NEC Report to BECTU 2004 Conference paragraphs 254-386

Education and training

254. Education and training in BECTU can broadly be divided into three areas of activity: training of lay officials and representatives; the promotion and provision of vocational training opportunities, including through government and industry bodies; the organisation of a network of union learning representatives, funded by the Union Learning Fund.

Training of lay officials and representatives

255. The recruitment and retention strategy is the key element in BECTU's drive to become an 'organising union', enjoying membership growth and increasing influence within our industrial sectors. The training of lay officials and active members must address this agenda.

256. During 2003 the Organising for Growth courses continued to play a key role in the development of our lay reps. Lynne Korniak acted as co-ordinator and organised seven courses with 56 members attending. The BBC branch officers' course, co-ordinated by SO Luke Crawley, attracted a total of 47 members

257. There were three new courses piloted during 2003: two negotiating courses for members in the IB division held at Northern College and Ruskin College, with 19 members attending; a two-part health and safety course held at BECTU's head office with 14 members attending; a 'getting organised' course for members of the Black Members Committee, with eight members attending.

258. BECTU members continue to attend TUC courses and in increasing numbers, with 30 members attending in 2003. There are also courses organised by the GFTU.

259. A strategy paper was submitted to the NEC by AGS Gerry Morrissey and Training Officer Brian Kelly to ensure that the training of BECTU representatives is further stepped up in 2004. The strategy was endorsed, and the following training programme for representatives and activists seeks to bring coherence and transparency to our education and training strategy and to ensure that it supports the overall recruitment and retention strategy.

260. From 2004 BECTU will offer all its representatives a three part training programme that will involve:

  • A one-day induction for new reps
  • An 'Essential Skills for BECTU Reps' programme (this will cover BBC branch officers, a three-part OFG, TUC reps or equivalent GFTU courses)
  • A professional development programme (e.g. promoting diversity, negotiating, communication, stress and bullying).

One day induction

261. Five one-day induction days will be planned for 2004. The induction will be held at head office and will:
welcome new reps and lay officials to their new roles with BECTU;
brief them on the rules and structure of the union;
brief them on the roles and functions of a union rep.

Essential skills for BECTU representatives

262. Entry to the 'Essential Skills' programme is open to all reps and activists, whilst entry to the professional development is open to those reps who have attended the 'essential skills' programme, or who have considerable relevant experience.

263. The BBC Branch Officers course is well-established and will continue as at present, but we have agreed to run the programme in partnership with South Thames College Trade Union Studies Unit on a trial basis. There is no cost and the partnership gives access to TUC materials and the availability of accreditation.

264. The Organising for Growth programme will be seen as the first choice new reps training programme outside of the BBC. However, the courses with adapt to meet more closely the needs of the recruitment and retention strategy. To meet these needs it is important that the three core OFG courses are delivered as a three-part programme for new reps and not as individual courses (although more experienced reps may choose to attend only the course they need).

265. The preferred order should be:

  • Communication
  • Representation
  • Organising

266. By running in a prescribed order, the courses will allow for progression to be built in as reps learn new skills and knowledge; this is standard best practice in all education courses. The order also allows for workplace tasks to be set and supported following the courses, so that reps do not feel isolated back at work. This means that their learning continues in a structured and supported way in between courses, and while they are back at work!

267. The second and third courses will provide a space for workplace reports to help and advise reps on workplace issues and problems. This cannot happen when courses are taken individually and in any order.

268. When new reps sign up to the programme, we will make it clear both to the rep and to their employer that they are signing for the programme. We should aim to complete the programme within 12 to 18 months, sooner if possible. Flexibility will be built in, because if a particular course is missed there will be another timetabled within a reasonable time.

269. The organising course (the third part of the programme) should also be offered outside the Organising for Growth (OFG) programme as a stand alone course for divisions and workplaces, including the BBC. This is because for an organising training programme to work best it has to be close to its target workplace/workforce. For example, when talking about mapping the workplace, it would be a real practical activity carried out at work as part of the course. Alternatively, it could be actually planned in detail as part of the course. The effect is to make the learning process merge with the organising process, and vice versa.

270. In terms of accreditation, this should be with the OCN and valued at 1 credit per course, and available at levels 1-3. Accreditation will be unobtrusive and voluntary.

Professional Development Programme

271. There is a clear learning need among BECTU representatives for courses that improve their knowledge and skills to represent the union and improve our organising capacity. These ongoing needs will be met through what we have called the BECTU Professional Development Programme. These will be a series of short courses focusing on specialist areas that concern our members and reps, for example:

  • Workplace stress
  • Bullying
  • Diversity and equal opportunities
  • Negotiation
  • Communication

272. These courses are stand-alone, and can be taken in any order because they are all at the same level.

Education partnerships

273. The provision of courses and tutors will depend on close partnerships with the following key partners:

  • Derby College (OFG programme, plus stand alone organising course)
  • South Thames College (BBC Branch Officers, and BECTU H&S)
  • Ruskin College, Oxford (Professional Development programme, plus ULR)
  • Northern College, Barnsley (Professional Development programme, plus ULR)
  • University of Leeds (learning website and some online courses)

274. The draft prospectus attached to this report awaits confirmation of discussions with Derby College concerning the OFG programme. The BBC programme has been approved by the BBC divisional committee. If these proposals are consistent with the needs of Derby College then we can probably run three OFG programmes (three times three courses), and as many of the stand-alone organising courses as we can manage.

