top of page

Results found for ""

  • Amazon MGM Studios | cc:DEIA | Inclusive Storytelling

    we power Inclusive Storytelling Amazon Studios and Prime Video is a home for talent of all backgrounds, and we are working to tell stories that represent the joy, depth, complexity, and drama that exists across our world. Join the Customer & Content: Diversity, Equity, Inclusion and Accessibility team as we unite with our creative community to tell these stories more inclusively than ever before. Progress on Inclusion Our Inclusion Policy and Playbook Two Year Lookback Explore the Lookback engage and grow Events & Learnings Our events dive into the history and data of inequities in Hollywood, and ways we can change the narrative across our productions. Discover Events the future of entertainment Programs & Pathways We’re proud of our strategic partnerships to help create pipelines for future executives, showrunners, and writers from historically excluded communities. Learn More industry first Inclusion Playbook Dive deep into cc:DEIA’s Inclusion Playbook—the industry’s first definitive guide to help ensure diverse and accurate storytelling. Explore the Playbook

  • About Us | Amazon Studios | cc:DEIA

    At Amazon, we know that diversity, equity, and inclusion are critical to our continued success. The Customer and Content Diversity, Equity, Inclusion, and Accessibility (cc:DEIA) team is strategically positioned across the content and production process, working closely with senior leaders to make sure Amazon Studios’ content is inclusive. We obsess over audiences through: Diversity: ensuring diverse representation of talent (in front of and behind the camera, above and below the line). Equity: working to dismantle longstanding barriers to success in the industry and inspecting our processes so we do not create or perpetuate inequities, and Inclusion: telling inclusive narratives and marketing those stories to a globally diverse audience. Diversity, Equity, and Inclusion are ever-evolving. We recently added “Accessibility” to our charter to highlight the importance of developing a disability inclusive culture. We will continue to monitor our progress and work toward a future where all customers see themselves on our productions and in our content.

  • Reporting | Amazon Studios | cc:DEIA

    Reporting Delivery of Plans At the Greenlight phase, Studios creative execs should deliver plans for how the content will aim to achieve the goals set forth in the Policy – allowing Amazon Studios to consider what additional resources or support, if any, might be required to achieve the expectations of the Policy. Production Tracking ​ ​ Production demographics should be reported to Amazon Studios within one month of completion of filming a movie or series. In general, information should be obtained for all individuals who were involved in the production and were paid directly by the company. People who work for vendors should not be part of the reporting protocol; vendors will be subject to a different reporting process. Amazon Studios DEI will outline these details with each production. ​ Note that information provided to unions in the process of reporting can be used in place of self-report data. The DGA, SAG-AFTRA, and other unions may require reports to be filed that include demographic information about the people from the union who have worked on your production. This information (provided to the union) may also serve as a reporting mechanism for the purposes of meeting the Policy. In addition to reporting data on individual contributors to a production, you will need to supply a report that indicates the diversity of the suppliers and vendors who provided services for the production. For this report, indicate the number of suppliers used on the production, and the number and percentage that were women-owned and minority-owned businesses. ​ For each area of reporting (e.g., above-the-line, below-the-line, credited actors, vendors), indicate whether the Policy goals were met, surpassed, or missed. When the goals were missed, provide information on where and why you found it difficult to meet the goals, any obstructions that arose in the process, strategies you used, etc. ​ Finally, provide an overall report of the project successes and challenges related to inclusion. Were there steps you took that could inform and benefit future Amazon Studios projects? Delivery of Data ​ ​ Amazon Studios cc:DEIA will provide the template forms for collection of self-reported demographic data. The final report on the diversity of individuals who contributed to the production should be submitted to Amazon Studios within one month of completion of principal photography. Please reach out to your creative executive or production manager for more information. Overview The Policy specifies that productions need to deliver plans to achieve the policy prior to principal photography, and after principal photography has been completed. ​ For all productions working with Amazon Studios, we will work together to deliver plans and report on the efforts to achieve the aspirational goals in the Policy. Tools & Information Plans Tracking Data Back to Top ↑ Reporting Resources Production Casting Hiring BTC Storytelling

