Everyday Diversity in the UK Screen Sector - UKRI Inter-Disciplinary Interface Innovation Fellowship

英国的银幕产业对该国的经济和文化至关重要。它包括电影、电视、视频游戏、动画和特效制作，为英国经济贡献了至少60亿GB(Olsberg SPI与Nordicity 2015)，直接雇佣了约18.6万人(Oxera，2017)，是服务业GDP的第二大驱动力(Sweney，2017)。银幕行业需要一个强大而多样化的创意人才和技能池--以具有竞争力，并更好地反映英国社会的多样性。虽然该部门已表示致力于变革，但其人才基础目前还不够强大，也不够多样化(Bazalgette，2017年；Eikhof等人，2018年)。拟议的创新联谊会项目将进行新的研究，以帮助银幕部门实现其扩大劳动力多样化的雄心。存在一些指导、网络和监测倡议，以增加银幕部门的多样性。但是，要实现该行业渴望的阶段性变化，将需要将多样性更一致地嵌入和例行化到商业实践的各个方面--我们可以将其称为“日常多样性”。劳动力多样性不仅仅是监测统计数据的问题，也是确保包容性和机会为整个银幕行业的做法和决策提供参考的情况：例如，招聘演员和工作人员，规划项目或融资想法。目前，许多商业惯例构成了妇女、少数族裔或工人阶级背景的工人以及残疾工人难以克服的障碍。电影行业从业者需要改变这些做法，这样他们才不会(无意中)排斥工人，限制他们的企业获得人才和技能的机会。拟议的研究项目将帮助他们做出这些改变。这个拟议的项目是在与英国电影学院、创意多样性网络、PACT、创意产业联合会和英国银幕联盟等银幕行业组织对话后制定的。它将分为三个阶段：-研究阶段将确定就业和职业机会被给予或被拒绝的最重要的情况，并评估如何改变这些情况，以便为劳动力多样化带来更好的结果。-开发和制作阶段将建立日常多样性，这是一套嵌入到定制网站中的创新工具，以帮助屏幕行业从业者在他们的日常业务中实现多样性。日常多样性的范围将取决于研究阶段的结果，但指示性的组成部分是在线自我测试、案例研究、良好做法清单、变化路线图、监测工具、幻灯片和简报。-能力建设阶段将确保从业者和政策制定者了解并使用日常多样性。这一阶段将包括发布会、工作坊和大师班、实施指导或‘培训培训师’式的计划，以及在行业活动和(社会)媒体上进行推广。为了确保日常多样性适合目的并为银幕行业使用，该计划将与银幕行业组织和企业密切合作。这位首席研究员将兼职借调到英国电影学院和创意多样性网络，以解决使用和遗产问题，并扩大她在银幕部门的联系人和合作者网络。在银幕和其他创意行业建立更多元化的劳动力队伍，确保这些行业具有竞争力，代表并激励整个英国社会，是政府产业战略的关键部分。拟议的研究金将有助于实现所有这些目标。最重要的是，这将使英国银幕行业成为个人更容易进入的职业目的地--例如，无论他们的种族、性别、阶层或性取向如何。

The UK screen sector is vital to the country's economy and culture. Comprising film, TV, video games, animation and special effects production, it contributes at least £6bn to the UK economy (Olsberg SPI with Nordicity 2015), employs around 186,000 people directly (Oxera, 2017), and is the second largest driver of services GDP (Sweney, 2017). The screen sector needs a strong and diverse pool of creative talent and skills - to be competitive, and to better reflect the diversity of UK society. While the sector has expressed its commitment to change, its talent base is currently neither as strong nor as diverse as it needs to be (Bazalgette, 2017; Eikhof et al., 2018). The proposed Innovation Fellowship project will conduct new research that will help the screen sector to achieve its ambitions for greater workforce diversity.Some mentoring, networking and monitoring initiatives to increase diversity in the screen sector exist. But delivering the step change that the sector aspires to will require that diversity is more consistently embedded and routinized into all aspects of business practice - what we might refer to as 'Everyday Diversity'. Workforce diversity is not simply a case of monitoring statistics but of ensuring that inclusion and opportunity inform practices and decision-making throughout screen business: recruiting cast and crew, for instance, planning projects or financing ideas. Currently, many business practices constitute barriers that women, workers from minority ethnic or working class backgrounds and disabled workers find difficult to overcome. Screen sector practitioners need to change these practices so that they do not (inadvertently) exclude workers and limit their business' access to talent and skills. The proposed research project will help them make these changes. The proposed project has been developed in conversation with screen sector organisations such as the British Film Institute, Creative Diversity Network, PACT, Creative Industries Federation and UK Screen Alliance. It will have three phases: - A Research phase will identify the most important situations in which employment and career opportunities are being granted or withheld, and assess how these situations could be changed to have better outcomes for workforce diversity. - Development & Production phase will build Everyday Diversity, a set of innovative tools embedded in a bespoke website, to help screen sector practitioners work towards diversity in their everyday business. The scope of Everyday Diversity will depend on the outcomes of the Research Phase, but indicative components are an online self-test, case studies, good practice checklists, change roadmaps, monitoring tools, slide decks and briefing papers.- A Capacity Building phase will make sure that practitioners and policy-makers know about Everyday Diversity and use it. This phase will contain a launch event, workshops and masterclasses, implementation coaching or 'train the trainer'-type programmes, and promotion at industry events and through (social) media.To make sure that Everyday Diversity is fit-for-purpose and used by the screen sector, the project will work closely with screen sector organisations and businesses. The lead researcher will work on a part-time secondment to the British Film Institute and the Creative Diversity Network to address issues of use and legacy and expand her network of screen sector contacts and collaborators. Establishing a more diverse workforce in the screen sector and other creative sectors, making sure these sectors are competitive and represent and inspire the whole UK society is a key part of the Government's Industrial Strategy. The proposed Fellowship will help deliver on all of those aims. Most importantly, it will make the UK screen sector a more accessible career destination for individuals - regardless of, for instance, their race, gender, class or sexual orientation.