d
Go
vern
ance
Targ
et D
ate
0
9/10
10
/11
11/
12
17
Ob
ject
ive
4: T
o m
ake
deci
sio
ns b
ased
on
info
rmat
ion
that
take
s eq
ualit
y in
to a
cco
unt
18 Ob
ject
ive
4.1
Cre
ate
a p
ort
al w
her
e al
l Ofc
om
colle
agu
es c
an fi
nd
th
e fu
ll ra
ng
e o
f
con
sum
er r
esea
rch
into
div
ersi
ty a
nd
equ
alit
y is
sues
. Sta
rtin
g w
ith
MEG
s,
and
bu
ildin
g o
ver
tim
e to
incl
ud
e g
end
er
and
dis
abili
ty a
nd
oth
er d
iver
sity
str
and
s
as a
pp
rop
riat
e.
4.2
Mar
ket
rese
arch
sh
ou
ld t
ake
div
ersi
ty
gro
up
s in
to a
cco
un
t as
a m
atte
r o
f co
urs
e.
4.3
Dev
elo
p o
ur
soft
war
e to
ols
so
that
info
rmat
ion
mu
st b
e lo
gg
ed o
n
bro
adca
stin
g c
om
pla
ints
rel
ated
to d
iver
sity
.
4.4
Fin
d o
ut
wh
eth
er w
e ca
n e
xten
d t
he
Ofc
om
Med
ia T
rack
er s
urv
ey to
gau
ge
the
pu
blic
’s v
iew
s o
n h
ow
eq
ual
ity
issu
es a
re
han
dle
d o
n r
adio
an
d t
elev
isio
n.
Act
ivit
y
Lau
nch
a p
ort
al s
o th
at w
e ha
ve a
ll
the
rele
vant
info
rmat
ion
ava
ilab
le
imm
edia
tely
to in
form
ou
r d
ecis
ions
.
Ensu
re th
at d
iver
sity
gro
up
s ar
e
adeq
uat
ely
rep
rese
nted
in o
ur
mar
ket
rese
arch
.
Mak
e b
ette
r us
e o
f th
e co
mp
lain
ts d
ata
to
iden
tify
tren
ds in
bro
adca
stin
g c
om
pla
ints
that
rel
ate
to p
arti
cula
r d
iver
sity
issu
es.
Seek
ou
t m
ore
sp
ecifi
c da
ta r
elat
ing
to
equ
alit
y is
sues
, so
we
can
un
der
stan
d
the
imp
act
of e
nfo
rcem
ent
acti
ons
we
may
tak
e.
Ou
tco
me
Full
info
rmat
ion
ava
ilab
le fo
r al
l to
see
and
use
.
Bett
er e
vid
ence
that
hel
ps
us m
ake
dec
isio
ns.
Bett
er a
naly
sis
of t
he
com
pla
ints
we
rece
ive,
hel
pin
g u
s to
rep
ort
mo
re
accu
rate
ly o
n th
e n
um
ber
, an
d n
atu
re,
of c
om
pla
ints
acr
oss
the
thre
e
div
ersi
ty s
tran
ds.
Bett
er-in
form
ed p
olic
ymak
ers
and
enfo
rcer
s, w
ho
are
ab
le to
tak
e d
iver
sity
issu
es in
to a
cco
unt
.
Lead
Dep
artm
ent
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Co
nten
t &
Sta
nda
rds
Co
nten
t &
Sta
nda
rds
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
5: T
o s
eek
a m
ore
div
erse
mix
of p
eopl
e ac
ross
Ofc
om
19 Ob
ject
ive
5.1
Take
th
e in
itia
tive
to im
pro
ve o
ur
rati
ng
in e
xter
nal
ben
chm
arki
ng
su
rvey
s,
in o
rder
to e
nco
ura
ge
a w
ider
, mo
re
div
erse
ran
ge
of j
ob
ap
plic
ants
.
5.2
Enco
ura
ge
job
ag
enci
es a
nd
hea
d-
hu
nte
rs w
e u
se to
giv
e u
s in
clu
sive
sho
rtlis
ts (w
her
e p
oss
ible
wit
h a
t le
ast
20%
of c
and
idat
es fr
om
div
ersi
ty g
rou
ps
for
that
job)
.
5.3
Gai
n g
oo
d q
ual
ity
div
ersi
ty d
ata
fro
m
mo
re o
f ou
r co
lleag
ues
.
