Inclusive Production

Goals

A) Below-the-Line Roles

a. For open positions, we aim to staff department heads and seconds in the following areas to meet the overall aspirational goals of 30/30/20/20 (white men / white women and non-binary people / men from underrepresented races and ethnicities / women and non-binary people from underrepresented races and ethnicities):

i. Production, Accounting, Assistant Directors, Art, Camera, Casting, Construction, Costumes, Craft Service, Grip, Lighting, Locations, Makeup, Hair, Medic, Post, Property, Script, Sound, and Transportation (see below for the full list of positions).

b. Where appropriate, trainees from underrepresented communities should be hired to staff multiple departments.

c. 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.

d. 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.

B) Vendors and Suppliers

a. For vendors or suppliers used across production, where possible, companies should seek at least three bids, one of which must be from a woman-owned business and one from an Asian, Black, Hispanic, or Native-American (designated as “minority-owned”) business.

b. Ideally, a minimum of 30% of the contracts with vendors/suppliers across a project’s life cycle should go to qualified women-owned businesses and at least 30% to qualified minority-owned businesses. A single business may fulfill more than one category.

c. We believe in pay equity. Our expectation is that vendors and suppliers will be paid commensurate with their work experience, the service they perform, and equitable to the compensation of their peers. We will not consider prior pay history in setting compensation.

C) Cultivate an Inclusive Environment

a. Company policies prohibiting harassment, retaliation, microaggressions, and bias must be made available to everyone on the set.

b. Department heads should review the Inclusion Playbook for recommendations on improving their inclusive environment on set.

c. 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.

Goals

Goals

Below The Line

Below The Line

Inclusion On Set & In The Community

Inclusion On Set & In The Community