Policy paper

British Sign Language 5-year plan: Department for Culture, Media and Sport (English and BSL versions)

Published 21 July 2025

Applies to England, Scotland and Wales

 BSL version

https://www.youtube.com/watch?v=G9iuZQk_mus

Who we are

DCMS, and the people, places and businesses it serves, are fundamental to raising prosperity and living standards in the UK. The department drives growth and enriches the lives of citizens and communities across the UK. Through uniting the residents of the country, supporting growth and providing people with equal opportunities to culture, sports, arts and beyond, DCMS provides a significant contribution to enabling access and participation across the UK. 

Our sectors are also a huge driver of economic growth and opportunities. They are worth £170 billion, support 4 million jobs and are a source of soft power and pride for Britain abroad. The growth they generate places DCMS right at the heart of the government’s mission to kickstart economic growth in all parts of the country and break down barriers to opportunity.

To achieve our ambitious agenda we are guided by our DCMS values. Our values make a statement about the kind of organisation we are and aspire to be. In times of uncertainty, they guide our actions, decision-making and what we can expect from others. We are a team of people who strive for the best, work as one, act with kindness, and learn and grow together. It is through doing this that we will not only create the best possible version of DCMS, but help to drive change that transforms the country for the better.

How we already use BSL

External communications

We publish documents in a wide range of formats and we always want as many people as possible to be able to use those documents. Anyone is able to make an accessibility request to DCMS if they require a version of any document we publish in a more accessible format, including BSL. See our accessible documents policy for more information.

We recognise how important it is to provide quality BSL interpretation, especially for high-volume, large-scale and public-facing content. We use BSL videos as a way to communicate information widely around key campaigns. Recent examples include:

• the King’s Coronation in 2023
• VE Day guidance aimed at people travelling into London for the celebrations in May 2025

Where appropriate, we engage BSL interpreters for stakeholder events to ensure we are reaching as wide a range of stakeholders as possible.

Internal communications

We consult our HR team and Ability Network before major staff events. Our colleagues  can make accessibility requests, including for BSL.

Recruitment

Applicants for DCMS roles are able to request a reasonable adjustment to bring a BSL interpreter with them during their interview.

Training

We are committed to training and educating our staff. In 2024, we ran a 6-week BSL introduction course in Manchester for the first time with 12 participants. This was followed by a 30-week Level 1 course for the same participants. In 2025, we offered the first course to a new group of 12 people in London and 12 in Manchester. This opportunity was widely promoted to staff on internal channels. The 2024 participants have since hosted taster sessions at away days and hybrid ‘lunch and learns’ each month in 2025.

How we plan to increase BSL communications over the next 5 years

External communications

We will continue to prioritise accessible formats for all published documents. This includes considering requests to provide BSL versions of these documents where possible.

We will continue to identify relevant public-facing communications and moments where BSL will help us reach a wider range of audiences and ensure our communications are accessible to everyone. We will ensure that BSL is considered for all relevant external communications and budget for content annually.

Examples include (but are not limited to):

• Remembrance and ceremonial content that we publish, especially with public-facing guidance – including our Remembrance Sunday guidance planned for November 2025
• the 2025 COVID-19 Day of Reflection campaign
• planning for BSL versions of guidance we need to produce quickly, including ‘Bridges’ guidance (referring to the passing of a senior Royal)

We will explore whether current campaigns, including public appointments, can include BSL explainers for public-facing guidance.

We will introduce a simplified and consistent way for teams within DCMS to

• create BSL content on demand for specific requests
• engage a BSL interpreter (including at short notice)

Internal communications

We will continue to promote BSL awareness and learning opportunities to staff via a wide range of internal channels.

We will continue to enable staff to make accessibility requests for key staff events and engagements.

We will create ‘Welcome to DCMS’ content for our digital screens in BSL.

We will continue to find creative ways to enable staff to engage with the Deaf BSL community. This might include hosting events with guests from the Deaf BSL community to educate colleagues about Deaf culture and inclusion. 

Recruitment

We will regularly review our processes to ensure that our recruitment continues to be accessible and inclusive at all stages of the application process. 

Training

Following the end of the current BSL lessons, our Diversity & Inclusion team will evaluate their impact and decide whether to repeat the training or explore alternative approaches. These might include enhanced Deaf awareness training, interpretation, and translation support.