1 00:00:00,070 --> 00:00:03,020 - When you have people from different backgrounds, 2 00:00:03,020 --> 00:00:05,470 they bring different perspectives. 3 00:00:05,470 --> 00:00:09,430 I mean, look at the things that we now see on TV, 4 00:00:09,430 --> 00:00:13,140 things that we never used to see 5 00:00:13,140 --> 00:00:18,012 and that is because we have different storytellers. 6 00:00:18,012 --> 00:00:20,560 (soft music) 7 00:00:20,560 --> 00:00:22,400 - [Chris] Creating real systemic change 8 00:00:22,400 --> 00:00:23,610 is a continuous journey 9 00:00:23,610 --> 00:00:26,650 that requires us to always keep taking steps forward, 10 00:00:26,650 --> 00:00:28,853 no matter how big or how small. 11 00:00:30,640 --> 00:00:33,453 This is The Work in Progress. 12 00:00:35,130 --> 00:00:37,310 2020 was a year that gave a re-energized 13 00:00:37,310 --> 00:00:39,660 and much louder voice to the longstanding issues 14 00:00:39,660 --> 00:00:42,170 surrounding systemic racism and inequality. 15 00:00:42,170 --> 00:00:43,920 For the country and the world at large, 16 00:00:43,920 --> 00:00:45,470 it was clear that business as usual 17 00:00:45,470 --> 00:00:46,960 was no longer acceptable. 18 00:00:46,960 --> 00:00:47,900 In the literal sense, 19 00:00:47,900 --> 00:00:50,030 the American workplace was no exception. 20 00:00:50,030 --> 00:00:51,680 Many studies have shown that White males 21 00:00:51,680 --> 00:00:54,340 make up 66% of America's C-suite 22 00:00:54,340 --> 00:00:57,820 and there are only four Black CEOs of Fortune 500 companies. 23 00:00:57,820 --> 00:00:59,340 And while I did meet some white males, 24 00:00:59,340 --> 00:01:02,300 innovation thrives and businesses grow exponentially 25 00:01:02,300 --> 00:01:04,210 when there is much more representation 26 00:01:04,210 --> 00:01:06,700 from Black and Brown voices, persons with disabilities, 27 00:01:06,700 --> 00:01:10,070 different gender identities and global cultural backgrounds. 28 00:01:10,070 --> 00:01:12,750 And arguably, no industry has as big an opportunity 29 00:01:12,750 --> 00:01:15,563 to change this landscape as the media industry. 30 00:01:17,490 --> 00:01:20,170 The pandemic has us viewing more content than ever 31 00:01:20,170 --> 00:01:22,340 in the middle of one of the biggest global focuses 32 00:01:22,340 --> 00:01:24,450 on diversity in recent history. 33 00:01:24,450 --> 00:01:27,310 And one of the biggest content providers is Netflix, 34 00:01:27,310 --> 00:01:29,240 a global epicenter of culture. 35 00:01:29,240 --> 00:01:31,630 What Facebook or Twitter is for social media, 36 00:01:31,630 --> 00:01:33,080 Netflix is for entertainment. 37 00:01:34,360 --> 00:01:36,450 Both a technology and entertainment brand, 38 00:01:36,450 --> 00:01:39,010 Netflix is a media giant within a fragmented industry 39 00:01:39,010 --> 00:01:41,460 with a vast library of stories to tell. 40 00:01:41,460 --> 00:01:42,530 And like a lot of companies, 41 00:01:42,530 --> 00:01:45,363 it's not without its very sometimes public missteps. 42 00:01:46,460 --> 00:01:48,790 The brand needs its internal culture to be inclusive 43 00:01:48,790 --> 00:01:50,880 in order for its content to be diverse, 44 00:01:50,880 --> 00:01:53,890 which is key to their global business model. 