Our report

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FDAG Report

Report Summary

• The majority of film production jobs (69%) are in London and the South-East, which is 40% black, Asian and minority ethnic (BAME). Yet BAME personnel account for just 3% of the workforce in film production.

• The threshold criteria for the UK government’s tax credit for film investment should be extended to include an overarching requirement for BAME employment.

• Within six years a minimum of 15% BAME employees should become the prerequisite standard for each qualifying film production. Within twelve years it should become the standard in each below-the-line department.

• Enabling measures, backed by all responsible agencies and interested parties, should be taken in education, training, recruitment and staff development to ensure a supply of suitable BAME candidates for employment.

• With immediate effect, the Government should require the BFI to include in the audited cost statement (accountant’s report) for every film, as required under Schedule 1 of the Films Act 1985, the number of those employed who self-identify as BAME .

• This proposal is applicable to all productions seeking the UK tax credit. It is compatible with BFI Diversity Standards and with talent inclusion riders but goes beyond both by targeting BAME employment specifically, which is too often by-passed in the pick-and-mix menu of diversity aspirations. The proposal does not conflict with the Sir Lenny Henry’s proposal for “Representation Tax Relief”.

• The achievement of the proposal’s aims would encourage new talent, foster greater creativity and make the UK film industry more competitive.

• It would also address the yawning skills gap in our fast-growing industry.

• The creative industries in the UK are already successful. Were they more diverse, they would be more successful still. Diversity encourages talent and creativity.
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Immediate Action:

1) The Secretary of State at the DCMS and the Minister for Culture, Communication and the Creative Industries should convene a working party to consider the “Representation Tax Relief”proposal and the proposal of the Film Diversity Action Group.

2) With immediate effect, diversity data should be included in the paperwork required for film certification.

3) A Diversity Monitor that tracks and publishes diversity data across individual productions, sectors and segments of the industry, wherever such data is available, should be published quarterly.

Acknowledgement: The Film Diversity Action Group has been assisted by a team from law firm Fieldfisher LLP, led by media partner Tim Johnson and employment partner Richard Kenyon. Fieldfisher has provided advice on various legal aspects of the FDAG’s proposals on a pro bono basis as part of the firm’s broader Corporate Social Responsibility initiatives.

The founder members of the Film Diversity Action Group Steering committee are:
Terry Ilott (chair), Simon Albury , Fiona Clarke-Hackston and Clive Jones CBE.

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