275. The programme looks ambitious for a union of our size, but most of this is happening anyway, and it has just been drawn together and laid out within a single document. With the support of the Union Learning Fund (and therefore at little or no cost to BECTU), we will be able to promote the programme professionally in the following ways:

  • Production of a professionally-designed prospectus, and distributed by mail.
  • Through the journal.
  • Through the new learning website www.learningstudio.org.uk
  • The activity of our increasing numbers of Union Learning Reps, whose central role is to promote these courses and help recruit to them.
  • Visits by the Training Officer to branches.

276. The planned programme for 2004 is detailed below.

9 February New reps induction BECTU
10-12 February BBC branch officers BECTU
11-12 March Getting organised (OFG) BECTU
29-31 March Health and safety part 1 BECTU
19 April New reps induction BECTU
26-28 April Negotiation 1 Ruskin College
17-19 May Health and safety part 2 BECTU
27-29 April BBC branch officers BECTU
24-26 May Learning reps Northern College
7-9 June Negotiation 2 Northern College
14-16 June Communication skills (OFG) Ruskin College
24-25 June Dealing with workplace issues (OFG) BECTU
29 June -1 July BBC branch officers BECTU
5-7 July Promoting diversity at work Ruskin College
August no courses
6 September New reps induction BECTU
17-18 September Dealing with workplace issues (OFG) BECTU
20-22 September Negotiation 1 Ruskin College
21-23 September BBC branch officers BECTU
27-29 September Health and safety part 1 BECTU
7-9 October Communication skills (OFG) Ruskin College
11-13 October Tackling stress at work Ruskin College
18-20 October Health and safety part 2 BECTU
28-29 October Getting organised (OFG) BECTU
1 November New reps Induction BECTU
19-20 November Dealing with workplace issues (OFG) BECTU
30 November-1 Dec BBC branch officers BECTU
December no courses

Education and training

277. Education and training in BECTU has continued to develop and progress in 2003-04. There has been a growth in the number of Union Learning Representatives, successful bids submitted to the Union Learning Fund and increasing numbers of reps attending training courses. New partnerships with education and training providers have been established and new courses developed and delivered. In addition BECTU has continued to lobby with government and within sector skills councils for policies and initiatives that will benefit all members both employed and freelance.

278. This year's report is divided into three sections; our work with government and the sector skills councils; our work with initiatives such as the Union Learning Fund, including TOSCA and the new learning website; finally, the role of education and training in supporting the overall organising agenda and, in particular, the recruitment and retention Strategy.

279. The BECTU Training Committee has met regularly during the year under the chair, Ann Jones (RPD). One of the major priorities was to raise the profile of education and training amongst BECTU members. To this end a fringe meeting was organised at conference 2003, regular reports filed for Stage, Screen & Radio under the strapline 'The Learning Zone', and a training prospectus produced and distributed.

Work with the government and public agencies

280. We continue to work very closely with Skillset, the Sector Skills Council (SSC) for the Audio-Visual and Photo-imaging Industries. The value of this investment has been underlined by the publication of the National Skills Strategy White paper, which lays out a central role for SSCs in raising skills levels throughout the UK workforce. The Federation of Entertainment Unions is represented on the Skillset Board by BECTU General Secretary Roger Bolton. Other officials that contribute to the work of Skillset include AGS Martin Spence, SO Rob Newland SO, as well as Training Officer Brian Kelly.

281. The major commitments in 2003-2004 have included:

  • The bi-monthly meetings of the Skillset Investment Committee which decides the use of funds collected by voluntary levy from the main broadcast organisations, the Freelance Training Fund (FTF) and the voluntary levy from the film industry, the Skills Investment Fund (SIF).
  • A major consultation on the redrafting of the Skillset Occupational Standards upon which future vocational qualifications will be based.
  • A series of meetings with the DCMS to explore the possibility of establishing a mandatory levy in film production. This is now the subject of an industry-wide consultation, the result of which, at the time of writing this report remains unknown.
  • The establishment of the Film Skills Strategy, which will restructure training opportunities in film and attract a great deal of financial investment from the Film Council UK and the industry. This will lead to the restructuring of the FTF and SIF during 2004.
  • A series of meetings to establish a London 'flagship project' as part of the London Framework for Employment and Skills Action or FRESA. This brings into partnership the London Development Agency, the Greater London Authority, Skillset and the unions (TUC and FEU) to develop a strategy for the growth of the Cultural and creative industries in London. A multi-million pound bid has been submitted and awaits a decision.
  • The Training Officer has been active in Skillset Scotland, in particular in the Scottish Industry Skills Panel (SISP) and the Scottish Audio-Visual Development Group (SAVIDG). The most recent initiative has been the convening of freelance workers' events that present opportunities to network, learn about new opportunities and discuss issues in the industry.

282. We have also sought to play a role in the activities of the Cultural and Creative Industries SSC, CCISSC, which is an applicant for full SSC status. The development of the CCISSC is being led by SOLT and TMA, in particular Richard Pulford (SOLT), as well as partners from the cultural heritage, library and museum sectors. At present we do not have the strength or depth of involvement in this body that we enjoy with Skillset, despite representations to request inclusion. We continue with the FEU to seek meetings with representatives of the CCISSC to argue for closer involvement in line with government guidance for the role of trade unions in the development of new SSCs.

283. A full BECTU response to the government White Paper on the National Skills Strategy was prepared and submitted. The response emphasised the need to take account of atypical workers and freelance workers as well as employees. It also called for greater consultation and rights to paid release to train.

Projects involving government and other partner involvement

284. BECTU is involved in a number of partnerships and initiatives that are designed either to:

  • contribute to or promote vocational training and professional development for members, or to
  • build the organisational capacity of BECTU to support reps and members in all aspects of their working lives.

