Inclusion Policy
Amazon Studios strives to be the home for top-tier talent and content. We work to consistently delight all segments of our audience.
We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across
race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body
size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or
misrepresented characters to life in an inclusive production environment.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language
related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class,
or behavior.
Stereotyping
Content that features out-of-date historical stereotypes, language and iconography must avoid gratuitous use
of such portrayals.
Historical Depictions
Cultural Authenticity
Delivery of Plans
Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how
they plan to achieve the Inclusion Policy.
Report on Expectation Achievement
Amazon Studios will provide a report template for each company to indicate whether the expectations were met.
This report must be submitted within one month of completion of principal photography and will include:
i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line
talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions
(department heads and seconds.)
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
Casting
When series regulars or lead characters portray people from underrepresented communities (women;
underrepresented racial/ethnic groups; sexual orientation; gender identity; people with disabilities), we
expect creative teams to make a concerted effort to hire above-the-line staff (directors, writers, producers
and/or creators) who represent the identity groups depicted on screen. We will aim for 30% of the
above-the-line staff to meet this goal in 2021. This aspirational goal will increase to 50% by 2024.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise
the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic
group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify
casting.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and Production
We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from
underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide
diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and
harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation,
religion, disability (including mental health), body size or image, age, gender, gender identity, and gender
expression should be made with care, and in each case will be subject to an enhanced review.
Developing Stories and Characters
Amazon Studios’ Inclusion Policy
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include
Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific
Islander, Middle Eastern/North African, and Multiracial/Multiethnic.
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and Production
Behind-the Camera
Each film or series with a creative team of three or more people in above-the-line roles (Directors,
Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented
racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry,
including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender
identity, gender expression and people at the intersection of multiple underrepresented
identities. This aspirational goal will increase to 50% by 2024. On creative teams with fewer
than three people, we prefer that at least one Writer, Director, or Producer be a woman and/or a member of
an underrepresented racial/ethnic group. A single team member can fulfill one or more of these
identities.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Below-the-Line Roles
For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30% white men, 30% white women and non-binary people, 20% men
from underrepresented races and ethnicities, and 20% women and non-binary people from underrepresented races
and ethnicities. We will give priority consideration to people who have been historically marginalized
within the industry, including but not limited to disability, sexual orientation, religion, body size, age,
nationality, gender identity, gender expression and people at the intersection of multiple underrepresented
identities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do
that:
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Cultivate an Inclusive Environment
Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to
everyone on the set.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the
production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an
Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to
meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the
following reporting for each film or show:
Reporting & Documentation
Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce
a meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline demographic totals and percentages,
where feasible. Our demand for greater accountability, to hold ourselves to a higher standard of
representation both on screen and behind the camera, is meant to be constructive rather than punitive. We
want our content to reflect the diverse communities we serve around the world.
“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to
being a thought and action leader in the transformation of our industry. We know how much work there is to be
done to improve representation both on camera and behind the scenes, and it starts at home, with us. With
clear directives and a commitment to accountability, these guides provide a path toward a more equitable
future, both on- and off-camera.”
Jennifer Salke
Head, Amazon Studios
Head, Amazon Studios
Commitment to Accountability
Amazon Studios strives to be the home for top-tier talent and content. We work to consistently delight all segments of our audience.
“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to
being a thought and action leader in the transformation of our industry. We know how much work there is to be
done to improve representation both on camera and behind the scenes, and it starts at home, with us. With
clear directives and a commitment to accountability, these guides provide a path toward a more equitable
future, both on- and off-camera.”
We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across
race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body
size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or
misrepresented characters to life in an inclusive production environment.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language
related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class,
or behavior.
Stereotyping
Content that features out-of-date historical stereotypes, language and iconography must avoid gratuitous use
of such portrayals.
Historical Depictions
Cultural Authenticity
Delivery of Plans
Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how
they plan to achieve the Inclusion Policy.
Report on Expectation Achievement
Amazon Studios will provide a report template for each company to indicate whether the expectations were met.
This report must be submitted within one month of completion of principal photography and will include:
i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line
talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions
(department heads and seconds.)
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
Casting
When series regulars or lead characters portray people from underrepresented communities (women;
underrepresented racial/ethnic groups; sexual orientation; gender identity; people with disabilities), we
expect creative teams to make a concerted effort to hire above-the-line staff (directors, writers, producers
and/or creators) who represent the identity groups depicted on screen. We will aim for 30% of the
above-the-line staff to meet this goal in 2021. This aspirational goal will increase to 50% by 2024.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise
the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic
group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify
casting.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and Production
We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from
underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide
diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and
harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation,
religion, disability (including mental health), body size or image, age, gender, gender identity, and gender
expression should be made with care, and in each case will be subject to an enhanced review.
