Gender Equality Plan

1. Promote gender balance across all project teams, especially in technical and visual roles;

2. Establish a safe and inclusive work culture;

3. Prevent gender-based violence and harassment;

4. Integrate gender and diversity into communication and public-facing outputs;

5. Increase participation of women and deaf professionals in film/theatre projects;

6. Support work–life balance and mental wellbeing.

1. Create a Gender Equality Board to coordinate inclusive recruitment and team composition across artistic and technical areas (Why: Address male overrepresentation; How: by formal decision-making structure; Where: across all sites and partner projects);

2. Conduct annual anonymous staff surveys and focus group discussions to assess experiences, barriers, and progress toward equality (Why: identify gaps; How: digital and in-person; Where: all active staff & collaborators);

3. Implement clear anti-harassment policy and conduct awareness training sessions (Why: mitigate risk, protect staff; How: workshops + formal code of conduct; Where: all workplaces and rehearsal spaces);

4. Conduct biannual audit of communication materials (digital, print, videos) for gender-sensitive language and imagery (Why: shape public perception; How: checklists + feedback; Where: website, flyers, trailers, etc.);

5. Develop targeted outreach and inclusive calls via arts networks and disability communities (Why: underrepresentation; How: partnerships + inclusive job offers; Where: France and Sweden projects);

6. Introduce a flexible working hours policy and periodic well-being check-ins (Why: sustainability; How: scheduling tools + monthly feedback; Where: applied to all ongoing projects).

1. % of women involved in technical, visual, and production roles;

2. Survey participation rate; % of respondents reporting a positive work culture;

3. # of policies enacted; # of staff trained annually;

4. % of materials revised; % compliant with inclusive standards;

5. # of new female and/or deaf artists recruited; feedback from partners;

6. # of team members using flexible options; well-being scores.

1. Minimum 30% women in technical and visual roles by Q4 2027; gender-balanced artistic teams (≥50%) in all new projects;

2. ≥80% staff participation; ≥75% report inclusive culture by end of 2027;

3. All staff trained by end of 2027; 2 trainings per year;

4. 100% of materials reviewed by end of 2027; maintain 90% compliance rate after;

5. At least 5 new women and/or deaf collaborators involved by Q4 2027;

6. ≥75% of core team using flexible options; 80% report improved balance by end of 2027.

1. Board created Q3 2026; targets reviewed annually;

2. First survey Q4 2026; annual review;

3. Policy ready by Q1 2027; trainings Q2 2027 and ongoing;

4. First audit Q2 2027; biannual reviews;

5. Outreach begins Q4 2026; first impact report Q4 2027;

6. Policy draft Q1 2027; implemented Q2 2027; evaluated Q4 annually.

1. Nicole Tanaka (coordination), Erika Webe (artistic team);

2. Nicole Tanaka;

3. Nadia Cheriff;

4. Nicole Tanaka, Nadia Cheriff;

5. Erika Webe, Isabel Lagos;

6. Aurélie Levraut.