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

英国的屏幕行业对该国的经济和文化至关重要。包括电影，电视，视频游戏，动画和特效制作，它为英国经济贡献了至少60亿英镑（Olsberg SPI with Nordicity 2015），直接雇用了约186，000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库-以保持竞争力，并更好地反映英国社会的多样性。虽然该行业已表示致力于变革，但其人才基础目前既不像所需的那样强大，也不像所需的那样多样化（Bazalgette，2017年; Eikhof等人，2018年）。拟议的创新奖学金项目将进行新的研究，这将有助于屏幕部门实现其更大的劳动力多样性的雄心。一些指导，网络和监测举措，以增加屏幕部门的多样性存在。但是，实现该行业所渴望的阶梯式变革将需要更加一致地将多样性嵌入并融入商业实践的各个方面-我们可以称之为“日常多样性”。劳动力多样性不仅仅是监测统计数据，而是确保包容性和机会为整个银幕业务的实践和决策提供信息：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、少数民族或工人阶级背景的工人以及残疾工人难以克服的障碍。屏幕行业从业者需要改变这些做法，这样他们就不会（无意中）排除工人，限制他们的企业获得人才和技能。这项研究计划将帮助他们做出这些改变。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部门组织的对话中开发的。它将分为三个阶段：研究阶段将确定就业和职业机会被授予或拒绝的最重要情况，并评估如何改变这些情况，以更好地实现劳动力多样性。- 开发和生产阶段将建立日常多样性，一套嵌入定制网站的创新工具，以帮助筛选部门从业人员在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，但指示性组件是在线自测，案例研究，良好实践清单，变更路线图，监控工具，幻灯片和简报文件。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。这一阶段将包括启动活动、研讨会和大师班、实施辅导或“培训培训师”类型的计划，以及在行业活动中和通过（社交）媒体进行宣传。为了确保日常多样性适合目的并被屏幕部门使用，该项目将与屏幕部门组织和企业密切合作。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，并扩大她的屏幕部门联系人和合作者网络。在屏幕部门和其他创意部门建立更多样化的劳动力队伍，确保这些部门具有竞争力，代表和激励整个英国社会，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，它将使英国的屏幕部门成为个人更容易获得的职业目的地-无论他们的种族，性别，阶级或性取向如何。

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.