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

sectoral and labour market change. There is more about the case for
diversity in Chapter 6.
Seeing implementation through is vitally important because research
shows diversity policies are generally abundant but implementation is
poor. By the early 1990s, almost two decades since the key pieces of
anti-discrimination legislation were passed, incorporation of their spirit
into organisational practice was regarded as both tentative and
marginal (Bhavnani 1994; Braham Rattansi and Skellington 1992;
Cockburn 1991). Organisations introduced these policies in piecemeal
terms and there were great discrepancies in the implementation of
these policies by organisations. More recently, the report from the
Office for the Deputy Prime Minister examining the effects of the Race
Relations Act 2000 in the public sector, found that almost 30 years
after the 1976 Act, local Councils remained unsure how to integrate
equality and diversity into service delivery (ODPM 2003).
It appears as if organisations need to see clear reasons why they are
being asked to implement diversity policies. They need committed
leadership and active steps outlined for them to achieve their
objectives on diversity, including an understanding of equality law,
monitoring and consultation, planning a strategic approach and
building a case for implementing diversity (Watson 2001).
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