The National Union of Journalists (NUJ) is the voice for journalism and media professionals across the UK and Ireland. The union was founded in 1907 and has 30,000 members. It represents staff, freelances and students working at home and abroad in the broadcast media, newspapers, news agencies, magazines, books, public relations, communications, online media and photography.
The NUJ has a proud history of supporting women journalists. We promote a diverse and representative media which reflects the society it serves. We campaign on behalf of women journalists who still earn less than their male counterparts and are denied the same promotion opportunities, either because of unfair recruitment processes or because family responsibilities have narrowed or curtailed their careers, unlike many of their male colleagues.
• The NUJ welcomes this investigation by the committee; although it is disappointed the committee has restricted its inquiry into women journalists working in the broadcast media. There is a clear cross-over between printed media and broadcast media with many women moving between the sectors. By looking at the position of women in broadcasting in isolation does not give the whole picture. The culture of the printed media is male-dominated, where women who have children and need time off for family matters are considered “light-weights”, where editors are mostly men and where hard news, financial and sports reporting are dominated by white heterosexual, middle aged men.
• Although there is plenty of data which show women lose out to men in broadcasting jobs and promotions throughout their careers, from the minute they leave journalism college – where female students outnumber male students – to the day they disappear from our screens once the wrinkles appear, there are no definitive or official statistics collected industry-wide which give the total picture. There is no information regarding BAME women or disabled women working in the industry. The NUJ would strongly recommend that all media organisations should be compelled to research, monitor and report on the levels (or lack of) diversity in employment.
• The NUJ cannot understand the lack of input on this issue from Ofcom, which should set the standard for the diversity monitoring, required of all broadcasting organisations and should insist on them completing a universal diversity questionnaire which, should be published on a regular basis. The existing voluntary diversity information gathering is not fit for purpose and that is why Ofcom should use its existing regulatory powers and get tougher. The regulator should set targets on the employment policies of broadcasting organisations and levy penalties if they are not met.
• A survey of NUJ women members, working or with previous experience of working in broadcasting, carried out this summer to inform the NUJ's submission to this inquiry, found that sexist attitudes and barriers are still prevalent in broadcasting media workplaces. The survey data revealed many cases of unequal pay and women being overlooked for promotion. Our members gave some shocking examples of sexual harassment as well as incidents of "everyday sexism". The results mirrored other research in the industry, which found women in broadcasting were more likely than men to be judged by their looks, were given "softer" stories to cover and the respondents repeatedly identified the existence of an "old-boys' culture" in parts of the industry. More than 40 per cent (41 per cent) of those surveyed said that their duties as parent or carers sometimes conflicted with their working hours. The survey also suggested that conditions for women working in broadcasting had improved over time, but there was still some way to go to reach parity with male colleagues. Those surveyed called for more flexible working patterns and an end to discrimination against those who worked part-time. NUJ members also support equality audits, particularly on pay, and diversity training for all managers.
• Broadcasting is seen a glamorous career, people are desperate to have jobs in TV and radio and management is aware of this. That is one of the reasons that broadcasting (together with other creative industries) has been shown to be a "hotspot" for bullying. A survey of 400 workers in the media and arts found that, on average, 56 per cent of respondents had been bullied, harassed or discriminated against. In television this figure was 70 per cent and in radio 73 per cent. Women in radio were 20 per cent more likely to be targets of ill-treatment than men. Eight in 10 women (81 per cent) who reported bullying, harassment and discrimination said their gender was a factor.
• Witness evidence collected by the NUJ for the Rose Review, the BBC's inquiry into bullying and harassment carried out by Dinah Rose QC, published in May 2013, showed bullying was rife at the corporation and women and younger members of staff were the main targets. Women were subjected to sexual harassment and sexist attitudes from a largely-male dominated management that have the power to hire and fire. Dinah Rose's analysis of cases of sexual harassment found the majority of complainants were female and nearly all alleged perpetrators were men, with some complaints of same sex harassment. She found that in a number of cases people who had been found guilty of sexual harassment were protected and promoted. Rose called for an overhaul of the BBC's procedures dealing with complaints of bullying and said the BBC's policy must be extended to all people who work on the BBC's premises, including casual workers.
• It is more than a year since the publication of the Rose Review, the BBC accepted the report and recommendations but the situation at the corporation has not improved. The NUJ's experience in representing people bullied at the BBC is that the corporation is still dragging its heels. That is why the NUJ has called for an outside agency to be part of the process of dealing with these cases.
