You are currently using an unsupported web browser. For the best experience using the Talent Manager website please consider upgrading your browser.

Channel 4 has published advice for producers on ensuring best practice in the hiring, including and progressing of on- and off-screen disabled talent.

Championing an ‘ask; access; adjust’ mindset to enable individuals to focus entirely on their performance, C4 has outlined 12 guiding principles for progressing disabled talent, some of which are also contained within the other two guidelines.

It also offers templates for Access Riders for disabled talent to communicate their needs and preferences for inclusion and support during filming; Access Statements for sets, studios and locations to review their accessibility; and Access Plans to record any agreed adjustments for disabled contributors.

C4 disability lead Ally Castle said the guides aim to answer common questions and offer practical solutions.

“We need to start looking at our working environments and practices, as well as our attitudes and assumptions around disability, through a different lens and see how these create barriers to a more inclusive space for everyone,” she said.

“By making often small changes employers usually find they’ve shaped a better working, creative environment which is appreciated by all employees.”

The guides come in the wake of the first report from disability pressure group Underlying Health Condition (UHC), which highlighted the inaccessibility of UK’s studios and facilities houses for people with disabilities.

“It is so encouraging to see these changes happening and that Channel 4 is doing so much to promote best practice for disabled people in the industry," UHC said in a statement.

Channel 4's 12 principles for progressing disabled people
  • Expect to be working with disabled people
  • Celebrate what disabled people bring
  • Never assume anything, of anybody
  • Remember that every disabled person is different
  • Be open to doing things differently
  • Be creative in the development routes you discuss
  • Think long-term
  • Be fair in the career progression opportunities you offer
  • Support self-development
  • Work at getting to know disabled talent
  • Build up your own understanding
  • Actively champion disabled talent
Need Help?