Tag: gender

Stats

• Almost eight in 10 companies and public-sector bodies pay men more than women^[1]
• 8 million women were working full-time and 6.3 million were working part-time. 42% of women in employment were working part-time compared to 13% of men.^[2]
• The gender mix in UK film casts has not improved since the end of the Second World War.
• In crews the gender mix has improved, but in some departments women still make up less than 10 per cent of senior roles.
• Female actors have tended to make fewer films and have had shorter careers than male actors.
• Unnamed characters who work in high-skilled occupations (e.g. doctor) are much more likely to be portrayed by men than women.
• Films that have one woman in a senior writing or directing role contain relatively more women in their casts.^[3]
• The peak for female representation in film (when women made up 41% of casts) was over 100 years ago, in 1917.^[4]
• In the 100 highest grossing live-action films in the US for the years 2014, -16, Google showed that men were seen and heard almost twice as often as women, with women occupying just 36% of screen time and 35% of speaking time.^[5]
• Since 2005 only 16% of unnamed doctors in UK films have been played by women, despite women now comprising 52% of doctors on the UK’s General Practitioners Register.^[6]
• In film schools, numbers are generally 50:50 men to women, there are equal opportunities and equal training. Women make up 50 per cent of all short films entered into festivals (according to Directors UK) but they seem to drop out, or are pushed out of filmmaking, later in their careers.
• In 2009, 19 per cent of all UK films had no women in any of the six key roles – director, writer, producer, exec-producer, cinematographer or editor.^[7]

^[1] Gender pay gap figures reveal eight in 10 UK firms pay men more, The Guardian 2018
^[2] Women and the Economy, House of Commons Briefing Paper, 2018
^[3] Women in film: what does the data say?, Nesta 2017
^[4] The gender imbalance in UK film casts, Nesta 2017
^[5] Google, in collaboration with the Geena Davis Institute on Gender in Media
^[6] #PressForProgress: Evidencing gender inequality in the arts, Nesta 2017
^[7] Calling the Shots, University of Southampton 2018

Organisations

Women in Film & Television UK is the leading membership organisation for women working in creative media in the UK and part of an international network of over 13,000 women.

Bird’s Eye View is a year round agency that campaigns for gender equality in film Now in its 15th year, BEV spotlights and celebrates films created by women, and supports women working in film through training and events.

Calling the Shots: Women and Contemporary Film Culture in the UK, 2000-2015 is a large Arts and Humanities Research Council funded (£589,710) four-year project researching and writing the contemporary history of women working in the UK film industry.

Club des Femmes is a queer feminist collective. They curate film screenings and events. Their mission is to offer a freed up space for the re-examination of ideas through art.

Whether you are running a specific programme to engage with LGBTQ+ audiences or simply hoping to grow LGBTQ+ representation in your existing screenings, it’s really important to remember some key things to make sure you are sensitively and appropriately programming, promoting, and welcoming audiences in your cinema.

1. Work with LGBTQ+ people themselves, whether it’s working with community or national organisations or with people within your own organisation.
2. Employ a more diverse workforce at all levels. Welcome diverse groups in your job applications and your mission statements.
3. If you can, get training delivered to staff about how to engage sensitively with audiences, and for a better understanding of the experience of LGBTQ+ people.
4. Consider that people have multiple identities so communication needs to work for LGBTQ+ people across your whole programme, and don’t presume that you will only have an LGBTQ+ turnout for your targeted programming.
5. Get LGBTQ+ people to audit your venue to give feedback about how the space feels, about signage, and about the customer service experience.
6. Make sure you take feedback on board and actually use it, and share your reasoning across the organisation.
7. Consider the tone of your signage – can you be gender neutral?
8. Think about lesser told stories – not just the obvious films… Are you including lesbian and trans stories? Think about the filmmakers and if they have credibility.
9. Get LGBTQ+ people to programme and give insights into marketing and audience development. (Best practice with any consultancy is to pay people!)
10. Revise your communications with LGBTQ+ insights – what kind of language do you use? Are you welcoming? Is there subtle prejudice in the way you communicate that needs to be considered?
11. You’ll need to do more community and social marketing. Engage with charities and relevant LGBTQ+ organisations.
12. Use gay bars and clubs/venues and LGBTQ+ centres for your print advertising. If there are Pride events in your calendar, go along…
13. Consider your survey. Do you have all the necessary fields for gender and sexuality? It’s a lot better to ask people to self-identify rather than to designate fields around gender.
14. Could you be gathering deeper, qualitative, useful feedback – can you make yourself available to audiences for interviews/conversations afterwards?
15. Think about opening up a dialogue and your audience will recognise the efforts you are making, and champion you to their networks. Even social media polls can be useful.
16. Make it known that you’re trying to improve and willing to listen and learn.