The Career Coach: Discrimination

The Career Coach takes time to look at sexism, racism and homophobia (and all the other phobias) in the 3D animation industry.

By Pamela Kleibrink Thompson | Monday, May 9, 2005 at 12:00 am

Posted In | Magazines: AnimationWorld | Columns: Career Coach

Discrimination is not only illegal, discrimination is stupid and bad for business.
When an employer limits the kinds of people he hires, he denies himself the range of ideas, creativity and innovation that come from a diverse group. A Wall Street Journal article (April 19, 2005) describes how PepsiCo benefits from diversity in its work force by, “retaining diverse workers and turning their varied perspectives into a competitive edge over consumer-product rivals, particularly in product innovation and marketing. In 2003, $250 million of Pepsi’s revenue growth was from new products inspired by diversity efforts.” PepsiCo’s chairman/ceo Steve Reinemund says, “Companies that figure out the diversity challenge first will clearly have a competitive advantage.”

Bigotry is not only a sign of weakness, it also weakens the company. When you limit the kinds of people you’re willing to hire, you limit the available talent pool you draw from. Discrimination limits the productivity of your company and prospects for growth and survival.

If my mother were writing this column, she’d advise to start searching for a company where all employees are treated with respect. There are employers who value the differences in their employees and who recognize that their biggest asset is their people. There are many companies who do fabulous work and who welcome everyone who has the experience and skills they need. Find a company that values your contributions, and you’ll feel right at home, just like everyone who visits my mom’s house.

For more information on your rights and remedies when dealing with discrimination or harassment see the Equal Employment Opportunity Commission’s web site or call the U.S. Equal Employment Opportunity Commission at 800 669-3362.

Pamela Kleibrink Thompson is a recruiter/hiring strategist and career coach. Her most recent recruiting clients include Paramount’s feature film Sky Captain and the World of Tomorrow and Toybox, a Canadian visual effects company. She speaks regularly on career issues at colleges and universities.

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glIyLbu (not verified) | Mon, 08/29/2011 - 02:48 | Permalink

I get the feeling that the author is being as technically correct as possible, trying to ride the line of common sense with a bit of personal emotional reaction built in. It's such a dicey area, and crying wolf can also have a tremendously sorrowful and negative outcome. It's such a personally explosive experience, to feel like who you are, as opposed to what you can do and provide is being negated. I personally would like a discussion or article on how few minorites there are in the animation business. I was so sad and put off by how white everything is/was when I was entering into commercial production, but it didn't begin or end there. I didn't see minorities in school for animation, and I don't see them in educational roles. A school I worked at as a teacher had a mission to try and be more inclusive of all walks, and what I thought was "geez, good luck finding them." Is animation and/or animation education such an elitist institution (expensive as hell, pulsing in white history) that there is no allure or potential to make a real and positive change? I had the chance to work with some inner-city kids in LA who absolutely fell in love with animation, and we had the fortune of having some really sharp kids that made the effort to look at and move towards college. But we were there to help them out, and I believe it made a huge difference in the outcome. I'd love to hear any thoughts on this, or as I said, an article. Lorelei

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Lorelei P (not verified) | Wed, 06/29/2005 - 00:00 | Permalink

Maureen F. is absolutely correct about the documentation of any instances that seem like discrimination and/or harassment. Documentation was the advice I received from employment lawyer, because you don't know at the outset if it will develop into a pattern. Additionally, the law requires detailed documentation to pursue any complaints within the company, the union and the court system. Quite often it has been my experience that if a hostile work environment does exist, it is because that is what management has established. In these cases, looking to management for relief often leads to exacerbating the isolation. Getting out before it turns violent is indeed the better option. I would argue that homophobia remains a virulent, socially accepted form of discrimination, particularly against lesbian women. In my experience it can turn violent not only in the workplace but also walking to your car after work. It is NEVER safe to assume that management or the law will protect a woman from a coworkers hostility. It is better to be proactive and not accept a victim mindset, and possibly get the crap beat out of you by a coworker. Think 3D about all the "career" problems you'd have then.

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Tricia F (not verified) | Thu, 05/12/2005 - 00:00 | Permalink

I love it that this article is not only closely related specifically to animation, but even focuses on more narrow field - 3D industry. My favorite parts are the idea that a person might not be hired for a job not only as a result of descrimination but it could also have something to do with his/her skill or experience, and the excellent suggestions on how to deal with discrimination situation at work! You can see that this column is written by a real expert with lots of experience of dealing with a variety of most complex situations! And the columnist's mom, I love this woman!!! Doesn't believe in discriminating anybody at all!!! and the advice of choosing a company that does not discriminate it's 3D animators based on their religion, ethnicity and sexual orientation! I think that's a good approach, you just probably ask each employer that offers you a job what is their policy regarding discrimination and choose the one that against it rather than for it.