Latest / The Diversity Career Podcast with Fexingo: Inclusion, Equity, and Underrepresented Professionals / How a Film Studio Rethought Careers for Deaf Editors
Transcript
- Lucas: So there's this film studio — I'm not going to name them because they're still rolling this out — but they've completely reworked their post-production editing team around one principle: sound is just another visual layer. Luna: For deaf editors, you mean. Lucas: Exactly. They partnered with a deaf filmmaking academy and built a career pipeline specifically for deaf and hard of hearing editors. But the twist is, they didn't just hire them — they redesigned the entire editing workflow around how deaf editors work. Lucas: And here's the thing — it's not charity. The head of post-production told me the deaf editors are catching things the hearing editors miss. They're reading body language and sync issues in ways that are purely visual. It's become their secret weapon. Luna: That's fascinating. So what actually changed in the workflow? I mean, editing is so sound-heavy — dialogue, music, sound effects. How do you do that without audio? Lucas: Great question. They invested in captioning that's frame-accurate — not just for the final product, but live in the editing timeline. Every audio waveform is visually color-coded, and they built in visual alerts for things like clipping or background noise. It's like a visual equalizer. Lucas: And they didn't stop at tools. They changed how the team communicates. Instead of relying on verbal notes in the edit bay, they use a shared screen with written annotations. That's actually sped up the review process for everyone. Luna: So the accommodations became improvements for the whole team. That reminds me of something I read about closed captioning — it was originally for deaf people, but now it's used in gyms and open offices everywhere. Lucas: Right, same pattern. And this studio is seeing the same effect. The hearing editors are saying they're more precise now because they're not just relying on their ears — they're double-checking visually. It's reduced errors. Lucas: Now, the career side is the part that really grabbed me. They didn't just bring people in for one project. They set up a proper ladder — starting as assistant editors, then moving up to full editors, then to senior roles. And they're tracking retention. Luna: And what's the retention look like? Lucas: Not public yet, but the academy says their graduates are staying. The key is that the studio made the entire department accessible, not just one workstation. That's a big difference from the typical approach of adding one accommodation at a time. Luna: Before we get deeper into the workflow, I want to mention something — you know, we keep this show ad-free, and that's only possible because a small group of listeners chip in monthly through buy me a coffee dot com slash fexingo. It's not a big thing, but it's what keeps us going. Lucas: Yeah, honestly, it's been humbling. We've had listeners tell us they've used episodes to make actual career decisions, and that's exactly why we keep doing this. If that's been true for you, the link is buy me a coffee dot com slash fexingo. Luna: Okay, back to the studio. So you said they're catching things visually — can you give us a concrete example? Lucas: Yeah, there's a scene where two actors are having a whispered conversation. The hearing editors kept missing a glance between them because they were focused on the dialogue. The deaf editor caught it because they were watching the body language. The director loved it — it added subtext. Lucas: That's the kind of thing that proves this isn't about lowering the bar — it's about raising it. The studio is now considering making visual editing a standard part of training for all their editors. Luna: That's a huge shift. How did they get buy-in from the hearing editors? I imagine some were skeptical. Lucas: Honestly, the first few weeks were shaky. But once they saw the deaf editors' precision, it flipped. Now they're asking the deaf editors for feedback on their own work. It's become a peer learning culture. Luna: So what's the broader lesson for other industries? This could apply beyond film — any field where sound is central, like music production or audio engineering. Lucas: Exactly. The studio's approach shows that accessibility isn't a bolt-on — it's a redesign. When you start with the needs of a specific group, you often uncover improvements that benefit everyone. Lucas: And the career pipeline part is critical. They're not just hiring one person and calling it a day. They're building a system that supports growth, mentorship, and advancement. That's what turns a diversity initiative into a real career accelerator. Luna: I love that. And it's a reminder that inclusion is about outcomes, not just optics. Are there any numbers yet on productivity or error rates? Lucas: They're tracking a few metrics internally. The academy told me the deaf editors are matching or exceeding the hearing editors on turnaround time. And on error rates, they're seeing a dip, but it's early — they want a full year of data before they go public. Luna: That makes sense. Practical evidence will help other studios follow suit. Lucas: Yeah, and the academy is already talking to a couple of streaming platforms. They want to replicate this model. So there's a real chance this becomes a movement, not just a one-off. Lucas: But there are challenges too. One is the talent pipeline — there aren't enough deaf editors graduating from traditional programs. So the academy is building its own curriculum, teaching both film editing and accessibility. Luna: So they're solving the supply side too. That's smart. What about the cultural side? Did they have to address any unconscious bias within the studio? Lucas: That's where the leadership came in. The head of post-production personally championed the program, and they did sensitivity training for the whole department. They also brought in a deaf consultant who worked with the team for three months. It wasn't a box-ticking exercise. Luna: And what about the deaf editors' day-to-day experience? Are they getting mentorship and growth opportunities? Lucas: Yes, they're paired with senior editors — but the senior editors are also learning from them. It's reciprocal. And the studio has made sure the deaf editors are included in networking events and social gatherings, with interpreters provided. That's often where the real career connections happen. Lucas: One of the deaf editors told the academy that it's the first place she's worked where she didn't feel like an outsider. She's now a full editor on a major streaming project. That's the kind of story that should be the norm, not the exception. Luna: That's powerful. So for a listener who's in a leadership position, what's the first step they could take tomorrow to start building something like this? Lucas: I'd say two things. First, look at your core workflow and ask where you're over-relying on a single sense. Second, partner with a community organization — like the deaf filmmaking academy — and co-design the pipeline with them. Don't assume you know what they need. Lucas: And I'd add: start small. Maybe it's one project, one team, one specific role. Prove the model works, then scale it. That's exactly what this studio did — they started with two editors on a short film. Luna: And now they're changing the way the whole department works. It's a great example of how inclusion drives innovation. Lucas: I think that's the key takeaway. When you genuinely include people who experience the world differently, you end up questioning assumptions you didn't even know you had. And that's where the magic happens. Luna: So what's next for this program? Are they expanding to other departments? Lucas: They are, actually. The success in post-production has sparked conversations in sound design and even cinematography. They're exploring a similar pipeline for deaf sound designers, which sounds counterintuitive, but they're finding that deaf professionals have a unique perspective on how sound and image interact. Lucas: It's still early, but if it works, it could be a template for the whole industry. I'll be watching closely. Luna: Me too. Thanks for digging into this, Lucas. It's a reminder that career inclusion isn't just about opening doors — it's about redesigning the building so everyone can thrive. Lucas: Well said. That's a good place to leave it for today.