5.4
Car
ry o
ut
Equ
alit
y Im
pac
t
Ass
essm
ents
on
all
HR
po
licie
s.
5.5
Loo
k ag
ain
at
the
div
ersi
ty m
od
ule
s
of o
ur
Man
agem
ent
Dev
elo
pm
ent
Pro
gra
mm
e (M
DP)
, an
d c
on
sid
er w
het
her
they
sh
ou
ld b
e ex
ten
ded
to e
very
on
e
wh
o m
anag
es p
eop
le.
Act
ivit
y
List
en a
nd
lear
n fr
om
oth
er o
rgan
isat
ions
(su
ch a
s Ra
ce fo
r O
pp
ort
un
ity,
Sto
new
all
and
Op
po
rtu
nit
y N
ow
) to
mak
e su
re w
e’re
ado
pti
ng
bes
t p
ract
ice.
Mak
e th
is a
spir
atio
n a
co
nsid
erat
ion
for
any
agen
cy to
be
incl
ud
ed o
n o
ur
pre
ferr
ed s
up
plie
r lis
t.
For
recr
uitm
ent
into
reg
iona
l offi
ces
in
par
ticu
lar,
ensu
re th
at th
e m
ake-
up
of
reg
iona
l offi
ces
are
rep
rese
ntat
ive
of t
he
wid
er c
om
mu
nit
y.
Exp
lain
why
we
nee
d th
is d
ata
thro
ugh
inte
rnal
co
mm
un
icat
ions
an
d r
emin
der
s.
Car
ry o
ut
EIA
s o
n a
ll H
R p
olic
ies
and
imp
rove
them
if n
eed
ed.
Gat
her
feed
bac
k fr
om
the
new
MD
P
mo
dule
an
d c
ons
ider
wh
eth
er it
’s s
uit
able
for
a w
ider
au
die
nce
.
Ou
tco
me
A m
ore
div
erse
ran
ge
of c
olle
agu
es, a
s
wel
l as
cont
inu
ous
imp
rove
men
ts to
po
licie
s an
d p
roce
dure
s.
We
will
hav
e in
sigh
ts a
nd
vie
ws
that
are
incr
easi
ngl
y re
pre
sent
ativ
e o
f so
ciet
y
at la
rge.
We
bec
om
e m
ore
cre
ativ
e in
the
way
we
find
can
did
ates
.
Bett
er m
anag
emen
t in
form
atio
n w
ill h
elp
us m
ake
dec
isio
ns a
nd
lau
nch
init
iati
ves.
Co
mp
lete
d E
IAs
and
mo
re r
ob
ust
po
licie
s.
Best
pra
ctic
e b
eco
mes
par
t o
f ou
r
ever
yday
ap
pro
ach
, an
d p
rovi
des
a
spri
ngb
oar
d to
incr
ease
d d
iver
sity
at O
fco
m.
Lead
Dep
artm
ent
Pro
fess
iona
l
Dev
elo
pm
ent
(HR)
HR
& A
ll D
epar
tmen
ts
HR
HR
Pro
fess
iona
l
Dev
elo
pm
ent
(HR)
Targ
et D
ate
0
9/10
10
/11
11/
12
20 Ob
ject
ive
5.6
Loo
k at
ho
w w
e p
rom
ote
ou
r
vaca
nci
es, s
o t
hat
mo
re w
om
en a
re
enco
ura
ged
to a
pp
ly.
5.7
Incl
ud
e q
ues
tio
ns
rela
tin
g to
eq
ual
ity
and
div
ersi
ty in
th
e al
l-co
lleag
ue
surv
ey
ever
y o
ther
yea
r.
5.8
Loo
k ag
ain
at
ou
r ex
it in
terv
iew
qu
esti
on
nai
re, a
nd
incr
ease
tak
e-u
p.
5.9
Pro
vid
e o
pp
ort
un
itie
s fo
r co
lleag
ues
to t
ake
par
t in
Ofc
om
’s c
orp
ora
te s
oci
al
resp
on
sib
ility
act
ivit
ies.
5.10
Use
ou
r C
on
tin
uin
g P
rofe
ssio
nal
Dev
elo
pm
ent
pro
gra
mm
e to
giv
e
ever
yon
e th
e ch
ance
to d
evel
op
ski
lls
wh
ich
op
en u
p c
aree
r o
pp
ort
un
itie
s.
