In December 2022 the Creative Diversity Network published their latest report as part of the Doubling Disability Initiative. Since 2016, off screen disabled contribution to UK programming only increased by one percent - from 5% to 6% in 2021.
Therefore our top priority in 2023 should be to improve accessibility and inclusion of disabled talent. No matter what your role, we all have the ability, and responsibility, to stop the exclusion of disabled people from the screen industry. Here are some top tips on what you can do.
Master the (legal) essentials
The first step is to have a proper understanding of your hiring responsibilities under the Equality Act 2010. Reasonable adjustments are an employer's legal duty to level out the playing field for disabled people in the workplace. Have a look at Government grant scheme Access to Work and how it might assist disabled talent you are hoping to recruit.
Make your recruitment process more accessible
Make it clear you are inclusive and welcome applications from disabled talent – and then follow through on that. It’s excellent that job adverts are including statements about inclusion, however well intentioned, this does also needs to be followed through with action and genuine inclusion. If you use applications, make sure people can apply in a variety of ways (including via video, voice message or access to different formats like docs or PDFs). Advertise where disabled people will find it and allow questions about the job before the deadline. When you are inviting people to your building for an interview, be clear on the accessibility of the building so the individual isn’t left guessing when they arrive.
Just ask (everyone)
Disclosing disability can be a daunting and anxious process - and this is exacerbated by the fact that in a freelance industry we are potentially having to explain our disability multiple times across the year to different people. Take that burden away and be the one to initiate the conversation. As mentioned above, it is an employer’s responsibility to provide reasonable adjustments - so ask everyone who joins your team if they need any accommodations or adjustments – not just someone with a visible disability. And if the disability is visible, it doesn’t mean someone wants to spend the interview discussing it. The best person to ask if they can do a job is the disabled person – they are experts at their adjustments and capabilities.
Be flexible
It’s something that we are brilliant at in this industry. Schedules change, contributors drop out, pick-ups need doing. We should apply this same flexibility to our approach with disability. Someone’s access needs might change over the course of working with them and it’s important that you’re creating an environment where someone can express that and be open to introducing new reasonable adjustments. You may also find that someone only discloses a disability mid-contract – instead of viewing this as an extra challenge – celebrate the fact that someone has felt comfortable and confident doing that and put the adjustments in place as quickly as possible.
Focus on talent at all levels
There are brilliant entry level schemes targeted specifically at getting historically excluded people their foot in the door of the industry. However, we aren’t going to make the quick and meaningful improvements necessary if we aren’t also uplifting mid and senior disabled talent. In fact, Diamond’s report noted that the number of disabled people in senior roles has been in decline since 2016. We know that representation of all kinds is important in senior positions to encourage and uplift others. Where possible, invest in the development of disabled team members.
You don’t have to be an expert
The idea that you need to know everything about disability can stop you from being involved in the drive for inclusion. This isn’t true. We can all play our part no matter our experience of disability, so I think it is important for you to know that it’s okay to not have all the solutions or knowledge. Usually the expert is the disabled individual in front of you – but you can also educate yourself about wider accessibility initiatives. If you are a hirer or talent manager you can also join thinkBIGGER!’s upcoming free courses, supported by the ScreenSkills Skills Funds.
Think about accessibility – not disability
This comes from the Social Model of disability, which focuses on the disabling of people by barriers in society rather than their disability, condition or diagnosis. It’s helpful to assume you will be working with disabled people and make the environment as accessible as possible without the need for disclosure. For example, allowing for flexible working, holding meetings in quiet spaces, and having breaks in long Zoom meetings. Sounds good even if you’re not disabled, right? Accessibility isn’t always about whether your building is step free – it’s also the way we communicate with each other, the make-up of our working day and equipment we use.
Challenge preconceived ideas & assumptions
Some of the biggest barriers are the assumptions we’ve made about disability, particularly in the screen industry. Disabled people may have untraditional, or less linear CVs and experience due to their disability and passing over people because of this is only reinforcing the exclusion. Take time to get to know talent, their skills, goals and passions. We understand that we are often at the behest of commissioning with crewing up timelines, but putting in the effort beforehand reaps the benefits of having excellent disabled talent join you.