| Characteristic | Women | Men |
|---|---|---|
| Insufficient compensation for work performed | 67% | 37% |
| Limited availability of contract work | 61% | 37% |
| Not knowing the right people in the industry | 59% | 32% |
| Lack of recognition for past performance | 52% | 18% |
| Inability to access capital to finance larger projects or company growth | 50% | 22% |
| Gaining access to advanced opportunities | 46% | 64% |
| Search for work/life balance | 44% | 24% |
| Gaining access to entry-level opportunities | 43% | 19% |
| Unpredictable or excessive demands | 43% | 23% |
| Unhealthy competition among peers | 41% | 20% |
| Gender-based discrimination | 36% | 1% |
| Lack of mentorship opportunities | 36% | 20% |
| Rarely (or never) invited to pitch | 32% | 37% |
| Child care or family obligations | 32% | 14% |
| Need to take time off work for childbearing | 29% | 3% |
| Limited investment in marketing and promotion | 24% | 19% |
| Lack of technical resources to work effectively | 23% | 8% |
| Risk aversion on the part of clients or employers | 21% | 15% |
| Risk aversion on your part | 21% | 10% |
| Having left screen composing and returned | 20% | 7% |
| Not included in meetings and discussions about strategic issues | 16% | 12% |
| Your own aspirations as a screen composer | 15% | 9% |
| Workplace harassment | 10% | 1% |
| Age-based discrimination | 8% | 8% |
| Disability-based discrimination | 7% | 0% |
| Race-based discrimination | 5% | 3% |
| Sexual orientation-based discrimination | 5% | 1% |
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Source
Sources
Release date
June 2018
More information
Region
Canada
Survey time period
2016
Number of respondents
Women: n = 31; Men: n = 208
Supplementary notes
Responding screen composers were asked to rate the issue as having a significant or severe and limiting impact on their career development.
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