Script Girls, Secretaries and Stereotypes
Gender Bias in Pay on Film and Televisions Crews
IATSE Local 871 hired Working IDEAL to assess gender bias in compensation for four female dominated crafts involved in film and television production:
- Script Supervisors track and report essential information during filming, working closely with the Editors, Directors, and Camera Department. Their annotated version of the script and other logs and reports provide a complete record of each take, saving significant time for Editors and ensuring continuity.
- Production Coordinators are in charge of the production office during the run of a production (film, television or commercials), handling and troubleshooting a staggering number of logistical and operational details that are essential to production operations. One or more Assistant Production Coordinators will also perform many of these tasks working with a Production Coordinator.
- Art Department Coordinators serve as project/office managers for the Art Department, working closely with the Production Designer and Art Director to handle all of the department’s financial, operational, and administrative needs.
Gender pay equity is a significant issue in media production in front of and behind the camera, and above and below the line. Existing and historical gender-based job segregation, gender stereotyping, and differential negotiating power can lead to wide differences in pay for individuals who play similar roles or work at similar levels – due to different scale rates, different negotiated rates, or both.
How can industry leaders, ranging from an individual production or a production company, a studio or network take voluntary action to address these concerns and promote greater equity?
- Conduct an Equal Pay Analysis, a formal review to assess how legal requirements apply to a specific production or particular crafts and positions and ensure compliance.
- Take a broader look at pay equity at a structural level, by using our #ReelEquity Yardstick to review compensation and make proactive adjustments to underpaid individuals or classifications.
- Adopt Equity Riders in standard contracts — modeled on Inclusion Riders – making a formal long-term commitment to a pay equity program.
These actions can move a production toward full gender pay equity, and also help address potential equity concerns based on race and other protected categories. Learn more at reelequity.org.