Act
ivit
y
Wo
rk to
att
ract
mo
re w
om
en in
ro
les
that
are
mai
nly
fille
d b
y m
en, f
or
exam
ple
Fiel
d O
per
atio
ns.
Ask
sp
ecifi
c qu
esti
ons
so
we
can
anal
yse
ou
r m
ake-
up
acc
ord
ing
to
div
ersi
ty g
rou
ps.
Ask
bet
ter
ques
tio
ns to
hel
p u
s
un
der
stan
d w
hat
it’s
like
to w
ork
with
Ofc
om
.
To p
rovi
de
all c
olle
agu
es w
ith C
SR
op
po
rtu
nit
ies,
wh
ich
we
reco
gnis
e as
an
imp
ort
ant
par
t o
f car
eer
dev
elo
pm
ent.
Revi
ew o
ur
ever
yday
act
ivit
ies,
incl
ud
ing
care
er d
evel
op
men
t, to
mak
e su
re
div
ersi
ty is
incl
ud
ed a
nd
pro
mo
ted
.
Ou
tco
me
Ach
ieve
a m
ore
div
erse
po
ol o
f
can
did
ates
, th
rou
gh a
mo
re g
end
er-
frie
ndl
y re
cru
itmen
t ap
pro
ach
.
A b
ette
r u
nd
erst
and
ing
of t
he
dif
fere
nt
gro
up
s th
at m
ake
up
Ofc
om
, an
d th
eir
emp
loym
ent
exp
erie
nce
s.
A c
lear
er u
nd
erst
and
ing
of
tren
ds a
nd
issu
es.
Mo
re p
eop
le t
akin
g p
art
in th
e
lan
guag
e m
ento
rin
g s
chem
e, a
nd
a n
ew
volu
ntee
r sc
hem
e to
wo
rk w
ith p
eop
le
with
dis
abili
ties
.
Bett
er d
evel
op
men
t o
pp
ort
un
itie
s fo
r al
l.
Lead
Dep
artm
ent
HR
Mar
ket
Rese
arch
HR
COO
Gro
up
Pro
fess
iona
l
Dev
elo
pm
ent
(HR)
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
6: T
o p
rom
ote
equ
alit
y an
d d
iver
sity
am
ong
the
sect
ors
we
regu
late
21
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
6.1
Faci
litat
e th
e an
nu
al c
on
fere
nce
of t
he
Tele
com
s D
iver
sity
Fo
rum
(TD
F).
6.2
Mak
e su
re t
hat
pro
vid
ers
of E
lect
ron
ic
Pro
gra
mm
e G
uid
es (E
PGs)
are
mak
ing
imp
rove
d a
cces
sib
ility
a p
rio
rity
, wo
rkin
g
wit
h e
qu
ipm
ent
man
ufa
ctu
rers
as a
pp
rop
riat
e.
6.3
Enco
ura
ge
bro
adca
ster
s to
cre
ate
equ
al o
pp
ort
un
itie
s fo
r ev
eryo
ne
they
emp
loy,
incl
ud
ing
free
lan
cers
, reg
ard
less
of g
end
er, e
thn
icit
y o
r d
isab
ility
by
wo
rkin
g w
ith
Ofc
om
’s c
o-r
egu
lato
r, th
e
Bro
adca
st T
rain
ing
an
d S
kills
Reg
ula
tor.
6.4
Mak
e su
re s
ervi
ces
such
as
sub
titl
ing
,
sig
nin
g a
nd
au
dio
des
crip
tio
n a
re m
ade
avai
lab
le b
y th
ose
ch
ann
els
wh
o q
ual
ify,
by
mai
nta
inin
g t
he
qu
alit
y o
f th
e m
arke
t
dat
a th
at w
e co
llect
an
d t
hro
ug
h a
n
accu
rate
dat
abas
e th
at t
ells
us
wh
o
sho
uld
pro
vid
e th
em.
Act
ivit
y
Form
a T
DF
stee
rin
g g
rou
p w
ith k
ey
stak
eho
lder
s to
dev
ise
a TD
F ev
ent.
Enco
ura
ge
EPG
pro
vid
ers
to im
pro
ve
acce
ssib
ility
of E
PGs
to u
sers
wh
o h
ave
pro
ble
ms
with
hea
rin
g o
r se
ein
g.