Developing Stories and Characters
Amazon Studios’ Inclusion Policy
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include
Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific
Islander, Middle Eastern/North African, and Multiracial/Multiethnic.
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and Production
Behind-the Camera
Each film or series with a creative team of three or more people in above-the-line roles (Directors,
Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented
racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry,
including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender
identity, gender expression and people at the intersection of multiple underrepresented
identities. This aspirational goal will increase to 50% by 2024. On creative teams with fewer
than three people, we prefer that at least one Writer, Director, or Producer be a woman and/or a member of
an underrepresented racial/ethnic group. A single team member can fulfill one or more of these
identities.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Below-the-Line Roles
For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30% white men, 30% white women and non-binary people, 20% men
from underrepresented races and ethnicities, and 20% women and non-binary people from underrepresented races
and ethnicities. We will give priority consideration to people who have been historically marginalized
within the industry, including but not limited to disability, sexual orientation, religion, body size, age,
nationality, gender identity, gender expression and people at the intersection of multiple underrepresented
identities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do
that:
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Cultivate an Inclusive Environment
Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to
everyone on the set.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the
production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an
Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to
meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the
following reporting for each film or show:
Reporting & Documentation
Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce a
meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline
demographic totals and percentages, where feasible. Our demand for greater accountability, to hold ourselves
to a higher standard of representation both on screen and behind the camera, is meant to be constructive
rather than punitive. We want our content to reflect the diverse communities we serve around the world.
Commitment to Accountability
Jennifer Salke
Head, Amazon Studios
Head, Amazon Studios
Inclusion Policy
Inclusion
Policy
Policy
Amazon Studios strives to be the home for top-tier talent and content. We work to consistently delight all segments of our audience.
“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to being a thought and action leader in the transformation of our industry. We know how much work there is to be done to improve representation both on camera and behind the scenes, and it starts at home, with us. With clear directives and a commitment to accountability, these guides provide a path toward a more equitable future, both on- and off-camera.”
We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across
race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body
size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or
misrepresented characters to life in an inclusive production environment.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language
related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class,
or behavior.
Stereotyping
Content that features out-of-date historical stereotypes, language and iconography must avoid gratuitous use
of such portrayals.
Historical Depictions
Cultural Authenticity
Delivery of Plans
Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how
they plan to achieve the Inclusion Policy.
Report on Expectation Achievement
Amazon Studios will provide a report template for each company to indicate whether the expectations were met.
This report must be submitted within one month of completion of principal photography and will include:
i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line
talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions
(department heads and seconds.)
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
Casting
When series regulars or lead characters portray people from underrepresented communities (women;
underrepresented racial/ethnic groups; sexual orientation; gender identity; people with disabilities), we
expect creative teams to make a concerted effort to hire above-the-line staff (directors, writers, producers
and/or creators) who represent the identity groups depicted on screen. We will aim for 30% of the
above-the-line staff to meet this goal in 2021. This aspirational goal will increase to 50% by 2024.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise
the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic
group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify
casting.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Hiring and Production
We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from
underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide
diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and
harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation,
religion, disability (including mental health), body size or image, age, gender, gender identity, and gender
expression should be made with care, and in each case will be subject to an enhanced review.
Developing Stories
and Characters
and Characters
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and
Production
Production
Behind-the Camera
Each film or series with a creative team of three or more people in above-the-line roles (Directors,
Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented
racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry,
including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender
identity, gender expression and people at the intersection of multiple underrepresented
identities. This aspirational goal will increase to 50% by 2024. On creative teams with fewer
than three people, we prefer that at least one Writer, Director, or Producer be a woman and/or a member of
an underrepresented racial/ethnic group. A single team member can fulfill one or more of these
identities.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Below-the-Line Roles
For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30% white men, 30% white women and non-binary people, 20% men
from underrepresented races and ethnicities, and 20% women and non-binary people from underrepresented races
and ethnicities. We will give priority consideration to people who have been historically marginalized
within the industry, including but not limited to disability, sexual orientation, religion, body size, age,
nationality, gender identity, gender expression and people at the intersection of multiple underrepresented
identities. Where we can have more people from underrepresented racial/ethnic groups, we will
seek to do that:
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Cultivate an Inclusive Environment
Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to
everyone on the set.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the
production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an
Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to
meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the
following reporting for each film or show:
Reporting & Documentation
Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce a
meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline
demographic totals and percentages, where feasible. Our demand for greater accountability, to hold ourselves
to a higher standard of representation both on screen and behind the camera, is meant to be constructive
rather than punitive. We want our content to reflect the diverse communities we serve around the world.
