Dee Tuck said he heard all the reasons. “I want to hire more women, but I don’t know where they are.” Yes. “I want to recruit more people. I don’t know anyone.” Kidneys. She has been working in the field of technology for more than a decade and has often been the black female engineer on her team. He also highlighted the industry’s recordings and added that “you are probably removing a lot of people who can’t register and eight people who are not foreigners looking at them on Zoom.” Tuck no longer wants to hear his reasons.
Last November he was appointed Chief Technology Officer at Array, a media group set up by director Ava DuVernay. Its main goal: to establish an Array Crew, a women’s and men’s warehouse where the studio can be used to make movies and TV shows. The goal is to see if the industry can change its ranks when the “We Can’t Find Anyone” barrier ends. “We realized that the problem was not that people didn’t want to do it, and that people didn’t want to be disturbed,” DuVernay said. “So what we were trying to do was build a platform that made it easier. And now we’re in a place where, frankly, if you don’t, you didn’t want to do that.”
Hollywood it has been within the span of a few decades with the proliferation of white male and astronomers. But what is not known is that fewer women and fewer people are available in the so-called low-income jobs — which is at the very end of the manufacturing budget. For decades, the companies relied on recruits for people who already knew these gigs, leaving the right people to ask. “It’s hard to control the production, because hundreds of productions come every year inside each studio,” said Kevin Hamburger, chief production officer at Warner Horizon Television. Round Dealers, which launched online in February and became available as a mobile app in June, allows job seekers to create a profile that includes their CVs, locations, photos, reels, and notifications so line producers can promote any video player nearby. their video setup; it also has tools that help controllers to identify the people they are writing on each shoot.
In the face of it, there are challenges in the way Array uses technology to address the problem of Hollywood integration. We now have a search engine designed to find everything from eating animals to dinner (good or bad), but leaving something as complex as the diversity of the workplace on the machines is very difficult. Which could be why Array’s fix is so easy. The effects of the bins are natural; there are no algorithms that motivate some people and not others. A filmmaker can search for other titles (makeup artists, capture), location (Los Angeles, New York), names, corporate members, and the level of information, but that’s it. In contrast, as a result of Google, the list of those who want to join the group comes in a very similar way: in alphabetical order. Recruitment managers can choose the first or last name or the most recent additions, but from there it is up to them to select the team.
Approaching his home in Atlanta, wearing a sweatshirt from an alma mater, Tuskegee University, Array’s CTO speaks frankly about the best ways to remove barriers. Tuck has been seeing restrictions on the road to employment throughout his career, and from the beginning his team wanted to see them and get rid of them. “We talk about small things,” he says. As a research project. The group could have created a section on the user’s smokes to be searched, but in doing so they could leave someone out of the results because they did not include keywords. “We realized that this could have prevented people from entering,” Tuck says. This provides an opportunity for the line developer to see a list of potential candidates. But here’s the point – make them look somewhere they don’t look.