• The Federation of Entertainment Unions (FEU) has drawn up an industry-wide code of conduct and is asking arts and media organisations to sign it. The NUJ would like to see the communications committee back such initiatives in its recommendations.
• The NUJ would also like to urge the committee to seek out the evidence and views of universities and colleges offering media and journalism courses to find out how female and male students compare and why the latter find it easier to get jobs.
• The NUJ urges the committee to also address issues of multiple discrimination faced by women working in the broadcast media. We know there is a paucity of Black and disabled women in the industry but without accurate statistics it is very difficult to assess the severity of discrimination. Why, when we have a multi-cultural society do we still have a tiny number of Black women working in the broadcast media both on and off screen? We want the media to reflect the diversity within our society and that would mean more newsreaders, presenters, producers and other essential roles being filled by a variety of women in radio and television but without the data it is not possible to estimate the number of BAME and disabled women and the age ranges within the sector in terms of employment.
What does the data and academic research on women involved in news and current affairs broadcasting reveal? What other research helps to paint a picture of gender balance across news and current affairs broadcasting? How successful are broadcasters’ voluntary initiatives and are they sufficient?
1. The research Where are all the women? (December 2011) by Guardian journalist, Kira Cochrane, showed that within a typical month, 78 per cent of newspaper articles are written by men. As the communications committee has noted, this trend is replicated in broadcasting: 72 per cent of Question Time contributors were men, as were 84 per cent of reporters and guests on Radio 4's Today programme.
2. Creative Skillset's report, Tuning Out (October 2011), about women working in the UK radio industry found that while women were better qualified than men (73 per cent of women have degrees, compared to 60 per cent of men), they were paid less – earning on average £2,200 less each year. They were also less likely to make it to the top. Women made up 34 per cent of senior managers and only 17 per cent reached board level. This figure was much lower than in television, where 29 per cent of board members were women. Older women were less well represented: 9 per cent of women in radio were 50 plus compared with 19 per cent of men. The report said more than 24 million women aged over 15 listened to radio each week: "That’s 91 per cent of all women, and they make up 51 per cent of all radio listeners. We think they deserve a better deal."
3. Creative Skillset also studied the airtime allocated to female radio presenters. The Sound Women study looked at the output of 30 stations across the UK in the week beginning 31 March 2013, counting the presenter and co-presenter airtime hours. It found that one in five solo radio presenters were female; 39 per cent of presenting teams were all male and 4 per cent were all female. Solo women accounted for 12 per cent of prime-time drive time presenters and 13 per cent breakfast presenters; there were no examples of two women presenting together for either breakfast or drive time. Presenting teams hosting drive-in time shows made up 86 per cent of the shared hours and breakfast programme presenters totalled 66 per cent of airtime. There were no examples of two women presenting together for either programme category. The NUJ has welcomed the BBC director general's targets to increase the number of women working in local radio.
4. Figures obtained by a BBC FOI request showed that the mean average salary of male and female full-time staff employed by the BBC on 31 May 2011 was male £41,816 and female £36,827. The BBC has a duty under its charter to promote equality of opportunity in employment. In its most recent report for 2012/13 it said: "At an overall level, the analysis showed that gender differences in pay are within the 'acceptable levels' of less than 5 per cent. However, more detailed findings showed that 10 per cent of staff have more than a 5 per cent 'unexplained pay differential' by gender."
5. The same report showed that at the highest grades of senior management the proportion of women fell to 37.4 per cent and of the 27 service controllers, only four were women.
6. Recently, John Simpson, the corporation's world affairs editor, was quoted as saying: "The BBC is even more grotesquely managed now than it was then with tough women running the place now. It was nicer and gentler then. The BBC is such a nanny and ghastly outfit." Whether what Simpson is saying is true or not, his implication is there is a problem because they are women.
7. Obtaining diversity data from ITN, ITV and Sky is more difficult compared with accessing BBC information. However, their websites show there is only one woman on the seven-member ITN board of directors and three of the 10 members of the management team are women. There are two women on the 15 person board of directors at Sky and three women on the 12 member executive team. When Rona Fairchild was announced as chair of the BBC Trust the headline in the Sunday Telegraph was: "Mother of three poised to lead the BBC." The evidence suggests there is still a glass ceiling for women in the broadcast media.