285. Government funding is sought for both areas of commitment.

286. The main partnerships where we contribute directly to vocational training and continuing professional development are Freelance Training for Film and Television (FT2), skillsformedia, and the Arts and Entertainment Technical Training Initiative (AETTI).

287. FT2 continues to be a market leading New Entrant Scheme with significant support from industry and funders including Skillset. It is jointly administered by the industry, PACT and BECTU who all have seats on the board.

288. Skillsformedia, which began with BECTU, is now based at Skillset and is a Matrix accredited (standard of best practice) provider of information, advice and guidance. It is now in partnership with learndirect to provide national coverage from school through to working professionals. Both the General Secretary and the Training Officer are members of skillsformedia's steering committee. The Training Officer will be working to deepen the partnership during the course of 2004.

289. AETTI is a provider of technical training in theatre, in particular (though not exclusively, lighting and sound. Board members include Loughborough College, PLASA, BECTU and a number of industry professionals. There have been regular board meetings throughout the year and numerous training events, all of which contribute to a BTEC qualification. AETTI will be working with the TOSCA Project to bring vocational training to theatres working with us in the Project.

290. In 2003-04 BECTU sought government financial support for a number of initiatives, some of which were successful and some not. The bids were all made to the Union Learning Fund (ULF), the Wales ULF and the Scottish ULF. In addition a single bid was made to the London Central Learning and Skills Council (LSC). We are also partners in a project with the GFTU. The successful bids and their coverage are as follows:

  • The TOSCA Project under Project Manager Kate Elliott which was successfully extended for an extra year (until 2005). Details of the Project in 2003 are reproduced below. It is ULF funded to the value of £210,000.
  • The BECTU Online Learning Toolkit which will lead to the creation of a special dedicated BECTU training website and the recruitment of a national team of Union Learning Reps in all divisions. The website is now online and carries information about all union courses nationwide, downloadable resources for local branches and will soon allow members to study online through the site. The prime link is on the main BECTU website. ULF funded to the value of £58,000.

291. During 2003 there were also a number of strong bids that were not successful. These included our support for skillsformedia bids to the Wales ULF and the Scottish ULF. In addition we did not succeed in extending the very successful BECTU Safety passport Scheme in a bid to the Scottish ULF.

292. Four bids have been submitted for the period 2004-2005, one to the Wales ULF, two to the ULF, and one to the London Central Learning and Skills Council:

  • A bid to the Wales ULF for the payment of allowances to freelance Union Learning Reps for defined tasks. This will involve both Wales Freelance branches in RPD. Supported by Skillset. Value £46,000.
  • A similar bid to the ULF to cover London, which will involve LPD. Supported by Skillset and PACT. This bid was successful and is now proceeding. Value £73,000.
  • A bid to provide vocational training days for theatre workers. Supported by AETTI and Loughborough College. This bid was successful and is now proceeding. Value £44,000.
  • A six-month project to map the theatre and audio-visual industries in Soho and the West-End and to research the demand for a learning centre run by BECTU for the industry. The financial support from the London Central LSC will allow the employment of two part-time project workers. The project is agreed to be the precursor of a future bid to open a learning/drop-in/meeting centre in the area. Value £34,000.

293. In addition we have agreed to work in partnership with the GFTU to offer support of learning initiatives in the Laboratories division. Funded by the ULF, this project will offer a wide range of learning opportunities, workshops, support for ULRs - as determined by the branches in the division. This project will begin in early 2004 and last for one year.

294. A key feature of the bids for outside finance is that they typically require Union Learning Reps (ULRs) to be appointed. Our approach has been that for ULRs to succeed within our industries and within BECTU that they must contribute to our need to organise, recruit and retain. In 2003 the main focus was on raising awareness of ULRs and inviting nominations; in 2004 the focus will be on training and activity.

295. All branches in the union have been written to and invited to nominate ULRs to act as branch/workplace coordinators. Their first task is to ensure that all BECTU lay officials and volunteers get all the information about courses they need. The ULR will advise and help in the application process too. The ULR may progress, at their own pace, into additional activities related to the role of the ULR.

TOSCA Project

296. There are now 53 BECTU Union Learning Reps, with the majority being in the A&E division where the TOSCA Project is well-established. There are 25 ULRs distributed throughout the remaining divisions, and an additional 22 new reps over the course of 2003. In 2004 we will seek to double the number of ULRs and arrange training for them all.

297. Now almost at the end of its fourth year, with a further year to run, the TOSCA Project is going from strength to strength. There are almost 30 Union Learning Reps trained and active with a further 10 training at the time of writing. Throughout the year new partners have come on board, notably the West Yorkshire Playhouse in Leeds and Really Useful Theatres, owner of 13 theatres in the West End.

298. In May 2003 all partners in the Project took part in Learning at Work Day around the country, raising the profile of the Project enormously, not only within BECTU workplaces but in outside organisations involved in the day. We intend to do the same in 2004 and have even more partners involved in Learning at Work.

299. In October 2003 the Project was officially launched at the Theatre Royal in Newcastle upon Tyne, with a lunchtime event attended by members of the theatre staff and representatives from BECTU. The launch was followed by a hugely successful Learning at Work afternoon, when employees took part in 'bite-sized' learning including sign language, holiday Spanish and surfing the net. This has led to the theatre running the full-length version of these courses, arranged by Newcastle College and the TUC.

300. A further bid to allow the Project to develop into vocational training was submitted to the Union Learning Fund, and at the time of writing has just been accepted. This £43,000 will allow us to build on what we have already achieved and move into new areas, expanding and embedding training in BECTU workplaces far into the future.

Equality

Black Members' Committee

301. 2003 was a spectacular year for the union's black members' committee. In 2002 the committee had resolved to take action on diversity within the industry, and within the union: 2003 was the year it came together.

