4 Ways to Make Entertainment Industry Workplaces More Respectful

Bullying, Harassment and Discrimination in our workplaces are totally unacceptable. Creating inclusive and respectful workplaces is becoming a top priority in many jurisdictions, but we need to continue to keep pushing this forward in order to grow and strengthen this mandate. I have seen first-hand the results from heightening awareness around these issues are immediate and measurable. I encourage other members of the entertainment industry to ensure we can achieve this goal together. After all, the hours of work in our industry are such that we spend more time with our co-workers than we do with our own families.

The I.A.T.S.E. equality statement builds on the IATSE’s history of safe, harassment free workplaces. Under the leadership of President, Matthew Loeb, the Executive Board of the I.A.T.S.E. unanimously passed the I.A.T.S.E. Equality statement in January 2016.

International I.A.T.S.E. President, Matthew Loeb, accepting his nomination at the 68th Quadrennial Convention of the I.A.T.S.E.

This became the tipping point which moved respectful workplaces to the front burner and triggered this basic human right coming to the fore in the I.A.T.S.E.:

IATSE EQUALITY STATEMENT
The following Equality Statement was unanimously approved at the Winter General Executive Board Meeting in Hollywood, Florida. It outlines the IATSE’s commitment to creating an inclusive working environment where differences are valued and equality is celebrated.
Equal rights are the cornerstone of the labor movement. Unions were founded on the principle that all people are equal and all people are deserving of respect and fair treatment. Equality issues run through all areas of trade union activities — from health and safety to wage negotiations.
The International Alliance of Theatrical Stage Employees (IATSE) is committed to equality of opportunity and to eliminating all forms of discrimination. We are opposed to unlawful and unfair discrimination and oppression on the grounds of gender (including transgender people), relationship or marital status, race or ethnicity, disability, sexual orientation, age, language, background, political or religious beliefs, physical appearance, pregnancy or responsibility for dependents.
We believe that equality for all is a basic human right and we actively oppose all forms of unlawful and unfair discrimination. IATSE leaders and members must be vigilant in working, both with each other and with our employers, to promote an equal and welcoming environment for all people, through our actions, attitudes, and language. The IATSE celebrates the diversity of society and is striving to promote and reflect that diversity within this organization
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Crew Members celebrate their contribution to “The Revenant” at an Oscar Party held in Calgary in 2016.

At my home local,(212 Calgary) the Equality Statement is the very first thing a new member learns. Members are given immediate ownership of this priority and an obligation to uphold these values in our workplaces. One goal our Local has is that all members should proactively be advocating for respectful workplaces. I think with some commitment, this goal will be achieved in the short term.

One person who I believe is leading the way in this workplace reformation is, Natasha Tony, from IA Local 891 which is based in Vancouver. Natasha has developed and teaches an anti-bullying, harassment and discrimination awareness class. It has received overwhelming positive feedback from those who have taken it and has been recognized by the British Columbia labor board as part of a disciplinary program for workers who have engaged in such behavior. Natasha recently taught two, one-day courses for my Local and the positive results from that training on our workplaces were immediate. I would recommend that other IA Locals look into delivering this course or one with similar content.
When I took the course, it became very obvious that we were being armed with knowledge to improve the quality of our workplaces. This has not resulted in a multitude of grievances or human rights complaints with our employers, but rather, a new approach and prioritization towards creating a respectful work environment. One of the most powerful tools I learned from this course was that all of the participants reported that they had observed instances of their co-workers being disrespected, harassed or bullied and for what ever reason, most had not called out the perpetrator of the disrespectful conduct or asked the shop Steward or their Union for assistance. We learned that in many instances, this is all that is required to nip a situation in the bud and get the bully to back off entirely. This is the cultural shift I am talking about — I think its totally about raising awareness and is very achievable but it needs buy-in to occur at all levels including grass roots.
There are many ways for a local to improve their workplaces in this regard. It is all about communication, commitment and understanding the issues.

4 Steps to Respectful Workplaces:
1) Ensure that good anti harassment and discrimination language is in all collectively bargained agreements. Most employers will want to work with the locals to come up with reasonable policies. Any discussion during bargaining of these matters is always a good thing. I remember a bargaining session, where an employer was shocked to learn that a very famous musician (whose name I shall leave out of this blog) was abusing one of our members by screaming and swearing and generally demeaning them. The mortified employer, realized that we did not have harassment language that recognized that all parties (including the performers) were capable of abusive conduct.
The employer immediately agreed to language that reflected all types of abuse that could take place in our workplaces. All of the Entertainment Unions have model language they would be willing to share with their affiliates.

2) Encourage discussion of these issues at General Meetings and promote these values in newsletters and on social media. This builds the culture of respect and educates victimized members to the fact that they need not suffer in fear or silence as their Local and their co-workers have their back. Some of the most obvious positive outcomes that ought to be discussed are:
-More productive workplaces
-More organizing opportunities
-More inclusion of women, LGBTQ+ and minority groups
-Improved labor relations,
-Strength and unity
-More engagement of young workers
-Heightened job-satisfaction
-Improved Health and Safety
-RESPECTFUL WORKPLACES

3) Encourage Members, especially new Members, to diplomatically call out discrimination harassment or bullying when they see it. New members are likely to be timid about standing up for fellow workers and will want to learn the existing culture but if they know their local supports new, more respectful, culture from day one they are much more likely to proactively engage and advocate in the workplace rather than awkwardly looking the other way when demeaning things are happening at their place of work. This is probably the most effective way to nip abusive conduct in the bud and could well be the best preventative measure we have.

4) Make Anti Harassment, Bullying and Discrimination awareness training available to members, officers and Stewards and employers. Awareness of the issue needs to be raised with Workers, Unions Guilds and Employers. Each jurisdiction has different legislation governing Human Rights and Labor standards but training can be tailored to a specific locale. IATSE Local 891has taken the training to the next level and it has been used as a corrective measure, to be taken by those Members (often Department Heads) who have engaged in disrespectful / abusive behaviours.
Set Etiquette and entry level courses should include the equality statement and give proactive advice to prospective newcomers to our industry. In my jurisdiction, the Unions and Guilds all got together and collectively agreed upon some very good contract language that became the standard for our jurisdiction. The Set Etiquette instructors also use the IATSE Equality Statement as the minimum standard to be expected by newcomers to our industry.

We can and must do this!
Some people think that significant progress towards these changes will take many years, but I am of the opinion that the solutions can come much quicker with education awareness and dedication.

IATSE Local 212 President's Blog

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The content of this site are my own personal opinions and do not represent I.A.T.S.E.’s official position. http://www.iatse212.com/pblog/Disclaimer.asp

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