Mak
e su
re th
at th
e Br
oad
cast
Tra
inin
g a
nd
Skill
s Re
gula
tor:
- pro
duce
s a
rep
ort
in S
um
mer
200
9
on
bro
adca
ster
s’ e
qual
op
po
rtu
nit
ies
arr
ang
emen
ts in
200
8 (b
ased
on
inf
orm
atio
n p
rovi
ded
to O
fco
m);
- dev
elo
ps
a sy
stem
to e
valu
ate
the
bro
adca
ster
s’ e
qual
op
po
rtu
nit
ies
arr
ang
emen
ts, a
nd
ass
ess
the
indu
stry
’s
pro
gres
s; a
nd
-pro
vid
es g
uid
ance
on
ho
w to
imp
rove
.
Take
ste
ps
nee
ded
to m
ake
sure
ou
r
stak
eho
lder
dat
abas
e is
co
mp
lete
an
d
accu
rate
.
Ensu
re th
at d
ata
is c
olle
cted
fro
m li
cens
ees
in a
tim
ely
fash
ion
.
Ou
tco
me
Rais
ed a
war
enes
s o
f equ
alit
y an
d d
iver
sity
issu
es a
cro
ss th
e te
leco
ms
sect
or.
Pro
vid
ers
reco
gnis
e th
e im
po
rtan
ce o
f
mo
re a
cces
sib
le E
PGs,
an
d lo
ok
for
all
tech
nic
al a
dva
nce
s to
del
iver
them
.
The
bro
adca
ster
s co
mp
ly w
ith th
eir
ob
ligat
ions
in th
is a
rea.
Imp
ort
ant
serv
ices
su
ch a
s su
bti
tlin
g,
aud
io d
escr
ipti
on
an
d s
ign
ing
are
pro
vid
ed w
her
e n
eed
ed.
Lead
Dep
artm
ent
Div
ersi
ty te
am
Co
nten
t &
Sta
nda
rds
Co
nten
t &
Sta
nda
rds
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
22
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
6.5
Ensu
re t
hat
TV
ch
ann
els
mee
tin
g
the
affo
rdab
ility
an
d a
ud
ien
ce s
har
e
crit
eria
, lai
d o
ut
in t
he
Acc
ess
Serv
ices
cod
e, p
rovi
de
acce
ss s
ervi
ces
(su
bti
tlin
g,
sig
nin
g a
nd
au
dio
des
crip
tio
n) in
lin
e
wit
h t
hei
r o
blig
atio
ns.
Act
ivit
y
Co
ndu
ct a
nn
ual
ass
essm
ents
of a
ud
ien
ce
shar
e an
d r
even
ue
data
to d
eter
min
e
wh
ich
cha
nn
els
are
ob
liged
to p
rovi
de
acce
ss s
ervi
ces.
No
tify
bro
adca
ster
s
of t
hei
r o
blig
atio
ns fo
r th
e fo
llow
ing
year
. Pu
blis
h q
uar
terl
y da
ta o
n th
e
bro
adca
ster
s’ d
eliv
ery
of a
cces
s se
rvic
es.
Ou
tco
me
Hea
rin
g im
pai
red
an
d v
isu
ally
imp
aire
d v
iew
ers
have
bet
ter
acce
ss T
V
pro
gram
mes
.
Lead
Dep
artm
ent
Co
nten
t &
Sta
nda
rds
Ob
ject
ive
7: T
o m
ake
our
du
ties
, po
licie
s an
d s
ervi
ces
acce
ssib
le to
eve
ryo
ne
23
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
7.1
Mak
e su
re t
hat
th
e n
eed
s o
f div
ersi
ty
gro
up
s ar
e se
t o
ut
fully
in o
ur
Co
nsu
mer
Exp
erie
nce
Rep
ort
s.
7.2
Pub
lish
occ
asio
nal
rep
ort
s o
n t
he
leve
ls o
f med
ia li
tera
cy a
mo
ng
peo
ple
fro
m e
thn
ic m
ino
riti
es, a
nd
peo
ple
wit
h d
isab
iliti
es.
7.3
Co
nsi
der
wh
eth
er w
e ca
n o
pen
up
ou
r
inte
rnal
div
ersi
ty in
form
atio
n p
ort
al to
exte
rnal
vis
ito
rs.
