Issue link: http://digital.copcomm.com/i/1314367
28 PRODUCTION SOUND & VIDEO – Fall 2020 Recognizing the value in a diverse and inclusive community, the Local 695 ED&O committee works to create an environment where members of all cultural and socio- economic backgrounds can thrive. In the workplace, it focuses on improving access to mentorship and giving new members a chance to forge a career path for themselves. It was decided that our first action would be a public event on Zoom, during which these issues would be discussed among our members. The proposal was met with resounding support and enthusiasm by the Board. Beginning on June 23, the ED&O Committee met weekly for about two hours on Zoom. We started small, with just Board members and staff. Word got out and we quickly grew in size as dedicated and enthusiastic participants began to reflect and represent the diversity we seek. Guests such as Veda Campbell, one of the first women of color to become a 695 mixer, would drop in to join the conversation and lend their unique perspective to the discussion. Without work to occupy their time, our members passionately dedicated themselves to the fight against inequity. This was really the place to be on a COVID Tuesday morning; everyone showed up ready to do the hard work and engage with these challenging and sometimes difficult issues. Our President, Business Agent, Field Reps, Officers, Trustees, and Board members were regular participants. The support given to this work by the Board and membership was so encouraging. As an institution, we are committed to positive and inclusive change. We learned that Local 695 already has a powerful tool for change that has already been deployed. We have in our contract the Y-16A classification of Production Sound/ Video Trainee, which allows for the hire of a person without roster status for training purposes. After thirty days of employment, they can join the Local, gain roster status, and all that comes with it. Some of you might be familiar with this and might have been beneficiaries of it. We have brought in several members this way and now it is being formalized as the Sound & Video Opportunity Program for Diversity & Inclusion. The development of this program is already in progress, with the Local partnering with community-based groups in Los Angeles to find and vet candidates and prepare them to begin on the path to a career they might never have considered. This mechanism can create potentially life-changing opportunities where there were none, increase diversity and equity in our Local and in our workplace, and demonstrate to our employers that there is a cost-efficient way for them to achieve their goals and increase productivity. At this time, we have placed five of the first seven candidates on shows going forward. Jamie Gambell and Ben Greaves have been the driving force behind the program since early last year, working with the Local to bring this to fruition, and it is already paying off. Looking forward, this will be a strong tool for change that could bring in an estimated twelve candidates per year. This ensures that our system and labor pool will not be overwhelmed or become oversaturated while ensuring quality candidates are given the opportunity to join our ranks. It should be understood that these trainees do not do the work of any other sound or video person; they work in addition to existing sound teams and their responsibilities are quite limited until they actually become members. One of the most important aspects of this committee was the creation of a "safe space"—where we could openly discuss and explore solutions to the issues that brought us together, such as a lack of inclusion, inequity, and the mostly monochrome and male dominant nature of our Local and our workplace. These are not easy conversations but these are the issues of our time. There was a lot of learning in these meetings. Those coming from a place inside the dominant power group benefited from the honesty and patience of our members of color and women and progress has been made. In addition to the Trainee Program, the committee has begun development on a mentorship program that will allow members to partner up, informally, with folks who are further along in their careers and gain the benefits of their knowledge and experience. (This may be a slow start due to COVID restrictions.) Crucial to the underrepresented being heard is organization. There is now a Black Sound & Video Caucus. Panelists from left to right: Anna Everett, PhD, Willie Burton, Veronica Kahn, Susan Moore-Chong, Chauncy Godwin, Anthony Ortiz, Douglas Shamburger, Yohannes Skoda