Camera Lens CAMEo UoLEveryday Diversity in the UK screen sector

The Project

The UK screen sector is looking to strengthen and diversify its pool of creative talent and skills. Working with the British Film Institute and Creative Diversity Network, this AHRC Leadership Fellow project will conduct new research to help the screen sector achieve its ambitions for greater workforce diversity.

The project will:

  • identify the most important situations in which employment and career opportunities are being granted or withheld: through recruitment, casting and crewing, but also through financing, commissioning or project management;
  • explore how these situations could be changed to have better outcomes for workforce diversity;
  • build Everyday Diversity, a set of innovative tools to help screen sector practitioners work towards diversity in their everyday business;
  • embed the Everyday Diversity tool with practitioners and policy-makers through a series of capacity building and dissemination activities.

Everyday Diversity driven by the recognition that opportunity and inclusion in the UK’s screen industries are currently inequitably distributed; that opportunity and inclusion are influenced by individuals’ age, caring responsibilities, class, disability, gender, geographical location, pregnancy, race, religion or sexual orientation; that inequitable access to opportunity and inclusion is socially, culturally and economically undesirable as well as morally unjust; and that new insights and practices are needed to improve access to opportunity and inclusion.

The People

The Everyday Diversity project team comprises Dr Doris Ruth Eikhof (lead), Dr Stevie Marsden and Emma Sainthouse

Everyday Diversity is advised by an industry steering group. Confirmed members to date include Deborah Williams (Creative Diversity Network), Yvonne Harris/Melanie Hoyes (British Film Institute).  

Our approach to diversity

We believe that opportunities for work, employment and careers in the UK screen industries should be allocated on the basis of talent, skills and experience. We recognise that there are social, cultural and economic arguments for equitable access to these opportunities. And we recognise that access to these opportunities is, currently, not equitable, and that the screen industries lack diversity.

Opportunity and inclusion are rarely ever influenced by only one individual characteristic, e.g. only race or only disability. Everyday Diversity is therefore based on an intersectional understanding of diversity. We take into account that several diversity characteristics interact to affect opportunity and inclusion. Moreover, we view intersectionality as non-hierarchical, i.e. we do not assume that one diversity characteristic is more important, valuable or worthy of attention than another.

Everyday Diversity starts from the assumption that to understand exclusion or lack of opportunity we need to look beyond the individual experiencing them. Age, caring responsibilities, class, disability, gender, geographical location, pregnancy, race, religion or sexual orientation matter in relation to opportunity and inclusion because the way our society thinks and (inter-)acts makes them matter. Our focus is thus at least as much on the structures that shape opportunity and inclusion as on the individual. Also, we consider diversity characteristics relevant to screen work, including those not explicitly covered in relevant UK legislation (e.g. the 2010 Equalities Act).

For more information about Everyday Diversity as a project read our short Principles and Values document.

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