7.4
Pub
lish
res
earc
h in
to c
on
sum
ers’
mo
tor
skill
s an
d h
ow
th
ey m
anag
e w
ith
com
mu
nic
atio
ns
tech
no
log
ies.
7.5
Revi
se t
he
way
we
bu
y se
rvic
es to
imp
rove
eq
ual
ity
and
div
ersi
ty.
7.6
Ass
ign
a m
emb
er o
f Ofc
om
’s w
eb
team
to m
ake
sure
ou
r w
ebsi
te m
eets
curr
ent
acce
ssib
ility
sta
nd
ard
s.
7.7
Pub
lish
a s
tate
men
t o
n o
ur
web
site
that
we
will
co
nsi
der
req
ues
ts fo
r
pu
blic
atio
ns
in a
lter
nat
ive
form
ats
and
lan
gu
ages
.
Act
ivit
y
Pub
lish
res
earc
h to
wid
en a
war
enes
s
and
un
der
stan
din
g.
Pub
lish
res
earc
h to
wid
en a
war
enes
s
and
un
der
stan
din
g.
Pub
lish
res
earc
h to
wid
en a
war
enes
s
and
un
der
stan
din
g.
Pub
lish
res
earc
h to
wid
en a
war
enes
s
and
un
der
stan
din
g.
Loo
k at
ou
r cu
rren
t sy
stem
s, a
nd
alte
r th
em a
s n
eed
ed, t
o c
reat
e
equ
al o
pp
ort
un
itie
s.
Att
end
rel
evan
t ac
cess
ibili
ty s
emin
ars
and
advi
se o
n im
pro
vem
ents
we
nee
d
to m
ake.
Pro
vid
e in
form
atio
n o
nlin
e th
at is
cle
ar
and
acc
essi
ble
to a
ll.
Ou
tco
me
Div
ersi
ty in
form
atio
n is
ava
ilab
le to
be
used
acr
oss
a w
ider
au
die
nce
.
Div
ersi
ty in
form
atio
n is
ava
ilab
le to
be
used
acr
oss
a w
ider
au
die
nce
.
Div
ersi
ty in
form
atio
n is
ava
ilab
le to
be
used
acr
oss
a w
ider
au
die
nce
.
Div
ersi
ty in
form
atio
n is
ava
ilab
le to
be
used
acr
oss
a w
ider
au
die
nce
.
A w
ide
ran
ge
of b
idd
ers
ho
pin
g to
wo
rk
with
Ofc
om
. Fo
r m
ajo
r te
nd
ers,
we
will
loo
k in
to th
eir
div
ersi
ty p
olic
ies.
Ever
yth
ing
we
pu
blis
h o
n th
e O
fco
m
web
site
is a
cces
sib
le.
Peo
ple
kn
ow
we’
ll tr
y to
pro
vid
e
info
rmat
ion
in th
e fo
rmat
or
lan
guag
e th
ey n
eed
.
Lead
Dep
artm
ent
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Stra
teg
y &
Mar
ket
Dev
elo
pm
ents
Fina
nce
Web
Tea
m
Web
Tea
m
24
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
7.8
Pro
vid
e w
ritt
en g
uid
ance
to c
olle
agu
es
on
wh
en it
’s a
pp
rop
riat
e to
pro
du
ce
Easy
-Rea
d v
ersi
on
s o
f Ofc
om
do
cum
ents
.
7.9
Take
th
e le
ad in
bri
efin
g s
pec
ialis
t
div
ersi
ty m
edia
.
7.10
Wh
ere
we
use
ph
oto
s o
r vi
deo
clip
s, w
e’ll
mak
e su
re d
iver
sity
gro
up
s
are
rep
rese
nte
d.
7.11
Co
nsi
der
ho
w to
invo
lve
div
ersi
ty
gro
up
s in
Ofc
om
bri
efin
gs
and
eve
nts
,
and
ad
dre
ss s
pec
ial d
ieta
ry, a
cces
s an
d
com
mu
nic
atio
ns
nee
ds.
7.12
Dev
elo
p t
he
Switc
h O
n le
arn
ing
reso
urc
e to
hel
p p
eop
le w
ith
lear
nin
g
dis
abili
ties
wit
h m
edia
lite
racy
.
7.13
Rev
iew
th
e re
sult
s o
f th
e la
test
ro
un
d
of C
om
mu
nit
y R
adio
lice
nsi
ng
, to
iden
tify
resu
lts
by
div
ersi
ty g
rou
p.