45 00:01:53,890 --> 00:01:55,860 And although the company has made some great strides 46 00:01:55,860 --> 00:01:57,730 in representation onscreen, 47 00:01:57,730 --> 00:02:00,120 there was still a lot of work to be done internally 48 00:02:00,120 --> 00:02:02,540 as Vernā Myers, VP of Inclusion Strategy, 49 00:02:02,540 --> 00:02:05,280 found out when she joined the company in 2018. 50 00:02:05,280 --> 00:02:06,200 It's public information, 51 00:02:06,200 --> 00:02:09,280 but when I look at Netflix and their history, 52 00:02:09,280 --> 00:02:10,760 I mean there was an inflection point 53 00:02:10,760 --> 00:02:12,090 around the time that you came in, 54 00:02:12,090 --> 00:02:14,000 there was some damaging reports around like, 55 00:02:14,000 --> 00:02:15,700 somebody used the wrong language. 56 00:02:15,700 --> 00:02:17,610 You know, I'm curious as like, 57 00:02:17,610 --> 00:02:21,170 were they doing the work before that critical moment hit 58 00:02:21,170 --> 00:02:24,360 and then what has been implemented since then? 59 00:02:24,360 --> 00:02:29,360 - Yeah, so I was actually consulting at Netflix 60 00:02:29,440 --> 00:02:31,260 prior to that time. 61 00:02:31,260 --> 00:02:36,130 And the company had also, maybe a year before that, 62 00:02:36,130 --> 00:02:40,100 added inclusion to its values. 63 00:02:40,100 --> 00:02:42,860 And I think what the company realized 64 00:02:42,860 --> 00:02:45,070 is to really achieve this value, 65 00:02:45,070 --> 00:02:47,350 they were going to have to invest 66 00:02:47,350 --> 00:02:50,180 and that they were going to have to bring in professionals 67 00:02:50,180 --> 00:02:53,120 and that while it is true that everybody, 68 00:02:53,120 --> 00:02:55,200 and we believe this in the work that we do, 69 00:02:55,200 --> 00:02:58,570 everybody's responsible for creating this environment. 70 00:02:58,570 --> 00:03:01,890 You still need a professional set of people 71 00:03:01,890 --> 00:03:06,100 who can really guide that cultural change process basically. 72 00:03:06,100 --> 00:03:08,830 And so what we have been doing 73 00:03:08,830 --> 00:03:12,763 is creating this comprehensive, in depth, 74 00:03:14,370 --> 00:03:16,050 cultural change process. 75 00:03:16,050 --> 00:03:18,047 And so a lot of times people will say, 76 00:03:18,047 --> 00:03:19,480 "Well, what have you accomplished?" 77 00:03:19,480 --> 00:03:21,160 And we got some things that we've accomplished 78 00:03:21,160 --> 00:03:22,710 but I want people to recognize 79 00:03:22,710 --> 00:03:26,720 that this is a long-term cultural change process. 80 00:03:26,720 --> 00:03:29,480 Companies have not gotten into the situation that they are 81 00:03:29,480 --> 00:03:31,380 where there is this dominant group 82 00:03:31,380 --> 00:03:33,870 and the other folks who are deeply underrepresented. 83 00:03:33,870 --> 00:03:35,490 That didn't happen overnight. 84 00:03:35,490 --> 00:03:36,520 So to shift it and to change it 85 00:03:36,520 --> 00:03:39,200 is also not going to happen overnight 86 00:03:39,200 --> 00:03:44,200 because each group may have a specific set of barriers 87 00:03:45,360 --> 00:03:47,190 or issues around inclusion 88 00:03:47,190 --> 00:03:49,410 that they need to pay specific attention to. 89 00:03:49,410 --> 00:03:52,300 Tech is different from the studio, 90 00:03:52,300 --> 00:03:54,280 which is different from marketing, 91 00:03:54,280 --> 00:03:57,480 which is different from finance and legal. 92 00:03:57,480 --> 00:03:59,470 So what we have tried to do 93 00:03:59,470 --> 00:04:02,760 is to bring a certain kind of expertise 94 00:04:02,760 --> 00:04:05,530 that our colleagues can call on 95 00:04:05,530 --> 00:04:09,840 and can learn how to own this work for themselves. 