IWD 2024: How media tech companies are inspiring inclusion

Ahead of International Womens Day, TVBEurope is publishing a series of special articles around this years theme of Inspiring Inclusion. We start with a look at how companies are working to achieve inclusion in an industry that is traditionally dominated by men

By Jenny Priestley

Published: March 5, 2024 Updated: March 6, 2024

Ahead of International Women's Day, TVBEurope is publishing a series of special articles around this year's theme of Inspiring Inclusion. We start with a look at how companies are working to achieve inclusion in an industry that is traditionally dominated by men

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Ahead of International Women's Day on Friday, TVBEurope is publishing a series of special articles around this year's theme of Inspiring Inclusion.

Later in the week, we'll focus on how the media technology industry can take action to inspire more women to see it as a viable career opportunity, and we'll also be celebrating inspiring women within the industry.

But we start with a look at how companies are working to achieve inclusion in an industry that is traditionally dominated by men.

Pernilla Wraneus, VP people and culture, Accedo Our DEIB strategy is built on three pillars, Create Baseline , Raise Awareness & Promote inclusion and Mitigate biases . Our view is that inclusion happens when you are an active part of the company, have clarity of your role and connect with the bigger enterprise in combination with being respected for who you are with your individual skills and experiences and your unique identity. We work closely with our managers to have a close connection with each employee so that they feel seen, understood for who they are and a valued part of the company. Given that we are a global company with offices in 15 countries, we also work with broader awareness activities on different diversity aspects for a better cross-cultural understanding.

Clarissa Yerkes, head of Americas and EMEA talent acquisition and global DE&I lead, Amagi At Amagi, we prioritise fostering an inclusive workplace culture. To achieve this, we've implemented various initiatives such as bias awareness training, inclusive recruiting and hiring best practices, mentorship and sponsorship programs, flexible work policies, and ensuring equal opportunities for career growth regardless of differences in race, ethnicity, gender, sexual orientation, age, religion, socio-economic status, ability, and more. To truly understand diversity, we acknowledge and embrace these differences.

DEI efforts require a sustained and collective commitment from everyone in the organisation. Integrating these practices into the core of Amagi's operations and culture supports an inclusive and equitable workplace.

Catherine Gonzalez Pack, senior vice president operations, LTN LTN always looks for talent to help make our vision of revolutionising how the world engages with media a reality. We measure success by impact in media innovation, emerging technology, and among communities, beginning with our own - we put a high value on inclusion and diversity.

LTN is proud to have many women in leadership roles who drive the company's vision in this ever-changing landscape. The company has cemented itself as a leader in the field, and the inclusive environment we promote is a big driver of that.

Isabelle Montpetit, vice president, human resources, Matrox Video Inclusion is a key initiative at Matrox Video and a critical factor for attracting young professionals. We recently had our employees complete an Equity, Diversity & Inclusion (EDI) survey to initiate a process of better understanding their realities and experiences within our work environment. The survey will also serve as a guide for our future EDI initiatives, so we can work towards fostering a more supportive environment for everyone, regardless of background. We recognise the challenges in achieving gender equity, especially in engineering roles where women are historically underrepresented. By creating more opportunities for exchange and collaboration across different departments, we're striving to ensure that no one feels isolated because of their gender or any other reason.

Theresa Wise, chief executive, Royal Television Society

The RTS has a highly regarded bursary scheme for young people looking to work in television, which supports students from lower-income backgrounds. Through this, we are increasing social mobility and widening participation in the industry, providing both crucial support to the recipients and demonstrating that the industry can offer a wealth of interesting and inspiring career opportunities for people from all backgrounds, both on and off-screen.

We have supported 350 people since the scheme's launch a decade ago, and over 80 per cent of the graduates have jobs in television. The Television Production and Journalism Bursary focuses on media production and journalism, and the Digital Innovation Bursary targets those in more technical subjects, with the latter scheme achieving a 41 per cent proportion of female recipients.

We also curate events throughout the year, with speakers and themes that highlight the critical issues surrounding inclusion in our industry. A great example of this was last year's The Legacy of Black Square event, which included Joanna Abeyie, head of creative diversity at the BBC and Marcus Ryder, now CEO of the Film & TV Charity amongst other speakers, and discussed the progress broadcasters have been making on their D&I commitments. Alongside this, we have held powerful sessions on inclusion - including on the representation of disabled people in the industry - at the RTS Cambridge Conventions in 2023 and 2021.

Karen Walker, vice president Camera Motion Systems, Ross Video To me, inclusion is about removi

LINK:	https://www.tvbeurope.com/business/people/iwd-2024-how-media-tech-comp...
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