  • About Us | Amazon Studios | cc:DEIA

    Glossary Special thanks to the Think Tank for Inclusion and Equity, GLAAD, PEAK, ADA Lead On Productions, Gold House, illumiNative, and Storyline Partners for sourcing the definitions below. A B C D E F G H I J K L M N O P Q R S T U V W X Y Z Ableism: Practices and beliefs that assign inferior value to those with developmental, emotional, physical/sensory, or psychiatric disabilities. Ableism is rooted in the assumption that disabled people need to be “fixed.” Examples of ableism include institutional discrimination (employment, housing); ableist language; inaccessible streets, buildings, and transportation; lack of or harmful media portrayals; bullying, isolation, and pity. Abstinence: The decision to and/or practice of not partaking in sexual activity, typically for a limited period of time (e.g., until marriage). Unlike asexuality, which is a sexual orientation that describes a lack of sexual attraction, abstinence is a behavior. Affirmative action: A set of policies and practices within a government or organization seeking to include particular groups based on their gender, race, religion, or nationality in areas in which they are excluded in the past such as education and employment. ​ For myths and facts on affirmative action, see the ACLU Racial Justice Program, ACLU Human Rights Program, and the African American Policy Forum’s factsheet. Affirmative consent: A voluntary, affirmative, and conscious mutual agreement among all participants through words or nonverbal actions that create clear permission regarding willingness to engage in the sexual activity (i.e., “yes means yes”). Consent may be withdrawn at any time. Consent cannot be given when it’s the result of coercion, intimidation, force, threat of harm, or when a person is incapacitated (e.g., by drugs or alcohol, not awake or fully awake). African diaspora: The dispersal of millions of people of African origin all over the world, especially in Europe and the Americas. The largest populations descended from those forcibly transported from Africa are in Brazil, which, though not precisely listed in census returns, may be as high as 90 million – about half of Brazil’s entire population in 2010. Other similarly descended populations include approximately 40 million in the Caribbean, 40 million in the U.S., and many millions more in other countries. Roughly 4 million more enslaved Africans were taken to Brazil than to any other country. Slavery lasted longer in Brazil than in other countries, not being finally abolished until 1888. - Understanding Slavery Initiative Afro Latine: Black Latine people who refer to themselves in varied, nuanced ways. For instance, those from Latin America and the diaspora self-identify using terms including, but not limited to, Black Latine (“negro(a)/e” in Spanish), Afrodescendant (“afrodescendiente” in Spanish), and Afro Latine. For more information on how to better write about Afro Latine people, check out Storyline Partner’s reader here. Ageism: The stereotyping, prejudice, and/or discrimination against people based on their age (across all ages). Ageism affects all aspects of our society, from the workplace (e.g., being fired from a job because of age) to healthcare (e.g., not being taken seriously by doctors because of age). Agender: A person who does not experience or express any gender (while most non-binary identities typically do have a gender, just one that isn’t binary). For more. Alaska Native: a general term used to represent the Indigenous peoples of the land that is now referred to as Alaska. Allah: Arabic word for God. Allah is the same God worshiped by adherents of Christian and Jewish faiths. In dialogue, Muslims speaking English and referring to God should say “God,” not “Allah.” Allosexual: The opposite of asexual; someone who regularly experiences sexual attraction toward other people. Amazigh: The Amazigh people (22-40 million) inhabit a territory spanning most of North Africa, from the Mediterranean and Atlantic coasts up to the Sahel. Since the 20th century, it also has had a substantial presence in Europe through the Amazigh diaspora. North Africa’s 25 million Amazigh (so-called Berbers) have long struggled to preserve their identity. Originally spread across the south of the Mediterranean, the majority have lived in Algeria and Morocco for thousands of years but have been denied the right to inhabit their culture and speak their language for centuries. Amid a long history of colonial suppression is the desire to no longer be referred to as Berbers but as Amazigh, meaning "free people,” and for their language to be known as Tamazight. Though these issues are still being hotly debated between the people concerned and those wielding power, progress has been made. Find more here. American Indian: a general term that has been used in federal law and U.S. government departments, and therefore appears in federal, state, or local legislation and within judicial proceedings. While this term is used by the federal government, the term has fallen out of usage and acceptability by Native peoples today. This term should not be used to refer to Native peoples unless in the context described above. Anchor baby: An offensive term often used to refer to a child born to a non-citizen parent under the assumption the child will provide them a path to securing citizenship or legal residency. ​ ​ Androgyny: A gender expression that contains physical elements of both masculinity and femininity or neither. Note: Androgyny is a form of gender expression (how someone outwardly expresses their gender), not a gender identity (their innate sense of gender). While some non-binary people have an androgynous gender expression, others do not; androgyny is not a requirement to be or synonymous with non-binary. Arab: Arabs are people who identify as being from one of the 22 Arab League Nations (see below) who share a common language, history and culture. Arabs are also one of many ethnicities that practice Islam. But not all Arabs are Muslim; 7% adhere to other religions (e.g., approximately 5% of Arabs are Christian; approximately 63% of U.S. Arabs are Christian, 24% Muslim, 13% are other or have no religious affiliation). The Arab League: Comprises 22 members: Algeria, Bahrain, Comoros, Djibouti, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Mauritania, Morocco, Oman, Palestine, Qatar, Saudi Arabia, Somalia, Sudan, the Syrian Arab Republic, Tunisia, the United Arab Emirates, Yemen. The term “Arab” morphed in meaning over the centuries. At times, it meant Bedouin tribes from southern Arabia. It was a linguistic marker, meaning anyone whose language or origin was Arabic. Current meaning refers to nationalistic/ethnic kinship. Used here as an expansive category including all those identifying as “Arab.” ART, PrEP, and PEP: Medications that treat or prevent the spread of HIV. Antiretroviral therapy (ART) medication treats and manages HIV in HIV+ people. Pre-exposure prophylaxis (PrEP) and post-exposure prophylaxis (PEP) are used by HIV- people at risk of getting HIV through sex or injection drug use. When taken correctly, these medications can make HIV+ people undetectable (i.e., reduce the amount of HIV in the body to untransmittable levels) and prevent the spread of HIV. For more. Aromantic (aro): A person who experiences little or no romantic attraction. Aromantics might or might not experience sexual attraction. For more. Asexual (ace): A person who experiences little or no sexual attraction (to people of any gender). Asexuality: The total or near total lack of sexual attraction to anyone and/or the lack of desire for sexual contact. Asexuality is not a choice; it shouldn’t be conflated or confused with celibacy, abstinence, or low sex drive. Asexuality is a spectrum, and there’s considerable diversity in the needs and experiences among members of the ace community (e.g., attractions, relationships, disabilities, cultures). It should be noted that while some aces consider “asexual” their sexual orientation, others feel like they have no orientation at all. For more. ​ Asian American: A term used to describe an American of Asian descent. It’s not an ideal term because it collapses countless identities and cultures into one label and often only refers to the East Asian American experience. For more on the complexity of this label, as well as the larger “Asian American Pacific Islander (AAPI)” label, here is a helpful video. Asian Latinx: Two of America’s fastest-growing ethnic groups are Asian and Latino, and they aren’t mutually exclusive. For centuries, Asian immigrants have settled throughout Latin America. There are Korean communities in Mexico and Argentina; Chinatowns everywhere from Santo Domingo to Lima; and there’s a major Japanese population in Brazil. The immigrants’ descendants carry both Asian and Latin American identities. In the U.S., Asians and Latinos have lived side-by-side in heavily immigrant neighborhoods and have created lives together. See here for more details. For a reader on how to write about the Asian Latinx community, check out Storyline Partner’s reader here. A-spec: An umbrella term for the asexual and/or aromantic spectrums. This includes anyone who experiences little to no romantic and/or sexual attraction (e.g., asexuals, aromantics, graysexuals, demisexuals). More on some of the many a-spec identities here. Assigned Female at Birth/Assigned Male at Birth (AFAB/AMAB): A way of referring to the sex designated to someone at birth. This is preferred language to replace outdated “FTM” or “MTF.” Asylum seekers: A person applying for protection in a country because they cannot return to their home country for fear of persecution based on race, religion, nationality, political affiliation or membership in a particular social group. Unlike the refugee process, those who apply for asylum must do so at a land border or from inside the country. Many countries signed the 1951 Refugee Convention and those countries all follow similar protocol. Those countries who did not sign might not have specific laws in place for protection. Asylum acceptance rates and protections can vary from country to country. Read more via United Nations High Commissioner for Refugees.