Commitment to Accountability
Amazon Studios’ Inclusion Policy
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include
Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific
Islander, Middle Eastern/North African, and Multiracial/Multiethnic.
Jennifer Salke
Head, Amazon Studios
Head, Amazon Studios
Inclusion
Policy
Policy
Amazon Studios strives to be the home for top-tier talent and content. We work to consistently delight all segments of our audience.
“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to being a thought and action leader in the transformation of our industry. We know how much work there is to be done to improve representation both on camera and behind the scenes, and it starts at home, with us. With clear directives and a commitment to accountability, these guides provide a path toward a more equitable future, both on- and off-camera.”
We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across
race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body
size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or
misrepresented characters to life in an inclusive production environment.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language
related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class,
or behavior.
Stereotyping
Content that features out-of-date historical stereotypes, language and iconography must avoid gratuitous use
of such portrayals.
Historical Depictions
Cultural Authenticity
Delivery of Plans
Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how
they plan to achieve the Inclusion Policy.
Report on Expectation Achievement
Amazon Studios will provide a report template for each company to indicate whether the expectations were met.
This report must be submitted within one month of completion of principal photography and will include:
i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line
talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions
(department heads and seconds.)
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
Casting
When series regulars or lead characters portray people from underrepresented communities (women;
underrepresented racial/ethnic groups; sexual orientation; gender identity; people with disabilities), we
expect creative teams to make a concerted effort to hire above-the-line staff (directors, writers, producers
and/or creators) who represent the identity groups depicted on screen. We will aim for 30% of the
above-the-line staff to meet this goal in 2021. This aspirational goal will increase to 50% by 2024.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise
the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic
group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify
casting.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Hiring and Production
We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from
underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide
diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and
harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation,
religion, disability (including mental health), body size or image, age, gender, gender identity, and gender
expression should be made with care, and in each case will be subject to an enhanced review.
Developing Stories
and Characters
and Characters
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and
Production
Production
Behind-the Camera
Each film or series with a creative team of three or more people in above-the-line roles (Directors,
Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented
racial/ethnic group.
We will give priority consideration to people who have been historically marginalized within the industry,
including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender
identity, gender expression and people at the intersection of multiple underrepresented
identities. This aspirational goal will increase to 50% by 2024. On creative teams with fewer
than three people, we prefer that at least one Writer, Director, or Producer be a woman and/or a member of
an underrepresented racial/ethnic group. A single team member can fulfill one or more of these
identities.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Below-the-Line Roles
For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30% white men, 30% white women and non-binary people, 20% men
from underrepresented races and ethnicities, and 20% women and non-binary people from underrepresented races
and ethnicities. We will give priority consideration to people who have been historically marginalized
within the industry, including but not limited to disability, sexual orientation, religion, body size, age,
nationality, gender identity, gender expression and people at the intersection of multiple underrepresented
identities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do
that:
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Cultivate an
Inclusive Environment
Inclusive Environment
Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to
everyone on the set.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the
production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an
Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to
meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the
following reporting for each film or show:
Reporting &
Documentation
Documentation
Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce a
meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline
demographic totals and percentages, where feasible. Our demand for greater accountability, to hold ourselves
to a higher standard of representation both on screen and behind the camera, is meant to be constructive
rather than punitive. We want our content to reflect the diverse communities we serve around the world.
Commitment to Accountability
Amazon Studios’ Inclusion Policy
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific Islander, Middle Eastern/North African, and Multiracial/Multiethnic.
Jennifer Salke
Head, Amazon Studios
Head, Amazon Studios
Inclusion
Policy
Policy
“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to
being a thought and action leader in the transformation of our industry. We know how much work there is to be
done to improve representation both on camera and behind the scenes, and it starts at home, with us. With
clear directives and a commitment to accountability, these guides provide a path toward a more equitable
future, both on- and off-camera.”
We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language
related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class,
or behavior.
Stereotyping
Delivery of Plans
Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how
they plan to achieve the Inclusion Policy.
Report on Expectation Achievement
Amazon Studios will provide a report template for each company to indicate whether the expectations were met.
This report must be submitted within one month of completion of principal photography and will include:
i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line
talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions
(department heads and seconds.)
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability.
iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses).
Casting
When series regulars or lead characters portray people from underrepresented communities (women;
underrepresented racial/ethnic groups; sexual orientation; gender identity; people with disabilities), we
expect creative teams to make a concerted effort to hire above-the-line staff (directors, writers, producers
and/or creators) who represent the identity groups depicted on screen. We will aim for 30% of the
above-the-line staff to meet this goal in 2021. This aspirational goal will increase to 50% by 2024.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
On the occasion when this is not possible, producers must indicate how they will identify and hire outside consultants/vendors, approved by Amazon, to provide culturally relevant expertise.