96 00:04:09,840 --> 00:04:12,210 I often say that it can't be 97 00:04:12,210 --> 00:04:15,910 like a bunch of cocktail parties, a bunch of events. 98 00:04:15,910 --> 00:04:20,040 You know, I sometimes call it drive-by diversity. 99 00:04:20,040 --> 00:04:22,380 It has to be comprehensive, 100 00:04:22,380 --> 00:04:25,510 it has to be thoughtful and it has to be strategic. 101 00:04:25,510 --> 00:04:27,050 - And it seems like one of the first things you did 102 00:04:27,050 --> 00:04:29,930 was this sort of company-wide survey interview thing. 103 00:04:29,930 --> 00:04:31,720 Can you walk us a little bit through that process 104 00:04:31,720 --> 00:04:33,010 and what you learned? 105 00:04:33,010 --> 00:04:35,837 - I will be in front of the executives and I'll be like, 106 00:04:35,837 --> 00:04:38,550 "Everybody, we're going to do a conversation on privilege." 107 00:04:38,550 --> 00:04:41,687 Right, and as you might know, some people are like, 108 00:04:41,687 --> 00:04:42,980 "Oh, privilege." 109 00:04:42,980 --> 00:04:44,280 - A lot of folks a bit worried 110 00:04:44,280 --> 00:04:45,867 about them. - I'll take some. 111 00:04:46,873 --> 00:04:48,300 - Like being a bad word, 112 00:04:48,300 --> 00:04:51,320 but we really see it as a superpower. 113 00:04:51,320 --> 00:04:54,860 That when you can identify your privileges, 114 00:04:54,860 --> 00:04:56,500 that's the thing you can leverage 115 00:04:56,500 --> 00:04:59,390 to create more equity and inclusion from others. 116 00:04:59,390 --> 00:05:01,650 We talk about allyship being so important 117 00:05:01,650 --> 00:05:04,830 because it's a thing that every one of us can do. 118 00:05:04,830 --> 00:05:07,330 Like a Black person who's straight 119 00:05:07,330 --> 00:05:12,330 could be a very good ally to an LGBT person, right? 120 00:05:12,640 --> 00:05:16,670 So you may be experiencing oppression on the Black side 121 00:05:16,670 --> 00:05:19,160 but as a straight person, you have privilege 122 00:05:19,160 --> 00:05:20,750 and so how are you going to use it? 123 00:05:20,750 --> 00:05:23,450 So all of us, because we have multiple identities 124 00:05:23,450 --> 00:05:26,010 in this social hierarchy 125 00:05:26,010 --> 00:05:28,140 and are treated differently based on it, 126 00:05:28,140 --> 00:05:29,750 we can find those places. 127 00:05:29,750 --> 00:05:32,100 And for a long time in corporate America, 128 00:05:32,100 --> 00:05:34,780 we could not name racism. 129 00:05:34,780 --> 00:05:37,360 We could not say anti-Black, 130 00:05:37,360 --> 00:05:41,760 we could not say systemic inequality, right? 131 00:05:41,760 --> 00:05:45,340 Because everyone felt this can't be true. 132 00:05:45,340 --> 00:05:49,230 I'm like, how else are you going to explain the disparities? 133 00:05:49,230 --> 00:05:52,120 Like either there's a problem with the system 134 00:05:52,990 --> 00:05:55,800 or you're saying this whole group of people 135 00:05:55,800 --> 00:05:57,130 aren't as capable, 136 00:05:57,130 --> 00:06:00,380 like which is its own racism or it's its own bias. 137 00:06:00,380 --> 00:06:03,840 So we need everyone with a certain kind of understanding 138 00:06:03,840 --> 00:06:06,690 and vocabulary and concepts to use those 139 00:06:06,690 --> 00:06:10,200 to look at what they're doing every day, 140 00:06:10,200 --> 00:06:12,530 who they're hiring, how they're promoting, 141 00:06:12,530 --> 00:06:15,010 how they treat people, even in a meeting. 