Theory of Change
Problem Statement:
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The landscape of modern film and television is predominantly shaped by male creators, which poses a significant threat to the accurate and diverse representation of anyone who is not a cis man, especially women of color and gender-expansive individuals. This lack of diverse voices in storytelling is dangerous as television and film are ubiquitous mediums that infiltrate society and shape cultural norms and behaviors. When women and marginalized groups do not have a say in how they are represented, they are effectively controlled by narratives crafted by others, perpetuating stereotypes and limiting the visibility of their experiences.
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Gender inequities are deeply entrenched within white supremacy and patriarchy, which systematically exclude marginalized groups from access to essential resources such as funding, mentorship, and opportunities for creative expression. This inequitable distribution of resources prevents women, particularly women of color and gender-expansive individuals, from gaining a fair chance to share their unique stories on a scale that could prompt systemic change. The lack of representation in the film and television industries allows dominant narratives to flourish while sidelining diverse perspectives and experiences. As a result, interventions that aim to improve the lives of women, girls, and gender-oppressed individuals often focus on individual circumstances rather than addressing these deep-rooted systemic barriers. If we do not provide marginalized people with the resources and opportunities to authentically represent themselves, their voices will continue to be overshadowed and dominated by those in power. This not only perpetuates the prevailing narratives that exclude and misrepresent them but also stifles the potential for transformative change that arises from diverse perspectives. As a result, efforts to improve the lives of women, girls, and gender-expansive individuals may remain superficial, ultimately failing to challenge and dismantle the entrenched systems of inequality that uphold these disparities.
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To create a just and equitable society, it is essential to empower diverse voices in the film and television industry, ensuring that all individuals can authentically express themselves and contribute to the narratives that shape our culture.
Vision:
We envision a world where every individual, regardless of their appearance, gender, sexuality, or background, sees themselves reflected in mass culture and recognizes their invaluable contribution. In this society, leaders of all genders are recognized for their capabilities, where self-expression flourishes unimpeded by financial barriers, and workplaces are safe from harassment. We strive for a future where underserved communities are not only supported but are also empowered to create jobs and opportunities for others like them.
Long-term Goals:
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Inclusive Representation: Cultivate a diverse range of leaders to normalize varied forms of leadership and inspire future generations.
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Real-world example: No female candidate will ever be described as unpresidential because female leadership will be enmeshed in society.​
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Rich Narratives in Film and Television: Ensure that the film and television industries are enriched with diverse stories and perspectives, resulting from the influx of voices that were previously excluded from storytelling.
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Real-world example: Instead of millions of dollars going toward the 100th reiteration of Spiderman, that fortune can be spread out to fund the production of unique stories.
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Empowered Communities: Enable underserved populations to advance in creative roles, fostering economic opportunities and sustainability.
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Real-world example: Young kids of all backgrounds will grow up knowing that there is a career pathway available to them.
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Safe Spaces for Expression: Advocate for and create environments in which individuals can express their identities freely without fear of judgment or discrimination.
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Real-world example: Actors can focus on their craft without having to worry about predators in positions of power.​
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Pathway for Change:
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Awareness and Education: Increase awareness around the importance of representation in film and television through community workshops, social media campaigns, and partnerships with educational institutions.
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Resource Allocation: Mobilize financial resources and support networks to empower individuals in underserved communities, providing them with access to equipment, mentorship, training, and funding opportunities to develop their ideas
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Community Empowerment: Provide programs aimed at skill-building and entrepreneurship within underserved communities. This can involve incubators, networking events, and access to technology and resources to turn innovative ideas into actionable projects.
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Cultural Transformation: Engage in narrative-changing efforts to shift societal perceptions around gender and leadership, focusing on storytelling that highlights the diverse voices and the importance of inclusive representation in shaping our culture.
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Indicators of Success:
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Representation Metrics:
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Increase the percentage of films directed by women from less than 10% to at least 25% within five years, and 51% within 15 years.
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Raise the proportion of cinematographers, editors and composers who are women from less than 3% to at least 15% within five years, and to reflect broader population demographics within 15 years.
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Achieve racial and ethnic parity in key production roles (e.g., directors, producers, editors) by ensuring that the demographics of these positions reflect the society's demographics.
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Track how many film and television productions consistently showcase inclusive representation.
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Employment Outcomes:
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Monitor the career projection of our past participants with the goal of seeing an increase in income and professional clout.
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Track the number of participants hired as heads of studios or production companies in 20 years, with a goal of at least 10 participants in notable leadership roles.
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Networking and Collaboration:
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Quantify how many participants hire individuals they met through our networks, aiming for at least 1000 meaningful connections in the next five years.
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Evaluate participant feedback on the effectiveness of networking opportunities and mentorship provided, aiming for at least an 95% satisfaction rate.
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Long-term Viability:
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In 50 years, conduct a comprehensive assessment of the initiative’s impact on the industry, evaluating whether the program is still necessary based on the established norms of equitable representation and hiring practices.
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