The UK production industry is known as a powerhouse of creativity, known globally for its cutting-edge film, television, and media content. However, despite the UK’s diverse population, this diversity is not reflected within the production industry.

It’s worth recognising that the Production Industry, ourselves at Lambda Films included, need to be doing more. While we aim to be as inclusive as possible in our hires and freelancing today, the statistics demonstrate that we need to be building a more inclusive future. This involves making changes at the entry level of the industry, and beyond. In this post, we are highlighting two companies that we feel deserve more recognition for the work they are doing. We encourage our readers from the production industry to explore these services further and consider them going forward.

Agents Of Change

Two companies that are providing opportunities for new talent are Diversify and Just Runners.

Founded by Romain Muhammad, Diversify is a recruitment agency with a strong focus on promoting equity, diversity, and inclusion in various industries. It’s more than a typical agency; it’s a force for change, advocating for the empowerment of underrepresented and marginalized communities. Diversify offers a range of programs tailored to tackle workplace disparities, including guiding underrepresented students towards careers, attracting diverse talent for early career and senior positions, providing DEI (Diversity, Equity, and Inclusion) training, and consulting on inclusive culture.

Just Runners, led by Paul McLoone, is an initiative designed to create a clear pathway for individuals interested in a career in film, from education to professional work. The company focuses on bridging the gap between the public and entry-level positions in the industry, particularly for those who might not have access to opportunities through traditional routes like nepotism or connections. The aim is to give opportunities to those with little to no experience, and the majority of the talent come from underrepresented or specific social demographic backgrounds.

Why Are We Here?

The lack of diversity in the UK production industry is rooted in systemic issues and cultural biases. Romain explains, “Breaking into the UK film, media, and broadcasting production industry can be a real uphill battle for individuals from Black, Asian, and Minority Ethnic (BAME) backgrounds.” He points out the significant challenges, including “lack of diversity in key decision-making roles” and “stereotyping and typecasting.”

Paul McLoone from Just Runners highlights a similar sentiment, noting a disconnect in entry-level positions: “Diary services asked that runners have 6 months experience and 2 references to go on their books.” This requirement creates barriers for those without prior industry connections or experience. He also touches upon the impact of job insecurity across the industry, which can exacerbate exclusionary practices.

The Next Steps

To increase diversity, a multifaceted approach is necessary. Paul emphasizes the importance of creating pathways that do not rely on “luck or nepotism.” Just Runners exemplifies this by offering opportunities to those with little or no industry experience. They work as a ‘pre-CV diary service’, helping individuals gain the experience they need.

Romain suggests broader strategies, “To broaden the horizon of their talent pool, production companies should explore various strategies.” He advises partnering with specialist diversity agencies and leveraging social media platforms for job postings to reach a wider audience. These methods help in attracting a more diverse talent pool to the industry.

Retaining Diverse Talent

Retaining diversity in the production industry involves more than just initial recruitment; it requires nurturing an inclusive environment. Paul believes in reducing imposter syndrome: “We create a feeling when people go to set that they have earned it to be there.” This approach helps in maintaining confidence and a sense of belonging among newcomers.

Romain speaks to the importance of ongoing support and development: “Mentoring programs are another cool way to support diverse talent.” Such initiatives provide crucial guidance and professional growth opportunities, essential for long-term retention in the industry.

What Can You / We Do?

To foster a more inclusive industry, production companies need to take proactive steps. Romain advises, “Production companies should explore various strategies,” including partnering with agencies like Diversify and actively engaging in diversity recruitment. He also highlights the importance of DEI training and inclusive culture consulting to equip organizations with the skills needed for inclusive leadership.

Paul points out the need for industry-wide change in attitudes: “We need to ease up a little on the elitism and enjoy individuals for who they are.” This approach involves embracing diversity not just in hiring practices but in everyday interactions and company culture.

By implementing these strategies and nurturing an environment of inclusivity and respect, the production industry can make significant strides towards a more diverse and equitable future.