Anita Hill-Led Hollywood Commission Panel Tackles Bullying In The Workplace – Deadline

Bullying in Hollywood “is an industrywide problem,” mentioned Anita Hill, chair of the Hollywood Commission, throughout a panel dialogue Thursday titled “Bullying and Toxic Workplaces in Hollywood.”

“The level of bullying, to put it mildly, is deeply troubling,” she mentioned, noting {that a} fee survey of almost 10,000 business employees discovered that 3 out of 4 employees ages of 18-29 skilled some type of bullying in 2019, and that girls and other people with disabilities had been extra more likely to be the victims of bullying.

the hollywood commission logo

The Hollywood Commission

But with the current revelations about producer Scott Rudin’s a long time of bullying habits, she requested: “Is this time different? Now is the time for those inside the industry to decide if we are ready to seize the moment and begin the hard work of ending bullying in our workplaces, and if so, how will we proceed? All of us have a stake in this. Bullying and other abuse acts as a segue to other behaviors – to illegal behaviors. Targets of bullying, and those around them, suffer when workplaces are unsafe. It’s not just the specific victim who suffers – everyone around them suffer.”

“Bullying is destructive to dignity, to diversity and to innovation,” she mentioned, quoting a survey respondent, including that “Leadership makes the difference. Leadership can change the culture that we work in. If you’re a leader, or have the power to persuade leadership, keep in mind that your role is significant. We all have something at stake here, and so does the American viewing public.”

Oscar-winning director Steven Soderbergh agreed that accountability “starts at the top,” saying on the panel that “the messaging is very important: that this type of behavior is not acceptable. I think the biggest argument that we can make, as a community, is to dispel the myth that being an a-hole is a path to some sort of success. I think this is demonstrably untrue, and I think if I could get in the way-back machine and ask Harvey [Weinstein], ‘Why did you behave this way?’ he would go, ‘Well, I had to in order to get where I am.’ And my response would be, ‘You’re half of what you could have been if you weren’t this way.’ ”

“That’s the message that we have to create – that treating people well is really good business,” Soderbergh mentioned. “It’s actually good enterprise within the close to time period, and it’s actually good enterprise in the long run. In the close to time period, folks don’t do their finest work in an abusive atmosphere – they simply don’t, as a result of a lot of their psychic actual property is stolen by coping with the toxicity of the work atmosphere. The different near-term loss is excessive flip round – excessive burn price. People can’t take it, they usually go away. And that’s actually inefficient, when you could have turnaround that’s that speedy.

“And the long run is that folks say ‘I don’t wish to work there,’ so that you don’t get the most effective folks. “And with a purpose to get the most effective folks, you must overpay them, as a result of everyone is aware of every part on this business. And that’s what I feel we should always actually be specializing in: that there aren’t any secrets and techniques right here. We all know who the unhealthy actors are. And everyone knows that there are specific individuals who settle for jobs on poisonous reveals as a result of it’s like hazard pay.

“We need to figure out a way to address this in a fluid fashion, because a broad edict here – it’s a big problem – and I think the tendency when there’s a big problem is to come up with a big solve – and I don’t think that’s how we do this. We need to be fluid here, because every interaction between two people is different, and we need to acknowledge that and come up with some sort of structure and ways for people to communicate when they’ve had an interaction that is not cool and toxic.”

“At the end of the day,” he mentioned, “these people that are abusive have to pay more money to get people to work for them. They do. That is an actual economic fact. So I think the argument we should be proposing is that treating people well is good business. It is. I think it’s demonstrably positive.”

Hollywood Has An “Entrenched & Endemic” Bullying Problem, Anita Hill-Led Commission’s Survey Finds

Amy Baer, president of Women in Film and president of Landline Pictures who previously ran CBS Films and was Sony’s EVP Production, mentioned, “I do think it’s significant that there’s been this reckoning with Scott’s behavior. It’s been an open secret for 30-plus years. I do think the accountability must start at the top of all these companies. Part of the problem with someone like Scott Rudin, and I don’t mean him individually, but as a producer who is not inside a corporate structure, is that there’s very little accountability. When a studio or a network makes an overall deal with a producer, it’s sort of at arms’ length. So there really isn’t an accountability intrinsic to that transaction because that producer technically, under an overall deal, isn’t an employee of the studio or of the network. So we really have to think about how we can hold accountable the independent contractor – the gig economy, so to speak.”

“There is an understanding,” Baer mentioned, “that abusive habits is a ceremony of passage. You come into the enterprise; you change into an assistant, and with only a few exceptions, most individuals have to begin their leisure careers as assistants. And there’s only a common understanding that ‘It’s arduous, it’s gonna be tough, you’re gonna be screamed at, you’re going to must do sure issues that actually aren’t a part of the job description.’ And now we have to interrupt that down, basically, with a purpose to actually change that, and alter this form of tolerance of bullying habits. And once more, that has to return from the highest of each group, each media firm, each company. It’s clearly one thing you are able to do in a form of localized state of affairs, and I’ve accomplished that on film units. But there actually is an expectation that that’s only a ceremony of passage, and for each one particular person proper now who hears that and says, ‘I don’t wish to be part of that,’ there’s 100 others who’re desperate to get into the leisure enterprise who not less than for the second will tolerate that sort of habits. And the employers know that.

