Marketers Have A Responsibility To Not Cause Harm

There’s been a lot of talk about the movie It Ends With Us over the past few weeks, with lead actors Blake Lively and Justin Baldoni filing lawsuits against each other. While the lawsuits center around harm each is accusing the other of causing, not enough people are talking about the potential harm elements of the actual film could potentially cause to viewers.

The movie is based on the popular book with the same name, It Ends With Us. Baldoni, the director, previously said that he wanted the movie to tell the story from the female gaze. The story is about a woman who falls in love with and marries a man, only to later realize she is in a physically abusive relationship.

The Scene in Question

Late in the movie, the character Lily, played by Blake Lively, asks her abusive husband Ryle, played by Justin Baldoni, for a divorce. In the scene, this conversation takes place while Ryle is holding their newborn daughter.

Reactions from Viewers

Commenters on this scene across platforms had negative reactions, all for similar reasons. Their point of view: the scene and scenario are extremely unrealistic.

One commenter on the YouTube video wrote, "I’d never ask for a divorce while my abusive husband is holding my newborn."

Another said, "No way this conversation would happen with an abusive partner."

And yet another shared, "If only abusive spouses had the ability to self-reflect and be accountable… this is so ridiculous and insulting to any woman (or man) who has ever been emotionally, mentally, or verbally abused."

The Importance of Authenticity

What the slew of comments boils down to is that whoever wrote this scene didn’t have a solid understanding of what domestic violence actually looks like, particularly through the lens of the person being abused.

A Responsibility to Not Cause Harm

When we’re creating campaigns and content, it can be easy to get caught up in the stories we want to tell. But the stories we tell and the narratives we uphold can and often do have real implications for the people who will be on the receiving end of our work. Marketers have a responsibility to not cause harm.

How to Avoid Making the Same Mistake

This disconnect between what is depicted in media and marketing, and in reality is common. To avoid consumers uniting in their opinion that you don’t really understand them, it is important to focus on approaches that prove you have a deep degree of intimacy with the people you want to serve.

This starts with research and insight development. But that shouldn’t happen from formal market research studies alone. Often, critical nuanced insight comes from spending time with people who are part of the communities you want to serve. At a minimum, people on your team could accomplish this goal through listening and observing conversations the community is having.

Conclusion

The reaction video and commenters are attempting to prevent anyone from being harmed due to an inauthentic depiction of what it can be like trying to leave an abusive relationship. Marketers should take note of the harm that can be caused by inauthentic representation and strive to create content that is respectful and accurate.

Frequently Asked Questions

Q: What is the main point of the article?
A: The main point of the article is that marketers have a responsibility to not cause harm and to create content that is respectful and accurate, particularly when representing vulnerable or underrepresented communities.

Q: What is the issue with the scene in the movie It Ends With Us?
A: The issue with the scene is that it is unrealistic and inaccurate in its depiction of domestic violence, which can be harmful to viewers who have experienced similar situations.

Q: How can marketers avoid causing harm in their content?
A: Marketers can avoid causing harm by doing research and gathering insights from the communities they want to serve, and by collaborating with members of those communities to create authentic and respectful content.

Accessibility Framework for Disability-Inclusive Filmmaking Released

A Call to Action for the Film Industry

Advocacy organization FWD-Doc, which stands for documentary filmmakers with disabilities, has published a new set of guidelines on disability-inclusion best practices within the industry to coincide with awards season.

The Framework

The new Framework takes a broad-lens approach to an issue that has significantly contributed to the cultural marginalization of the disability community. It goes beyond the basics of authentic casting and grounded storytelling to look at key elements of the bigger picture, such as scrutinizing the production’s historical and cultural context, evaluating social impact and ensuring that marketing and distribution efforts offer access to all.

A Catalyst for Cultural Change

Jim LeBrecht, co-founder of FWD-Doc and co-director of the Oscar-nominated Crip Camp, said, "Stories are an important catalyst for cultural change." Further adding, "This framework is a call to action for the industry to reimagine disability as a way to expand creativity and innovation —on-screen and behind the scenes."

Timing is Everything

Lindsey Dryden, the organization’s co-founder and Emmy-winning producer of Trans In America and Unrest, emphasized the importance of the timing of the landing of the framework ahead of awards season which culminates in the Oscars in March:

"We’re offering this framework to the film community during awards season to empower audiences and filmmakers, and particularly to equip awards voters with a disabled lens at this time when the industry is deciding which films will be celebrated as examples of excellence. We hope this framework will be a tool for the film and media community – many of whom may not (yet) have lived experience of disability – to recognize what excellence in disabled storytelling can be."

Praise for Recent Examples

FWD-Doc’s Executive Director Cassidy Dimon reserved special praise for some recent exemplars of high-quality on-screen disability representation including PBS’ Renegades, Hulu’s Patrice: The Movie and the BBC’s We Might Regret This. Dimon emphasized that inclusion is about more than artistic and moral imperatives.

"At FWD-Doc, we believe that when the industry embraces authenticity, it not only enriches the creative landscape and expands audiences but also unlocks the economic potential of a global audience representing $13 trillion in spending power."

Flexion Point for Disability-Inclusive Filmmaking

This framework also arrives at an important flexion point when it comes to disability-inclusive filmmaking and representation. Fortunately, we now live in a time where many of the poor practices of past decades have long been highlighted and rightly lamented. These have included the casting of non-disabled actors to play disabled characters and a one-dimensional portrayal of disabled characters within limited silos like monstrous villains, pitiful victims or mere pawns to highlight the virtue of non-disabled characters who are considered far more important.

