Production

Production environments and practices tend to follow a fairly standard formula - it’s “just the way things have always been done”.

But we just need to look back to the Covid Pandemic to demonstrate that these processes are not immovable and, actually, we are as an industry are capable of adjusting our way of working when we need to.

Be proactive in access provision, rather than reactive, by considering these measures:

Spotlight On: THE ASSEMBLY

Series Producer Holly Ritchie called The Assembly (2024), a brilliant programme which saw Michael Sheen grilled by a group of Autistic, neurodivergent and learning disabled people (produced and edited by a partially neurodivergent crew), one of the ‘easiest productions’ she’s ever worked on. How did they pull this off? By ensuring:

Access budget was signed off in advance with commissioners

Thorough research on each person on set and their individual access requirements

Bespoke call sheets for each individual - detailing only the information they needed and customised to their information processing needs (e.g. text or visual preferences)

A set ethos was established and followed from the beginning: Be Kind

Reducing the number of unnecessary people on set to not overwhelm talent and avoid disruptions

Seating chart for talent was set in advance, to ensure access requirements (e.g. a different kind of chair, a specific location to accommodate hearing and vision challenges and preferences, and space for wheelchairs that wasn’t an afterthought) could be met

Quiet spaces were available

Access Coordinators and individual support workers on set

Thought-through and detailed travel and accommodation plans for non-local talent

Flexibility and openness in filming: e.g. participants were allowed to adapt their interview questions on the day, if they preferred

A willingness to adapt: e.g. a rehearsal was making participants too nervous, so they decided to end it early to alleviate anxieties.

That the show was neurodivergent-led, both in-front and behind-camera.

Check out The Assembly if you haven’t already - chaos, laughter, and tears promised!

Preparation

Minimise surprises on the day and maximise comfort by ensuring you have enough time before shooting to:

Rehearse

Get neurodivergent actors and crew acquainted with equipment, costume, locations, and people on set

Properly brief cast and crew to set the tone and the ‘rules’ for shooting

Do location tours of set for all crew on their first day

Provide name labels for all

Communication

Make your email header reflect the content

Write in digestible bullet point format for long bits of info

Highlight any important timelines or details

Keep it brief

A lack of provision of alternative formats and access adjustments to internal communications content for employees such as documents or videos, or during meetings, was identified as an Area for Improvement by the ‘Access Into Action’ Industry Access Survey 2022.

Simple adjustments like:

Visual Materials

being direct and literal in your instructions

Providing multiple formats for documents and communications

Asking people for their preferred method of communication

… can help to reduce the stress experienced by neurodivergent people caused by misunderstandings and miscommunications.

For more guidance on creating more neuro-inclusive communications with your teams, check out our Communication section.

Working Hours and Breaks

The Film and TV Charity’s Looking Glass Survey (2024) has highlighted the impact long hours and lack of rest has had on crew’s mental health and wellbeing, something many of us have both witnessed and experienced.

Facilitate sufficient rest and recharge time for your crew to help them manage their health but also to ensure that they are at their best during working hours by:

Never underestimating the importance of regular breaks, and ensuring they are scheduled into a shooting day - and stuck to. Lots of neurodivergent people are literal thinkers and hyperfocus-ers, and will not take breaks unless they are explicitly directed to.

Encouraging your team to take proper time off, and modelling healthy behaviour by ensuring senior members are taking their own planned leave.
Having clear start and finish times and sticking to them where possible.

Not rewarding overworking or presenteeism.

Setting boundaries on communication times and methods (e.g. no direct messaging after a certain hour, unless an emergency).

Reasonable Adjustments

Make sure that all requested adjustments are properly considered, and implemented where reasonable.

Individual requirements can change throughout a production process - check in regularly with your talent to ensure that the access support provided is still fit for purpose, and adjust where necessary.

Respect confidentiality in these processes, only sharing personal information on a need-to-know basis, with an individual’s prior knowledge and expressed consent.

Despite people on set saying that they can’t discriminate because of disability or neurodivergence, the lack of accommodations is astounding. From people being frustrated or visibly annoyed that you have to write things down or ask for repeated instructions due to your neurodivergence to people not understanding how a mobility issue would demand some rest or support with moving heavy equipment quickly…

- Survey Response

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Accommodations needs to be put in place up front, not as an after thought. Call times and information need to be delivered earlier- I remember getting home from a night shoot at 4am and not having a call sheet yet so anxiously waiting for it so I knew when to set an alarm- lots of this is simple but for some reason our industry seems to think it doesn’t apply to them

- Interview Response

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Spotlight On: HIJINX

Hijinx is one of Europe’s leading inclusive theatre companies, creating outstanding performances with learning disabled and/or autistic artists on stage and on screen, for Wales and for the world.

Their brilliant services for industry include:

Creative Enablers: trained experts with understanding of the individual needs of their actors, accompanying them on productions to help them with scripts and documents, assist with travel, and act as a liaison between the actor and any crew for communication support, and make the actor feel more comfortable. It helps the actor maintain their autonomy and ensure their needs are met, and supports the production team in communicating with the actor.

Refocus: a communications training for the screen industries, design to help anyone working in the screen sector, in any department, make their working practice more inclusive of learning disabled and/or autistic people. The one-day course is certified by the CPD Certification Service.

Why is it important to our business to celebrate neurodiversity? Because it is at the centre of everything we do. Our incredibly talented, creative artists with learning disabilities and/or autism are what make our work unique, exciting, surprising, and hugely engaging. They bring positivity and professionalism to everything we do.

- Dan McGowan, Head of Film, HIJINX

"

Clear Chain of Command

Psychological safety means an environment where everyone feels safe to ask for what they need, and to report grievances when they occur, without fear of a negative consequence.

Set a clear chain of command for reporting bullying, harassment, and issues - some people may prefer to do so anonymously.

The Art Director had shouted down the phone that I wasn’t good enough, that I’d never be good enough, that they didn’t want someone ‘like me’ with my difficulties, and that I was letting everyone down. But she was my HoD - I didn’t know how, or if I should, report it.

- Survey Response

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Spotlight On: Call it! App

Call It! monitors and measures workplace culture, including concerns regarding health and safety, working conditions, unacceptable behaviours and safeguarding, and instances of bullying, harassment, and discrimination. The process is anonymous, which helps senior management get a more honest overview of well-being on productions, and for crew to report incidents they wouldn’t feel comfortable doing in person.

Check out the app here!

Scan/click here to watch our Case Study video on the impact of a negative experience.

Do Things Differently

Being open to ‘doing things differently’ opens up access to a far wider pool of talent, who may not be able to navigate the long hours and journeys required of traditional production roles.

During my first full time role in a kit hire room my anxiety was incredibly bad and I was struggling with the commute, long hours, and isolation. My job was very manual and performed at a computer, so I asked if there was any opportunity of hybrid working to be made, and they turned it down without even exploring the options. I had a phone call with their office and they told me to go home and ‘have a real thing about whether this industry is the right place for someone with your needs’. I ended up quitting.

- Survey Response

"

Be creative and open-minded in your working practices, considering job sharing and flexible working - where reasonable.

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

Get in touch!

Production

Spotlight On: THE ASSEMBLY

Preparation

Communication

Quiet Spaces

Working Hours and Breaks

Reasonable Adjustments

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Spotlight On: HIJINX

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Clear Chain of Command

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Spotlight On: Call it! App

Do Things Differently

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Exit Interviews