IBC
Nexus Studios, Hartswood Films and Filmsat59 are three women-powered businesses leading media and TV in the UK’s top 200. IBC365 speaks to this elite group of leaders and finds one key issue holding more women back.
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There are 49,000 ‘high growth’ businesses in the UK of which
more than 14000 are ‘women-powered’ according to a recent report by investment
bank J.P Morgan.
‘Women-powered’ means either led or founded by women, majority
owned by women or with a management team comprised of at least 50% women. The
bank charts a significant rise in the proportion of women-led businesses since
it began its report increasing from 18.3% in 2021 to 29.7% in 2024. What’s more, this group had a combined
turnover over £116 billion last year of which female bosses held a 30.2% share
of investment.
“Although women-powered businesses still account for a
minority of the overall high growth company population, the increasing presence
of these businesses is indicative of improving gender parity in the private
business ecosystem,” claimed Marcella d’Alonzo, Executive Director at the bank.
J.P Morgan also ranked the top 200 such businesses of which
three operate in film and TV. These are Hartswood Films, Filmsat59 and Nexus
Studios. In this article IBC365 shares insights from the founders where
the recurring dilemma, still unresolved, is how the industry adjusts its
working practices to accommodate the needs of working mothers.
Nexus Studios
Nexus Studios is a Bafta, Emmy and Cannes Lions award winner
with an Oscar and Grammy nomination to boot. It was launched 25 years ago by Charlotte
Bavasso and Chris O'Reilly specialising in animation and has since expanded
into creating content for experiential live events with bases in Sydney and LA
complementing its 5-storey Shoreditch HQ.
“If you talk to a lot of women, and mothers in particular,
the life-work balance is a juggle,” says Bavasso, Co-Founder and Group CEO. "It's
hard and there are moments in our careers when it's harder. I'm sure that’s the
same for everyone, whatever their personal circumstances. What being on the [JP
Morgan] list represents for me is the acknowledgment that it can work, but also
the acknowledgment that there's a number of things that need to be put in place
so that it can work.”
Bavasso talks about how organisations can adopt flexible
working policies. “Despite the two horrendous years of Covid, the industry came
out of that with an acceleration in hybrid working and a greater understanding
of flexibility,” she says. “There are disadvantages but on the whole [hybrid
working] really helps women to actually feel that they can stay in an industry,
even if they have young children.”
She says that over the quarter century since she co-founded
Nexus, she has experienced this at first hand. “I'm very proud of what I've
been able to do at Nexus which is to create an environment where that
flexibility is embedded. I have a lot of friends with very intense job like
mine and who have been at breaking points like myself a few times over the
years.
“The big difference when you run your own business is that,
in theory, you are in control. To this day, I'm not sure what I’d be doing if I
hadn't started my own business. I want to encourage women to believe that
entrepreneurship has advantages for them and that they can shape the business
in a way that works for them.
“The other essential criteria, and where I have been
extremely fortunate, is making sure that you work with business partners who
completely get it. That's the case with myself and Chris. We’ve always been
extremely understanding of the key moments in our lives.”
As an active member of Women in Animation, BAFTA and ASIFA,
Bavasso often participates in mentoring schemes and judging panels. She is
fully aware that there’s a lot more to do, not least increasing the number of
media companies on lists like JP Morgan’s.
“The last few weeks have been concerning in that respect,”
she says, in reference to the U.S administration’s elimination of DEI
protocols. “Diversity for me is about sharing from people with very different
experiences both personally in the workplace. I'm hearing a little bit too much
of the rhetoric of ‘Us and them’ returning.”
Hartswood Films
“Possibly women are worse than men at asking for more money,” she says. “We just sometimes feel slightly grateful (if we get a raise). By the same token, it's a strength we can use because it stops us sitting on our laurels and thinking we know everything. The day we think we’ve learnt everything is the day we've got something wrong.”
“For instance, if you are contracted to a production shooting out of London then you can maybe work out child care but if at the last minute the shoot is changed to Belgium, what do you do then? We have talked about establishing creches on shows but you don’t know if that is going to be suitable for everyone. It’s not an easy problem to solve.
“It's not all doom and gloom. I think women are actually doing very well but there is an inherent problem that I don't think has been addressed, or we've quite found the solution to yet.”
Filmsat59
Gina Fucci never intended to run a business and was fully
intent on pursuing a career as an editor when the film company she folded.
Together with Jeanne Thomson she co-founded postproduction facility Filmsat59
in 1990 which has been a fixture of the Bristol scene ever since. She was 24.
“The nineties weren't easy for a lot of businesses,” she
says. “Our philosophy was to remain curious, to innovate and to do our
best to engage with everyone.”
As a company director, her priority was developing new
talent, juggling tasks to keep prices level, understanding the impact of new
technology, and trying to convince new clients that we could deliver “not very
different from the challenges today!” she says.
“At that age, anything seemed possible and being two women
who were interested in all cultures and mindsets meant we were open to
anything. I was born in New York City and Jeanne in Glasgow, so diversity
is in our blood. There’s no doubt that our company success is measured by
every individual that we have on our team and every client that we have been
able to serve and call collaborators and friends. Saying that I've been a
part of all this means everything to me.”
Building a business meant being willing to take chances,
solve problems and seek out opportunity. “When the garage across the street
asked if we'd be interested in their space - the answer was yes. When
clients wanted to film a hippo decaying in the jungle - the answer was
yes. When we were asked to create a soundtrack for other worlds [for
Netflix Original sci-fi series The Last Bus] the answer was yes.
When we had the chance to join with competitors in 2001 [Pink House Post,
acquired by Filmsat59 in 2001] - the answer was yes. All are stepping
stones for learning and developing a strong future.”
Fucci’s father was a film editor but she left the U.S to
prove she could make it on her own. She believes nepotism or cronyism is rife
within the industry today and is prepared to call out her own failings in that
regard.
“It was pointed out to me recently that of the 12 runners we
employ, a third came to us from peers and clients we know. I was devasted. I
feel that we do champion emerging talent from a diverse background. I doubled
checked the last eleven years and found that 12% of those we employed were also
from friends and family.”
Twelve percent over more than a decade is actually a pretty
good ratio but Fucci thinks more could be done, particularly when it comes to
women entering the industry.
“This is a business with a culture of late night working and
of understanding that the client is always right even though you may feel they
are not. I can’t see those demands changing, certainly not to the extent there
will be less hours to do your job. Women who want a family will have to take a
break so how do we enable that to happen and still feel that the business is
getting enough from that person and that that person is getting enough support
from the business? That’s probably the central dilemma.”
Pointing to the new found flexibility around work that
normalised since the pandemic, Fucci adds, “Covid proved that we could change
work culture if we wanted. The question is, do we as an industry really want to
change working practices for women?”
Contentiously perhaps, Fucci also voices concern about those
men with 20-30 years in the industry who might feel “disenfranchised” if they
had to make way for apparent diversity hires. “You have to be equally sensitive
to those who have worked hard all their careers,” she says. “Some people will
be mad at me for saying that but I’d argue that someone who has been in a job
for this long will fight harder if they feel threatened. There must be a new
balance to the world order but I am not sure we’ve found the answers.”