Move on Up

302. Virtually the whole year was taken up with organising Move on Up, a one-day event designed to assist ethnic minority film and television professionals to make contacts with key industry executives responsible for commissioning films or television programmes, or hiring freelance or permanent staff. The idea was motivated by continuing poor statistics on the employment of ethnic minority workers in the film and television industry. The plan was to organise 20-minute one-to-one meetings between the professionals and the executives in the hope that these contacts in the future might lead to more employment or programme-making opportunities.

303. From February 2002 to June 2003 black members' committee organiser Janice Turner, together with General Secretary Roger Bolton and Assistant General Secretary Gerry Morrissey, wrote to and held meetings with industry companies and organisations to gain their support.

304. The TUC's equality department very generously offered to sponsor the event by allowing BECTU free use of the entire basement of Congress House, including the Congress Hall.

305. In March 2003 they met Broadcasting Minister Kim Howells and asked for, and received, his support. He ensured the sponsorship of the Department for Culture, Media and Sport. The DCMS was extremely helpful from an early stage, at times accompanying BECTU to meetings with industry organisations.

306. In August 2003 Skillset, the sector skills council, very generously agreed to become the third sponsor of the event. BECTU succeeded in winning the participation of the BBC, Carlton, Granada, Channel 4, Channel 5, the UK Film Council, PACT, Path�, Working Title, DNA Films and the producers of Billy Elliot. We asked these organisations to put forward the names of executives responsible for commissioning films/TV programmes or hiring permanent or freelance staff. They responded magnificently: between them they provided a line-up of nearly 100 high-level decision makers in film and television.

307. We then invited ethnic minority professionals to apply to have a one to one meeting with the executives of their choice. Skillsformedia held advice sessions for more than 50 applicants assisting them with preparation of their CVs and with formulating their 'pitch'. We received applications from 370 ethnic minority professionals and between them they sent 1,600 applications for one-to-one meetings. The executives were asked to select whom they wished to see, and forward the names back to us at BECTU. A total of 230 of the original applicants were selected for interview. We then collated all these lists into a personal schedule for each participant and sent it to each person in advance.

The event

308. We successfully scheduled 530 twenty-minute one-to-one meetings between the 230 ethnic minority professionals and almost 100 industry executives at Move on Up on 10 November. They took place about 60 at a time at twenty-minute intervals in the Congress Hall.

309. Before the one-to-one meetings commenced, we organised an opening session chaired by Brendan Barber, General Secretary of the TUC. Greg Dyke, then Director General of the BBC, was the keynote speaker along with Lord McIntosh, Minister for Media and Heritage at the Department for Culture Media and Sport. Alongside them were our General Secretary Roger Bolton, Trevor Phillips, commissioner of the CRE, and Suresh Chawla, vice-chair of BECTU's Black Members' Committee and NEC member.

310. In addition, we arranged 12 workshops which ran throughout the day and were packed to capacity; feedback was extremely positive. The BBC pulled out all the stops to make Move on Up a success, organising five of the workshops and featuring extremely senior staff such as Lorraine Heggessy, Controller of BBC 1 as well as putting forward about 60 senior staff for one-to-one meetings. The UK Film Council not only fielded every single head of every film fund for one-to-one meetings, but also put on three workshops on how to apply for Lottery film funding. All the other workshops also featured high level, key industry figures whose information was enthusiastically received by participants.

Outcomes

311. While we officially scheduled 530 one-to-one meetings we know that many more meetings actually took place. We also know that several executives were sufficiently impressed with the applications that they arranged additional meetings with applicants who they did not select to see during Move on Up.

312. Skillset, the sector skills council for film and television, are keen to get their schemes across to ethnic minority professionals. Their participation in Move on Up led to 35 applications being made to them to discuss their new company development scheme for small independent production companies, and training needs analysis and bursaries for freelances. Skillset will be meeting all 35.

313. We understand that at least three executives would be happy to hire many of those they met at Move on Up if the right jobs became available.

314. Many BBC departments are actively following up the contacts they made at the event: for example BBC Diversity Centre and BBC Recruitment are maintaining the list of participants who saw BBC executives in order to track progress and outcomes.

315. We will be conducting a survey of all participants after six months to establish what outcomes they achieved as a result of Move on Up.

316. We have been contacted about whether we would be interested in establishing a bursary scheme with the BBC along the lines of the one they have with the National Union of Journalists. We are following this up.

317. We have been contacted with suggestions for running Move on Up-type events in Scotland and the Midlands, and for people with disabilities.

318. We shall produce a blueprint detailing how to organise such an event and would be happy to distribute it to any interested parties in any industry.

319. The feedback forms returned to the union after the event indicated that virtually every non-member who returned a form either was joining the union, intended to do so or was more likely to do so as a result of Move on Up.

320. BECTU received many requests both during and after the event to run it again. Most suggested an annual event, one suggested every three months! We have taken soundings from the TUC, the BBC and others. BECTU's Black Members' Committee has discussed this and agrees that we should run it again, though perhaps in 18 months rather than 12.

321. The union has received a tremendous amount of positive feedback from participating individuals, companies and organisations.

Other activities

322. While Move on Up was being planned and organised, the committee began the year with the intention of highlighting its activities to the membership. This they accomplished at annual conference and, having noted the small number of ethnic minority participants at conference, resolved to work on the matter of ethnic minority representation within the union. By the year-end the committee was delighted that every divisional committee in the union had at least one ethnic minority member, and black members' committee vice-chair Suresh Chawla had been elected in a by-election to the National Executive Committee, representing the Arts & Entertainment division.

