The benefits of building an authentically inclusive culture, with diverse representation at all levels has measureless benefits for a Film & TV crew, or a media organisation and its teams. In a McKinsey report – Diversity Wins (2021) – it was found that organizations which foster diversity and nurture inclusive environments garner rewards in terms of innovation, better decision making and better performance overall.
Whilst the above statement is true when espousing the benefits of building an inclusive team – it is important that it is done in a way in which diverse representation and commitment to inclusion – is authentic. Having equal representation of historically underrepresented groups within a team can only succeed in creating a fairer, more inclusive society but it must be done as part of a much broader movement championing social change. It needs to go deeper when thinking about a team’s culture. Ideally building an inclusive team needs to reflect the goal of creating genuine workplace equality, which reflects a fairer society in general.
Allyship actions are an important tool for building an inclusive team and help to raise the voices of underrepresented people. There are many actions a team or individuals themselves can take to make sure this happens – such as speaking out against bias or advocating for new opportunities for people from a global majority, women of colour and LGBTQIA+ people. When discussing these actions within leadership positions, it can often be seen as a difficult starting point and something to not address due to fear of negative outcomes. However, all these are actions are powerful steps a team can take together with huge benefits. It more than usually leads to worthwhile, sometimes difficult but incredibly important conversations which would otherwise be lying underneath the surface, often in the minds of those unrepresented groups, who are used to not having their voices heard. Having equal representation of historically underrepresented groups within organisations can only succeed in creating a fairer, more inclusive team. Those individuals who make up a team work better when people feel heard, included, and have genuine allies as colleagues. Inclusive teams do work better.
Whilst cultivating an inclusive team, it is important to factor in intersectionality, which is one of the most important of all conversations around diversity in teams. Those in a leadership position within a team should not treat this as a tick box exercise – but do so in a thought out and authentic way. For instance, it might be tempting to see LGBTQIA+ representation within a team and think the job is done. However, it is important to think about whether you have some of those historically underrepresented people in a workplace – i.e. transgender women or queer women from a global majority background. When building an inclusive team – it is important to not forget about the complexity of identity – which is incredibly multifaceted – but has the power to garner rewards far greater in terms of innovation than a team which is monocultural.
It is important that inclusion within a Film & TV’s team is holistic and there is diversity across all levels within a team, not just in leadership positions. For example, if there is a person from a global majority background in a leadership position, it doesn’t mean that racism no longer exists within an organisation. Equally if a leader of a team identifies as LGBTQIA+ – it doesn’t mean that an organisation’s culture doesn’t embody damage cisnormativity and heteronormativity. Role models are powerful, and someone to look up to in the senior ranks of a team who reflect someone’s identity is inspiring – but a team needs to operate in a world where everyone can grow, not just a few people who are elevated to senior positions.
It is proven that the positive impact of diversity and inclusion & building a socially responsible team drives success and long-term sustainability within a team.
Written by 6ft From The Spotlight WellBeing Facilitator, Alexandra Healy.