BIPOC-AIC Issues Media Statement Regarding Racism in Adult Entertainment Industry

• An elimination of wage disparity based solely on race.

• Over the past 2 weeks, the industry’s main talent agents, several performer coalitions, and major trade publications have called for, or stated, that they will support this initiative (https://www.xbiz.com/news/252675/agencies-pledge-to-end-talent-rate-disparity-declare-support-for-blm & https://www.apac-usa.com/single-post/2020/06/03/Adult-Industry-Professionals-for-Black-Lives-Matter). We look forward to witnessing progress made in this area over the next few weeks, as production resumes after a lengthy production moratorium due to COVID-19.

• An increase of BIPOC below-the-line staff in all aspects of production, including make-up artists, grips, gaffers, catering, editors, directors, and producers.

• An industry-funded career development pipeline, to provide performers looking to move behind the camera with the proper education, tools, paid internships, and employment opportunities to do so.

• While we sincerely appreciate the gesture, BIPOC-AIC has concerns regarding the elimination of the terms “IR,” “Interracial,” and “Ethnic” from online search engines, copy, and awards shows (https://avn.com/business/articles/video/a-statement-from-the-avn-ceo-883301.html), which may do more harm than good:

• Our concerns include how this elimination will affect product sales, brand management, and the possible deletion of BIPOC from nominations and awards altogether.

• We instead seek to change the language surrounding marginalized people, and ask these terms be expanded to be more inclusive.

• An expansion of “Interracial” and “IR” to include all BIPOC performers with non-BIPOC performers.

• Performer autonomy over how they wish to be identified in terms of ethnicity, age, body type, gender identity, and sexual orientation in all copy, regardless of medium.

• An increase in BIPOC writers, including screenwriters, publicists, journalists, copywriters, marketers, and social media managers in the industry – as direct hires or paid internships.

• Educational / knowledge resources for industry media, as well as public relations and marketing professionals, in regards to language and tone for representing BIPOC.

• Expanding descriptions of performers beyond ethnicity, to include identifiers such as hair and eye color, body type, and other relevant SEO keywords.

• A rejection of derogatory terms & themes as they relate to race, gender identity, and sexual orientation from all forms of media and copy.

• An end to a mockery of religion, ethnicity, age, and body types; we acknowledge that sexual desire & fantasy are fluid and ask the industry to explore ways to cover these themes without using slurs and making fun of the people represented in these communities.

• All digital spaces that allow consumers to upload commentary, content, or interact with performers must establish and implement filters which block racially-charged language and abusive behavior. The safety and mental health of performers should always come first, and the industry must stand against online violence towards performers.

• Paid Diversity and Intimacy Consultants at every company in the commercial sex industry.

• Diverse staffing at every company to include women, BIPOC, Queer, and Trans people.

• During the booking process, performers will receive a complete copy of the model release, including studio information, project name and scene title. Companies will provide performers with any title changes for subsequent releases, including compilations and third-party releases, with the option of the performer opting out of inclusion in those releases.

• Before a booking is confirmed, a conversation between directors / producers and talent must take place to confirm talent is fully aware of the nature of the project, producers are aware of talent’s personal limitations, “no” & “yes” lists, and any additional pertinent information regarding the project.

• BIPOC-AIC is currently discussing what “complete reform” looks like, and look forward to inviting agents and managers to sit down with us to ensure the best interest of talent is at the forefront of changes moving forward.

• After a recent meeting, AVN has announced an overhaul of every step in its awards season process, to make sure Black performers, directors, and talent are better represented in its show. AVN has agreed to a talent liaison and are “rethinking” their approach to judging and nominations. AVN has also agreed to a Black host at the 2021 AVN Awards (https://avn.com/business/articles/video/avn-announces-changes-to-awards-to-increase-black-representation-883675.html).

• BIPOC-AIC is thrilled to see this olive branch extended, as well as the hosting of Town Halls by other media outlets and studios. We look forward to continuing the conversation with all awards show producers and media outlets, and invite them to sit with us to discuss how they, too, can show their dedication to an equitable approach to the upcoming awards season.

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