142 00:06:15,010 --> 00:06:18,340 So who gets heard, who doesn't get heard? 143 00:06:18,340 --> 00:06:22,080 How do we listen to different languages and ideas? 144 00:06:22,080 --> 00:06:23,840 How do we bring perspectives? 145 00:06:23,840 --> 00:06:25,950 All of that is the work of inclusion, 146 00:06:25,950 --> 00:06:28,760 and we need everybody looking through that lens 147 00:06:28,760 --> 00:06:32,780 as the work they do in order to move us forward. 148 00:06:32,780 --> 00:06:34,633 - Innovation in and of itself 149 00:06:34,633 --> 00:06:37,920 is like entering the unfamiliar at its best. 150 00:06:37,920 --> 00:06:39,100 I think that echoes what you do. 151 00:06:39,100 --> 00:06:41,520 I mean, there's this whole like wiggle room of forgiveness 152 00:06:41,520 --> 00:06:42,550 or lack thereof. 153 00:06:42,550 --> 00:06:44,640 And especially in light of cancel culture, 154 00:06:44,640 --> 00:06:46,440 is like you said one thing, you're gone. 155 00:06:46,440 --> 00:06:49,010 And it's like, "But I apologized and I didn't know." 156 00:06:49,010 --> 00:06:51,080 Like there's so many dynamics 157 00:06:51,080 --> 00:06:52,590 of the psychology that goes into it. 158 00:06:52,590 --> 00:06:54,190 Like how does Netflix approach that 159 00:06:54,190 --> 00:06:56,598 from a storytelling standpoint as well as internally? 160 00:06:56,598 --> 00:06:59,300 - Our strategic bet as the Inclusion team 161 00:06:59,300 --> 00:07:02,560 is that we work on the inside first 162 00:07:02,560 --> 00:07:04,800 and as we get better on the inside, 163 00:07:04,800 --> 00:07:09,390 it has a positive impact on everything we do outside. 164 00:07:09,390 --> 00:07:13,410 Everything from the service and the way our technology looks 165 00:07:13,410 --> 00:07:16,740 and serves our customers and customers to be 166 00:07:16,740 --> 00:07:20,110 to what kind of content we have, 167 00:07:20,110 --> 00:07:23,130 who's in front of the camera, who's behind the camera. 168 00:07:23,130 --> 00:07:26,510 We've done a lot of great work, lot of good progress, 169 00:07:26,510 --> 00:07:28,964 lots more work to do. 170 00:07:28,964 --> 00:07:31,280 - One of my fears, I guess, 171 00:07:31,280 --> 00:07:33,140 is like, someone might watch this 172 00:07:33,140 --> 00:07:35,610 and go like, "Yeah, but that's Netflix. 173 00:07:35,610 --> 00:07:37,990 They have money, they have resources, they have XYZ. 174 00:07:37,990 --> 00:07:39,410 And if I'm mom and pop startup 175 00:07:39,410 --> 00:07:42,730 or you I'm 60 employees deep in my organization 176 00:07:42,730 --> 00:07:46,270 or maybe I'm 100,000 and there's no way I can even 177 00:07:46,270 --> 00:07:47,223 begin to think about how to... 178 00:07:47,223 --> 00:07:50,560 Like what are some of the first steps to take, 179 00:07:50,560 --> 00:07:51,580 large or small? 180 00:07:51,580 --> 00:07:54,643 - No matter where you are, you can start, right? 181 00:07:54,643 --> 00:07:56,420 And what that start 182 00:07:56,420 --> 00:07:59,730 looks like it's really asking the question, 183 00:07:59,730 --> 00:08:02,650 where are we missing it? 184 00:08:02,650 --> 00:08:04,070 Who's missing? 185 00:08:04,070 --> 00:08:05,760 I always say you need two things 186 00:08:05,760 --> 00:08:08,240 if you're going to try to make difference in inclusion. 