Proposition 13/04 (AP18) Diversity and access on television

That this annual conference notes the demise of BBC's Picture This and 10x10, and Channel 4's Short Stories, as properly funded new directors' slots. It further notes the closure of BBC's Community programmes and Disability programmes units. It instructs the NEC to make representations to all public service broadcasters seeking the preservation of diversity and access for new talent and different voices on television.

Writers Producers & Directors
Amendment

After "and 10x10," add "Carlton's Metroland,"

Writers Producers & Directors

Proposition 14/04 (AP19) Public holidays

That this annual conference notes that in England and Wales only eight bank and public holidays are generally given per year, fewer than any other EU member state and three days fewer than the EU average.

Conference calls upon the government to increase the number of public holidays by two per year and that the new public holidays reflect our multicultural society.

Conference resolves that BECTU shall put forward resolutions to this effect at the TUC and Labour Party conferences.

Salisbury Playhouse

TUC Black Workers' Conference

323. BECTU put forward another successful resolution to the TUC Black Workers' Conference, on diversity in the theatre industry. As the annual report was being written the committee was planning to put forward a resolution to the 2004 conference urging other unions to investigate ways of bringing about contacts between ethnic minority workers and employers in other industries, taking Move on Up as an example.

Theatre workers

324. Notwithstanding the resolution to the 2003 TUC Black Workers' Conference, the committee was aware that the bulk of its activities were mostly concentrated on film and broadcasting. The committee wrote to Arts Council England in connection with ACE's recommendations on action for diversity in the theatre industry contained within the Eclipse Report. The committee intends to devote more time to theatre in the future.

Recruitment

325. The committee has continued to organise open evenings with the intention of drawing in more ethnic minority workers and recruiting them to BECTU membership, and held a successful event at the Greater London Assembly building in July attended by about 150 people. More such events are intended for next year, and the committee hopes to work more closely with the union's divisions in maximising the potential of these events.

General Equalities Committee

326. The General Equalities Committee takes the lead role on equalities within BECTU although specific responsibilities for disabilities and black members are undertaken by the relevant committees. The committee, chaired by NEC member Christine Bond, has met on four occasions during 2003 and receives full-time officer support from Brian Kelly, Training Officer.

327. A full delegation attended the TUC Women's Conference, including Belinda Hale LPD, Rebecca Whitehead A&E, Angela Knight BBC, Rose McDonald LPD (Rose took the place of Christine Bond RPD who was unable to attend) and Kate Elliott, TOSCA Project manager.

328. There were two main issues that dominated the year and these were the convening of a conference for women in line with proposition 27/03 and the development of a campaign around the issue of domestic violence.

329. All divisions have now agreed to use membership application forms which allow for equality monitoring.

Women's conference

330. The BECTU women's conference was organised by Brian Kelly and held on 1 November at the Resource Centre in North London and attracted 34 delegates. The conference was chaired by Sharon Elliott SO and organised on the day by Tracey Hunt, an administrator from the Training Department at BECTU head office. The conference report was compiled by Sharon Elliott on which the following report is based.

331. The members who attended - who represented the LPD and RPD divisions as well as the BBC, IB and A&E sections of the union - were enthusiastic about trade union organisation and BECTU in particular. Specifically, they demonstrated a willingness to work to identify ways to unlock their potential (and that of other women and future activists) to help the union meet its objectives.

332. The conference brought together women members with a range of experience across the union - testimony to the union's ability to keep faith with its established women representatives and to attract active women members newer to the cultural sector. The conference was also supported by a number of the union's women staff.

333. The conference was held as a result of a successful motion to this years' annual conference and the meeting was charged with looking at two key issues:

  • ways to increase women activists within the union and;
  • the feasibility of setting up a Women's Committee in BECTU.

334. The one-day event was also used to provide opportunities for networking to help identify issues and shared areas of interest. Three workshops were held in the morning covering Getting Active in BECTU, Work/Life Balance, and Assertiveness Skills, with the last two workshops also running in the afternoon. The event was also greatly assisted by excellent contributions from Frances O'Grady, TUC deputy general secretary and Rosie Eagleson, general secretary of the Association of Magisterial Officers.

335. The conference was presented with statistics on the participation of women in BECTU, showing that women are hugely under-represented at all levels. For example:

  • the 2002-2004 National Executive Committee comprises 16 men and one woman; representatives on the divisional committees of the union are predominantly men;
  • the underlying membership of the union is two-thirds men to one-third women.

336. The first issue discussed was the need to increase the number of women activists, including:

  • A fundamental need to build on the current strategic approach to organisation and recruitment so that the union increases its attractiveness to women in the industry;
  • Support for a survey to identify issues of concern to women across the union (and to highlight the union's commitments in this area)
  • A need to update BECTU's submission to the TUC's Equality Audit
  • The need to mainstream this exercise in increasing women's participation in BECTU - women activists want to work with their male counterparts;
  • The industrial sections of the union to be urged to own this initiative and to identify key steps - including communication and training - to achieving greater equality in BECTU at branch, divisional and NEC levels;
  • A need to publicise opportunities for participation in the union and to express these opportunities in more inclusive language;
  • Clearer signposts needed to make transparent the relationships between branches, the divisions and the NEC in terms of participation and policy making, perhaps via the website and a welcome pack.

337. The second issue discussed revealed that a small number of delegates favoured the creation of a Women's Committee (although the functions of this committee were not necessarily identified). Delegates were reminded of the existence of the General Equality Committee, which while holding a brief to receive reports from the Black Members' Sub-Committee and the Disabled Members' Network is largely focused on discussing women's issues.