  • Programs | Amazon Studios | cc:DEIA

    Amazon Studios invests in programs to grow behind-the-camera talent that includes individuals from historically excluded communities. Amazon Studios focuses on initiatives that support individuals from historically excluded communities at all stages of the career pipeline — from entry level to experienced professionals. We support primary, secondary and post-secondary education initiatives to prepare today’s students for entertainment industry careers. For experienced professionals, we have several initiatives to increase access and build more pathways to the entertainment industry and Amazon Studios. Programs & Pathways Launched in January 2020, Amazon Studios and Howard University, a leading Historically Black College and University, have partnered on the Howard Entertainment Program, powered by Amazon Studios. This industry first partnership offers a one-of-a-kind educational and hands-on learning experience for Howard University students and creates a pipeline for future Black/African Americans executives in entertainment. Howard Entertainment Program accepts students studying film, public relations, marketing, fine arts, and law. The program includes a spring semester where students take entertainment-related courses and a summer semester where they work in film via a paid internship. The program is fully accredited and courses count toward students’ graduation requirements. The future of creative talent hinges on equitable access to opportunities in the film and entertainment industry. Amazon Studios will expand its talent pipeline program beyond Howard University to include a Hispanic Serving Institution (HIS) in the coming years. 2022 Howard Cohort Recap Amazon Studios is the exclusive sponsor of the Latino Film Institute’s Youth Cinema Project (YCP) Alumni Program for the 2022-2023 school year. YCP’s Alumni program connects over 300 students to hands-on access and learning opportunities across the industry including mentoring and assistance with college applications. The sponsorship also includes the inaugural YCP Fellowship Initiative, which will provide 15 college bound students with resources to make a high-quality short film to strengthen their film school applications and scholarship opportunities. The film will then screen at The Los Angeles Latino International Film Festival in 2023. The Latino Film Institute is the umbrella organization founded by Edward James Olmos that runs three impactful programs: YCP, LALIFF, and LatinX in Animation. Amazon Studios is also continuing our support of local non-profit LA Collab to build the LTX Match platform at the ground level. The AI enabled platform will use technology to connect Hispanic/Latine talent at scale with jobs, mentorship, boards, capital and community, at all levels from the Hollywood ecosystem, helping to address the all-too-common statement “we can’t find Latinos to work in entertainment.”

