If you saw something unsafe on set, or someone being treated badly, would you say something?
Many people would not. And they are not alone.
In one of our production surveys, 0% of cast and crew felt comfortable speaking up when they felt unsafe. Zero. Not because they had not seen the problem, but because they were not sure what would happen to them if they raised it.
Silence is not agreement. It is self protection.
Every policy says, "if something is not right, speak up". But on a fast moving production, speaking up can feel like it will slow things down, or make things worse.
People ask themselves:
- Will it cause friction?
- Will I be seen as difficult?
- Will I lose my job, or the next one?
On a freelance workforce, where the next booking depends on reputation, staying quiet can feel like the safer choice, even when it is not.
What silence costs a production
Productions can be a legal minefield. Discrimination, harassment and bullying can lead to costly legal action, and the biggest risk is that leadership does not know they are happening.
When problems go unreported:
- People suffer in silence. According to research reported by Fast Company, 55.5% of bystanders who witness misconduct do not report it because they lack faith that anything will be done.
- People leave. Research from HR Acuity found that 57% of employees cite harassment or misconduct as a reason for leaving a job.
- Reputations suffer. Negative press makes it harder to attract talent and secure future work.
We explore the financial side in more detail in Toxic set culture costs more than you think.
Feedback is also a mirror for what works
Feedback is often seen as a way to spot what is wrong. But it is also one of the best ways to learn what is going right.
In our work, productions with high levels of feedback do not just correct problems faster. They build on their strengths more consistently. Psychologists call this "positive deviance": spotting and repeating the things that already work, especially under pressure.
Sometimes the smartest question is not "what went wrong?" but "why did this go so well?"
How to create safe ways to speak up
1. Offer an anonymous route
People are far more likely to raise concerns when they cannot be identified. An anonymous channel is essential, not optional.
2. Use a neutral third party
When the concern involves someone senior, internal channels can feel risky. An independent, third party channel gives people a way to speak up without fear of retaliation.
3. Offer more than one route
Official channels matter, but some people will never use them. Several routes, including informal ones, catch what a single channel misses.
4. Show that speaking up leads somewhere
Close the loop. When people see their feedback acted on, trust grows, and so does the willingness to speak up next time. Our data shows that crew who feel heard are far more likely to return, as we set out in crew retention in film and TV.
5. Ask when things are going well, too
Make feedback part of the normal rhythm of the production, not something reserved for problems.
Do not wait for an emergency
Talent Trust runs as an independent third party. Our short, anonymous check-ins give cast and crew a safe way to share what is happening on set, and give productions an early view of problems before they escalate. Read our FAQs on anonymity, or see how it works.
Sources
- Fast Company: Gen Z workplace misconduct report
- HR Acuity: Workplace harassment and employee misconduct insights
This post is advice only. Always seek professional advice for your specific situation.