187 00:08:08,240 --> 00:08:11,960 You need attention and you need intention. 188 00:08:11,960 --> 00:08:15,180 It's never going to change if you're not paying attention 189 00:08:15,180 --> 00:08:18,690 and if you don't have an intentional longterm commitment 190 00:08:18,690 --> 00:08:20,100 to see change. 191 00:08:20,100 --> 00:08:24,430 So my belief is that no matter what size you are, 192 00:08:24,430 --> 00:08:29,293 too small to large, maybe COVID has decimated on your staff. 193 00:08:30,200 --> 00:08:35,200 In some ways, there is some silver lining, 194 00:08:35,370 --> 00:08:36,850 sometimes as we've slowed down. 195 00:08:36,850 --> 00:08:40,730 So now we have conversations that we didn't have before. 196 00:08:40,730 --> 00:08:43,330 Sometimes we had a dominant group, 197 00:08:43,330 --> 00:08:46,130 but now because we had to let people go, 198 00:08:46,130 --> 00:08:48,170 when we start hiring again, 199 00:08:48,170 --> 00:08:50,210 we got to keep our eye on the ball 200 00:08:50,210 --> 00:08:54,030 and make sure that the hiring pool is diverse. 201 00:08:54,030 --> 00:08:55,180 Sometimes it's, 202 00:08:55,180 --> 00:08:58,980 we're going to work in this particular department first, 203 00:08:58,980 --> 00:09:01,570 see what kind of changes we can make. 204 00:09:01,570 --> 00:09:04,900 And like maybe it's the the sexy part of the company 205 00:09:04,900 --> 00:09:07,530 or it's the part where there's influence. 206 00:09:07,530 --> 00:09:12,530 You just have to be strategic and find like an entry point 207 00:09:12,860 --> 00:09:16,080 and then commit to pushing that through. 208 00:09:16,080 --> 00:09:19,300 - In January, 2021, Netflix released its first ever 209 00:09:19,300 --> 00:09:20,870 company-wide inclusion report 210 00:09:20,870 --> 00:09:22,800 with an accompanying short film 211 00:09:22,800 --> 00:09:25,120 to offer a snapshot of where the company currently is 212 00:09:25,120 --> 00:09:28,070 in terms of diversity and it's plans for the future. 213 00:09:28,070 --> 00:09:30,150 Just under half of all employees are female. 214 00:09:30,150 --> 00:09:32,950 And over 46% of Netflix US workforce 215 00:09:32,950 --> 00:09:34,810 is made up of people from one or more 216 00:09:34,810 --> 00:09:36,150 underrepresented groups. 217 00:09:36,150 --> 00:09:37,760 But both Black and Latinx employees 218 00:09:37,760 --> 00:09:40,700 only make up about 8% of that total each, 219 00:09:40,700 --> 00:09:43,053 far less than the nation's population average. 220 00:09:43,890 --> 00:09:45,100 I feel like a lot of organizations 221 00:09:45,100 --> 00:09:46,470 do things behind closed doors, 222 00:09:46,470 --> 00:09:48,920 but you being here today, for instance, 223 00:09:48,920 --> 00:09:50,280 is like, look, let's talk about it. 224 00:09:50,280 --> 00:09:51,930 Let's put it out there. 225 00:09:51,930 --> 00:09:54,900 The good, the bad, the ugly and the work in progress. 226 00:09:54,900 --> 00:09:56,060 - I was a consultant. 227 00:09:56,060 --> 00:10:00,890 And so I used to watch companies put out stuff 228 00:10:00,890 --> 00:10:01,980 and I would just be like, 229 00:10:01,980 --> 00:10:04,830 but I'm inside and I know what's going on. 230 00:10:04,830 --> 00:10:08,780 Like it's a lot of window dressing. 231 00:10:08,780 --> 00:10:13,270 It's a lot of pretense and so forth. 232 00:10:13,270 --> 00:10:15,097 And so initially when I came in, I was like, 233 00:10:15,097 --> 00:10:18,080 "Everybody let's just work," right? 