“So it is important, this sort of reckoning – this outing, so to speak – of what has been going on with Scott Rudin for many, many, many years, but we do have a long way to go because there is really some foundational DNA built into the assistant ecosystem that perpetuates the problem.”

Soderbergh mentioned the business has and is altering for the higher within the wake of the Weinstein revelations. “This industry, which is a really big economic engine, has tried, at least, to react in real time to all of these issues in a way that other industries that are of similar size haven’t. Since the MeToo movement emerged, I saw an immediate change, and an ongoing change in how people react in a really positive way. And I don’t know any other industry of this size that has really focused on talking about interactions in the workplace. And all of this has been positive. It’s different. It’s better. People are happier because they feel safe.”

Noting that abusive habits falls on a spectrum, he mentioned that “We need a way of notification, an understanding of what the consequences are that’s kind of fluid, and that goes against the industry’s kind of desire to have broad edicts that fit every situation. And the fact of the matter is that every interaction between two people is unique, and we have to figure out a way to deal with that. But I’ll go back to my premise that treating people well is good business. It works – it works in the short term and it works in the long term.”

Writer Liz Alper, who based #PayUpHollywood and has lengthy been advocating for higher remedy and higher pay for these at Hollywood’s decrease rungs, mentioned she needed to “gently push back” on what Soderbergh mentioned, saying that “the MeToo movement hasn’t necessarily included everybody in Hollywood, because the assistants and the support staff community have been incredibly outspoken about feeling left behind by the movement because they are part of an unseen, usually faceless group in Hollywood that goes largely unprotected. And I think that one of the things we’re seeing right now with Scott Rudin, and with the recent article that came out about ICM, is that of all the changes that are being made in Hollywood, often support staff are left out of those changes, and they are not necessarily protected. And I think it has a lot to do with this idea that assistants and anyone who is low on the totem pole is easily replaceable. And I think we are trending towards a more accountable industry, but I did just want to speak up for the people who have been speaking up but haven’t had the platform to.”

Soderbergh, pushing again on her mild push-back, pressured that he has repeatedly instructed reporters, when requested about Weinstein, that he “hoped that this would morph into a larger conversation about abusive behavior generally. That was my whole thing. I was like, ‘This is great that this is happening, but it needs to be part of a larger conversation about generally abusive behavior by a-holes that we all know. That was my first thing: Can we pivot the energy that is being generated by MeToo into a larger conversation about people who are a-holes? Can we fuse those two things? I was very hopeful that that would happen.”

Andrew Coles, the CEO of The Mission Entertainment and a whistleblower who helped deliver the habits of Rudin – his former boss – to gentle in an April 7 article in The Hollywood Reporter, revealed that on April 6, the day after he’d agreed to go on the file within the story, “That article leaked somehow from The Hollywood Reporter and started making its way around Hollywood – to Steven’s point, there’s not many secrets in this town. On April 6, someone called the mental health crisis line of the LAPD and they phoned in a false murder-suicide threat and targeted my home and office in West Hollywood. A SWAT team was sent to my home and office; my housemate was taken out of the house at shotgun-point; there was a helicopter circling overhead; there were barricades in front of my street. I do not know if it was connected to my participation in this article. What I can tell you is, I’m not a particularly high-profile individual. This is probably the highest-profile public event that I’ve ever participated in. I do not know the intention of whoever sent that SWAT team to my house, whether it was to intimidate, to dissuade me from further speaking, to have a chilling effect on anyone else who might speak. I don’t know who’s interested in upholding the status quo of how broken this industry is. What I can tell you is that I do not regret what I did, and if speaking the truth makes me unable to work in this industry, it is not an industry I want to work in. And I think that has to be the question that everyone has to ask themselves.”

To which Soderbergh mentioned: “Why are we punishing people who tell the truth, and why are we rewarding people who lie or abuse?”

“And to that point,” Coles continued, “all of us have to ask, when we look in the mirror, when we look into our children’s eyes, when we talk to our friends and family, we all have a decision every day about who do we want to be. And we have to decide what industry we want to work in. If we look at the state of the world; if we look at what is going on in our own country in the last few years, we have to decide if we want to be leaders, or whether we want to be followers. I am not seeing a lot of leadership in our industry right now, but I remain hopeful and optimistic. Because I know that of all the faults and all the problems within our industry, our industry can be one of the greatest leaders of change and inspiration that this world has.”

The panel, the primary of a number of the Hollywood Commission is sponsoring as regards to bullying, was ably moderated by Lauren Rikleen, president and founding father of the Rikleen Institute for Strategic Leadership.

Source Link – deadline.com

Related Articles

Leave a Reply

Your email address will not be published. Required fields are marked *

two + 7 =

Back to top button