338. The conference expressed a preference for reviewing the operation of the GEC with a view to increasing its profile in the union; it was suggested that the GEC could act as a steering group for an annual Women's Conference.

Conference conclusions

339. On the strength of this event alone, there is a real opportunity for BECTU to demonstrate its commitment to reflecting and representing the needs of women workers in our industries.

340. To meet this objective it is proposed that the union adopt a strategic approach to increasing women's participation in BECTU initially via a project to run throughout 2004, to be integrated into the on-going work of the divisions in respect of recruitment, organisation and training.

341. To headline this work delegates would like to see an annual Women's Conference to focus on strengthening women's organisation in BECTU with an emphasis on training opportunities and networking.

342. The conference would also like to see BECTU pledge its support for the TUC's campaign to have domestic violence recognised as a workplace issue.

Supporting workers facing domestic violence

343. The GEC agreed as early as its March meeting to examine the possibility of embarking on a campaign around the issue of domestic violence. However, due the urgency of the women's conference this has developed more slowly than anticipated. The committee was also very aware of the need to proceed carefully in order to ensure that a very sensitive and painful subject was handled with respect and care. The campaign also had to be focused on why domestic violence was a work issue.

344. It was decided that the campaign would focus on the need for employers (and workers) to recognise that domestic violence impacted on women (and some men) at home and at work, that sometimes work might be the only safe environment and that a duty of care was owed. The campaign would eventually aim to raise awareness and encourage the negotiation of workplace policies on domestic violence (advice services, flexibility, access to professional support).

345. The GEC decided to build the campaign slowly and carefully, with the first stage gathering as much information as possible. The committee was fortunate in that both the Home Office and the TUC have raised the issue during 2003 and this has provided much material. The GEC chair, Christine Bond, wrote to all branches seeking feedback on the situation with employers in our industries. We will continue to research until later in the year when stage 2, raising awareness will begin. Stage 3 will involve a campaign to establish collective agreements and policies nationally.

Key objectives for 2004

346. The key objectives for the coming year will include:

  • Continuing to develop the campaign on domestic violence
  • Timetabling future women's conferences
  • Establishing a network of branch equality reps to act as contact points
  • Prioritising the recommendations of women's conference 2003 and exploring ways to achieve them.

Disabled Members Network

347. The BECTU Disabled Members Network committee marked the European Year of Disabled People by publishing two Network Newsletters, in May and October 2003. EYDP events were prominently covered, particularly in the May newsletter, which was made available to delegates at the union's 2003 annual conference in Eastbourne. Both Newsletters focused on disability matters in the arts and media, aiming to present them in their wider political and campaigning context.

348. In June 2003 the General Secretary attended the Broadcasting and Creative Industries Disability Network's year-on review of its Disability Manifesto. Struck by the lack of trade union input to employers' disability action plans, he instructed BECTU officials to give disability issues much higher priority in the industrial relations agenda. The DMN committee welcomed this initiative, and offered support and advice to officials in achieving its aims. The General Secretary met the committee in November 2003, and announced his intention to follow up the initiative before the end of the year by asking officials for reports on progress made.

349. The DMN committee urged the NEC to allow for a disability access contingency in the union's budget, in view of the final Part III physical access provisions of the Disability Discrimination Act 1995 (DDA) which take effect on 1 October 2004. Because of serious financial constraints the NEC was unable to set aside a contingency fund in 2004, but will do so in 2005. In the meantime any disability access needs will be met from a central budget.

350. The committee was concerned about the choice of venue for the union's 2004 annual conference, as accessibility for disabled people is often problematic in a hotel of this age and type. The Britannia Adelphi has assured the union that provided access requirements are known in advance, it will be able to meet them. Conference documents sent to branches have emphasised this. Disability access at conference venues generally should improve as a consequence of the October 2004 DDA enactments.

351. The union's own accessibility has been under review with the DMN committee. The committee has urged that any upgrading or redesign of the union's website should take account of the Worldwide Web Consortium's Web Accessibility Initiative (W3C-WAI).

352. Moves by the Government to create a single equality commission - merging the EOC, CRE and DRC in a Commission for Equality and Human Rights - were followed critically by the DMN committee. The lack of harmonisation of equality legislation and vagueness about how the new commission will be structured have given continuing cause for concern. The committee noted that at last the Government gave a commitment in the Queen's Speech in November 2003 and introduced a draft Disability Bill to amend the DDA to implement many, but by no means all, of the Disability Rights Taskforce's recommendations.

353. In September 2003 the committee noted with interest that Skillset's Workforce Survey reported that 3% of the audiovisual workforce identifies as disabled. This contrasted with the previous figure of 0.8% in Skillset's Industry Census, where employers had reported their own perception of workers' (visible) disabilities. The 3% figure is much closer to BECTU's own estimate, based on the 2003 Mapping the Membership exercise, of 2.4%. This would equate to around 600 BECTU members.

354. Throughout the year the committee has maintained pressure on Transport for London to implement pedestrian crossing signals outside Clapham North underground station. The absence of pedestrian signals makes the crossing hazardous, particularly for disabled members approaching head office from the underground station. At the time of writing TfL was "confident" about implementation in the spring of 2004.

355. Three members of the DMN committee, Ann Pointon, Turlough MacDaid, and Bill Whittemore, together with Roy Dawson, represented BECTU at the third TUC Disability Conference in Blackpool in December 2003. Among other things, the delegation supported a motion criticising the TUC for arranging the conference in the winter when inclement conditions could be particularly difficult for disabled delegates.

356. In the autumn of 2004 the committee hopes to have some involvement in the 6th Disability Film Festival at the National Film Theatre.

