Black television professionals in the UK's television industry continue to face persistent barriers to career progression, with progress towards equity and inclusion very slow, according to new research from academics at the University of Nottingham and Aston University.
The report, Black in Focus, was produced in partnership with Black Leaders in TV, a company set up to champion Black professionals in the UK television and content creation industry, committed to bridging the representation gap and creating a more inclusive and innovative industry.
The research group was led by Helen Wood, Professor of Media and Cultural Studies at Aston University, alongside Dr Jack Newsinger, Associate Professor in Cultural Industries and Media at the University of Nottingham, and Aston's Dr Killian Mullen and Dr Priya Sharma.
The researchers surveyed 164 Black mid-career television professionals to learn about their experiences. While entry-level diversity efforts have sparked positive change, the researchers say that respondents generally see this as performative, with little genuine progress at mid and senior levels.
Of those surveyed, 92 per cent reported experienced microaggressions at work, defined as subtle, often unintentional, comments or actions that express prejudice or discrimination towards them, such as being mistaken for a taxi driver or colleagues continually mispronouncing a name. 80 per cent stated that their careers in television have negatively impacted wellbeing. Almost three-quarters (74 per cent) of respondents said they had been ignored or excluded at work.
We can hear the voices of frustration in this survey and the data is clear about the problems. It's time for the industry to use this evidence to take the next steps to deliver real, systemic change."
One of the biggest problems highlighted is a persistent 'club' culture with career progression often based on informal networks and hires. 91 per cent of the survey respondents reported having no friends or family in the industry, blocking wider access and opportunity.
Many Black television professionals still report being labelled as 'diversity hires,' which negatively impacts their confidence and feeling of belonging in the industry. Black-Caribbean respondents and those from working-class backgrounds report heightened feelings of exclusion.
Another major problem found by the report is in programme commissioning, with Black stories often viewed as commercially risky, leading to missed opportunities for richer, more authentic storytelling.
Black Leaders in TV founders Nadia Afiari and Annika Allen Gray, said: "The findings make clear that, for UK television to truly reflect its diverse audiences and unlock creative innovation, the industry must move beyond surface-level diversity efforts. There needs to be support in place for Black professionals, greater transparency in recruitment and progression, and a fundamental shift towards inclusive, equitable workplace cultures."
The recommendations for improvement are grouped into four categories - breaking the mid-career bottleneck, commission, diversity initiatives, and racism, bullying and inclusion failures.
To help with career bottlenecks, the authors' suggestions include developing a national fellowship scheme to offer structured leadership training, shadowing, and commissioning exposure for Black professionals, setting up a centralised database for Black talent and supporting Black creatives though industry showcases.
I am proud to have helped support this groundbreaking and important work, which demonstrates very clearly the importance of renewed innovation in the television industry's efforts to eliminate racism and become inclusive. Working with organisations like Black Leaders in TV is vital to this work."
The television industry could tackle the problems with commissioning for example by incentivising Black-led narratives and requiring commissioning teams to complete anti-bias training. Diversity initiatives should move away from entry-level programmes towards structural change. This includes moving away from informal, network-based recruitment to structured, clear processes, and formalising promotion pathways.
The television industry can tackle racism and bullying through zero-tolerance harassment policies, independent reporting mechanisms and sanctions, inclusive leadership training and developing mental health resources specifically tailored to Black professionals.
