Deadline Discourse Part II: Former Oscars Diversity Chief Jeanell English On Challenges She Faced & Pride For New Best Picture Inclusion Standards

In the inaugural episode of Deadline Discourse, a video series focusing on critical issues within the entertainment industry, the spotlight shone brightly on diversity and inclusion within Hollywood.  Panelists included screenwriter and showrunner Mike Gauyo (Ginny and Georgia, Insecure, ALLBLK series Send Help); filmmaker, screenwriter and actress Numa Perrier (The Perfect Find, Jezebel, SMILF, Black+Sexy TV); #OscarsSoWhite creator and Gauge senior advisor in media and entertainment April Reign; and Jeanell English, CEO of Elizabeth, and former EVP of impact and inclusion at the Academy of Motion Picture Arts and Sciences. 

In part two of that discussion, the group delves deep into the evolving landscape of DEI in Hollywood, marked by their own examples and experiences.

English reflects on her tenure as an executive at the Academy and discusses the evolution of Hollywood’s approach to DEI, painting a picture of the challenges and opposition faced in pushing forward these initiatives. 

From her initial hiring at the Academy to her departure, English described a journey fraught with resistance and fear from various quarters. “You wake up everyday knowing that you are going to hear some of the most problematic challenging phrases,” English shared, highlighting the constant battle against outdated and harmful ideologies. 

Despite these challenges, English remained committed to implementing radical changes, such as the introduction of inclusion standards for Best Picture consideration, requiring films to demonstrate a commitment to inclusion across several aspects — such as onscreen representation, creative leadership, and marketing and distribution — to qualify for Oscar consideration.

“I was very drawn to this opportunity to put pressure on all of the systems and the pathway to get that shiny golden statue,” as her approach to initiating real, impactful change.

This, she noted, was a task that required battling fear on a daily basis, confronting opposition not just to her presence but to the very essence of DEI initiatives.

Despite facing resistance, English said, the dialogues she had with the creative community helped dissipate opposition by reframing the narrative around DEI from one of control and loss to one of questioning and transforming the industry’s foundational systems.

Perrier’s insights into the operational dynamics of inclusivity within the industry offered a complementary perspective. Discussing a WhatsApp group of over 400 showrunners, Perrier observed the potential for rapid action and change within this community. The swift mobilization for causes, whether it be raising funds or supporting protests, contrasted with the slow pace of adopting inclusivity measures.

As the conversation within the group shifted towards a pledge for inclusivity, however, the initial enthusiasm was bogged down by legal considerations and procedural delays. 

“It got a little crazy in there,” Perrier noted, underscoring the friction between the desire for immediate action and the reality of formalizing commitments to diversity.

She advocated for a more direct and less labor-intensive approach, akin to the rapid actions observed in other community-driven efforts. 

“Don’t have us do so much of the labor to move these things forward,” she urged, calling for a more hands-on approach from those in power to enact change.

The overall discussion highlighted the complex interplay of resistance, fear and potential around Hollywood’s ongoing journey towards greater diversity and inclusion. The experiences shared by everyone on the panel sheds light on both the strides made and the hurdles that remain.