Documente Academic
Documente Profesional
Documente Cultură
03: Introduction 05
04: SWIFT 05
05: Methodology 06
07: Findings: 08
• Little or No Support 12
09: Limitations 17
NFVF
National Film and Video Foundation
Patriarchy
Refers to a socio-political system in which men occupy the
primary roles of power and dominate in other influential
aspects of society such as moral authority, leadership,
social privilege and control of capital. These unequal power
relations are historic, whereby women have systematically
been disadvantaged and oppressed (Mhkize, 2017).
04 SWIFT
On behalf of Sisters Working In Film and Television
(SWIFT), a research report based on a survey conducted
by SWIFT between the months of January and April 2017,
has been collated and organised by the authors of this
paper. SWIFT is a non-profit organisation (NPO) based in
South Africa, formed in response to a shared consensus
for a forum that addresses the concerns of women in the
SAFT industry.
1%
51%
White 51%
White-ish 1%
Coloured 2%
Mixed Race 4% 42%
Black 42%
2% 4%
0
19 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 44 46 49 50 51 52 53 56 57
As can be seen above, the sample provides a wide and most concentrated ages being those in their mid-twenties
varied range of women working in the industry, with the and mid-to-late thirties.
Of the sample’s 81 respondents, a significant majority The respondents’ year of entry into the industry confirms
(79%) were based in Johannesburg. This either reflects a recent NFVF report which indicates that the industry
SWIFT’s locational bias or simply reflects Johannesburg’s opened up more from the 2000s, specifically beginning
economic position relative to other South African cities. to accommodate women more from this period onwards
Being South Africa’s biggest economic hub, it seems (NFVF, 2015: 3-4). This follows a general increase in
likely that this metropolis can and does offer more women in the South African labour force during this
opportunities to women, particularly black women period (NFVF, 2015: 3-4). This sample therefore confirms
and women of colour. A stark realisation in the survey broader political-economic shifts of women more
came from the lack of responses from other economic visibly entering different industries of the South African
hubs, most significantly, women filmmakers in Kwa-Zulu economy. That being said, better representation does
Natal. It is therefore acknowledged that this report is not always result in substantive transformation, as this
skewed towards the experiences of women filmmakers report will further illustrate in its findings.
based in Johannesburg and more research needs to be
focused on other provinces.
0
1982 1986 1992 1994 1997 1999 2001 2003 2005 2007 2009 2011 2013 2015 2017
07 Findings
Section 7.1A: Sexual Harassment: The normalisation of rape culture
An initial observation in the structure of the SWIFT survey sample is made evident, the first set of questions in Section
is the cumulative way it frames and queries discrimination A concerns the experiences of sexual harassment and
in the SAFT industry. This allowed the authors of this discomfort due to unwanted advances in the workplace.
report to gain a full and comprehensive understanding of
the ways in which gendered discrimination and harassment These questions are subdivided according to stares or
manifests and becomes normalised. Following the personal looks which caused discomfort (Q7.1A:a), unwillingly or
variables asked in Questions 1-7 in which the nature of the coerced touching (Q7.1A:d) and rape (Q7.1A:e); while the
10.5% 30.3%
76 Responses
Yes
Not Sure
No
59.2%
8.6%
81 Responses
Yes
Not Sure 66.7%
No
24.7%
Moreover, many respondents noted that sexual advances touched, and explanations throughout the elaborations
by male colleagues were normal in the workplace, despite sections of Section A1 mentioned a culture of normalised,
their expressed disinterest. Numerous respondents inappropriate, uncomfortable and unsolicited hugging,
explained how the workplace is often manipulated by male butt-slapping, brushes or other ‘accidental’ contact
counterparts to further these advances, for example cell (including that of genitals).
phone numbers being extracted from the crew list and used
to inappropriately contact and harass female colleagues; Something which requires further research and which only
‘wrap’ parties being regarded as a predetermined site of came up in two testimonials is the perception of pregnant
sexual contact; and women being strategically included women or women who would like to or do have children.
in certain meetings or events to “disarm” investors. 64,5% According to the aforementioned testimonials, pregnancy
of respondents said that they were non-consensually is openly looked down upon and discouraged in the SAFT
75 Responses
8%
Yes
Not Sure 77.3%
No
14.7%
76 Responses
Yes
23.7% 64.5% 11.8%
Not Sure
No
70 Responses
Yes
1.45% 97.1% 1.45%
11.8
Not Sure
No
Yes
Not Sure
No
42 Responses
54.8% 9.5%
Yes
No
Maybe
35.7%
12.9% 30%
70 Responses
Yes
No
Maybe
57.1%
Gender 3.39%
3.39%
Race 5.44%
Moreover, the striking lack of representation in the its end there was a significant drop in the number of
results of those who experienced discrimination based responses based on the original 81 participants. This may
on a disability may need to be considered as part of an be indicative that the participants found the survey to be
oversight in reaching out to disabled women in the industry. too long or too difficult to continue with.
