Why Diversity Programs Fail—And How to Fix Them

Kylee Pena, Katie Hinsen, Meaghan Wilbur

In recent years, there has been a rise in diversity initiatives throughout the entertainment and science, technology, engineering, and mathematics industries in response to mounting criticism. While college programs have been found to represent the general population well in terms of diversity, the diversity drops off sharply after graduation, and our industry becomes largely homogenous in top-tier positions. Many initiatives are struggling to make a meaningful impact, especially when it comes to changing the face of our industry’s above-the-line professionals. This is because, from entry-level through the development of top talent, the established system favors a narrow range of individuals who have fewer barriers to opportunity. However, this established system can easily be changed without major disruption. Having studied the efforts and impact of current programs, it is apparent that many tend to approach the issue backward, addressing barriers from top down instead of from the bottom up. Through case studies and the application of research and theory, we will present the analysis of current trends in diversity programs such as those offered by networks and studios for minority writers and directors combined with the available data collected from STEM fields. We will offer practical adjustments, considerations, and solutions to significantly improve the effectiveness of investments in diversity by companies and organizations across the film and television industry. Readers will have tangible, actionable takeaways that they can implement within their organization right away. Rather than scold, this paper is meant to educate and lead decision makers and influencers toward more effective uses of time and money spent on diversity, shifting the goal toward inclusiveness.

Print ISSN
Electronic ISSN
2160-2492
Published
2018-10
Content type
Original Research
Keywords
Diversity, diversity programs, inclusiveness, people of color, women
DOI
10.5594/JMI.2018.2860499