7.14
See
ho
w w
e ca
n lo
g m
ore
dat
a ab
ou
t
div
ersi
ty, i
mp
rovi
ng
ou
r kn
ow
led
ge
and
rep
ort
ing
.
Act
ivit
y
Pro
vid
e cl
ear
guid
ance
to c
olle
agu
es,
imp
rovi
ng
kn
ow
led
ge
and
aw
aren
ess.
Co
mm
un
icat
e d
irec
tly w
ith m
edia
ou
tlets
for
div
ersi
ty g
rou
ps,
wh
ere
po
licie
s o
r
pro
ject
s ha
ve a
sp
ecifi
c im
pac
t o
n th
em.
Mak
e su
re o
ur
pu
blis
hed
mat
eria
l refl
ects
div
ersi
ty in
so
ciet
y.
Wo
rk w
ith d
iver
se c
om
mu
nit
ies
thro
ugh
Ofc
om
’s in
tern
al a
nd
ext
erna
l eve
nts.
Co
mp
lete
dev
elo
pm
ent
of t
he
Switc
h O
n re
sou
rce.
Inve
stig
ate
if p
arti
cula
r d
iver
sity
gro
up
s’
app
licat
ions
are
mo
re li
kely
to fa
il,
and
why
.
Revi
ew th
e ap
plic
atio
n fo
rm a
nd
gu
idan
ce
no
tes
that
are
par
t o
f th
e C
om
mu
nit
y
Rad
io a
war
ds p
roce
ss.
Ana
lyse
ou
r cu
rren
t sy
stem
s an
d id
enti
fy
new
op
po
rtu
nit
ies
to c
aptu
re b
ette
r
div
ersi
ty d
ata.
Ou
tco
me
Ou
r co
lleag
ues
kn
ow
ab
ou
t ac
cess
ibili
ty
op
tio
ns, a
nd
wh
en to
use
them
.
A h
igh
er p
rofil
e fo
r O
fco
m’s
pro
ject
s an
d
po
licie
s am
on
g d
iver
sity
gro
up
s, w
hic
h in
turn
en
cou
rag
es g
reat
er p
arti
cip
atio
n in
ou
r co
nsu
ltati
ons
.
Mo
re in
clus
ive
pu
blic
atio
ns.
A m
ore
op
en a
nd
incl
usiv
e en
viro
nm
ent
that
en
cou
rag
es p
eop
le to
par
tici
pat
e.
A n
ew le
arn
ing
res
ou
rce
for
peo
ple
in a
sect
or
of s
oci
ety
wh
o a
re n
ot
curr
ently
cate
red
for.
A c
om
mu
nit
y ra
dio
lice
nsin
g s
yste
m th
at’s
as o
pen
an
d a
cces
sib
le to
all
gro
up
s as
po
ssib
le, s
o th
at c
om
mu
nit
y ra
dio
ser
ves
a d
iver
se a
ud
ien
ce.
Bett
er q
ual
ity
rep
ort
s, fr
om
the
cust
om
er
data
ava
ilab
le in
ou
r sy
stem
s.
Lead
Dep
artm
ent
Web
Tea
m
Med
ia &
Co
rpo
rate
Rela
tio
ns
Med
ia, C
om
ms
and
Web
team
Even
ts, r
ecep
tio
n a
nd
Faci
litie
s
Co
nten
t &
Sta
nda
rds
Rad
io T
eam
in C
ont
ent
& S
tan
dard
s
IS &
all
Dep
artm
ents
25
Targ
et D
ate
0
9/10
10
/11
11/
12
Ob
ject
ive
7.15
Rev
iew
whe
ther
the
Tele
visi
on
Acc
ess
Serv
ices
Co
de
con
tin
ues
to m
ake
sure
that
ser
vice
s ar
e b
ein
g p
rop
erly
del
iver
ed.
7.16
Mak
e su
re t
hat
eve
ryo
ne
wh
o
dea
ls w
ith
th
e p
ub
lic is
tra
ined
in t
hei
r
resp
on
sib
iliti
es u
nd
er t
he
Dis
abili
ty
Dis
crim
inat
ion
Act
(DD
A).
7.17
Mak
e O
fco
m’s
wo
rk b
ette
r an
d m
ore
wid
ely
un
der
sto
od
in c
ou
ntr
ies
ou
tsid
e
the
EU.
