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Progress has been made in several areas to increase diversity in the publishing industry, with targets finally being met on the representation of people from Black, Asian, and minority ethnic (BAME) groups. But socio-economic background continues to represent a major barrier to inclusion and a lack of regional diversity “remains stark”, according to the Publishers Association’s latest annual workforce survey.
Stephen Lotinga, chief executive, said it was heartening to see potential signs that the work that publishers had been doing to improve diversity, inclusion and belonging for staff was "beginning to help move the dial”. He warned against complacency, however.
“There is still much to be done and the Publishers Association are working with publishers and partners to plan the next phase of our inclusivity work and will share information about this later in the year,” he said.
More than 14,000 employees from 60 businesses took part in this year’s survey. The results showed representation of people from ethnic minority groups (excluding white minorities) increased to 15%, achieving the Publishers Association’s 2022 target after stalling at 13% for the past three years. It put the industry in line with the BAME population of England and Wales (15%), according to the Office for National Statistics’ (ONS) 2019 population estimates.
The report warned, however, that many of the national averages used as benchmarks would significantly shift when the data from the latest population census is revealed later this year. “The progress that has been made will need to be reassessed against this latest information and I expect that all industries that are serious about their workforces reflecting the population will need to reassess their plans and grow their ambitions,” Lotinga said.
The proportion of respondents identifying as Asian/Asian British increased from 6% in 2019 and 2020 to 8% in 2021, which was in line with the estimated population of England and Wales. The proportion of respondents identifying as Black/African/ Caribbean/Black British remains unchanged from 2019 and 2020 at 3%, which was lower than the estimated population of England and Wales, at 4%.
While the representation of respondents from ethnic minority groups (excluding white minorities) living in London has increased since 2020 (from 16% to 18%), this was still well below the London population of 40% according to the ONS 2011 census, which remains the most accurate data to benchmark against.
Respondents from Asian/Asian British ethnic groups (8%, up from 7% in 2020) were significantly underrepresented in comparison to the London population of 19%. People from Black/African/Caribbean/Black British ethnic groups make up 13% of the London population, but only 3% of respondents living in London identified as Black/African/Caribbean/ Black British.
The report praised the fact that over half of those in executive leadership and senior management positions are women (52% and 56% respectively), and that LGB+ representation continues to increase further with 13% of respondents either identifying as lesbian, gay, bisexual, or preferring to self-describe their sexual orientation. That figure has grown each year since 2017 where it was just 5%. Trans people made up 1% of respondents, in line with national estimates by the government equalities office.
The representation of people with a disability has increased over the years from 2% in 2017 to 13% in 2021. In comparison, one in five (20%) of the UK working age population have a disability, and one in three (33%) have a long-term health condition, according to the ONS 2021 Annual Population Survey. However, the report stressed that while the survey results were some way behind national figures, “when taking into account the disability employment gap and considering disability representation and targets set by disability-confident leaders like Barclays (14% representation) and the BBC (12% target), this was a positive finding”.
Socio-economic background continues to represent major barriers to inclusion, with around two thirds (67%) of respondents being from professional backgrounds—significantly higher than the Social Mobility Commission’s publishing industry benchmark of 50%.
Around one in eight (12%) respondents were from intermediate socio-economic backgrounds, which was lower than the publishing industry benchmark of 24%. Around one in five (21%) respondents were from lower socio-economic backgrounds, below the industry benchmark of 26%.
In total, 19% of respondents attended an independent or fee-paying school, which was in line with previous years, and this was higher than the 7% of the current UK school population who are privately educated. Of those respondents who attended an independent or fee-paying school, a small proportion (3%) had a bursary, while the majority (16%) did not.
Among those who attended university, 42% were the first in their family to have done so, which was in line with 2020 results (41%). This was much lower than national figures from the Higher Education Policy Institute 2017-2018, where more than two thirds of students (68%) were classed as the first in their family to go to university.
Almost half (49%) of respondents who went to university attended a Russell Group university (up from 43% in 2020), compared to 6% of the working age population, reported by the Sutton Trust and Social Mobility Commission, while 8% attended either Oxford or Cambridge, a figure which has remained stable since 2019, and was much higher compared to less than 1% of current 18-year-olds.
More than three-quarters of those surveyed either live in London (49%, up from 37% in 2020) or the south-east of England (31%, down from 38% in 2020). This combined figure was higher than in 2020 (74%), and was significantly higher than the proportion of respondents that grew up in those areas (17% and 23% respectively).
Outside London, 7% live in the east of England and 5% live in the south-west. All other regions and nations were home to 2% or fewer of respondents. The report said: “Although it is not possible to be certain about the location of respondents’ place of work, it is evident that the workforce is concentrated in the south of England, although the diversity of where the workforce grew up is much greater.”
Lotinga noted the 2021 survey is the last in the time period initially set in the PA’s Inclusivity Action Plan. He said: “Much has happened in the time since the last plan was developed. As part of this, we will consider the workforce survey and how it is best delivered in the future, how we can best support our members around this area of work and whether new targets should be set. Later in 2022, we will publish our revised plans."