UK media and telecom regulator Ofcom’s five-year look at diversity and equal opportunities in the country’s broadcasting finds that organisations are struggling to retain talent in the aftermath of the pandemic, with more women in particular leaving the broadcasting business than joining.

TV and radio firms now have a much better understanding of the makeup of their workforce, and representation of minority groups has generally improved in the last five years, Ofcom said in a statement put out on its website.

But the lack of diversity among senior decision makers remains significant, and disabled people continue to be underrepresented across the industry, the regulator said in its findings.

So, Ofcom has called on broadcasters collectively to place greater focus on retaining and progressing senior, diverse talent.

Why this matters, asked Ofcom. Having a workforce that represents the UK society helps broadcasters to create innovative, imaginative and authentic TV and radio programmes that reflect the lives and experiences of their whole audience.

“Broadcasters have an obligation, as a condition of their licences, to take measures to promote equality of opportunity in employment. This also helps people to work in broadcasting who otherwise might not have a chance to do so, “ Ofcom said.

Five-year Picture: This is Ofcom’s fifth report on diversity in broadcasting and reflects on progress made over the last five years.

Some of the highlights of the Ofcom findings are as follows:

# Broadcasters are more representative of the UK’s ethnic diversity. In 2017-18, minority ethnic groups made up just 6 percent of the radio workforce. This has now increased to 10 percent, though still below the UK working population benchmark of 12 percent.

# In TV, 16 percent of staff is from minority-ethnic backgrounds, up from 13 percent over the same period.

# Serious lack of diversity among senior decision-makers. Broadcasters appear to have focused on entry-level recruitment at the expense of retaining and progressing their diverse talent. Disabled people, for example, make up only 6 percent of senior managers. The situation is more promising for minority ethnic colleagues in TV, who make up nearly a fifth of all those promoted – although it is not clear whether this is to senior management positions.

# The UK’s disabled population is woefully underrepresented in the broadcasting industry. Despite encouraging initiatives in recent years, both TV and Radio are still reporting industry-wide representation at 7 percent — less than half the UK benchmark of 19 percent in 2020/21.

# Socio-economic diversity is also lacking, both for the lack of data and what the available data shows. Where we have data, it shows that TV employees are almost twice as likely to have had parents in professional occupations (59 percent compared to the UK benchmark of 33 percent) and to have attended private school (13 percent compared with a UK average of 7 percent).

Ofcom expects broadcasters to work together – and with their production partners – to create a more inclusive sector for everyone. That includes a greater focus on retention as well as recruitment.

It has also been urged that broadcasters further improve data collection, including on promotions; report the success or failure of diversity initiatives more transparently; engage meaningfully with their staff networks and consider setting retention targets.

“So we’re calling on broadcasters to slow the revolving door and focus on retaining and progressing talented people from all walks of life,” said Vikki Cook, Ofcom’s Director of Broadcasting Policy.