Creating Meaningful Change

Kyla Harris, co-creator, co-writer and actor of We Might Regret This and Producer of Patrice: The Movie said, "So many people are afraid of ‘getting it wrong’ but I think the question is less, ‘how can I get it right?’ and more, ‘How can I involve Disabled people in these decision-making processes?’ and ‘Could this be seen as a stereotype?’. Most of what people think they know about disabled people has been formed solely by what they’ve consumed in the media, if representation is approached with openness, conscious curiosity and a drive to make change, then the result is authentic and nuanced portrayals of disabled people on screen. We shouldn’t make fear and embarrassment stop us from including a huge minority of the global population and creating meaningful change."

Conclusion

For an area as diverse, nuanced and complex as accurately reflecting the lives, challenges, hopes and dreams of one fifth of the global population no detailed template can ever be created. However, having a broad set of principles and pillars to fall back on allied to accessible, succinct and conscientious questions for self-reflection should be the type of resource everyone can benefit from.

Frequently Asked Questions

• What is the main goal of FWD-Doc’s framework?
  • The main goal is to provide guidelines for disability-inclusive filmmaking and representation to empower audiences and filmmakers.
• What are the key elements of the framework?
  • Scrutinizing the production’s historical and cultural context, evaluating social impact and ensuring that marketing and distribution efforts offer access to all.
• How can filmmakers create meaningful change in their representation of disability?
  • By involving disabled people in decision-making processes, approaching representation with openness and conscious curiosity, and driving to make change.

Note: The article is already organized with headings and subheadings, but I have included a conclusion section and FAQs section as requested.

Combatting Workplace Bias

In today’s diverse and globalized workforce, creating a bias-free workplace is more crucial than ever. Unconscious biases can lead to unfair treatment, unequal opportunities, and a toxic work environment. As organizations strive to build a more inclusive and equitable workplace, technology and data analysis play a vital role in identifying and mitigating biases.

The Impact of Bias in the Workplace

Bias can manifest in various ways, from hiring and promotion decisions to performance evaluations and employee treatment. It can lead to:

* Unfair treatment of employees based on their race, gender, age, or other characteristics
* Limited opportunities for underrepresented groups
* Decreased employee engagement and productivity
* Negative impact on company culture and reputation

The Role of Technology in Bias Reduction

Technology can be a powerful tool in reducing bias in the workplace. Here are some ways technology can help:

Artificial Intelligence (AI) and Machine Learning (ML)

AI and ML algorithms can be designed to identify and mitigate biases in various processes, such as:

* Hiring: AI-powered recruitment tools can help eliminate biases in resume screening and interview scheduling.
* Performance evaluations: AI-driven performance management systems can reduce biases in evaluation criteria and scoring.

Data Analysis and Visualization

Data analysis and visualization can help organizations identify and address biases in various areas, such as:

* Employee demographics: Analyzing employee demographics can help identify underrepresented groups and areas for improvement.
* Performance metrics: Data analysis can help identify biases in performance metrics and evaluation criteria.

Data-Driven Decision Making

Data-driven decision making is essential in creating a bias-free workplace. By leveraging data and analytics, organizations can:

Identify Biases

Data analysis can help identify biases in various processes, such as:

* Hiring: Analyzing hiring data can help identify biases in candidate selection and interview processes.
* Performance evaluations: Data analysis can help identify biases in performance metrics and evaluation criteria.

Measure Progress

Data analysis can help measure progress in reducing biases, such as:

* Diversity and inclusion metrics: Tracking diversity and inclusion metrics can help organizations measure progress in creating a more inclusive workplace.
* Employee engagement: Analyzing employee engagement data can help identify areas for improvement in employee treatment and opportunities.

Best Practices for Implementing Bias-Free Technology

To ensure that technology is used effectively in reducing bias, organizations should:

Design with Bias in Mind

Designing technology with bias in mind is crucial in reducing biases. This includes:

* Using diverse and inclusive design principles
* Conducting bias testing and evaluation

Monitor and Evaluate

Monitoring and evaluating the effectiveness of bias-reducing technology is essential. This includes:

* Tracking metrics and analytics
* Conducting regular bias testing and evaluation

Conclusion

Creating a bias-free workplace requires a multifaceted approach that involves technology, data analysis, and a commitment to diversity and inclusion. By leveraging technology and data analysis, organizations can identify and mitigate biases, create a more inclusive workplace, and improve employee engagement and productivity.

FAQs

Q: How can I identify biases in my organization?

A: Identify biases by analyzing data and metrics, conducting regular bias testing and evaluation, and soliciting feedback from employees.

Q: What are some best practices for designing bias-free technology?

A: Design technology with bias in mind, use diverse and inclusive design principles, and conduct bias testing and evaluation.

Q: How can I measure progress in reducing biases?

A: Measure progress by tracking diversity and inclusion metrics, analyzing employee engagement data, and conducting regular bias testing and evaluation.

Q: What are some common biases that can occur in the workplace?

A: Common biases that can occur in the workplace include unconscious bias, implicit bias, and confirmation bias.

Q: How can I create a more inclusive workplace culture?

A: Create a more inclusive workplace culture by promoting diversity and inclusion, providing training and resources, and fostering open communication and feedback.