Latin American Committee

357. The BECTU Latin American Committee has met three times since conference last year. The main purpose of the committee is to raise awareness of issues in Latin America, and this we have tried to do by circulating material to branches encouraging them to affiliate to the solidarity groups in the United Kingdom. We have also taken part in letter-writing campaigns to Disney about their exploitation of workers in Haiti.

358. One of our main goals is to provide material help to Radio Zinica in Bluefields on the Atlantic coast of Nicaragua. BECTU, and before that both the ACTT and BETA, have a long association with Nicaragua and Bluefields in particular. This year we have been able to send £300-worth of equipment, including microphones, minidisc players and two computers.

359. Our main source of funds has been through social events at annual conference.

Proposition 15/04 (AP5) Services for unemployed members

That this annual conference instructs the NEC to establish a proper and effective channel for long-term unemployed members to be heard as a body and to be supported in exploring possibilities for re-employment. Currently these members are finding that existing occupational branches are unable to serve them adequately as unemployed persons.

Post Production & Facilities

Services to members

Research

360. The main submissions on public policy issues during the past year are outlined below under broad subject headings.

Europe

361. The union has submitted evidence to the Secretary of Stage for Trade and Industry on the 48 hour opt-out under the Working Time Directive. This has been under review and the union, along with the TUC, has been pressing for an end to the opt-out. BECTU's submission, accompanied by 40 sample contracts, focuses on the de facto compulsion to sign opt outs in the long hours culture of independent film and television production. The evidence has also been submitted directly to the European Commission.

362. BECTU has continued to convene meetings of the European Working Group, attended by Barbara O'Toole MEP. Issues covered include the review of the Television Without Frontiers Directive and the forthcoming impact of enlargement on EU audiovisual and employment policies.

Employment law

363. BECTU responded to the Government's Review of the Employment Relations Act 1999. The key issue for BECTU is the weakness of the current statutory recognition procedure and the union's evidence made particular reference to our experience at BSkyB. Other issues covered included industrial action law and the regulations governing the election of union presidents. A summary of the subsequent Employment Relations Bill has been produced.

364. BECTU has also held a meeting with the DTI on the issue of employment status - in order to present the arguments for a new and inclusive definition of 'worker' which would give freelances and casuals access to the full range of employment rights.

Broadcasting

365. The key development has been the introduction of the Communications Act 2003. The union campaigned throughout the passage of the Bill on our key issues of regional ITV, cross-media ownership and foreign ownership of broadcasters. Campaigning activity included briefings for MP's and peers, meetings in Parliament, support for an Early Day Motion on regional broadcasting and the drafting of suggested amendments. The union was successful in obtaining a strengthening of the regulations governing regional ITV programming and we can also regard the introduction of a media plurality test as a useful gain. The issue of foreign ownership remains a serious concern.

366. On the Carlton/Granada merger, BECTU presented evidence to the Competition Commission calling for a firm and continuing commitment to regional programming in any merged company. The union also made a written and verbal presentation to the Parliamentary Culture, Media and Sport Committee on this issue.

Proposition 16/04 (AP13) Broadcasting in Scotland

That this annual conference request of the Scottish Parliament that it investigate and report on the contribution of the broadcasting industry to Scottish culture in the last five years, with a view to making its views on the influence of broadcasting on Scottish culture known and available to decision-makers, particularly at the UK Parliament, and that it repeat this survey at regular intervals.

Glasgow 1

Proposition 17/04 (AP14) Broadcasting regulation

That this annual conference, recognising that Scotland, while remaining within the UK, has its own distinctive cultural and political climate, instructs the NEC to campaign for broadcasting regulation in Scotland to be devolved to the Scottish Parliament.

Scottish Television

Film policy

367. The union presented evidence to the Parliamentary Culture, Media and Sport Committee's Inquiry into the British Film Industry. BECTU's submission called for an extension of tax relief for production; first-time tax relief for distribution; the retention of labour-content as a key aspect of the definition of a 'British' film; support for training and for the rights of individual creators; and support for retraining in the film laboratories during any future shift towards digital operations.

368. The Film Policy Committee meets regularly every quarter. Although it is technically a sub-committee of the London Production division, invitations are extended to representatives of the Regional Production division. This cross-divisional character reflects the Committee's development as the key location within BECTU for discussion of film policy issues.

369. During 2003 the Committee has heard presentations from two expert speakers; David Hancock of Screen Digest, and John Marriott a leading film critic. These sessions have been very successful and we intend to invite other speakers to future meetings.

370. The Committee has fed into FEU liaison meetings with the UK Film Council. The Film Skills Strategy has tended to dominate our relationship with the Film Council in 2003. The Committee has also made formal submissions on the Relph Report on low-budget film production, and on the Film Council's 'Three Years On' report.

Proposition 18/04 (AP16) Film distribution

That this annual conference requests the NEC to instruct the Research Officer to prepare a report on monopolistic barriers to British films being distributed and exhibited in the UK.

Writers Producers & Directors

Proposition 19/04 (AP17) Feature films

That this annual conference notes with pleasure that investment in feature films made in the UK has reached record levels. The number of British films made has however decreased and conference requests the NEC to formulate detailed proposals whereby some of the vast profits made are allocated to the development, production, distribution, exhibition, promotion and marketing of indigenous films reflecting British culture, probably by way of a box-office levy.

Writers Producers & Directors

Legal service

371. The union's legal service continues to win large amounts of compensation in settlements for members - both in personal injury and employment law cases. The 24 hour helpline continues to be available for initial advice on non-employment issues and for personal injury referrals.

372. The emphasis in the past year has been on developing new and comprehensive procedures for managing the delivery of the legal service in conjunction with the union's lawyers, Thompsons. This has led to a new agreement, which is attached as Appendix E, governing the provision of employment law advice and representation. The agreement sets out mutually agreed procedures and standards for the employment law service provided via Thompsons.

