DGA Monthly

1 6 I D G A M O N T H L Y DGA Releases Inclusion Hiring Data in Episodic Television Over the 2023-2024 Season — continued from page 15 Hiring of the Directorial Team Over the 2023-2024 season, a total of 660 full-season hires (not individuals hired for just a day or few days on an individual episode) were made for directorial teams in episodic television, including First Assistant Directors (First ADs), Second Assistant Directors (Second ADs), and Unit Production Managers (UPMs), all working under weekly deal memos on projects primarily shot in the United States. Overall gender and ethnic diversity hiring at the directorial team level has remained consistent since the DGA began tracking data during the 2020-2021 season and stayed proportional to production during the strikes. For women members of the directorial team, hiring in the 2023- 2024 season was 41%, and for the race and ethnicity, 21% of Directors were from communities of color. "The diversity of directorial teams working in episodic television remains low, especially when compared to hiring gains for episodic Directors," said Heidi McGowen, a UPM member who serves on the Television Diversity Task Force. "To foster a profession that truly reflects a wide range of perspectives, studios must prioritize increasing inclusion at every level. The DGA is committed to creating pathways that expand employment opportunities for underrepresented members of directorial teams." DGA Diversity Efforts At the DGA, we believe storytelling should be as diverse as the world around us, and that a critical mass of different perspectives on screen is vital for the wellbeing and development of society. We're committed to realizing the vision of a diverse and inclusive industry and have worked toward this goal for decades. Although the DGA has no authority over Director hiring, we seek to wield our influence and utilize our collective bargaining power, relationships, and resources to try to change industry practices. Currently, we employ a four-pronged approach to advance the issue: (1) engage with industry decision-makers; (2) negotiate with employers; (3) develop networking, career enhancement and training opportunities; and (4) report back to the industry. For more information about the DGA's diversity efforts, visit www.dga.org/The-Guild/Diversity Women representation among directorial team employment categories was as follows: • First AD female representation was 31% • Second AD female representation was 51% • UPM female representation was 43% Racial and ethnic diversity in directorial team employment categories was as follows: • First AD racial and ethnic diversity was 23% • Second AD racial and ethnic diversity was 21% • UPM racial and ethnic diversity was 18% Representation from the LGBTQ+ community in directorial team employment was as follows: • First AD LGBTQ+ representation was 3% • Second AD LGBTQ+ representation was 5% • UPM LGBTQ+ representation was 6% Representation from the disabled community in the directorial team was as follows: • No members of the disabled community hired as a First AD • One member of the disabled community hired as a Second AD • No members of the disabled community hired as a UPM Directorial Team Job Category Data Breakdown for the 2023-2024 Season

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