In the world of film and television, the allure of fame and fortune often overshadows the stark realities faced by those working behind the scenes. While audiences marvel at the captivating stories unfolding on their screens, a harsh truth lurks beneath the surface – a truth characterised by widespread job insecurity, overwork, underpayment, and a pervasive culture of stress that can take a heavy toll on employee mental health. 

For many people, working in the entertainment industry is a dream come true. The opportunity to jump from job to job, travel to different countries for filming, and rub shoulders with celebrities can be incredibly enticing. Yet, in recent years, the precarious nature of this job-to-job existence has become increasingly apparent. 

Uncontrollable circumstances such as industry strikes or global pandemics, like COVID-19, have highlighted the fragility of this lifestyle. Despite the appeal of glamour and adventure, the lack of job security leaves many workers vulnerable to financial instability and emotional strain when faced with unexpected disruptions to their work.

In such a dynamic and uncertain environment, having a robust support system in place is essential for the wellbeing of workers in the film and television industry. This is where HR teams play a pivotal role. Beyond their traditional responsibilities of recruitment and compliance, HR professionals must serve as advocates and allies for employees navigating the challenges of their profession – particularly during times like these.

Challenges in the entertainment industry

Recent research conducted for Sky News by the broadcasting union BECTU has uncovered a sobering reality: despite the conclusion of SAG-AFTRA strikes last autumn, paid work remains unavailable for many workers in the British TV and film industry. The fallout from this prolonged period of uncertainty has left thousands feeling abandoned, stressed, and, alarmingly, some even contemplating suicide. It’s a stark reminder that behind the glamour and glitz lie individuals grappling with the harsh realities of an industry in flux.

While the strikes may serve as a catalyst, the hurdles facing workers in the film and television industry are multifaceted and deeply ingrained. At the forefront are issues such as zero-hour contracts, which leave workers vulnerable to exploitation and financial instability. Coupled with longer working hours and a relentless pace, these contractual arrangements contribute to a pervasive sense of precarity that undermines the wellbeing of employees.

Moreover, in some cases, the industry grapples with complex grievance issues, highlighted by movements such as #MeToo. The prevalence of harassment and discrimination further adds to the challenges faced by some workers, creating a toxic work environment that erodes trust and preserves inequality. In such a landscape, the role of HR departments becomes essential, tasked not only with addressing immediate concerns but also with fostering a culture of empathy, accountability, and inclusion.

A robust support system 

For HR teams operating within the TV and film industry, a one-size-fits-all approach simply won’t work. The unique nuances of the sector demand a more tailored strategy for workplace wellbeing. Central to this is the need for HR departments to cultivate an empathetic stance, one that exceeds mere bureaucratic support to provide genuine care and resources for employees grappling with mental health issues, financial insecurity, and the uncertainty of their professional futures.

By fostering a culture of open communication and trust, HR teams can create safe spaces where employees feel empowered to voice their concerns and seek assistance when needed. Moreover, HR departments can spearhead initiatives to provide comprehensive mental health support, financial guidance, and resources for career development. By prioritising the holistic wellbeing of their workforce, HR professionals can help mitigate the negative impacts of job insecurity and stress, ultimately fostering a healthier and more resilient industry for all involved.

At its core, the issue of workplace wellbeing in the entertainment industry is not merely a matter of policy or procedure – it is a question of humanity. Behind every film credit and television episode lies a team of dedicated individuals whose contributions deserve to be recognised and valued. As the guardians of organisational culture, HR departments play a pivotal role in shaping the industry’s future, ensuring that it remains a place where talent can thrive free from fear, exploitation, and undue hardship.

By taking proactive measures to address the root causes of workplace stress and insecurity, HR professionals have a crucial role in reshaping the industry into one that is truly supportive, inclusive, and sustainable for all who contribute to its success.

How can HR teams in the TV and film industry better support their employees?

• Tailored support programs: Develop customised support programs that cater to the unique needs of employees in the entertainment industry. This could include mental health resources tailored to the demanding and often unpredictable nature of the work, as well as financial counselling services to help workers navigate irregular income streams.
• Training and development: Provide ongoing training and development opportunities to help employees enhance their skills and adapt to changing industry trends. This could include workshops on stress management, resilience training, and career development programs to support professional growth and advancement.
• Diversity and inclusion initiatives: Implement initiatives to promote diversity and inclusion within the industry, including proactive measures to address systemic barriers to entry and advancement. This could involve facilitating inclusive hiring practices, fostering a culture of belonging, and providing resources and support for underrepresented groups.
• Grievance and conflict resolution mechanisms: Establish robust grievance and conflict resolution mechanisms to address issues such as harassment, discrimination, and workplace disputes. This could include providing avenues for confidential reporting, impartial investigation processes, and access to mediation and support services.
• Collaboration with industry partners: Collaborate with industry partners, including production companies, unions, and advocacy organisations, to address systemic issues and promote industry-wide change. This could involve participating in industry-wide initiatives, sharing best practices, and advocating for policy reforms that support the wellbeing of workers.

HR to lead the charge for change 

HR professionals in the entertainment industry must rise to the occasion as champions of change. As the custodians of workplace culture, they hold the power to shape a future where employee wellbeing takes precedence over profit margins. This calls for bold advocacy for fairer employment contracts, the establishment of comprehensive mental health support programs, and the cultivation of environments built on transparency and accountability within production companies. 

By leading the charge for change, HR professionals can pave the way for a more equitable and sustainable industry where every individual is valued and supported in their pursuit of success.