234 00:10:18,080 --> 00:10:20,820 But year two, this is the end of year two, 235 00:10:20,820 --> 00:10:23,270 and I feel like we have things 236 00:10:23,270 --> 00:10:25,510 that we can say that have worked 237 00:10:25,510 --> 00:10:28,510 and that we love and that we're excited about. 238 00:10:28,510 --> 00:10:33,510 And maybe that excitement will excite others 239 00:10:34,850 --> 00:10:36,230 and other companies. 240 00:10:36,230 --> 00:10:39,680 And because we're part of this whole ecosystem, right? 241 00:10:39,680 --> 00:10:43,780 We're part of like, we can't just exist by ourselves. 242 00:10:43,780 --> 00:10:46,490 We've got to influence the industries that we're in. 243 00:10:46,490 --> 00:10:49,720 I mean, that's where the exclusions still exist, right? 244 00:10:49,720 --> 00:10:52,277 So ultimately we've got to say, 245 00:10:52,277 --> 00:10:53,730 "Hey, this is what we're trying. 246 00:10:53,730 --> 00:10:55,650 Here's where we are trying to go." 247 00:10:55,650 --> 00:10:57,940 - There are other organizations and individuals 248 00:10:57,940 --> 00:11:00,910 outside of those walls that are doing the good work as well. 249 00:11:00,910 --> 00:11:03,090 How do you go about identifying, vetting, 250 00:11:03,090 --> 00:11:06,520 and then even activating potential collaborators 251 00:11:06,520 --> 00:11:08,460 and maybe an example or two? 252 00:11:08,460 --> 00:11:12,360 - Well, what's really awesome is we've got all this content 253 00:11:12,360 --> 00:11:15,390 and we are trying to go places where people have not gone. 254 00:11:15,390 --> 00:11:17,280 We're trying to tell the most authentic stories. 255 00:11:17,280 --> 00:11:21,630 We have this incredible bootcamp that we're doing now. 256 00:11:21,630 --> 00:11:24,300 And we're working with Norfolk University 257 00:11:24,300 --> 00:11:26,350 which is a historically Black college. 258 00:11:26,350 --> 00:11:30,617 And you see a lot of companies starting to say, 259 00:11:30,617 --> 00:11:33,230 "Okay, where are we looking for talent 260 00:11:33,230 --> 00:11:35,350 and where have we missed talent? 261 00:11:35,350 --> 00:11:38,640 But not only that, how do we grow talent?" 262 00:11:38,640 --> 00:11:41,130 So we have a number of programs 263 00:11:41,130 --> 00:11:43,790 to one, identify folks we've missed, 264 00:11:43,790 --> 00:11:47,940 and two, help to strengthen what they're capable of doing 265 00:11:47,940 --> 00:11:50,010 so that they have opportunities. 266 00:11:50,010 --> 00:11:52,270 We're changing access to the extent that we can. 267 00:11:52,270 --> 00:11:53,960 'Cause you know bias 268 00:11:53,960 --> 00:11:56,350 is the thing that prevents people to have access 269 00:11:56,350 --> 00:12:00,170 which allows people to rationalize the exclusion, right? 270 00:12:00,170 --> 00:12:02,520 So we're trying to take away that. 271 00:12:02,520 --> 00:12:03,820 And then the other thing we're doing 272 00:12:03,820 --> 00:12:08,320 is we are trying to create the pool because quite frankly, 273 00:12:08,320 --> 00:12:10,750 with all the ways that bias has operated 274 00:12:10,750 --> 00:12:13,783 and the systemic ways that inequality has gone forward, 275 00:12:14,670 --> 00:12:16,220 there are people who are brilliant 276 00:12:16,220 --> 00:12:19,830 who can't even see themselves as being someone who's in tech 277 00:12:19,830 --> 00:12:21,810 or someone who's on that screen 278 00:12:21,810 --> 00:12:24,140 or someone who's even behind that camera. 