DIVERSITY, EQUITY, INCLUSIVITY, AND ACCESSIBILITY (DEIA)

ISSUE: As the conversations surrounding the industry’s diversity and inclusion grows, our Union has yet to truly focus its strength on enforcing the Policy of Non-Discrimination and Diversity and expand this section of the contract to support underrepresented members.

WHY IS THIS AN ISSUE:

• What we see on screen must depict the diversity we see in life.  Unfortunately, today’s screens fail to meet that standard.  All too often they portray an “American Scene” that maybe existed sixty years ago.  Sadly, America’s on-screen representation lags behind America’s most recent Census.

• Our Union is failing to protect underrepresented members especially in regard to roles that pertain to their race, disability, or gender identity.

• Disabled characters are too often portrayed by able-bodied performers, a thoughtless practice that continually disenfranchises the Disability Community and keeps them from being recognized or acclaimed within our own industry.  It is bad enough that disabled union members have been marginalized since the creation of the film industry.  It is unconscionable that disabled union members continue to be ignored for non-ability specific roles.  And, it is insane that disabled union members are prevented from even portraying themselves.  Our ultimate goal is parity through ability-blind casting.

• Our workplace often fails to meet basic ADA legal requirements that have been law since 1990.  For example, Section 21.A(1) states, “Producer shall provide dressing room and toilet facilities which are clean, in repair and accessible in studios and on locations.”  Unfortunately, this is not enforced, especially on location.

WHAT IS OUR SOLUTION:

• In Section 26.A(1) of our contract, it states, “the parties hereto reaffirm their commitment: (a) to a policy of non-discrimination and fair employment in connection with the engagement and treatment of performers on the basis of sex, race, color, creed, national origin, age, marital status, disability, sexual orientation or gender identity” and “to continue the active promotion of diversity,” so “the American Scene shall be portrayed realistically.”  As the scene changes, our industry must change and our contracts must be enforced.

• A Disability Coordinator must be required on sets to act as an advocate and liaison between PWD and production.  They can confirm sets adhere to Section 21.A(1)* and ADA law and that all materials needed for the work are in a form accessible to the performer.  Also, coordinators can ensure all creative decisions accurately represent the disabled community.

• In addition to our promise to empower our Staff and be aggressive in enforcing our contracts, we also commit to utilizing input from underrepresented members, reshaping the union and industry to better serve their voices.  We must provide a workplace that respects and acknowledges the needs of all of our members.  We will be vigorous in our advocacy for persons of color and all gender identities so that they will be served and protected.

• We pledge to attain parity in casting for Performers with Disabilities (PWD).   Approximately 61 million adults—more than 25% of all Americans—live with a disability.  Producers know this.  Producers also know that when American screens reflect the true American Scene, audiences—read, revenues—increase.  Our job is to make the producers do theirs.

The disability conversation is overdue and now is the time.  It is a necessary change for our industry.  We vow to examine all the layers and nuances to make this change fair and workable for our members and the creative community at large.