Barriers to Diversity in Film – A Research Review – Aug 07

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2006). More research on the link between diversity and financial performance needs to be undertaken, for example, the diversity of actors and production teams to box office returns. However, these studies are never conclusive as suggested above, since a range of factors may contribute to better financial performance and it is difficult to argue that diversity alone causes an increase or decrease. 6.3.5 Organisational effectiveness and maximising talent The demographic changes outlined above provide the most pressing reasons to change recruitment and retention practices. The need to grow talent from all possible avenues within an organisation has never been so essential. Companies that do not maximise the potential from everyone will increasingly run the risk of underperforming. The development of under-represented groups of staff and managers will cut costs on recruitment. Staff turnover can be expensive for organisations. Some research studies support good retention practices. Good people management that is fair leads to greater productivity and greater employee commitment (Patterson, West Lawthorn and Nickell 1997). Social inclusion increases profitability and leads to financial savings (Patterson, West Lawthorn and Nickell 1997). Heterogeneous top teams (age, function, education) showed greater innovation and were more receptive to diversity of ideas and using diverse information sources. They also showed better sales performance (Iles and Havers). C:\Documents and Settings\mcorless\Desktop\Intranet\Barriers to Diversity in Film_DS_RB 20 Aug 07.doc 158
Positive actions on race equality increase calibre of applicants overall (Metcalf and Forth 2000). A Commission for Racial Equality study reported that ‘race’ equality actions had been very successful in many businesses: 80% of large businesses saw benefits in human resourcing, such as higher calibre of staff (47%), broader-based skills and experience (40%) and availability of skilled staff (40%); 25% of companies had improved morale and 9% lower staff turnover; 43% of companies encountered increased good will; 18% also mentioned more ethnic minority customers (CRE 1995). In another study, four in ten companies experienced unexpected benefits – an improvement in company image, raised morale and a more positive attitude (Goldstone and Levy 1996). Access to widest talent pool - The film workforce is more concentrated in the middle age groups than the rest of the UK workforce. Replacing talent will require shifts in attitudes as the white male able-bodied labour force decreases. The report A Bigger Future (Skillset 2003) outlines the problems facing a film sector which needs to update skills due to technological changes, as well as deliver the right education and training to equip people to work in the sector in the future. There is a clear perception across the film industry that only a few education courses deliver the right mix of vocational skills which equip students C:\Documents and Settings\mcorless\Desktop\Intranet\Barriers to Diversity in Film_DS_RB 20 Aug 07.doc 159
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Barriers to Diversity in Film A Res
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CONTENTS Executive summary 7 1 Intr
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3.4 Barriers to progression through
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6.2 The business context 106 6.3 Th
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Executive Summary The review has in
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• Young people need advice on the
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• Disabled people are under-repre
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• Monitor sexual orientation, but
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1.1 Aims 1 Introduction: aims and s
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This review brings together researc
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The Select Committee on Culture, Me
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2.2 Cinema audiences and film relea
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including tackling social exclusion
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2.4 The changing population The UK
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2.5 Diversity and equality of oppor
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The Act also has implications for c
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A new inclusive equalities agenda t
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sectoral and labour market change.
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critical of the failure of equality
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• If the film sector increased th
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3: The film workforce Getting the r
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3.2 Workforce data on under-represe
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Table 3.1 Film and video industry w
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data in these statistics on gender
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London 2006 s 2006 London 2002 e (L
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Other 65 35 All 61 39 Source : 2006
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ecause film professionals from mino
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male respondents earned £50,000 or
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Of 106 applications to the New Cine
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South West 6 23 Source: Skillset an
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Most employees are recruited inform
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and minority ethnic people tending
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3.3.7 Qualifications The 2005 Featu
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very small numbers reported going o
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over their future finances. They al
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women experience ageing differently
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stereotyped as working class, even
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3.4.9 Commissioning and ‘ghettois
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older than the rest of the workforc
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Social benefits from the projects w
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for women who have caring responsib
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involved in a regular dialogue abou
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population, though the regional dis
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Table 4.1 Cinema audience by gender
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Table 4.3 Cinema audience by gender
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Cinema goers 13.1 86.9 PPV buyers 1
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general population (perhaps excludi
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4.4 Audiences for film on televisio
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Science fiction 1.7 7.1 1.8 7 1.1 3
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they were charming and displayed a
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‘Respectable cinema’ including
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4.6 Barriers to cinema attendance B
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launched an online Diversity Toolki
Page 107 and 108: • Half of people over 55 never go
Page 109 and 110: o initiatives to improve the distri
Page 111 and 112: All these debates are considered be
Page 113 and 114: 5.3 Employment and portrayal Does e
Page 115 and 116: 5.5 Stereotypes The stereotypical p
Page 117 and 118: Russo analysed representation of ga
Page 119 and 120: than homosexual (Cover op.cit.). Ho
Page 121 and 122: ecause she is lesbian specifically
Page 123 and 124: analyses 150 films and concludes th
Page 125 and 126: The reasons for this under-represen
Page 127 and 128: Reasons behind the illnesses and th
Page 129 and 130: In a major report on the black and
Page 131 and 132: national stereotyping such as funny
Page 133 and 134: indiscriminate killing implies that
Page 135 and 136: people who live abroad like to hang
Page 137 and 138: However, a study in Sweden analysed
Page 139 and 140: the ways these film types have deve
Page 141 and 142: and ethnicity, and in any case, mon
Page 143 and 144: • A study of on-screen representa
Page 145 and 146: occupational groups, people from di
Page 147 and 148: Our society has changed dramaticall
Page 149 and 150: 6.3 The business case - an overview
Page 151 and 152: 2007). The Commission for Racial Eq
Page 153 and 154: eing disabled. The importance of th
Page 155 and 156: in Western style holidays, but UK t
Page 157: this specific audience and making a
Page 161 and 162: For example, women’s presence in
Page 163 and 164: 6.3.7 Legal compliance Companies ha
Page 165 and 166: • Studies on the business case in
Page 167 and 168: Access to employment in the sector
Page 169 and 170: cinema tickets and rental films, an
Page 171 and 172: have children. Women scientists are
Page 173 and 174: teams encourage creativity. Recruit
Page 175 and 176: minority ethnic women writers or pr
Page 177 and 178: 7.5.7 Decision makers’ attitudes
Page 179 and 180: There is also a need for policy int
Page 181 and 182: has rarely been evaluated for its l
Page 183 and 184: The Leadership on Diversity Forum,
Page 185 and 186: as the key intervention in diversit
Page 187 and 188: housing management. Trainees felt c
Page 189 and 190: voice to otherwise marginalised and
Page 191 and 192: targeted funding for black and mino
Page 193 and 194: Bhavnani R (1994) Black Women in th
Page 195 and 196: Cowan K and Valentine G (2006) “T
Page 197 and 198: European Commission (2005) “The B
Page 199 and 200: 199 Institute for Employment Studie
Page 201 and 202: Murphy R (ed.) (2000) British Cinem
Page 203 and 204: Skillset and Equity (2006) “Analy
Page 205: UN (2000) “Gender and Racial Disc
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