8. Figures gathered by Labour's Commission on Older Women (May 2013) showed 30 per cent of on-screen presenters were over the age of 50 and 82 per cent of them were men. The commission found 9 per cent of presenters over the age of 50 at Sky News were women. Figures for the overall workforce, on and off screen, showed the percentages for women over 50 were much higher: 46 per cent of the total workforce at Channel 4; 37 per cent the BBC and 24 per cent at ITN. There was no data for Channel 5 or Sky News. The evidence suggests that there are employment barriers in the broadcast media for older women.
9. Presenters on news and radio programmes have successfully challenged such discrimination in the broadcast media. For example, Selina Scott reached a settlement with Channel 5 in 2008, after launching a legal action for age discrimination and Miriam O'Reilly won her case for age discrimination in 2011 after she was dropped from BBC1's Country file. Writing in the Radio Times, Michael Buerk, former news reader and now a presenter of Radio 4's the Moral Maze said of his female colleagues: "If you got the job in the first place mainly because you look nice, I can't see why you should keep it when you don't." The emphasis on women's appearance does not equally apply to men in the broadcast industry and as a consequence the NUJ continues to encourage a cultural shift in the media that results in both genders being treated more fairly. The union wants people have access to jobs based on their skills and abilities.
10. In a 1992 survey covering 10 countries in Europe, North America, Asia and Africa, writer Kate Holman found 56 per cent of responding journalists (male and female) believed women were directed towards topics which traditionally had less status (human interest, social affairs, and culture), rather than being steered towards “high-status” topics such as business, economics or international news. As the NUJ said in its evidence to the DCMS select committee inquiry into women and sport (July 2014), you are more likely to see a woman reporter on the front line of a war than on the touch-line of a football match or rugby game.
11. Most of the research referenced in this submission has been gleaned from surveys and independent reviews. Trying to discover exactly how many women work in the broadcast media in the area of news and current affairs broadcasting remains difficult. The research data available is useful but it doesn't give a broad or detailed picture. The NUJ believes that it is essential to establish comprehensive diversity monitoring as a standard across all media organisations and companies. This monitoring must be thorough, transparent, easily obtained and comparable by organisation and other sectors of the industry. For example, the ITV and Sky websites do not give any information on diversity monitoring.
12. We face the same problem in the printed media which, apart from some exceptions such as the Guardian, refuses to accept the need for diversity monitoring. Unlike the print media, however, broadcasters are required to recognise the need to reflect the society they serve. That is why the NUJ cannot understand the lack of input from Ofcom, which could take full advantage of its rights and duties under Section 337 of the Broadcasting Act.
13. The NUJ believes that Ofcom could set the standard for the diversity monitoring required of all broadcasting companies and organisations by insisting they complete a standard and industry wide diversity questionnaire, that is organised and published by Ofcom and it would be incumbent on Ofcom to give media organisations targets and share best practice examples on diversity policies and implementation.
14. We know there is a problem with under-representation of women journalists in certain areas of broadcasting and of older women on screen/radio. This is also true in terms of women used as experts or spokespersons, something that we feel Ofcom could also take more interest in. Attempting to ascertain the number of women who can also identify as BAME or disabled is extremely difficult. The recent Creative Skillset survey referred to above shows that Asian and ethnic minority workers in TV and film (both genders) fell from 7.4 per cent in 2009 to 5.5 per cent in 2012. Its research showed that workers with disability (both genders) stayed the same at 1 per cent which was the same as the previous survey in 2006. Marverine Cole, herself a successful Black broadcaster on Sky, in an article for the Spectator in May 2013 spoke out about the lack of Black women fronting prime-time TV news. She expressed the view that when Moria Stewart was axed by the BBC in 2007 it almost wiped out the number of Black women newsreader talent which has never been replaced. Using a broader approach not focused only on gender highlights further concerns about equality. For example, it extremely difficult to name disabled woman news reporters based in any of the major TV channels. Without diversity monitoring, how can we know if media organisations are fairly reflecting and representing the audience and without collecting the evidence and doing the data analysis there is likely to be a lack of action to address inequality.
15. With colleagues in the FEU, the NUJ wrote to Ofcom, in June 2014, criticising its stance on diversity monitoring. Ofcom has a duty under Section 337 which states that: “the regulatory regime for every service to which this section applies includes the conditions that Ofcom consider appropriate for requiring the licence holder to make arrangements for promoting, in relation to employment with the licence holder, equality of opportunity, a) between men and women, b) between persons of different racial groups.” This also applies to disability.
