Our Approach

We believe that opportunities for work, employment and careers in the UK screen industries should be allocated on the basis of talent, skills and experience. We recognise that there are social, cultural and economic arguments for equitable access to these opportunities. And we recognise that access to these opportunities is, currently, not equitable, and that the screen industries’ workforce lacks diversity.

Opportunity and inclusion are rarely ever influenced by only one individual characteristic, e.g., only race or only disability. Everyday Diversity is therefore based on an intersectional understanding of diversity. We consider that several diversity characteristics interact to affect opportunity and inclusion. Moreover, we view intersectionality as non-hierarchical, i.e., we do not assume that one diversity characteristic is more important, valuable or worthy of attention than another.

Everyday Diversity starts from the assumption that to understand exclusion or lack of opportunity we need to look beyond the individual experiencing them. Age, caring responsibilities, class, disability, gender, geographical location, pregnancy, race, religion or sexual orientation matter in relation to opportunity and inclusion because our society, with its perceptions and actions, makes them matter. Our focus is thus at least as much on the structures that shape opportunity and inclusion as on the individual. Also, we consider a broad range of diversity characteristics relevant to screen work, including those not explicitly covered in relevant UK legislation (e.g., the 2010 Equalities Act).

For more information about the Everyday Diversity project please download our Principles and Values document.

Camera and light in dark room