Setting Benchmarks. Pursuant to this process, the Company and Artist and/or Producer (as needed) should set benchmarks or inclusive hiring targets for hiring qualified individuals from under-represented backgrounds for off-screen roles. In so doing, the Parties should seek guidance from EXPERT9 and/or COUNSEL and may consider the geographic location of filming, local, state, or national demographics, whether the Picture is relying on crew hired locally or crew being brought in from outside locations, including the composition of the pool of qualified candidates, recent similar productions, and any other relevant factors.
Setting Benchmarks. The Company and Artist and/or Producer (as needed) should set benchmarks or inclusive hiring targets for qualified individuals from under-represented backgrounds. In so doing, the Parties should seek guidance from EXPERT4 and/or COUNSEL5 and may consider the geographic 2 “Under-represented” is intended to be an expansive term, whose definition can be adjusted to address specific situations, or to include other under-represented groups protected by law. 3 The Parties should determine at the outset of the process who must be involved, i.e., who are the relevant decisionmakers, to ensure successful implementation of the Inclusion Rider. That might include the Director, Casting Director, Artist, and/or Producer, or others. 4 In addition to relying on the same Expert who can collect and analyze data, see Paragraphs 4-6, the Parties could also rely upon human resources and DE&I professionals. See Inclusion Rider Studio and Production Company Policy Implementation Guide. location of filming including local, state, or national demographics, the time period in which the Picture is set, whether the film is based on or adapted from historical or current true events, the composition of the pool of qualified candidates, recent similar productions, and any other relevant factors.6