Additionally, it was noted by a respondent that there is an
apparent lack of disabled workers in the industry which Alongside identifying the perpetrator’s gender the
may also account for why there are no expressions of participants were asked to indicate the working position
discrimination thereof, suggesting that the industry itself is of their perpetrator in relation to theirs. The options
unaccommodating or inaccessible to those with disabilities. they were offered were either higher, lower or equal to
their working position. The majority of the participants
Participants were subsequently asked to identify the (79,7% of 59 responses) indicated that their experience
gender of the perpetrators of the discrimination they had of discrimination occurred from an individual in a higher
experienced. Among the responses, 62% indicated that position to theirs. 16,9% of 59 participants experienced
their perpetrators were men; 23% chose not to select discrimination enacted upon them from an individual in
one of the binaries offered and indicated ‘other’, and an equal position to them. It is therefore evident from
14,8% indicated that their perpetrators were women. these results that there is a strong correlation between
It was also noted that these results were based on 61 the amount of discrimination one will face from being in a
responses from the original 81 responses provided at the position that is lower or equal to an alleged perpetrator.
beginning of the survey. As the survey progressed towards
Higher
Lower
Egual
In instances provided, participants highlighted that they often than their male colleagues; 23,6% considered that it depends
found themselves being bypassed for opportunities in favour on the circumstance they find themselves to be in and 8,3%
of white male counterparts. There is a significant number of the respondents considered they did not have to work
of experiences that indicated sexist and racist motivations harder than their male counterparts. Experiences provided
in their undermining. Men, particularly white men, in by respondents that felt they had no choice but to work
managerial positions have been said to provide mentoring harder than their male counterparts, ranged from observing
and growth opportunities to male trainees who have been male comraderies and “boys clubs” forming in predominantly
“less enthusiastic and knowledgeable” while overlooking male workspaces and knowing that men working on the same
and failing to provide the same upward mobility to women project are paid higher than women therein.
trainees. Women working in technical positions, such as with
the camera, have been considered to only be useful as hires Moreover, women who have worked in or aimed to work
when other women happen to be involved in shoots where in directorial positions have indicated that regardless of their
they will be visibly exposed. A hiring practice such as this years of experience, they have often not been allowed the
completely undermines any working female cinematographer’s opportunity to direct work. They expressed that they have
or photographer’s skill set under the premise that they can been overlooked in favour of male counterparts with equal or
only serve one purpose or subject. Several participants also less experience, based on the underlying belief that men have
indicated instances in which their sexual orientation made more technical capabilities. There were a number of women
them the target of discrimination and hate speech based on who related instances where they were expected to train
being in same-sex relationships. Respondents mentioned male counterparts in positions they themselves had been
being subjected to derogatory comments by colleagues based expected to learn experientially only to then be surpassed
their sexuality. once their colleague had been efficiently trained by them.
Hence it can be seen that women are overlooked by both
Participants were then asked if they felt they had to work men and women in higher working positions for work and
harder than male counterparts in their workplaces. Out of 72 skills opportunities which would allow them to move beyond
responses 68,1% believed they do, in fact, have to work harder designated administrative and logistical work in the industry.
Yes
No
It Depends
22% 8% 70%
Yes
No
Maybe
09 Limitations
There were a number of limitations regarding the SWIFT commonplace to act from a position of blissful ignorance.
survey itself which limited this report’s potential findings. The legacies of colonialism and apartheid still run deep
To begin, the survey having been launched on SWIFT’s within the infrastructure and cultures of the industries
social media platforms, had a limited reach, principally in the South African economy. Therefore, the statistics
to SWIFT members and supporters. This method also regarding discrimination based on race are seen to be
excluded those who did not have access to the means unreliable as more than half of the respondents appear to
to complete the survey: namely the technology, internet have misinterpreted the magnitude of discrimination in the
access and the social network through which the survey South African context and thus what discrimination based
was administered. More than this, the survey would on race means in such a context.
have been largely inaccessible to those with disabilities,
particularly the visually impaired. Once again, as has been noted earlier, there is very little
data available on the demography and size of the SAFT
Another limitation occurred with the interpretation of key industry and what information there is, for example, how
components in the survey, particularly the interpretation many women there are in the industry itself, is often
of discrimination in the South African historical context. unreliable, sparse and cannot be cross-checked by any other
Within the pool of 81 participants 52% of the respondents sources. Thus, while it is recognised that this report cannot
identified as white women and when questioned on account or speak for everybody and every woman in the
the experiences of discrimination, 58% of respondents industry, it is the first that holistically attempts to do so.
indicated that they had felt discriminated against based on
race. A concern of the authors of this report is the indication Lastly, the SWIFT survey from which this report departs
in the testimonials by some respondents which highlight presented a narrow view of the understanding of gender
that they felt discriminated against by restorative measures by subscribing to the gender binary and in doing so reduced
such as affirmative action. For example, testimonials the nuanced experiences of harassment and discrimination.
which read that respondents felt discriminated against By not allowing room for those who are often marginalised
when black industry counterparts, especially men, were on the gender spectrum and questioning the experiences
awarded opportunities instead of them. In a country like of cis-heteronormative forms of sexual harassment and
South Africa, with a marked history of disenfranchisement discrimination only, those who have no room to voice
based on race, class and gender, implemented politically their experiences continue to be largely unheard.
and socio-economically, it is has nevertheless become
1 2
Studies reveals the South African film industry has a This is based on the perusal of freely available NFVF
positive Economic Impact on the national economy (NFVF, reports and independent research by the authors of this
2015: 4) report.
11 Reference list
Galtung, J. 1969. “Violence, Peace, and Peace Research”,
Journal of Peace Research, 6 (3), pp. 167- 191.
Mkhize, Z. 2017. Patriarchy: A catalyst for gender violence and discrimination. Daily Maverick.
NFVF. 2017. Economic Impact Assessment of the South African Film Industry.
http://nfvf.co.za/home/index.php?ipkArticleID=513
Treffry-Goatley, A. 2010. The Representation and Mediation of National Identity in the Production of Post-Apartheid
South African Cinema. OpenUCT.
A SWIFT MISSION:
Tackling the Gender Disparities in South Africa’s
film and television industry