Act
ivit
y
Co
ndu
ct fu
rth
er r
esea
rch
into
the
awar
enes
s, t
ake-
up
an
d u
sag
e o
f au
dio
des
crip
tio
n, a
nd
rea
sses
s h
ow
we
requ
ire
acce
ss s
ervi
ces
to b
e p
rovi
ded
.
To p
rovi
de
spec
ific
trai
nin
g to
fro
nt li
ne
colle
agu
es in
dis
abili
ty e
tiqu
ette
an
d th
e
dem
ands
of t
he
law
. Mak
e th
is tr
ain
ing
avai
lab
le to
all
colle
agu
es o
n r
equ
est.
Use
ou
r la
ngu
age
skill
s in
pre
sent
atio
ns
and
, wh
ere
app
rop
riat
e, u
se tr
ansl
atio
n
(e.g
. Ch
ines
e). O
ur
inte
rnat
iona
l tea
m to
mak
e b
ette
r us
e o
f th
e la
ngu
age
skill
s o
f
colle
agu
es a
cro
ss O
fco
m.
Ensu
re o
ur
Inte
rnat
iona
l web
pag
es m
eet
inte
rnat
iona
l sta
nda
rds
of a
cces
sib
ility
(wh
ich
incl
ud
es la
ngu
ages
an
d e
ase
of u
se).
Ou
tco
me
Peo
ple
wh
o n
eed
hel
p w
ith s
eein
g o
r
hea
rin
g te
levi
sio
n g
et th
e sp
ecia
l
serv
ices
they
nee
d.
Bett
er-t
rain
ed fr
ont
lin
e co
lleag
ues
, in
par
ticu
lar
tho
se in
Cen
tral
Op
erat
ions
,
Fiel
d O
per
atio
ns, S
witc
hb
oar
d
and
Fac
iliti
es.
Ou
r w
ork
bec
om
es m
ore
wid
ely
acce
ssib
le
and
un
der
sto
od
.
Lead
Dep
artm
ent
Co
nten
t &
Sta
nda
rds
Pro
fess
iona
l
Dev
elo
pm
ent
Exte
rnal
Aff
airs
an
d
Go
vern
ance
26
Annex 2
GOVERNANCE FRAMEWORK FOR OFCOM’S SINGLE EQUALITY SCHEME
Diversity Steering Group
Diversity Working Group
Single Equality Scheme
Champions
Senior Compliance Manager
Corporate Social Responsibility
Manager
• Informal volunteer group and champions of Diversity
• Organise events
• Attend conferences
• Undertake ad-hoc research and standalone projects
• Available as a focus group
• Representatives from each Ofcom Group
• Implement Single Equality Scheme Action Plan
• Report on Single Equality Scheme Action Plan progress
• Ensures compliance with legal obligations relating to equality, diversity and human rights
• Develop CSR strategy
• Embed CSR within Ofcom via effective co-ordination of events and communications
Ofcom Board
27
GLOSSARY
ACOD
The Advisory Committee on Older and Disabled People, advising on communications issues that particularly
affect these groups.
Colleagues
All people employed by Ofcom.
Communications Consumer Panel
An independent panel advising Ofcom on consumer interests in the markets we regulate.
Content Board
Ofcom’s advisory board on a wide range of broadcasting content issues, and media literacy.
Diversity Group
Groups within the Race, Disability and Gender diversity strands.
DWG
Ofcom’s Diversity Working Group, promoting diversity across Ofcom.
EIA
Equality Impact Assessment, designed to discover how a policy or project might affect diversity groups.
ExCo
Ofcom’s Executive Committee, responsible for overseeing the management of Ofcom.
The ‘general duties’
The duties of public bodies such as Ofcom to promote equality of opportunity and tackle discrimination in the
areas of disability, gender and race.
Groups
Ofcom departments.
LGBT
Lesbian Gay Bisexual Transgender.
SES
Ofcom’s Single Equality Scheme.
Annex 3
28
If you would like this document in large print, Braille or audio format, or in another language, please:
call 020 7981 3040 or 030 0123 3333; textphone 020 7981 3043; email [email protected];
or write to The Ofcom Advisory Team, Riverside House, 2a Southwark Bridge Road, London SE1 9HA
Office of CommunicationsRiverside House2a Southwark Bridge RoadLondon SE1 9HA www.ofcom.org.uk
OF477 (O
ct 09)