40 ITV plc Annual Report and Accounts 2023 ITV plc Annual Report and Accounts 2023 41 S T OUR PEOPLE R A T E G I Management development Building an inclusive culture Our line manager survey identified C R management strengths in wellbeing, E Throughout 2023 we have refreshed our line Ensuring we have an inclusive environment P technical capability and resilience. It O manager development offering, introducing where everyone can be their authentic self R a series of in-person Leadership workshops and thrive, is critical to the delivery of our identified some areas of focus for future T sponsored by our CEO. This included: strategic priorities. development for managers to enable them to give specific feedback that can be • The Art of Brilliant Leadership – centred on Our inclusive culture ensures that ITV actioned regularly and help colleagues follow positive psychology and developing high remains a great place to work for everyone through on innovative ideas. The previously performing teams and supports the delivery of our strategic described Leadership workshops were • Resilient Leader – giving leaders the priorities and our Diversity Acceleration Plan. designed as a result. awareness and tools to manage their We value the creativity that diversity brings resilience and equip their teams with the to our business and continue to provide Mental health, wellbeing and support they need to thrive in a changing support and development for leaders and duty of care environment managers to build inclusive teams through a Supporting the mental and physical health of series of training programmes being; colleagues remains a key priority, particularly Inclusive Hiring and Inclusive Leader, as well in light of the changing ways of working. THE ITV WAY as two specific programmes on Race Fluency THE heart The ITV Ways of working are embedded and Creating Disability Inclusion. The Mental Health Advisory Group (MHAG), across all of our processes from chaired by Baroness Ruth Davidson in 2023 recruitment and selection, to ITV is committed to recruiting, retaining and and Pat Younge from 2024, continued to development and performance developing disabled people with the meet regularly throughout the year. The management. They enable all Department for Work and Pensions renewing MHAG membership includes experts from OF ITV colleagues to understand our ways of our Disability Confident Leader leading mental health charities such as Mind, working and what we expect at ITV in accreditation. Through this, we commit to YoungMinds and SAMH, as well as AND SOUL order to be commercially successful. giving full and fair consideration to the independent advisers and representatives Our ITV Way covers: employment of people with a disability or from across ITV and STV. health condition, and guarantee an interview Make it brilliant to candidates with a disability who meet the In 2023 the MHAG discussed a wide range of Creativity for everyone minimum requirement for a role. We also subjects, including; building line manager work with specialist providers to ensure that capability to have open, honest and effective the recruitment process, and all training, wellbeing conversations, the new Employee Our people are the heart of ITV; from the diary room All colleagues have access to online, Make it new career development and promotion Assistance Programme (now extended to on-demand and in-person development Openness to change, without barriers opportunities are accessible and inclusive to freelancers and international colleagues) on Big Brother, developing the technology to power workshops. This enables us to continue to all colleagues with a disability and that they and the role of leaders in managing change. ITVX, to the creation of new formats internationally, build leadership and line manager capability Make it together have equal career opportunities for growth ITV’s important role as a convenor of mental and support personal skills development, and progression. We continue to be health conversations, mental health trends we empower and support them to build and grow wellbeing and resilience for all colleagues. Collaborating and embracing members of the ‘Valuable 500,’ the global d and industry challenges has been at the ifferences business collective made up of 500 CEOs their skills and capabilities, for now, and the future. Over the last year, we have created focused forefront of our social purpose campaigns in and their organisations innovating together 2023, including the award-winning Britain This will ensure ITV’s enduring legacy and continued development opportunities to build the Aligned with the ITV Way, we have a set for disability inclusion. In 2024, we will take Get Talking. digital and data capabilities in support of of behavioural expectations for all part in the Generation Valuable leadership success, delivering its strategic priorities, within a the delivery of our digital transformation, colleagues. Our ITV behaviours provide programme where one disabled ITV By providing support, guidance and challenge an example being the second series launch a framework for all colleagues to colleague will be part of their global the MHAG helps ensure that ITV’s creative and inclusive culture where everyone thrives of ITV Fast Forward, a collection of one-hour understand what’s expected of them in leadership programme and will be mentored commitment to the mental health and and delivers their best work. immersion sessions exploring the use of terms of how they deliver as well as by our CEO. wellbeing of colleagues, production staff and Generative AI, Design Thinking, Machine what they deliver in their roles. The freelancers, programme participants and the Learning and digital disruptors. behaviours underpin how we manage Refer to page 37 for more information on our viewing public remains industry-leading. performance and support career and Diversity, Equality and Inclusion strategy. We continue to equip leaders, managers and development conversations. Additionally, our Duty of Care Operating Composition of our workforce This is demonstrated through a range of colleagues with the tools and resources to Engagement development opportunities, including the manage a hybrid workforce through our Board ensures that ITV’s duty of care Our workforce, or ‘colleagues’ are a mix of ITV Academy. This provides development The voice of our colleagues is an integral part processes continue to evolve. Refer to pages permanent and fixed-term employees, Smart working framework which centres Attracting and retaining talent is critical to 81 and 98 for further information about the programmes for our production colleagues, on a ‘value exchange’, considering business delivering our More Than TV strategy and our of how we measure and assess our culture, freelancers (individuals who provide their traineeships and entry-level pathways, helping us to identify what is important, how role of the Duty of Care Operating Board and services on a specific project or programme and team requirements balanced with an digital transformation. In 2023 we continued its activities in 2023. aimed at addressing current and future individual’s preferred working pattern. our Digital Skills Programme to address it feels to work at ITV and agreeing on for a finite period of time); and contractors skills gaps in partnership with ScreenSkills, organisational wide and locally driven actions (companies or suppliers who provide a shorter-term resourcing gaps as well as build as a result. The importance of raising workplace concerns service to ITV) all playing their part. Creative Access and the National Film Our Talking Performance approach, based on the digital capabilities we need across and Television School. up to four performance conversations a year, and ‘speaking up’ has been re-emphasised to all technology, product and data over the next 2023 saw four key engagement activities: our colleagues, to ensure they have awareness Investing in the development continues to be a key priority. We have used three to five years. of, and feel empowered to, raise concerns Refer to page 34 for further details. data from our employee engagement and • Creation and launch of a line manager of our people culture surveys to further strengthen our through our Speaking Up framework, refer to We offer apprenticeships in ITV Studios and Our approach to attracting and retaining survey to understand our colleagues’ view pages 99 and 113. We have committed to building a high Media & Entertainment, as well as across our approach to performance management. talent and information on how the of line manager capability performing, creative, innovative and diverse Corporate Functions. As a result of these actions, we saw positive Remuneration Committee considers • A series of cultural deep-dive focus groups For further information on how the Board and workforce by adopting a comprehensive and results in the 2023 Engagement and workforce remuneration is detailed on externally facilitated by Inclusive management engage with the workforce, refer inclusive approach to investing in and Our ‘open to all students’ work experience Culture Survey; page 117. Employers to page 94. rewarding all our colleagues. campaigns have positively impacted • 72% of colleagues responded favourably • Bi-annual engagement and culture survey participants and managers alike, whilst to: ‘My manager gives me useful feedback for employees supporting our Diversity, Equality and on how well I am performing’ • Creation and launch of an engagement Inclusion strategy. Our work experience • 84% of colleagues responded favourably and culture survey for freelancers placements offer a launchpad for students to: ‘I know what I need to do to be to enhance their readiness for a place on our successful in my role.’ apprenticeship programme.