The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise
the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic
group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify
casting.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.
To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities.
Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same.
We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Hiring and Production
We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from
underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide
diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and
harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation,
religion, disability (including mental health), body size or image, age, gender, gender identity, and gender
expression should be made with care, and in each case will be subject to an enhanced review.
Developing Stories
and Characters
and Characters
Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates
from underrepresented communities are considered and hired.
The plans must also outline strategies for how the production will cultivate an inclusive environment. The
Inclusion Playbook has details to support building these plans.
Hiring and
Production
Production
Below-the-Line Roles
For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30% white men, 30% white women and non-binary people, 20% men
from underrepresented races and ethnicities, and 20% women and non-binary people from underrepresented races
and ethnicities. We will give priority consideration to people who have been historically marginalized
within the industry, including but not limited to disability, sexual orientation, religion, body size, age,
nationality, gender identity, gender expression and people at the intersection of multiple underrepresented
identities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do
that:
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see the Inclusion Playbook for the full list of positions).
Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.
We believe in pay equity. Our expectation is that below-the-line talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked submit a description of the steps that were taken to achieve these goals.
Cultivate an
Inclusive
Environment
Inclusive
Environment
Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to
everyone on the set.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.
Please remember, in all hiring, a particular employment decision may not be made on the basis of an individual’s race, age, color, gender, sex, sexual orientation, gender expression, national origin, disability, or other protected characteristic. We are an equal opportunity employer and will consider all qualified applicants and make all hiring decisions based on qualifications, experience, and other legitimate business factors.
Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the
production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an
Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to
meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the
following reporting for each film or show:
Reporting &
Documentation
Documentation
Commitment to Accountability
Amazon Studios strives to be the home for top-tier talent and content. We work to consistently delight all segments of our audience.
We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across
race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body
size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or
misrepresented characters to life in an inclusive production environment.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
To those ends, we’ve developed this Inclusion Policy that sets forth Amazon Studios’ expectations for our teams and creative partners. This Policy will become effective in 2021 in the United States for first-look and overall deals and for those working on our wholly-owned productions (Amazon Originals.)
We recognize that ensuring equity in the future requires correcting inequities of the past. This policy will focus on specific goals with respect to the stories we tell and the people we engage to tell them. Going forward, we’ll hold ourselves accountable by tracking data, and we plan to increase representation both on screen and behind the camera year-over-year. As our trusted creative and production partners, we ask you to join us in these efforts so we may move the industry toward a more representative and inclusive future.
Behind the Camera
Each film or series with a creative team of three or more people in above-the-line roles (Directors,
Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented
racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry,
including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender
identity, gender expression and people at the intersection of multiple underrepresented
identities. This aspirational goal will increase to 50% by 2024. On creative teams with fewer
than three people, we prefer that at least one Writer, Director, or Producer be a woman and/or a member of
an underrepresented racial/ethnic group. A single team member can fulfill one or more of these
identities.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
For series, across a full season of episodic content, we will aim to have a team of credited Directors, Writers, Producers, and Creators that includes a minimum 30% women and 30% members of an underrepresented racial/ethnic group. We will give priority consideration to people who have been historically marginalized within the industry, including but not limited to disability, sexual orientation, religion, body size, age, nationality, gender identity, gender expression and people at the intersection of multiple underrepresented identities. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
As mentioned above, when storylines or the top billing characters involve underrepresented communities (women, underrepresented racial/ethnic groups, sexual orientation, gender identity, people with disabilities), we aim to have a minimum 30% of above-the-line staff hires (Directors, Writers, Producers, and/or Creators) who identify with the identity groups being depicted on screen. This aspirational goal will increase to 50% by 2024. A single team member can fulfill one or more of these identities.
We believe in pay equity. Our expectation is that behind-the-camera talent will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation.
If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals.
Content that features out-of-date historical stereotypes, language and iconography must avoid gratuitous use
of such portrayals.
Historical Depictions
Cultural Authenticity
Amazon Studios’ Inclusion Policy covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific Islander, Middle Eastern/North African, and Multiracial/Multiethnic.
Jennifer Salke
Head, Amazon Studios
Head, Amazon Studios
Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce a
meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline
demographic totals and percentages, where feasible. Our demand for greater accountability, to hold ourselves
to a higher standard of representation both on screen and behind the camera, is meant to be constructive
rather than punitive. We want our content to reflect the diverse communities we serve around the world.