279 00:12:24,140 --> 00:12:26,410 We've got to change those narratives 280 00:12:26,410 --> 00:12:28,320 and we've got to give people the tools they need 281 00:12:28,320 --> 00:12:29,650 in order to come. 282 00:12:29,650 --> 00:12:32,800 And really it's all about future-proofing our company. 283 00:12:32,800 --> 00:12:36,230 I mean, some of it is about fairness and equality, 284 00:12:36,230 --> 00:12:38,660 but a lot of it, for any business, 285 00:12:38,660 --> 00:12:41,360 is about how are you future-proofing yourself? 286 00:12:41,360 --> 00:12:44,230 Like, are you going to be relevant and competent? 287 00:12:44,230 --> 00:12:46,400 And are you going to have the best people 288 00:12:46,400 --> 00:12:48,040 as you move into the future? 289 00:12:48,040 --> 00:12:50,110 - [Chris] Part of the Netflix approach as a media company 290 00:12:50,110 --> 00:12:51,160 certainly seems to be 291 00:12:51,160 --> 00:12:53,730 that if they work on fixing issues internally, 292 00:12:53,730 --> 00:12:56,320 then that will reflect externally and it's content. 293 00:12:56,320 --> 00:12:59,210 And in order for authentic representation onscreen, 294 00:12:59,210 --> 00:13:01,980 they need to work with both execs offscreen 295 00:13:01,980 --> 00:13:05,520 and to create new opportunities for underrepresented groups. 296 00:13:05,520 --> 00:13:07,550 Darnell Moore, author and the director 297 00:13:07,550 --> 00:13:09,570 of the Inclusion Strategy at Netflix 298 00:13:09,570 --> 00:13:11,950 was brought on by Vernā to do just that. 299 00:13:11,950 --> 00:13:15,560 - I am part of Vernā's team supporting our content 300 00:13:15,560 --> 00:13:18,710 org, physical production, marketing, com, 301 00:13:18,710 --> 00:13:21,800 publicity and awards, also including animation, 302 00:13:21,800 --> 00:13:24,010 really supporting all of our colleagues, 303 00:13:24,010 --> 00:13:27,710 ensuring that they have all of the tools that they need 304 00:13:27,710 --> 00:13:29,310 to effectively do their jobs. 305 00:13:29,310 --> 00:13:32,760 And to effectively do a job is to do a job 306 00:13:32,760 --> 00:13:34,990 with inclusion in mind. 307 00:13:34,990 --> 00:13:36,890 It's not inclusion cosmetics. 308 00:13:36,890 --> 00:13:38,410 It's not about us being able to point 309 00:13:38,410 --> 00:13:39,530 and give you just numbers, 310 00:13:39,530 --> 00:13:42,820 but it's like inclusion beyond a surface. 311 00:13:42,820 --> 00:13:45,670 It's really allowing the folk who are making decisions 312 00:13:45,670 --> 00:13:47,530 around green lighting, 313 00:13:47,530 --> 00:13:52,063 folk who are making decisions around acquiring shows, 314 00:13:53,287 --> 00:13:55,810 who are populating productions. 315 00:13:55,810 --> 00:13:59,150 It is really about ensuring that they have the bandwidth, 316 00:13:59,150 --> 00:14:02,560 the inclusion muscle necessary to make good 317 00:14:02,560 --> 00:14:04,280 on our value of inclusion. 318 00:14:04,280 --> 00:14:06,810 - The word pipeline gets thrown around a lot 319 00:14:08,010 --> 00:14:10,790 and you guys really worked on some really amazing work 320 00:14:10,790 --> 00:14:13,140 in terms of filling the pipeline. 321 00:14:13,140 --> 00:14:15,040 I think one of the things that really caught my eye 322 00:14:15,040 --> 00:14:17,100 because it was pre-COVID, 323 00:14:17,100 --> 00:14:19,450 there was a post on March 3rd, 2020 324 00:14:19,450 --> 00:14:23,600 and it was you in front of a crowd of college students 325 00:14:23,600 --> 00:14:25,800 and it was a workshop all about career development. 