New York: April 9 Association of actors' actions published his fifth Hiring of bias and wage gap in the theater reportDocumenting the job possibilities and the average wages of actors and stage managers working on action contracts across the country in 2022 and 2023. As for previous years, the report revealed that industry is progressing progressive towards diversity and equity in union jobs for stage managers and actors. It is available in standard And higher accessibility Editions.
Equity, the National Union representing more than 51,000 professional players and stage managers working in live theater, have been following this data since 2013. This year's report is its fifth iteration, and the first to cover two years of data, as the union intends to do so, to move forward, to give more time to trends to emerge.
“The change does not occur in an organic way,” said fairness president Brooke Shields in a press release. “The reason why equity began to share this data was to raise awareness among existing disparities about people who make decisions about what shows the staging, who hire for them and how much to pay these workers.”
Notable results include a drastic increase in work weeks compared to the previous 2021 atypical season as theaters that reopened post-comfortable closure and continued to approach pre-pale levels. They also found higher self-identification reports for LGBTQ + members and disabled members.
For members of equity which are black, natives and / or people of color (bipoc):
- 30.26% of all new contracts in 2022 and 2023 went to members of Bipoc Equity (an increase of 8.96% compared to 2016-2019).
- In addition, with data drawn over the years, equity has increased by more than 10% in the number of new contracts offered to bipan players and stage managers in 2019-23.
- Equity has also experienced a substantial increase in remuneration at all levels for all racial and ethnic demographic data in all job categories between 2016 and 2011 and 2023. In several categories, bipoc players and stage managers seem to exceed their white counterparts, although it is not clear what job situations have created this difference.
- Entry -level jobs, such as SPT (Small Professional Theater) and low -level LORT contracts (League of Residen Theatres), reported fewer contracts for bipoc members, in addition to bipan members receiving fewer new contracts compared to their white American white colleagues.
- The percentage of members of the Bipoc chorus increased from 37% in 2022 to 40.1% in 2023.
For women, non -binary and transgender members:
- Actions found that non-binary women and artists had fewer contracts on average in 2022 and 2023 compared to 2016-19.
- They also noted a movement closer to parity in men and women concerning the percentage of new contracts (44.4% and 43.2% in 2023, respectively), but have always found a sub-representation of non-binary members and vary under contract in 2022 and 2023. For these groups, there was a decrease of 0.4% from 2016 to 2019 (2.0%) (1.6%).
- Likewise, they report that the closing of the disparity of wages clapping between men and women, although women are always less than men, whatever the year. The disparity of wages for non -binary and sexospecific people is apparent, noting that they have returned about $ 98.68 to $ 295.54 (depending on the job category) less each week than the average contracts aggregated in 2023.
- The number of new contracts offered to transgender workers remained the same in 2022-2023 (0.8%, an increase of 0.1% during the period 2016-2019). This is “statistically questionable due to the lack of self-assessment of the members”, according to the director of equity and the inclusion of Equity, Danee Conley.
For members of LGBQ +equity:
- About 14.4% of new contracts went to members who identified as lesbian, gay, bisexual and / or queer – “not an exhaustive and update list,” said the report – in 2023, compared to 12.6% in 2022.
- There was an increase of 8.5% of new contracts for lesbian, gay, bisexual and / or queer members between the 2016-2019 and 2023 report.
- Actions reported an increase in their category “prefer to self-register” and a decrease in lack of reports via the “unresponsive” category from 2016-2019 to 2022, then to 2023, by 18.7 percent, which led to a slightly clearer image of the delegation of new contracts for lesbians, gays, bisexuals and / or quer compared to their colos which identify.
For members of disabled equity:
- The shares declared a 0.8% increase in the number of members who identify from 2016 to 1919 to 2022 (a higher report rate could have had an impact on this number.)
- They found a 0.3% increase in the number of new contracts that went to the disabled members in 2022-2010.
For members over 45 and veterans:
- The actors and stage managers over 45 saw 1.18% additional contracts in 2022 and 2023, compared to 2016-2019.
- The remuneration between age groups in 2023 is relatively similar when looking for each employment category, but tends to decrease as members age, equity noting that they want to keep their eyes on large salary gaps between 45 and 64 and 64 and over that have occurred during the two years.
- 0.5% of 18,085 new contracts in 2023 went to members who identified as veterans (an increase of 0.1% compared to 2022, the same percentage of variation compared to 2016-2019).
- The self-identification of veterans has improved by 20.8% since 2016-2019, although there has been an increase in members who “prefer not to say”.
To achieve its results, the report analyzes the distribution of new contracts and average weekly wages between race / ethnicity, sex, age, sexual orientation, disability and veteran status. He also examines the intersection of these identities to see how age / breed, age / sex and race / sex change these distributions. Although equity cannot legally say to employers who hire, leadership in actions hopes that this report will help move the needle and highlight the current progress and challenges of industry.
“It is now more important than ever that we take care to ensure that our own workplaces may live up to the real ideals of diversity, equity and inclusion,” said executive director of AL Vincent Jr. actions in a press release. “I hope this report can help us all in the theater industry by doing exactly that.”
The report was written by Danee Conley, director of diversity and inclusion of Equity. The data was compiled by Russell Lehrer. The introductions of the report are the president of the Brooke Shields actions and the executive director of the Actions Al Vincent, Jr. Elizabeth Mason and David Levy made additional contributions. His design and arrangement were by Noah Diamond.