  • Progress on Inclusion | Amazon Studios DEIA

    Progress on Inclusion A new Amazon MGM Studios report details the progress that the company has made in supporting increased diversity in front of and behind the camera for its series and films. The report, published December 14, 2023, reveals significant growth in representation of women and people of color in creative roles, and on-screen gains for women, people of color, and LGBTQIA+ talent. The report highlights changes driven by the studio’s Inclusion Policy and Playbook , which launched in summer 2021. The Policy and Playbook are open-source tools that codify Amazon MGM Studios’ existing DEIA practices, and aim to create content that is more inclusive and representative of U.S. audiences. The report examines Amazon MGM Studios and Freevee U.S. originals launched between July 1, 2020 and June 30, 2023, covering key areas like casting, production, and hiring. Among the key findings: Representation of all women grew across creative roles (creators, directors, producers, showrunners and writers) for Amazon Originals series and movies from 35% to 43%. Women of color were a large proportion of that growth , increasing from 8% to 13%. People of color in top creative roles increased across movies and series from 19% to 24%. LGBTQIA+ also experienced increased representation across top creative roles , growing from 3% to 5%. People of color are seeing themselves equitably reflected on-screen in Originals movies and series for main cast (lead, regular/recurring, and supporting) roles at 45% (41.1% US Census) Women of color make up 23% of total on-screen women representation , up from 20%. LGBTQIA+ on screen talent in main cast roles increased from 4% to 7% across Originals movies and series. The data reinforces our understanding that diversity behind-the-camera strongly influences who we see on-screen. Across all titles in the dataset: When there is at least one director who is a woman, representation for women in main cast (lead, regular/recurring, and supporting) roles is 50% across titles, compared to 42% when no directors are women. When there is at least one writer who is Black, Black representation in main cast roles is 34% across titles, compared to 11% when no writers are Black. When there is at least one creator who is Latino, Latino representation in main cast roles is 20% across titles, compared to 5% when no creators are Latino. “One of the most important things the data has shown us is the importance of being in business with diverse decision makers,” said Latasha Gillespie, Global Head of DEIA for Amazon MGM Studios, Prime Video and Freevee . “Representation increases in every area - from on screen talent to Heads of Department, resulting in more authentic content. We need to continue to invest in creators from underrepresented groups to see long term, systematic change.” Opportunities for further growth were also identified. Although Latino on-screen and behind the camera roles have increased since the launch of the Policy, representation remains below US Census numbers, which put the Latino population at about 19%. Amazon MGM Studios is working with the Latino community to strengthen pathways into the industry and has developed student and filmmaker programs with the Latino Film Institute and the Los Angeles Latino International Film Festival. Another opportunity for improvement is around accessibility. While under-reporting continues to remain an issue, Amazon MGM Studios is working to remove barriers to equity, combat stigmas, and empower people with disabilities. This year, Amazon MGM Studios worked with Easterseals, RespectAbility, Lead on ADA, and Deaf Talent Creative Lab to provide opportunities and ensure accessibility across productions. Next year, it will launch its inaugural partnership with Making Space, a talent recruitment and skills-based learning platform dedicated to increasing representation of people with disabilities in the film industry. “The world remains a complicated place,” continued Gillespie. “But we all have the opportunity to validate the human experience in the work we do. If we are successful, we will tell inclusive stories that entertain audiences all over the world, while increasing our humanity toward one another.” Amazon MGM Studios Releases Inclusion Policy and Playbook Two Year Lookback Thursday, December 14, 2023 A new Amazon MGM Studios report details the progress that the company has made in supporting increased diversity in front of and behind the camera for its series and films. PDF (Standard Edition) PDF (Reader-Friendly Edition)

