





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.
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).
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.
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
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability

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.
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.
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.

Head, Amazon Studios




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.
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).
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.
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.
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability
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.
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.
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.


Head, Amazon Studios




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.”
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.
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).
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.
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.
and Characters
Production
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.
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.
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.
covers the following four areas:
Developing Stories and Characters
Hiring and Production
Reporting and Documentation
Commitment to Accountability



Head, Amazon Studios

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.”
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.
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).
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.
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.
and Characters
Production
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.
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.
Inclusive Environment
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.
Documentation
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.




Head, Amazon Studios
Policy
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).
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.
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.
and Characters
Production
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.
Inclusive
Environment
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.
Documentation
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.
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.
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.




Head, Amazon Studios