Issue link: http://digital.copcomm.com/i/716514
32 SAG-AFTRA | Summer 2016 | SAGAFTRA.org T he best way to compete in the world of entertainment and news media is to be a prepared, well-trained and informed professional. SAG-AFTRA's Ethnic Employment Opportunities Committee has provided some important information that all members should know. The committee is dedicated to promoting diversity by educating members and industry stakeholders on the value of inclusion and the contractual policies of non- discrimination and fair employment. Follow these tips, learn from these real-world experiences, understand your rights and take action. DISCRIMINATION & HARAS SMENT Your Reality: I'm a broadcaster who has been working at this station for 25 years. Last week, the general manager called me in and said, "Why don't you think about retiring? We need more young blood here." Your Reality: I'm a background performer, and the producer promised to get me a speaking line and upgrade me to a principal role if I went on a date with her … YOUR RIGHTS: Various federal state and local laws protect you from being treated differently in the hiring process or work environment on the basis of your sex, race, color, creed, national origin, age, marital status, disability, gender identity and sexual orientation. If you believe you are subject to unlawful discrimination or harassment, contact the SAG-AFTRA EEO & Diversity Department at (323) 549-6644. Remember to always keep records — names, dates, locations — everything. PRE-EMPLOYMENT INQUIRIE S, BREAKDOWNS & AUDITIONS Your Reality: Today at the audition, a casting director asked me, "What is your ethnic background and where are you from?" Your Reality: The breakdown for this project said, "You must be Native American from the Mohawk tribe. Be prepared to verify your authenticity." YOUR RIGHTS: Almost without exception, employers are prohibited from asking about your sex, race, color, creed, national origin, age, marital status, disability, gender identity and sexual orientation during the hiring process, and you are under no obligation to provide an answer. Try a gentle tactic to move on from the subject. Similarly, a casting breakdown should only describe the character/role because it's not what you are, it's what you can play. That said, nothing prohibits you from self-identifying Know Your RIGHTS — to the casting director, your agent, the producer, etc. — in any way that you think will help you best compete for the job. ACCE S SIBILITY Your Reality: As a wheelchair user, I arrived at the casting studio to discover that there was no elevator or ramp to get up to the audition room. I wanted to call the casting director, but was worried inconveniencing them would blow my chance at getting the job. THINKSTOCKPHOTOS.COM