Copyright

373. The union's activity on copyright has continued through the advice provided to members by BECTU's copyright consultant, Janet Ibbotson; through the work of the union's Copyright Committee; through the Script Registration Service; and through the union's affiliation to the Alliance for the Protection of Copyright.

374. Access to secondary payments for relevant members has been maintained by the union's affiliation to the collecting society DACS (the Design and Artists' Collecting Society) and by participation in the directors' rights agreement with broadcasters.

Health and safety

375. Practical work on health and safety at local level continues through the union's network of safety representatives and activists, assisted where necessary by the union's full time officials.

376. The union has now produced the BECTU Health and Safety Handbook, which has been widely circulated among safety representatives. Additional copies are available from head office.

377. Accreditation cards for safety representatives have been produced and circulated so that reps can, if necessary, use them as credentials when carrying out their activities on employers' premises.

378. Other activity on health and safety has included lobbying the HSE for improved rights of safety representation for atypical workers such as freelances; the meetings of the BECTU National Health and Safety Committee; participation in the HSE Broadcasting and Performing Arts Joint Advisory Committee; and the circulation of BECTU Health and Safety Bulletins to all safety reps.

379. Activity on health and safety is inevitably constrained by limits on resources but remains a key focus of BECTU activity.

Proposition 20/04 (AP12) Safety

That this annual conference instructs the National Executive Committee to re-examine the current Health and Safety at Work legislation, especially the role of safety officers with particular emphasis on the problems of freelance workers in the broadcasting and entertainment industry, and to provide branches with a clear summary of the most salient points so that members can use them in dealing with recalcitrant employers.

Scottish Freelance

Proposition 21/04 (AP11) Health and Safety official

That this annual conference believes that health and safety should be given a higher priority than currently appears to be the case within our union nationally. To this end, conference requests that BECTU appoint a full-time national Health and Safety official, to promote health and safety issues within the organisation and offer improved support to local health and safety representatives across the union.

Central London Programmes

Proposition 22/04 (AP4) Information Officer

That this annual conference instructs the NEC to commission an independent feasibility study into the possibility of appointing a full-time official with the specific responsibility of collating and disseminating information relevant to or pertaining to BECTU.

The duties of such an officer would include:

  1. compiling and managing an IT database of relevant information on behalf of staff and members;
  2. forwarding said information to staff, members, press and interested parties, as appropriate;
  3. producing, ratifying and publicising a diary of key dates and events relevant to BECTU staff and members.
Writers Producers & Directors

Skillset Research Committee

380. With the participation of BECTU the Committee oversaw the fourth census of the industry in June 2003; the first ever census of processing laboratories; and the first workforce survey of the industry.

Stage Screen & Radio

381. There were several themes running through the ten issues of Stage Screen & Radio in 2003. The year began with the fight for recognition at Sky on the cover of the February issue, a campaign which was followed for months afterwards including BECTU reporting Sky's tactics to the government in its review of how the new legislation on statutory recognition was working.

382. The war on Iraq was as controversial within BECTU as it was within the nation at large, but for our union it carried the added risks of injury or death for those members who were reporting from the war zone. The journal focused its coverage on our members working out there - with a report from a BBC camerawoman interviewed via satellite phone near Basra - while also spelling out the union's opposition to the war . The letters page subsequently reflected the range of members' views on the war, carrying opinions on the issue for several months.

383. The journal played its part promoting union policy during two membership ballots, urging members to vote to maintain the union's affiliation to the Labour Party, and in the freelance area to vote to accept the revised PACT Agreement. Stage Screen & Radio also published dissenting views from members on both issues.

384. The subject provoking the greatest number of letters, however, was the quality of sound on television. A single letter by Beulah Hitchcock on the matter published in the May 2003 issue led to a stream of fascinating letters for the rest of year. Professional associations for sound recordists followed the debate and discussed it among themselves, with the result that the Association of Motion Picture Sound and the Institute of Broadcast Sound sent their views to the letters page. Next, the New Yorker magazine picked up on the ongoing discussions in the letters pages and the debate was then taken up in New York.

385. The industry's regulators were the subject of ongoing coverage during the year. In July the journal ran an article questioning Arts Council funding policy ('What's the Arts Council's game?'), while other leading articles looked at the role of Ofcom and, in November, the implications of the Granada-Carlton merger and the need for Ofcom to exercise its discretion to save regional programme production. The fall-out from the Hutton Report was covered in February 2004.

386. Two cover stories were devoted to Move on Up, the biggest diversity initiative in the film and television industry organised by BECTU. Bullying in the theatre industry was the lead in the March 2003 and March 2004 issues. Pensions received ongoing coverage during the year and the presence of the new Training Officer Brian Kelly has led to more frequent coverage of learning issues, including the cover story in May 2003.

Proposition 23/04 (AP8) Stage Screen & Radio

That this annual conference calls on the NEC to establish an Editorial Board for Stage Screen & Radio, to ensure editorial independence and a range and balance of members' views.

Writers Producers & Directors

SOC note: SOC recommends the branch to consider compositing AP8 and AP9.

Proposition 24/04 (AP9) Stage Screen & Radio

That this annual conference asserts the right of all members to write letters for publication in Stage Screen & Radio so long as their contributions are of a reasonable length and contain no obscene, racist or libellous material. It demands that the journal should have editorial independence and not be subject to censorship by the General Secretary or any other officer.

Writers Producers & Directors

SOC note: SOC recommends the branch to consider compositing AP8 and AP9.

Last updated 23 April 2004