In an ideal world, yes. Practically speaking effective groups grow and develop based on shared goals and values. You can’t just put a LGBT person in a group for the sake of putting one there, especially if it costs a better performing person their job. Would you walk away from you job to give it to a non straight person, and how would the team feel knowing that how you identify is more important than what you can do? How about being handed over crap by a person and you can say or do nothing about it because they were hired on inclusivity principles and any issues with their work are just called bigotry and seismic?
If you hire based on inclusion, that is why that person is there.
Hiring entirely cis male teams to work on projects doesn’t result in a better product. It is a fallacy to act like there’s something about being a cis man that makes them better at the job than any woman or trans worker at a similar skill level. And there are women and trans people at a similar skill level you can hire, no matter what the job is.
It’s completely ridiculous to act like women and trans people are somehow able to perform at a lower level than cis men and keep their jobs/keep getting hired. It’s more like the opposite, women and trans people have to work twice as hard to be viewed as competent.
Frankly this all sounds like situations you are imagining and not how anything actually plays out in a workplace IRL, much less a creative workplace. With movie and show production it’s totally normal for people to have to sit and listen to criticisms and suggested changes to their work at least a couple of times a week, if not daily, because of the way production schedules work and how quickly things need to be revised. Anyone who started hollering racism over that would be blacklisted.
First point - if your entire team are cis white males your hiring manager or recruiter should be fired as (unless 95% of surround pop are cis white male) they are already hiring based on race and gender, or not casting a wide net to identify the best applicants. Nearly 50% of my team were born overseas and not a single one was hired based on race or identity.
I suppose my argument boils down to one key question - is it acceptable to hire someone based on sexual orientation/ identity or race… likewise should this be a part of the advertising and hiring process.
In an ideal world, yes. Practically speaking effective groups grow and develop based on shared goals and values. You can’t just put a LGBT person in a group for the sake of putting one there, especially if it costs a better performing person their job. Would you walk away from you job to give it to a non straight person, and how would the team feel knowing that how you identify is more important than what you can do? How about being handed over crap by a person and you can say or do nothing about it because they were hired on inclusivity principles and any issues with their work are just called bigotry and seismic?
If you hire based on inclusion, that is why that person is there.
Hiring entirely cis male teams to work on projects doesn’t result in a better product. It is a fallacy to act like there’s something about being a cis man that makes them better at the job than any woman or trans worker at a similar skill level. And there are women and trans people at a similar skill level you can hire, no matter what the job is. It’s completely ridiculous to act like women and trans people are somehow able to perform at a lower level than cis men and keep their jobs/keep getting hired. It’s more like the opposite, women and trans people have to work twice as hard to be viewed as competent.
Frankly this all sounds like situations you are imagining and not how anything actually plays out in a workplace IRL, much less a creative workplace. With movie and show production it’s totally normal for people to have to sit and listen to criticisms and suggested changes to their work at least a couple of times a week, if not daily, because of the way production schedules work and how quickly things need to be revised. Anyone who started hollering racism over that would be blacklisted.
Ok, got a few minutes.
First point - if your entire team are cis white males your hiring manager or recruiter should be fired as (unless 95% of surround pop are cis white male) they are already hiring based on race and gender, or not casting a wide net to identify the best applicants. Nearly 50% of my team were born overseas and not a single one was hired based on race or identity.
I suppose my argument boils down to one key question - is it acceptable to hire someone based on sexual orientation/ identity or race… likewise should this be a part of the advertising and hiring process.