  • Storytelling | Amazon Studios | cc:DEIA

    Script-Based Descriptions & Stereotypes ​ The way that characters are described in a script can evoke stereotypes for casting directors, breakdown services, and even those reading for the part. Consider the following when describing characters in your script: Is there a reason to specify a character’s gender, race/ethnicity, LGBTQ+ identity, or disability in the script? Does source material specify a character’s identity in any way? Are you deviating from that depiction? Why or why not? Are there places where you should specify information about the characters’ background or identity (gender identity, race/ethnicity, sexual orientation, gender expression, or disability) to help with casting? Consider sharing this information only if it is needed for the story. We recommend that writers be specific and authentic in their descriptions, to help casting directors and those reading for the part avoid harmful stereotypes. Gendered or Sexualized Depictions ​ Sexualization can have negative effects on viewers. Sexualization of characters of all genders occurs on screen, but research indicates that women and LGBTQ characters are more likely than straight men to be sexualized. This begins when the script is written, with how your characters are described. Are your descriptions of characters grounded in their appearance, versus their personality? Are there descriptions of girls or women that lean toward their relationships or appearance, rather than who they are as characters? Are you writing about characters who are men in the same way? Are LGBTQ characters solely defined by their sexual identities? Are people with disabilities infantilized and/or desexualized? Are LGBTQ+ characters in overly feminized or masculine occupations? For example, are gay characters shown in appearance-related professions (fashion, entertainment, etc.)? Are they excluded from occupations in education, healthcare, or civil service (including police or fire department)? Although you may not realize it at the time you’re writing the story, adults are often cast to play teen roles. Consider carefully how these characters might be sexualized on screen. How might the descriptions you write about the characters be impacted if adults are cast in these roles? Personality Traits ​ The description of a character’s personality or distinctive traits may lead to appearance-related stereotypes. Sometimes character descriptions are written in a way that draws upon stereotypes or tropes. This is particularly likely when writing women characters, or individuals from underrepresented racial and ethnic groups. ​ Are you describing women’s personalities in ways that lead to assumptions about their sexuality? For example, are descriptions such as the “girl next door” used for characters? Be sure that your character descriptions do not evoke stereotypes related to women of color. Avoid use of the terms “exotic,” “feisty,” “sassy,” and other words stereotypically used to refer to underrepresented women. It is better to be specific — e.g. the lead is from Puerto Rico, loves to sing, and has a big group of friends. For LGBTQ+ women, ensure that personality traits do not play to stereotypes, either about femininity/masculinity or over-sexualization. Descriptions of people with disabilities may focus on aspects related to disability rather than a range of characteristics. Make sure your characters with disabilities are well-rounded and defined by more than their disability. Domestic Roles ​ Consider the depiction of caregiving and romantic relationships, and whether they fall along stereotypical or traditional lines (e.g. heteronormative, women as subservient, men as protector/provider). For more information on the concept benevolent sexism, read here . “Rescue” storylines, or those focusing on chivalry, can be particularly problematic. Consider which groups are erased from being shown on screen in caregiving positions. For example, the LGBTQ+ community is rarely shown in parental roles or as relational partners. Yet between 2 and 3.7 million US children have one or more LGBTQ+ parent . Narratives that involve abuse, harassment, or sexual assault require deeper thought. When these topics are included in a storyline, have they been handled with sensitivity? Have survivors been consulted for their perspective and insights? Do storylines reflect myths or misconceptions about these topics? Is it necessary to include these aspects in the story? Evaluate whether abuse, harassment, or assault are deployed in gratuitous ways, or are handled sensitively to advance the storyline. ​ Consider asking the following questions when writing about parents/caregiving roles: Are women from all backgrounds and experiences defined solely by their relationship to children? Are LGBTQ+ characters shown as parents? Are non-binary characters shown as parents? Are characters with disabilities shown as parents? Are men presented as inept when shown as parents or caregivers? When elderly relatives requiring care are included in the story, who provides that care? ​ ​ Stereotypes & Humor ​ We understand that the best comedy can derive from the unexpected and be an agent of truth-telling. We urge content creators focusing on comedy, humor, or satire to engage with their material in deep ways. Ask the fundamental question: Are you the right person to tell this story and/or these jokes? Begin by thinking about whether, as the storyteller, your humor comes from outside or inside the group at the center of the comedy. Out-group members using humor to mock or joke about characters from underrepresented groups can be highly problematic. Humor may reflect insensitivity, play to broad stereotypes, and reinforce historical tropes for members of underrepresented groups. Creators might try to challenge or spotlight stereotypes that have been oppressive—in other words, the comedy stems from good intentions. But content lacks authenticity when it doesn’t come from or take into account the perspectives of the in-group members at the core of the stereotype or context. ​ Humor may be used to illuminate the way a group has been treated, and can spotlight important ways that racism, sexism, and other biases and prejudices affect the lives of group members. One impulse content creators may have is to purposefully flip stereotypes or to deploy them in an exaggerated way to create humor. If you take this path, think critically about what role this stereotype has in your story. Make sure that by poking fun at stereotypes you are not inadvertently reinforcing the bias you seek to