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

used 40 randomly-selected films from all British productions and co-
productions with a theatrical release (Rogers 2007). Of 63
screenwriters who were identified only 37% responded to the survey so
the findings cannot be regarded as conclusive but they do show
consistency in responses.
It was easier to contact writers through agents, lawyers or managers.
57% of writers only listed a contact via a Hollywood agent or manager
and 19% listed a London-based agent or manager. Twenty
respondents believed they were hired because of their work being
known as a result of the recommendation made by the agent. Only
three writers reported they felt unfairly treated, even though they had
written several drafts, but they did not complain (Rogers 2007).
Obtaining and accessing an agent may be difficult for under-
represented groups, who will probably be outside established
networks. If women and minority writers were few in this survey, it is
important to research what the agent/writer relationship is, and
whether agents are less likely to take on women, for example, who
have less likelihood of being hired than their male counterparts.
3.5 Examples of initiatives that tackle under-representation
Guilds, trades unions and trade associations
Over half the film workforce (57%) belongs to a trade organisation or
association such as guilds and unions, with members of BECTU being
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