Throughout the year so far, we’ve been continuing our focus on making the BBC a great place to work. Today’s news that we’re extending maternity and paternity leave for parents of premature babies is only part of the work that has been going on behind the scenes.
I’m delighted to say that over three quarters of jobs at the BBC are now advertised with flexible working. Last month, 77% of jobs were advertised with the benefit of flexible working and we expect this to continue to rise.
Updating flexible working
We’ve updated our flexible working policy to increase the range of options available whether that’s working reduced hours, working from home, having compressed or staggered hours or working in a job share. Unless there is an overwhelming business need for a role to be exempt from flexible working, we’ll look at all requests.
The change has been made as a result of the review looking at the culture and career progression for women at the BBC. It was one of five reviews published last year which resulted in a number of recommendations on making the BBC a great place to work. I’m pleased to say many of the recommendations are now in progress.
Step Into Tech & Career Returners
Our Design and Engineering division has established two great schemes: Step Into Tech - a training scheme for women who want to move into software engineering - and a Career Returners Programme.
Step Into Tech has just seen the first 14 participants complete the 14-week programme, which has provided them with the skills required to apply for an entry level software engineer role within BBC Design and Engineering. It’s intended that the scheme will run again later this year.
The Career Returners programme helps people with previous suitable technology experience return to work after an extended career break, such as parents who may have been caring for children or those who have been carers or off for health reasons. Seven people started on the paid six month placement in January which also provides mentors and workshops to help them successfully transition back into the workplace.
Throughout the BBC
Across the BBC, we’ve introduced major changes to the way we recruit to ensure all candidates can be confident there is no bias in the process. These include having mixed gender panels and shortlists for all interviews wherever possible. Members of staff have applied to be interview champions to help the diversity of our interview panels. The first 200 people will be trained later this month to be interviewers who sit on our interview panels and become part of the selection process.
And we’ve launched a range of leadership development programmes to ensure the right culture and tone is being set at the very top of the organisation.
Progress is being reviewed by myself and my colleagues on the BBC’s Executive Committee to provide oversight and scrutiny at a senior level. We know there’s more to do, however, and we’ll continue to drive change to ensure all staff feel able to do their very best work in a supportive environment.