challenge. ​ Here are a few things to consider when you include humor in your storytelling: ​ If characters from underrepresented backgrounds or historically marginalized groups only appear in your story to deliver humorous lines or as a source of amusement, this is problematic. Ask: Do these characters have any other depth or insight or do they merely serve to deliver comedy? If it’s the latter, how can you add depth to the characterization? Or, who else needs to weigh in to ensure the character is not one-dimensional? Review the script and story with members of the communities you are depicting to ensure authenticity and limit hurtful humor. Ask more than one individual to review the script/story. What audience members find amusing will differ from person to person. Your goal is to be certain that the jokes do not offend the communities featured in your story. Gender, Sexuality, Romance & Humor Below, we outline storytelling areas that can easily fall prey to stereotypical writing or thinking. While education is key, research has shown that hiring content creators with cultural experience and perspective is the best way to craft an authentic story and avoid stereotypes. Gender, Sexuality, Romance, Humor Descriptions and Stereotypes Gender or Sexualized Depictions Personality Traits Domestic Roles Sterotypes & Humor Back to Top ↑ Top For Black characters: ​ Are they shown in connection to violence, either as perpetrators or victims, particularly gang violence? Are they linked to storylines that focus on drugs and addiction or sexual promiscuity? Are they shown as a member of a family unit in ways that do not center on broken homes, single parents, or other aspects of family life that foreground difficulty rather than joy? Are they presented in positions that are linked to entertaining others? Overall, in your story are they primarily dealing with hardships and difficulties that are linked to their race/ethnicity rather than to the plot? For Hispanic/Latinx characters: ​ If the story is set in the US, are Hispanic/Latinx characters linked to an American identity, or are they framed as “foreigners”? Are they presented in relation to illegal activity—particularly undocumented immigration? What is their family situation? Are they shown in multigenerational contexts? Are they navigating monolingual or bilingual family settings? Are they shown in contexts with violence, especially related to undocumented immigration? Are they shown as sneaky, sly, or scheming? Are they overly sexualized? For Asian characters: ​ Are men shown in a way that minimizes their sexuality or desirability as a romantic partner? This could include fulfilling the stereotype of a “geek” who is primarily interested in technology, math, or sciences. Are they depicted as predominantly “foreign” versus as American? Consider expectations around Asian characters speaking with accents. Are women depicted as naïve, vulnerable, or silenced? In contrast, are they shown in a provocative light? Are they (particularly those who are shown affiliated with foreign countries) shown as dangerous, evil, or threatening to others? For Middle Eastern/North African (MENA) characters: ​ Are they shown in violent situations, especially when linked to terrorism or religious extremism? Are they shown at the extremes of wealth, either as royalty, sheiks, or business tycoons, or at the other end of the spectrum in roles associated with poverty or as refugees? Are women associated with sexual repression or men shown as predatory in nature? Are they shown as “good” for their work to assist law enforcement or sympathize with American/Western values? For Native or Indigenous characters: ​ Do they portray historical tropes of Native or Indigenous characters as violent or antagonistic? Are they given mystical or supernatural abilities regarding nature or natural knowledge simply due to their identity (rather than as a result of study or developed insight)? Is their existence on-screen one-dimensional and solely to drive a plot related to cowboys, or white characters? Representation Based on Location ​ The location or time period of a story can affect how inclusive it is. The setting may be used to constrain choices about who can be part of the story (sometimes legitimately, other times as an excuse). Consider two things when developing the setting of your story: For modern or contemporary stories, consider the location where your story is set. Make sure that the characters written into the story mirror the demographics of the location (at a minimum). If your story is set in a metro US area, reflect US Census data for that area. For example, more than 70% of US states feature a higher percentage of Hispanic/Latinx residents than appear in popular films. The most populous counties in the US also have more Latinos than the typical feature film. For US data, this Census table may be helpful. Keep in mind that younger populations (millennial and Gen Z) are increasingly morediverse than the general population. If your story is set outside of the US, reflect the demographics of that location. Use data to make decisions or inform your choices. For stories set in the past, check your assumptions about the demographic reality of the location. Consult historians and demographic experts to understand who lived in the time and place your story is set. Story descriptions also do not have to adhere strictly to the views many hold about the past. Examples of casting that has countered normative historical views include David Copperfield(Dev Patel), Anne Boleyn (Jodie Turner-Smith), Cinderella (Brandy as Cinderella, Whitney Houston as the Fairy Godmother), Bridgerton, and others. These stories included actors from a variety of racial/ethnic backgrounds, counter to what audience members might assume was the norm for the time. Race & Ethnicity Including creative voices from the community is the best and most precise way to avoid stereotyping, but all people are prone to stereotypes and bias. Below are questions to act as speed bumps in the storytelling process, to avoid common stereotypes. Race & Ethnicity Black Characters Hispanic/Latinx Characters Asian Characters MENA Characters Native & Indigenous Characters Location Representation Back to Top ↑ Top Aging and Older Adults Consider asking the following questions about characters age 60+ in your story: Are any characters age 60+ not men? Think about women, gender-non-conforming, including non-binary people, and those from a variety of backgrounds and experiences. Are your characters age 60+ written as people who enjoy thriving, fulfilling careers? Are