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.