One of the first EFM Industry Talks held this year was a panel discussion that brought together leading industry representatives to review progress on gender equality in the audiovisual sector, nearly five years after the 50/50 by 2020 initiative. Moderated by producer Anamaria Antoci, of Tangaj Production, the session delved into both encouraging data and the persistent challenges that continue to hinder real change.

Manuel Fioroni, film analyst at the European Audiovisual Observatory, presented the latest report on female professionals working in European film production between 2015 and 2023. The study, which focused on six main professional categories – directors, cinematographers, screenwriters, composers, producers and editors – reveals that in 2023, women accounted for 26% of all active film professionals. This figure represents a 5% increase since 2015, yet it remains far below the ideal of parity. Notably, female producers lead the pack at 32%, followed by editors and screenwriters at around 31%-30%, while active female directors made up 27%, marking the largest growth among the key creative roles, with a 7.3% increase since 2015. In contrast, roles traditionally dominated by technical expertise, such as cinematographers and composers, continue to lag with only 14% and 12% representation, respectively. Furthermore, when considering film direction, only 25% of European feature films in 2023 were helmed by women – with a mere 3% of films featuring a gender-balanced directing team – while between 60% and 70% of movies were directed solely by men.

The report also sheds light on genre disparities and career trajectories. Documentaries benefit from a higher proportion of female directors at 31%, compared to just 23% for live-action fiction films – a reflection of the broader trend wherein women more frequently helm lower-budget projects. Additionally, the share of female directors is notably higher among debut films, suggesting that while more women are entering the industry as first-time filmmakers, sustaining long-term careers remains a significant hurdle. In an illustrative example, only 20 out of the top 100 European films by total admissions in 2023 were directed by women – the highest number recorded over the past nine years, yet still indicative of ongoing gender imbalances. The study also found that movies directed by women are more likely to include female professionals in other key roles, such as production teams and editing, underscoring the potential of inclusive leadership to foster broader change across a project’s crew.

Beyond the hard figures, the panellists stressed that these statistics are only part of the story. Alexia Muiños Ruiz, executive director of the EWA Network, pointed to a critical disconnect between the high percentage of female film-school graduates and the relatively low number of women transitioning into established directorial roles. She highlighted that despite a promising start, many women face a "cliff" when trying to advance from their first project to a sustained career, often having to settle for lower-budget assignments and experiencing significant barriers in securing funding. Muiños Ruiz underscored the urgency of addressing these structural gaps to ensure that early successes translate into lasting industry representation.

Susan Liddy, president of Women in Film and Television International Ireland, added that the incremental gains shown in the data do not fully capture the underlying challenges faced by women in the industry. She warned that while there has been progress, the pace remains sluggish and the environment continues to be hostile – marked by issues such as sexual harassment, bullying and the lack of supportive care facilities. Liddy stressed that these issues are compounded by other factors, such as the stigma surrounding ageing and the unique pressures faced by women balancing personal and professional lives. Her remarks highlighted the importance of not only tracking statistical progress, but also addressing the day-to-day realities that can drive women out of the industry.

Neha Hooda, executive producer at Elevate, India, brought a global perspective to the discussion by emphasising the need for greater visibility and a more inclusive ecosystem. She argued that the persistent underrepresentation of women – particularly in above-the-line roles – stems partly from deep-seated perceptions about capability and worth. Hooda contended that changing the narrative starts early, in schools and universities, and requires the industry to recognise the business value of diverse talent. She also pointed to initiatives aimed at creating supportive networks and upskilling opportunities as critical steps towards dismantling the "invisible barrier" that prevents many qualified women from reaching leadership positions.

Joyce Pierpoline, producer and chair of BAFTA North America, shared insights on how film and television academies can influence change. She noted that BAFTA’s efforts to ensure gender parity extend beyond mere representation. With a global membership of over 13,500 – of which 8,000 are film voters – the academy has implemented measures such as equal long-listing for directors, ensuring that both women and men are equally represented among nominees. Pierpoline provided additional diversity metrics from BAFTA’s membership, which now includes 17% from underrepresented ethnic groups, 8% with disabilities, 14% identifying as LGBTQIA+ and 19% from low socio-economic backgrounds. She asserted that such initiatives not only increase visibility for women and other marginalised groups, but also create pathways for emerging talent by showcasing a broader array of voices and perspectives.

Throughout the panel, there was a unanimous call for systemic change that goes beyond incremental statistical improvements. The speakers agreed that achieving true gender equality in the audiovisual sector will require coordinated efforts from public bodies, industry associations and individual stakeholders alike. There was consensus on the need for targeted measures – ranging from enhanced mentorship and career development programmes to more robust policies addressing workplace safety and mental health – that can create a more inclusive and sustainable environment for all professionals.

The discussion also touched on the importance of intersectionality, with panellists noting that the challenges faced by women are further compounded for those who belong to multiple underrepresented groups, such as women of colour, disabled women and LGBTQI individuals. By broadening the conversation to include these intersecting identities, the panel underscored the necessity of a comprehensive approach that addresses not only gender disparities, but also the full spectrum of inequality within the industry.