there power differences among men, women and non-binary characters in this age group? Is the full humanity of characters age 60+ depicted? Are they shown in a caring relationship, working or retired, as healthy, exercising, or traveling? Are characters age 60+ shown with challenges that are physical (e.g., using a mobility device to walk), communicative (e.g., hearing loss, reduction of speech fluency), and/or cognitive (e.g., memory loss)? If so, are these details crucial to the plot? Are any of these depictions framed in a humorous light that makes the older character’s age or disability the subject of disparagement? One way to test biases in this area: Ask yourself if the joke or humorous incident involved a character from another identity group, would it be perceived as unacceptable and derogatory? For instance, saying “I am having a senior moment” is commonplace, but replacing “senior” with Latinx, Asian, LGBTQ+ would not be acceptable, and thus illuminates the potential biases contained in the joke or humorous incident. In terms of romantic relationships, are older characters shown overly sexualized, predatory or without interest in intimacy? Are women depicted with men substantially older or vice versa? Religious Stereotypes Religion is another aspect of storytelling that may be prone to stereotyping. Communicating about a character’s religious beliefs or belonging to a religious community can be done via small moments, brief bits of dialogue, or visual shortcuts (e.g., jewelry, décor, or wardrobe). Use caution to ensure that subtlety does not result in storytelling that allows audiences to attribute characters’ behaviors to religious beliefs in ways that reinforce stereotypes. Take time to understand the diversity that exists within religious communities, including the regional, racial/ethnic, and language diversity. When portraying the Muslim community, refer to this 2021 report “Missing & Maligned: The Reality of Muslims in Popular Global Movies.” Devout roles: Avoid defining devout characters solely by their religion in ways that eliminate nuance from the depiction of faith. For people around the world who practice faith traditions, the expression of those traditions may vary widely (e.g. the Priest in Fleabag ). Use care not to trivialize, mock, or minimize the importance of different religious traditions, rituals, or texts. Consult experts to determine where caution should be used or nuance explored. For example, spiritual songs or illustrations may be considered sacred to members of certain religious groups. Juxtaposing these images or music against content that deviates from faith traditions may be offensive. Extremism: Religious extremism should be depicted with care. Stereotypes about religion may tie the practice of certain faith traditions or beliefs to violence. These stereotypes erase the peaceful practice and beliefs of different faith traditions. The most obvious example of this occurs when Muslim characters are shown in roles linked with terrorism and violence. Extremism and violence may be over-reported or overestimated. Presenting only images and stories of violence fails to represent accurately the practices of different faith traditions. If you are telling a story that includes depictions of religious extremism, ensure that consultants from this religious group are working with you to eliminate harmful depictions, so that you include only necessary aspects of the story and avoid gratuitous violence or stereotyping. Job-Based Stereotypes Research has shown that jobs often bring to mind a specific gender or race/ethnicity of a character. For instance, a plumber or firefighter may summon images of white men. As content creators, you have an opportunity to disrupt this bias. The absence of alternative depictions or the consistent depiction of stereotypes may, over time, contribute to negative outcomes for individuals from a stereotyped group as well as for audience members outside of that group. While it may seem more difficult to review each occupation within a script (e.g. gardeners, hair stylists, computer programmers), it offers the chance to approach storytelling in innovative or unique ways. Questions to ask about women. Are they shown… Without a job? In lower, service-oriented, or “assistant” positions? In stereotypically feminine career paths (nursing, education, appearance-related jobs, etc.)? Having little power or “clout”? Questions to ask about characters from underrepresented racial/ethnic groups. Are they shown… As specific stereotypes related to their racial/ethnic backgrounds? Investigate what those might be by working with outside consultants. Some examples: South Asian characters or Middle Eastern characters shown as cab drivers or corner store/liquor store employees. Asian characters shown in dry cleaning or restaurant management. Latinx characters shown in relation to cleaning, childcare, or yard work. Black characters shown as athletes, drivers/chauffeurs, cooks, security guards. Native American characters shown as unemployed, or as mystical. Are they shown in specific occupations that reflect a bias about wealth or illegal activity? Some examples: Middle Eastern characters shown as terrorists. Latinx characters shown in relation to drug trafficking or as undocumented immigrants. Black characters shown as gang members, thugs, or in the context of criminal stereotyping. White characters being the only ones empowered with wealth or prestige. Questions to ask about LGBTQ+ characters. Are they shown… In overly feminized or masculine occupations? For example, are gay characters shown in appearance-related professions (fashion, entertainment, etc.)? Excluded from occupations in education, healthcare, etc.? Questions to ask about characters with disabilities. Are they shown… Without an occupation? In jobs that emphasize the character’s disability? In occupations that depict the character transcending the disability in ways that frame the disability as something to overcome or that present the disability as a superpower? Age, Religion, & Occupation​ Research shows that few characters age 60 and older appear in fictional storytelling. How your story depicts aging characters is important, as studies have shown that the physical, communicative, and cognitive fitness of older characters is often mocked or ridiculed on screen. Age, Religion, & Occupation​ Aging & Older Adults Religious Stereotypes Job-Based Stereotypes Back to Top ↑ Top Gender, Sexuality, Romance, Humor Race & Ethnicity Age, Religion, Occupation Storytelling Reporting Resources Production Casting Hiring BTC Storytelling

