The recent rollbacks in Diversity, Equity, and Inclusion (DEI) initiatives across the U.S. have reignited an important conversation about workplace fairness. As entertainment professionals, we often pride ourselves on fostering inclusive environments, but as leaders in production and stage management, we need to ask: Are we striving for equality, or are we truly working toward equity? And why does it matter?
Equality vs. Equity: What’s the Difference?
At first glance, equality and equity seem interchangeable. Equality means giving everyone the same resources and opportunities. It sounds fair, but it assumes we all start from the same place. Equity, on the other hand, acknowledges that different people face different barriers and seeks to provide support based on need, ensuring a truly level playing field.
In the entertainment industry, this distinction is critical. If we only focus on equality—offering the same mentorship programs, application processes, or training to everyone—we may overlook the systemic barriers that have historically kept marginalized groups from advancing in production leadership. Equity ensures we provide targeted support, whether that’s mentorship for underrepresented talent, accessible pathways for new professionals, or policies that recognize different lived experiences.
The Impact of DEI Rollbacks on Entertainment Leadership
With many companies scaling back DEI efforts, the long-term implications for leadership pipelines in entertainment are concerning. If we abandon equity-driven initiatives, we risk maintaining a status quo that has historically favored certain groups while making it even harder for others to break in and move up.
For stage and production managers, this could mean fewer diverse voices in leadership, stagnation in innovation, and a workforce that doesn’t reflect the audiences we serve. It’s not just about fairness—it’s about sustainability. A more inclusive industry fosters new perspectives, better problem-solving, and stronger creative collaborations.
What Can Leaders in Production Do?
Even as broader DEI initiatives are rolled back, those of us in leadership positions still have the power to advocate for equity in our teams. That means:
Reevaluating Hiring Practices – Are we looking for talent in the same places, or are we expanding our networks?
Offering Targeted Support – Are we mentoring and training those who might not have had the same access to industry connections?
Challenging Biases in Decision-Making – Are we making space for different perspectives in leadership conversations?
We don’t need a corporate mandate to do the right thing. As stage managers and production managers, we set the tone for how our teams operate. If we care about the future of this industry, we must ensure that talent isn’t just welcomed but truly supported.
Our industry thrives on collaboration, creativity, and adaptability. If we want to build strong teams and set up the next generation of leaders for success, we can’t afford to settle for equality alone. Equity must remain a priority—no matter what policies shift around us.