16. However, in 2005 Ofcom decided that enforcing this licence requirement was too "draconian" and too "resource intensive" and instead decided to "encourage a climate of compliance", merely encouraging the licence holders to send in their equality monitoring data. Ofcom then resolved to withhold publication of this data for each named licence because the regulator believed that publishing it might discourage the licence holders from sending it in, despite this being a licence requirement.
17. In 2009, Ofcom formed the Broadcasting Equality and Training Regulator, allowing the broadcasters to regulate themselves on equality. In 2010 Ofcom closed it in the belief that the government intended to abolish Section 27.
18. The NUJ continues to maintain that the existing regime of voluntary diversity data gathering is not at all fit for purpose. Ofcom should use its existing regulatory powers and improve the collection of evidence so it can be independently analysed and assessed. Ofcom already has the power to enforce an industry-wide standard diversity audit and we hope the communications committee will recommend these powers are now implemented. Otherwise we will continue to be left with an incomplete and inaccurate picture – we need the specific details to be able to ensure employment policies and practices are fair.
When participants in news and current affairs broadcasting are chosen on “merit”, what constitutes “merit” and does this appropriately reflect the levels of female expertise in society?
19. It seems obvious that people should be recruited to news and current affairs on merit. It is often the argument used against the idea of quotas and preferential treatment for certain groups. Surely, it is only fair that the best person for the post should get the job? But it is worth looking at what "on merit" means.
20. Figures of women in public life, supplied by the Fawcett Society website show that: "Men outnumber women by four to one in parliament (women make up 22 per cent of MPs) and of 22 cabinet ministers, four are women. The business world also remains largely run by men, with only 17 per cent of FTSE 100 directorships held by women. When we turn to the media world, only a dismal 5 per cent of all editors are women and within the legal system, just 13.6 per cent of the senior judiciary are women." Yet there are already enough women of merit to become MPs, business leaders, judges and press executives.
21. Many roles in the 24-hour broadcasting business, involve working long and anti-social hours. It can involve night working and shift working and can mean, if a story is breaking, a reporter being sent off on a job with little or no notice. This is obviously more difficult for people who have responsibilities for their families and as carers. Broadcasting organisations need to improve on family-friendly policies and flexible working to encourage a more diverse workforce. This issue was picked up by several respondents to the latest NUJ survey. There is a clear need for organisations to appreciate that women who have families need shifts which allow them to use nurseries or child care providers. Several of our members also decried the usual management view that women who need to work part-time can't be serious journalists. There is a clear need for employers to realise that part-time workers can hold down senior journalistic roles. One example given to us was of a woman who was not offered a story that involved foreign travel as she had "kids". The job was then immediately given to a man who also had a family - without any thought as to what would happen to his "kids". It is still too often assumed that a male worker is the traditional 'breadwinner' and it is a women's role to look after the home and children. Gender stereotypes and gender discrimination mean women are at a disadvantaged at work.
22. Women journalism students often outnumber men studying on university and college courses and they do very well in their exams. Yet male students tend to get jobs faster after leaving college. The NUJ therefore urges the committee to seek the views of universities and colleges offering media and journalism courses to find out if women students are of lesser calibre or of less merit than their male counterparts.
23. When considering merit it is worth remembering that much of the media shares the realities of the business world when it comes to decision making and authority – either in the media or the political and economic institutions with which the media interfaces. Power tends to be in male hands – so, is this a question of whether women merit a place (and promotion) within the broadcasting media or is it a problem of male attitudes? Could the answer lie with structural inequality accompanied by prejudice – a product of gender stereotyping which still shapes our society?
24. More than a decade ago, in 2003, the NUJ released the findings of a survey of members that found broadcast journalists suffer more bullying than those in any other sector of the media, and the BBC was the worst culprit by far. A massive 87 per cent of respondents who said they had been bullied had worked for the BBC. The survey showed that the majority of bullies came from middle management and that bullies were almost twice as likely to be men as women.
25. A dossier put together by the NUJ for the Rose Review (2013), showed little change. The NUJ's submission contains witness statements gathered together by Michelle Stanistreet, the NUJ's general secretary and the detail provides a horrific catalogue of brutal and unfair treatment. The introduction states: "The nature of the bullying and harassment is as broad as it possibly could be – homophobic bullying, sexual harassment, disability discrimination, taunting about mental health conditions, unvarnished sexism, ageism, plain old bullying…you name it, members have experienced it."