  • Inclusion Policy | Amazon Studios | cc:DEIA

    We work to consistently delight all segments of our audience. We aim to do this in two ways: First, by seeking out stories that amplify the voices of characters across race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body size, gender, gender identity, and gender expression. Second, by bringing these often underrepresented or misrepresented characters to life in an inclusive production environment. Amazon Studios’ Inclusion Policy covers four key areas Stereotyping Historical Depictions Cultural Authenticity Stereotyping We discourage stories that solely depict harmful or negative stereotypes, slurs, and dehumanizing language related to identity as well as narratives that link identity factors to jobs, religious beliefs, social class, or behavior We encourage pitches, scripts, and stories from storytellers of all backgrounds, including those from underrepresented communities. Consistent with our Content Guidelines, Amazon Originals should reflect the wide diversity of our customers and recognize the dignity of all people by avoiding demeaning stereotypes and harmful tropes. For this reason, characterizations based on race, ethnicity, nationality, sexual orientation, religion, disability (including mental health), body size or image, age, gender, gender identity, and gender expression should be made with care, and in each case will be subject to an enhanced review. Developing Stories and Characters Casting Behind-the-Camera Below-the-Line Roles Cultivate an Inclusive Environment Casting The story comes first. The Inclusion Policy recommends casting characters from all backgrounds, as long as it does not compromise the authenticity of the narrative. For example, when a movie or series focuses on a particular racial/ethnic group, or is set in a homogenous context or location, it will be exempted from the requirements to diversify casting. ​ Amazon Studios is committed to authentic portrayals. It is our intention, whenever possible, to cast actors in a role whose identity aligns with the identity of the character they will be playing (by gender, gender identity, nationality, race/ethnicity, sexual orientation, and disability) and in particular when the character is a member of an underrepresented group/identity.To reduce invisibility in entertainment, and where the story allows, we aim to include one character from each of the following categories for speaking roles of any size, and at minimum 50% of the total of these should be women: (1) lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; (2) person with a disability; and (3) three regionally underrepresented racial/ethnic/cultural groups (e.g. in the US, three of the following: Black, Latinx, Indigenous, Middle Eastern/North African, or Asian / Pacific Islander or Multi-Racial). A single character can fulfill one or more of these identities. ​ Most productions have a multitude of speaking roles, from leads to smaller roles. Where it doesn’t compromise the authenticity of the story, the minimum aspirational goals for casting across speaking roles are 30% white men, 30% white women and non-binary people, 20% men from underrepresented races and ethnicities, 20% women and non-binary people from underrepresented races and ethnicities. Where we can have more people from underrepresented racial/ethnic groups, we will seek to do that. These goals apply to open casting roles as well as talent attached to the project at the time an agreement is signed with Amazon Studios. We also aspire to cast at least 10% of our roles with people who are lesbian, gay, bisexual, transgender, or gender non-conforming / non-binary; and 10% with people who self-identify as a person with a disability. Amazon Studios is dedicated to making a good faith effort to inclusive casting and we encourage our partners to do the same. ​ We believe in pay equity. Our expectation is that cast members will be paid commensurate with their work experience, the scope of their role, and equitable to the compensation of their peers. We will not consider an individual applicant’s prior pay history in setting compensation. All auditions, sets, and casting calls should strongly encourage people from underrepresented communities to apply. Auditions and sets should be accessible to individuals with disabilities per federal, state and local requirements. ​ If any of these aspirational goals are not met, the external partner may be asked to submit a description of the steps that were taken to achieve these goals. Creative teams are required to submit detailed plans for auditioning and casting to ensure that candidates from underrepresented communities are considered and hired. The plans must also outline strategies for how the production will cultivate an inclusive environment. The Inclusion Playbook has details to support building these plans. Hiring and Production Reporting and documentation provides Amazon Studios with an understanding of (1) plans outlining how the production intends to meet the expectations of the policy; (2) whether inclusion expectations were met on an Amazon Studios production; and (3) an explanation for any impediments that were encountered in an attempt to meet the aspirational goals. Amazon Studios creative teams will partner with productions to deliver the following reporting for each film or show: Reporting & Documentation Delivery of Plans Prior to principal photography, Amazon Studios and partners will work together to deliver their plans for how they plan to achieve the Inclusion Policy. ​ Behind-the-Camera Amazon Studios will provide a report template for each company to indicate whether the expectations were met. This report must be submitted within one month of completion of principal photography and will include: ​ i. Gender, race, ethnicity, sexual orientation, and disability data on production-specific, above-the-line talent (Directors, Writers, Producers, Creators, credited actors) as well as below-the-line positions (department heads and seconds.) ii. A full description of the film and episodic content that’s been created (i.e., storyline), and percentage or number of characters identified as lesbian, gay, bisexual, and/or transgender, including non-binary, and those with a disability. iii. The number and list of diverse suppliers hired for the production (including women-owned and minority-owned businesses). Inclusion and equity are accomplished by adopting reparative processes, employed with intention, to produce a meaningful and sustainable result. This often requires a willingness to work above-and-beyond baseline demographic totals and percentages, where feasible. Our demand for greater accountability, to hold ourselves to a higher standard of representation both on screen and behind the camera, is meant to be constructive rather than punitive. We want our content to reflect the diverse communities we serve around the world. Commitment to Accountability “With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to being a thought and action leader in the transformation of our industry. We know how much work there is to be done to improve representation both on camera and behind the scenes, and it starts at home, with us. With clear directives and a commitment to accountability, these guides provide a path toward a more equitable future, both on- and off-camera.” Jen Salke Head, Amazon Studios, MGM Note: Underrepresented racial/ethnic groups in this document are based on the Census in the US, and include Black or African American, Hispanic/Latinx, Asian, American Indian/Alaskan Native, Native Hawaiian/Pacific Islander, Middle Eastern/North African, and Multiracial/Multiethnic.

  • Reframing the Narrative: The Evolution of the Chief Diversity Officer

    Previous Next Hear from Chief Diversity Officers and Chief Human Resource Officers as they discuss their role in shaping company-wide diversity and inclusion strategies to advance workforce equity and how the role has shifted from pre-to-post pandemic with a greater emphasis on action. Reframing the Narrative: The Evolution of the Chief Diversity Officer CES CES January 12, 2023 Hear from Chief Diversity Officers and Chief Human Resource Officers as they discuss their role in shaping company-wide diversity and inclusion. Speakers: Tiffany M. Moore, SVP Political and Industry Affairs, CTA, Alethia Jackson, Senior Vice President (SVP) of Environmental, Social, and Governance (ESG) and Chief Diversity, Equity, and Inclusion (DEI) Officer, Walgreens and Latasha Gillespie, Head of Global DEI Amazon Studios, Prime Video, and IMDb, Amazon Studios Press Room Stay informed with the latest updates on press releases, media coverage, and exciting event announcements.

  • Home | Amazon Studios DEIA

    Just a minute, we’re fixing something here. (Error 500) We hope to be back online very soon.

  • Style Guide | Amazon Studios DEIA

    Headline 1 Headline 2 Headline 3 Headline 4 Headline 5 Headline 6 Paragraph 1. Etiam eros nisi, eleifend eu ipsum at, lobortis dictum metus. Vivamus consectetur neque a luctus mattis. Nunc at velit suscipit, sagittis urna sit amet, auctor augue. Paragraph 2. Etiam eros nisi, eleifend eu ipsum at, lobortis dictum metus. Vivamus consectetur neque a luctus mattis. Nunc at velit suscipit, sagittis urna sit amet, auctor augue. Paragraph 3. Etiam eros nisi, eleifend eu ipsum at, lobortis dictum metus. Vivamus consectetur neque a luctus mattis. Nunc at velit suscipit, sagittis urna sit amet, auctor augue. Nam dapibus non mi id finibus. Learn More Learn More "Quote text Lorem ipsum dolor sit amet, consectetur adipiscing elit. Etiam eros nisi, eleifend eu ipsum at, lobortis dictum metus. Vivamus consectetur neque a luctus mattis. " +

bottom of page