Post-Production

For many, post-production feels like the end of the project - but for some, it’s just the beginning. It’s often a very challenging stage, with additional stressors of schedules, budgets, and resources, long hours, and frequent periods of isolation - particularly in the editing and grade processes.

Neuro-inclusion doesn’t just end when filming is wrapped - ensure that these practices are continued for your editing and delivery phases.

Schedule

Ensure that your schedule is realistic, and deadlines clearly communicated.

Changes and amends are to be expected at this stage - but ensure that they are briefed in properly and that ample time is assigned to deliver them.

Support

Extend any wellbeing support you have put in place for your production teams to your post production staff, too.

Access Riders/Passports should also be encouraged for post staff, too, and adjustments considered with equal weight to other areas of production.

Share additional support where necessary for the challenges unique to this phase, too, particularly around managing screen time, isolation, and long hours.

Communication

In addition to the communication adjustments and allowances you’ve continued to make throughout your production process, make sure your communications with post team are neuro-inclusive by also considering:

clearly detailing expectations around deadlines

Scheduling frequent catch-ups and check-ins

Including the post team at the earlier stages of production, including in broader project discussions or calls, so that they feel part of the team and properly integrated within the project

Setting up a shared calendar highlighting meetings, deadlines, and key delivery dates - and notifying people clearly of changes

Include the post team within all of your planned social events or group chats - don’t leave them out!

Spotlight On: Recognising and Managing Loneliness and Isolation

Post production teams often work long hours and in isolation - which can impact wellbeing, work-life balance and opportunity for social interaction. Get to know your team, and be alert for signs of loneliness, including significant changes in behaviour, performance or communication, any patterns of conflict, and increased time off work due to illness.

Neurodivergent people are significantly more susceptible to experiences of loneliness, as well as more vulnerable to the negative physical and psychological effects of it.

To help prevent or support crew impacted by feelings of isolation, try to:

Stick to company policies around working hours and breaks, ensuring clear start and finish times

Encourage prioritising downtime, social interaction, and personal events

Signpost support such as Mind’s tips on managing loneliness

Encourage daily movement, daylight, and screen time breaks

Regularly check in with crew - particularly remote workers, for whom the experience of isolation can be particularly exacerbated.

Looking for advice on how to make your production more neuro-inclusive?

Get in touch!