26. A common theme in the submission was the way women were treated by colleagues, usually in a position of authority. The evidence showed that bullying and harassment was a significant problem at the BBC particularly for young people and for women. One witness said: "I was on the receiving end of unwanted advances by a BBC presenter for months. He basically made my life hell. He’d made it perfectly clear to me that if I was nice to him, he’d repay me with a fast track to promotion, calling in favours with his friends in management."
27. Others gave evidence of the BBC being like "an old-boys' club", where men in the office were sent on better and more important assignments and were promoted more readily. Similar sexist attitudes prevailed on BBC boards which made appointments. Parts of the corporation were not sympathetic to women's childcare arrangements. One witness said: "Most of the mothers have faced further bullying when requests for flexible working hours and childcare issues have been raised. Our young male colleagues are repeatedly, and often unjustifiably, promoted above us."
28. These problems are exacerbated when the BBC fails to deal with bullying when it is reported. It was more often the victim than the perpetrator who was moved on. This was picked up by Dinah Rose who said in her report: "Many contributors to the review have said that they are fearful of raising complaints about bullying, harassment and other inappropriate behaviour, because of the potential impact on their career, reputational damage, and concern about encouraging more of the same treatment."
29. A survey of 400 workers in the media and arts (November 2013), carried out by the FEU with members working in broadcasting as journalists, actors, technicians, writers and musicians, painted a similar picture. On average, 56 per cent of respondents had been bullied, harassed or discriminated against. In television this figure was 70 per cent and in radio 73 per cent. Women in radio were 20 per cent more likely to be targets of ill-treatment than men. Eight in 10 women (81 per cent) who reported bullying, harassment and discrimination said their gender was a factor. The respondents reported incidents ranging from lewd comments to sexual assault and commented on pressure from superiors to enter sexual relationships. The NUJ is also aware of bullying cases where sexism is combined with racism. For example, a woman was discriminated against by her line manager because she did not cover her arms and dress in a modest way. Multiple forms of discrimination can be very difficult to prove and it is sometimes easier to use sex discrimination alone when the reality is that a woman is being discriminated against because she is a woman and because she is also Black or disabled.
30. The BBC said in response to the Rose Review: "We take seriously the full findings of the review, including reported incidents of sexual harassment and sexism, and its implications for the promotion of workforce equality and diversity at the BBC." It pledged to change its procedures in line with the recommendations. A year later, the NUJ has found that when dealing with cases of bullying and harassment at the BBC, the Rose Review's recommendations are not being implemented and the NUJ are still dealing with cases that pre-date the review.
Does the issue exist in other cultures? If so, is there evidence that any other culture is more successful in representing female expertise and authority both on screen and in the production of news, current affairs and serious factual broadcasting? If so, how?
31. The Wage Indicator Global Wage report: Gender Pay Gap in Journalism (2012) said that almost 40 per cent of all working journalists were women. It looked at data in 16 countries and found that nowhere do women's wages and benefits equal those of men, regardless of decades of equal pay legislation. The report said: "As women age, as they do not get promoted as often or as quickly as men. Family unfriendly practices continue; not allowing flexible working, or penalising women for taking time out to raise young children". The UK was found to have a 12 per cent gender gap in pay. The report, published with support of the International Federation of Journalists (IFJ), found in general, the gender pay gap increased with age.
32. An article published in 2001 by Margaret Gallagher, a freelance researcher and writer specializing in gender and media, pointed out that in most European countries, women were a clear minority of working journalists in radio and television. The exceptions were confined to countries formerly within the orbit of the Soviet Union, where the profession had an altogether different status from that in Western Europe. She said: "It is quite conceivable that, as the media systems of these countries move from a state-financed to a commercially financed basis, the proportion of women employed as journalists will fall—as has already been documented in the case of the former German Democratic Republic."
33. The Global Media Monitoring Project is the largest longitudinal study about gender and the media and is carried out by the World Association for Christian Communication, a non-governmental organisation. The latest report in 2010, based on 108 countries, found that 24 per cent of the people heard or read about in print, radio and television news are female. This compared with 17 per cent in 1995. The percentage of stories reported on television, radio and newspapers by female reporters is similar to that registered in 2005, 37 per cent. The percentage of stories by female reporters across all three mediums rose until 2005. "The statistics for radio are noteworthy for the sharp rise between 2000 and 2005 (from 27 per cent to 45 per cent of stories reported by women), followed by a dramatic 8 percentage point drop 5 years later. The negative changes in radio between 2005 and 2010 account for the stagnation in the overall average statistic found in 2010." Just over half (52 per cent) of stories on television and 45 per cent on radio were presented by women. Men reported 67 per cent of stories on politics/government, 65 per cent of stories on crime/violence and 60 per cent of stories on the economy. Stories by female reporters contained more female news subjects than stories by male reporters.
