- Page 1 and 2:
Barriers to Diversity in Film A Res
- Page 3 and 4:
CONTENTS Executive summary 7 1 Intr
- Page 5 and 6:
3.4 Barriers to progression through
- Page 7 and 8:
6.2 The business context 106 6.3 Th
- Page 9 and 10:
Executive Summary The review has in
- Page 11 and 12:
• Young people need advice on the
- Page 13 and 14:
• Disabled people are under-repre
- Page 15 and 16:
• Monitor sexual orientation, but
- Page 17 and 18:
1.1 Aims 1 Introduction: aims and s
- Page 19 and 20:
This review brings together researc
- Page 21 and 22:
The Select Committee on Culture, Me
- Page 23 and 24:
2.2 Cinema audiences and film relea
- Page 25 and 26:
including tackling social exclusion
- Page 27 and 28:
2.4 The changing population The UK
- Page 29 and 30:
2.5 Diversity and equality of oppor
- Page 31 and 32:
The Act also has implications for c
- Page 33 and 34:
A new inclusive equalities agenda t
- Page 35 and 36:
sectoral and labour market change.
- Page 37 and 38:
critical of the failure of equality
- Page 39 and 40:
• If the film sector increased th
- Page 41 and 42:
3: The film workforce Getting the r
- Page 43 and 44:
3.2 Workforce data on under-represe
- Page 45 and 46:
Table 3.1 Film and video industry w
- Page 47 and 48:
data in these statistics on gender
- Page 49 and 50:
London 2006 s 2006 London 2002 e (L
- Page 51 and 52:
Other 65 35 All 61 39 Source : 2006
- Page 53 and 54:
ecause film professionals from mino
- Page 55 and 56:
male respondents earned £50,000 or
- Page 57 and 58:
Of 106 applications to the New Cine
- Page 59 and 60:
South West 6 23 Source: Skillset an
- Page 61 and 62:
Most employees are recruited inform
- Page 63 and 64:
and minority ethnic people tending
- Page 65 and 66:
3.3.7 Qualifications The 2005 Featu
- Page 67 and 68:
very small numbers reported going o
- Page 69 and 70:
over their future finances. They al
- Page 71 and 72:
women experience ageing differently
- Page 73 and 74:
stereotyped as working class, even
- Page 75 and 76:
3.4.9 Commissioning and ‘ghettois
- Page 77 and 78:
older than the rest of the workforc
- Page 79 and 80:
Social benefits from the projects w
- Page 81 and 82:
for women who have caring responsib
- Page 83 and 84:
involved in a regular dialogue abou
- Page 85 and 86:
population, though the regional dis
- Page 87 and 88:
Table 4.1 Cinema audience by gender
- Page 89 and 90:
Table 4.3 Cinema audience by gender
- Page 91 and 92:
Cinema goers 13.1 86.9 PPV buyers 1
- Page 93 and 94:
general population (perhaps excludi
- Page 95 and 96:
4.4 Audiences for film on televisio
- Page 97 and 98:
Science fiction 1.7 7.1 1.8 7 1.1 3
- Page 99 and 100:
they were charming and displayed a
- Page 101 and 102:
‘Respectable cinema’ including
- Page 103 and 104:
4.6 Barriers to cinema attendance B
- Page 105 and 106:
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 and 158: this specific audience and making a
- Page 159 and 160: Positive actions on race equality i
- 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: voice to otherwise marginalised and
- 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