326 00:14:25,800 --> 00:14:26,960 Tell us a little bit about 327 00:14:26,960 --> 00:14:29,530 your work in the pipeline's ecosystem. 328 00:14:29,530 --> 00:14:33,530 - That was an a program that we partner 329 00:14:33,530 --> 00:14:36,445 with 50, I believe 50 college, 330 00:14:36,445 --> 00:14:39,260 and others who are not even in college. 331 00:14:39,260 --> 00:14:41,470 Folk could come in to learn about the business, 332 00:14:41,470 --> 00:14:43,680 get tools that were necessary for them 333 00:14:43,680 --> 00:14:45,470 to find their way into the business. 334 00:14:45,470 --> 00:14:49,170 We are a reputable company 335 00:14:49,170 --> 00:14:51,610 that sits right squarely in Hollywood, right? 336 00:14:51,610 --> 00:14:54,530 Right off of Sunset Boulevard in a neighborhood 337 00:14:54,530 --> 00:14:58,090 where people can walk by our building, right? 338 00:14:58,090 --> 00:15:00,560 Have dreams of making their way into Hollywood 339 00:15:00,560 --> 00:15:03,860 but may not know how to get into our building, right? 340 00:15:03,860 --> 00:15:06,220 And this was like an opportunity for us 341 00:15:06,220 --> 00:15:08,470 to open up the flood gates 342 00:15:08,470 --> 00:15:12,390 to ensure that we are not just talking the talk 343 00:15:12,390 --> 00:15:15,290 of diversity of representation, but opening the door 344 00:15:15,290 --> 00:15:17,860 for folk who are traditionally underrepresented 345 00:15:17,860 --> 00:15:21,050 in a variety of fields with an entertainment to be here. 346 00:15:21,050 --> 00:15:22,670 So the work that's being done across the company, 347 00:15:22,670 --> 00:15:25,230 it has everything to do with disrupting 348 00:15:25,230 --> 00:15:27,760 whatever those walls were that kept folk 349 00:15:27,760 --> 00:15:30,390 who have traditionally been underrepresented out, 350 00:15:30,390 --> 00:15:31,580 bringing them in. 351 00:15:31,580 --> 00:15:32,860 - [Chris] Now, if we think about Netflix 352 00:15:32,860 --> 00:15:35,230 in the entire ecosystem of the entertainment world, 353 00:15:35,230 --> 00:15:37,090 they have the potential to play a major role 354 00:15:37,090 --> 00:15:40,770 in disrupting that industry and moving equality forward. 355 00:15:40,770 --> 00:15:43,070 - We put out so much content 356 00:15:43,070 --> 00:15:45,180 which means we need so much talent, 357 00:15:45,180 --> 00:15:50,180 which means we can begin to populate an industry. 358 00:15:50,960 --> 00:15:54,100 And even also on the tech side, 359 00:15:54,100 --> 00:15:58,410 that has been like too exclusive. 360 00:15:58,410 --> 00:16:01,060 We now need so many people. 361 00:16:01,060 --> 00:16:04,410 And with the other streamers, they need so many people 362 00:16:04,410 --> 00:16:08,700 that we have the ability to offer opportunity. 363 00:16:08,700 --> 00:16:10,950 And that opportunity, we hope, 364 00:16:10,950 --> 00:16:13,530 will become more and more diverse. 365 00:16:13,530 --> 00:16:14,720 And by doing that, 366 00:16:14,720 --> 00:16:19,700 people will see that difference is the power. 367 00:16:19,700 --> 00:16:22,250 It is not the thing to be afraid of. 368 00:16:22,250 --> 00:16:25,550 It is the thing that is true about us as human beings 369 00:16:25,550 --> 00:16:28,447 and will help us to improve as human beings.