Broadcasting the future: creating more accessible pathways

Despite a post-pandemic boom in UK production, the broadcast industry faces a destabilising challenge: an enervating shortage of skills to keep up with its growth.

ScreenSkills reports that between 15,000 and 21,000 people are needed to enter the industry by 2025 to keep pace with demand. But there is a small problem: the paucity of young talent entering and staying in the industry.

Speaking with graduates and aspiring broadcast professionals daily at BroadcastJobs.com, we see an astonishingly common theme: the lack of opportunities for young people entering the industry and the staggering difficulty in doing so.

The broadcast industry, known for its creativity, innovation and the allure of capturing the world’s attention through captivating content, should be a magnet for young talent. Yet we find ourselves in a position where the industry is failing to attract and retain young talent at the rate it needs.

This situation has been exacerbated by the impact of the Covid-19 pandemic, leaving pre- and post-pandemic graduates competing for a limited number of jobs. And let’s not forget the fact that if you are not connected to the broadcast industry, finding where to apply for industry related opportunities can be a major challenge.

Even for the fortunate few who break into the industry, we observe an alarming trend of them leaving prematurely due to their confinement to limited roles and limited exposure to the broad array of positions available within the sector.

“Some individuals feel more comfortable expressing themselves through video rather than traditional written applications”
Laura Maginn, talent manager, Whisper

Clearly, it’s time the broadcast industry steps up to find more innovative ways of attracting and retaining young talent. The future of production in the UK depends on it.

BroadcastJobs.com is proud to have supported two organisations we believe are paving the way in early career recruitment: Whisper and Warner Bros Discovery. Keen to promote what these organisations are doing differently, I spoke to Whisper’s talent manager Laura Maginn and head of production Jamie McIntosh, and Warner Bros Discovery manager of early talent Sarah Perry.

INCLUSIVE OPPORTUNITIES

Recognising that some individuals may feel more comfortable expressing themselves through video rather than traditional written applications, both Whisper TV and Warner Bros Discovery have made a conscious effort to create inclusive entry-level opportunities.

Maginn highlights the importance of embracing video applications: “We’ve seen that some individuals feel more comfortable expressing themselves through video rather than traditional written applications. This inclusive approach allows us to see their creativity and personality shine through.”

Beyond the standard runner and camera operator positions, both organisations have expanded the roles available to entry-level and junior talent to combat the disillusion of narrowed career pathways.

Whisper Academy is one such initiative, aimed at providing entry-level talent with exposure to various opportunities within the industry.

McIntosh explains: “When you don’t know anything about TV, you instantly want to be a director or a camera operator. They’re the ones everybody knows. With the Whisper Academy, we’re launching four paid roles for one year for entry-level positions in production editorial and two in craft. This will give them opportunities to work on major events, documentaries and branded work across our slate. It won’t just be in Wales; there’ll be opportunities for them to also work in our London office and gain diverse experiences.”

Similarly, WarnerMedia has invested in internal apprenticeship programmes since 2014, offering an alternative route to university education.

Perry says: “We’re now looking to extend this programme across Warner Bros Discovery following the merger last year. This is to provide an opportunity for people who may not have pursued traditional qualifications. It’s about providing accessible pathways and giving everyone a chance to enter the industry.”

Both organisations are also stepping beyond traditional recruitment methods to raise awareness and foster engagement among young talent.

Whisper is partnering with Royal Holloway University, as well as hosting virtual and in-person talks, inviting potential recruits to events in its offices, and attending career fairs to reach out to potential candidates.

Warner Bros Discovery is also actively partnering with universities and colleges offering broadcast-related courses, as well as offering work experience opportunities to local media colleges and working to offer work placements as part of the government’s T-Level programme.

But to truly close the skills gap, it’s important that the broadcast industry as a whole focuses on the retention and development of young talent. It’s no longer enough to offer one-off internships or apprenticeships; instead, we need to be more flexible in our experimentation in different roles and allow young talent to explore the full landscape of the industry.

Whisper exemplifies this approach, giving entry-level talent a structured development programme that provides a clear pathway for career growth within their roles. It also realises the importance of including all levels of talent in editorial meetings to provide them with exposure to how content is made.

“During an editorial meeting, we had a runner who came up with an idea for an opener for an F1 show. The F1 team loved the idea, and she got to be part of the process from beginning to end. She attended the shoot and participated in editing sessions, which gave her a true hands-on experience. She now holds the role of a junior researcher at Whisper TV, showcasing the positive impact of this inclusive approach,” says Jamie.

Warner Bros Discovery’s Parry also emphasises the significance of structured levels in her organisation: “We have well-defined levels of progression, expecting talent to be trained enough to move to the next level within the first 12 months and beyond. These structured levels keep talent engaged and constantly learning, ensuring they can see a clear pathway for their career growth.”

RAPID PROGRESS

Camille Quitevis, who has been at Warner Bros Discovery for just over a year, is a testament to the success of these inclusive and developmental approaches. Starting as a junior technical operator, she quickly progressed to the role of broadcast distribution engineer.

“As a junior technical operator, I was encouraged to explore my interests and work alongside various engineers on different projects,” she says. “ This hands-on experience allowed me to gain a deeper understanding of the industry and helped pave the way for my career growth at Warner Bros Discovery. It’s a place where I’ve been encouraged to explore my niche, and that has made all the difference in my professional development.”

Innovation and inclusive approaches are key to attracting and retaining young talent in the broadcast industry. And with more organisations recognising this, we may finally see a shift in the landscape of TV production.

At BroadcastJobs.com, we are proud to play a part in this endeavour.

We have partnered with Whisper and Warner Bros Discovery to help source early career candidates. Whisper has used BroadcastJobs.com to promote its Academy and Warner Bros Discovery is one of the companies taking part in the BroadcastJobs.com Graduate Placement Scheme, which works with broadcast-related graduates in the UK to deliver them a minimum three-month paid contract, providing them with a valuable opportunity to explore their potential in the broadcast industry.

Through this collaboration, we aim to bridge the experience gap for graduates and offer them a chance to shine in the exciting world of broadcast.