With the theme of this IWD being #inspireinclusion, we asked women in our company to share their perspectives on how we as an industry can do better to achieve that. While employment rates have become increasingly equal in recent years, inclusion needs to be across the board. From ensuring women are represented in all positions, to breaking the biases that limit women from seizing opportunities in the first place, here’s how we can inspire inclusion and ensure a world in which women are supported, motivated and respected:
Rachel Wan, Producer/Director Amsterdam
Having once been referred to as “the girl” on a past set, and seen first-hand a male lead dismiss a female assistant’s help (based on the assumption she couldn’t work with the cables she had extensive technical expertise on), Rachel Wan shares how the biases we hold against women inhibit inclusion from even being considered:
A bias I’ve noticed is the perception that ‘niceness’ equates to weakness. I’ve seen an award-winning female producer not taken seriously at first because her polite and friendly communication style didn’t align with traditional masculine norms.
As a female Producer/Director, a significant challenge is the need to ‘earn’ respect and authority from certain male crew members. It feels like I have to prove my capabilities in a way that male producers/directors don’t. Some crew members only take my decisions seriously after I assert myself.
Rachel had noticed discrimination against other marginalized groups and witnessed verbal sexual harassment in the film industry, too. Only when we foster a safe environment and see women’s inclusion as interconnected with other marginalized communities can we create true inclusion. If we still hold biases against women of color as well as LGBTQ+ and disabled women, our efforts will only be met with exclusion.
Charlotte Pugh, Head of Production
For women who want to start a family and have a successful career in video production, Charlotte shares how little support there is. Journeying from first woman in Synima to Head of Production, Charlotte’s account highlights the importance of work-life balance for women in leading positions:
Whilst the women around me were succeeding professionally, their personal lives were taking a hit. Some marveled at how the Line Producer had only taken 2 weeks maternity leave. I am not afraid of hard work, I wanted to do what I loved but why did it have to come at a cost? Did I want to be returning 2 weeks after birthing my child, to ensure I wasn’t forgotten in the industry?
It doesn’t surprise me that since the pandemic, the number of women in senior roles has dropped significantly. The industry has always had plenty of women, but you’ll find them in the more junior roles because by the time they have the experience and knowledge, they want to start a family. If we want to ensure there’s diversity at the top, we need to provide security and support for women in leadership roles. A good starting point would be to allow women the opportunity to take time to raise their children and welcome them back with open arms; For partners to be able to take shared parental leave to enable women to continue working if they choose; For childcare to be accessible and affordable.
True inclusion depends upon women being represented across the entire workplace. With external c-suite hires sitting at 79% for men and 21% for women (Mckinsey), the current structure needs to change. Not only to ensure that women are included and that their values are respected, but to inspire younger women and girls to seek out their dream job in video production, with role models to look up to and the knowledge that success is achievable. For women who want children, we need accommodation that is supportive, fair and flexible if inclusion is to be possible in leading roles.
Zuzanna Elhag, Animator
Ending on a positive note – Zuzanna’s insight proves that true inclusivity is not a reality far from reach. A world free from gender bias, discrimination and exclusion is possible. When we listen to women’s voices, we can achieve it right now:
Personally, I am very happy to share how women are included in this industry fairly, especially in our company. I have only experienced working at Synima, and it’s all been positive as everyone is so caring about my health and I’ve seen nothing discriminating around our workplace.
Just treat women as fairly and caring as you would treat any other person. Be kind and thoughtful and always have time to listen to possible problems women might have who might be struggling, especially outside of work.
This IWD, and every other day of the year, let’s ensure that inclusion is not just surface level. True inclusion is listening to the perspectives, wants and values of all women. It’s ensuring women have opportunities across the workplace and in leading positions. It’s reevaluating our mindsets and breaking biases we may have so women know that when they do include themselves, they will be heard.
If you would like to learn more about how the video production industry can better #inspireinclusion, feel free to contact us at hello@synima.com.
