In 2017 we set ourselves targets across all our activities. Against these, we monitor and evaluate our progress to check where we could be doing better and where necessary take positive action to achieve better results.
Here we are reporting on data captured in 2018/19 on who we’ve supported through the BFI Film Academy, BFI NETWORK, development and production funding from the BFI Film Fund, and who we employ.
Our figures are derived from the most up-to-date data available. This is declared data taken from monitoring forms which are voluntarily completed, so we can’t always guarantee a 100% return rate.
The BFI’s targets, which are based on proportionality of the UK’s working age population, came into effect on 1 April 2018. They are:
- 7% target for those identifying as D/deaf and disabled
- 20% target for those identifying as belonging to an under-represented ethnic group*
- 50-50 gender balance
- 10% target for those identifying as LGBTQ+
*Those who identify their ethnic origin from the following groups on the BFI Diversity and Inclusion Monitoring Form: Asian/Asian British, Black/African/Caribbean/Black British, Mixed/multiple ethnic groups and Other ethnic group.
Previously published figures from 2017/18, which provided baseline figures are available here.
For those we funded in 2018/19, this is how we did in each of our funding streams:
|Production||Development||Debut directors||Doc Soc features|
|D/deaf and disabled||2%||3%||0%||5%|
Percentages taken from the Diversity & Inclusion data provided by the writer, producer and director of each funded features.
|BFI NETWORK shorts and early development||Doc Soc shorts with BFI NETWORK||BFI Film Academy|
|D/deaf and disabled||6%||6%||11%|
Percentages derived from the combined Diversity & Inclusion data provided by the writer, producer and director of each funded shorts.
BFI Film Academy data based on Diversity & Inclusion data provided by each participant.
|D/deaf and disabled||1%||3%||3%|
|D/deaf and disabled||5%||0%||0%||0%|
Doc Soc Features
Doc Soc Features
|D/deaf and disabled||11%||0%|
Due to the factual content of documentaries, there are no writers attached to Doc Society funded project this year.
|D/deaf and disabled||8%||5%||8%|
|D/deaf and disabled||6%||9%||0%|
Doc Soc Short
Doc Soc Short
|D/deaf and disabled||10%||0%|
Due to the factual content of documentaries, there was only one writer attached to BFI NETWORK Doc Society funded short project this year.
For the people we employ, this is how we did:
As of the latest available data (November 2019**), the BFI employs 585 people. This number includes people on permanent and fixed term contracts.
- 8.6% identify as as D/deaf and disabled
- 15.5% identify as belonging to an under-represented ethnic group
- 53% identify as female
- 11.7% identify as LGBTQ+
Our pay gaps*** as at 31 March 2019 are:
|Disability||10.8%||19.4%||In favour of non-disabled employees|
|Ethnicity||10%||12%||In favour of white employees|
|Gender||-0.02%||3.9%||Mean: in favour of female employees
Median: in favour of male employees
|LGBTQ+||-0.4%||0%||In favour of LGBTQ+ employees|
Representation across our workforce (ordered by role level):
|Support / Assistants||Technical / Practitioner||Manager / Professionals||Heads of Department||Executive / Senior Manager|
|D/deaf and disabled
(% self-identified as D/deaf and disabled)
(% self-identified as belonging to an under-represented ethnic group)
(% self-identified as female)
(% self-identified as LGBTQ+)
** Other than the pay gaps, BFI workforce data is as of November 19 rather than March 19. This follows a significant engagement project with staff enabling us to capture a larger and more comprehensive data set, resulting in more robust and accurate reporting. Moving forward, we will report on financial years, April-March.
*** We have applied the gender pay gap calculation methodology across all pay gaps as we await Government guidance for other categories. We have compared average pay between two distinct groups: our BAME and white people; LGBTQ+ and heterosexual people; and D/deaf & disabled and non-disabled people. Different methodology may change the pay gap figures, plus different groups within these categories may have varying experiences which will not be reflected within the gender pay gap binary approach.