34. A 1995 study, published by UNESCO, reporting on 239 companies in 43 countries, (21 were in Europe), found women in Estonia and Lithuania had reached 50 per cent of the media workforce. In Western Europe, women fared best in broadcasting (40 per cent in UK, 39 per cent in Denmark) and in Nordic Europe; women were well over 40 per cent in all four countries surveyed. At executive producer levels, however, women’s advancement was strong only in Estonia (48 per cent) and Romania (40 per cent), but ranging from 4 per cent in Denmark to 33 per cent in Bulgaria in the rest of Europe.
35. Journalism unions (including the NUJ) play a role in supporting women in the media. The IFJ’s handbook, Getting the Balance Right: Gender Equality in Journalism (2009), encouraged women trade unionists to map, and then publicise, the occupational status of male and female employees in their newsrooms and to advocate equal pay, health and safety audits, flexible working, late-night compensation, crèches and after-school subsidies, as well as other mechanisms to support women in the workplace. We would argue these recommendations are still relevant in 2014.
36. A European Institute for Gender Equality report (2013) based on the 27 EU countries plus Croatia, said: "Despite the fact that women have made up nearly half the workforce within the media industry in the EU and account for more than half of tertiary-level graduates for media-related careers for many years, the proportion of women involved in top-level decision-making in media organisations remains low. This discrepancy manifests the prevailing gender inequality and shows a waste of much highly qualified and skilled human resources… Many women still come up against glass-ceiling barriers and ingrained prejudices that prevent their advancement into higher-ranking jobs and top leadership positions." The report found that women comprise one in four board member positions in selected media organisations in the EU, with women being represented on the boards of public service broadcasters.
37. The Social Mobility and Child Poverty Commission report Elitist Britain? (2014) found that journalism had become even more elitist and 54 per cent of the top hundred media professionals had been educated at private schools. This combined with the use of unpaid internships by a majority of the media clearly poses a disadvantage to young, working class women trying to enter the profession. The focus on private schooling and/or an Oxbridge university education combined with unpaid internships, often obtained by word of mouth in elitist circles, favours those from rich backgrounds who can afford to work for nothing until they are established. This narrows down the diversity of the industry, affecting not just young working class women but also those from BAME communities.
Creating without Conflict: a Federation of Entertainment Unions' report: http://www.nuj.org.uk/documents/creating-without-conflict-final-report
Federation of Entertainment Unions' code of conduct on bullying: http://www.nuj.org.uk/documents/feu-code-of-conduct-on-bullying
The Wage Indicator Global Wage report Gender Pay Gap in Journalism:
http://www.ifj.org/fileadmin/images/Gender/Gender_documents/Gender_Pay_Gap_in_Journalism.pdf
Reporting on Gender in Journalism: Why do so few women reach the top? http://www.nieman.harvard.edu/reports/article/101542/Reporting-on-Gender-in-Journalism.aspx
Sound Women on Air research report: http://www.soundwomen.co.uk/research
Skillset report: Tuning out - Women in the UK Radio Industry: http://creativeskillset.org/assets/0000/6251/Tuning_out_Women_in_the_UK_radio_industry_2011.pdf
Another bully at the BBC: Mail on Sunday reveals that senior editor who left his radio star wife for talk show host bullied staff and faces probe over sexual harassment and expenses:
Freedom of Information Request - RFI20110614 http://downloads.bbc.co.uk/foi/classes/disclosure_logs/rfi20110614_male_female_salary_bands.pdf
The Global Media Monitoring Project: Who Makes the News? http://whomakesthenews.org/gmmp/gmmp-reports/gmmp-2010-reports
Review of the implementation of the Beijing Platform for Action in the EU Member States: Women and the Media — advancing gender equality in decision-making in media organisations: http://eige.europa.eu/sites/default/files/MH3113742ENC-Women-and-Media-Report-EIGE.pdf
Getting the Balance Right: Gender Equality in Journalism: http://portal.unesco.org/ci/en/files/28397/12435929903gender_booklet_en.pdf/gender_booklet_en.pdf
September 2014