How a Digital-Age Creative Company, Lionsgate, Leverages the Talents and Ideas of Its Employees

BY Katie Chambers | December 04, 2024

Hollywood has a reputation for being cutthroat. But in our new era of workplace engagement, is that still the case? Within at least one film studio, employees are met with a community approach focused on compassion, communication, and professional growth.

At Lionsgate, the studio behind such franchises as The Hunger Games, Twilight, and John Wick, the company puts a high priority on attracting and developing top talent. Among the techniques: developing bold, original content with the help of employee-resource groups (ERGs) and a suggestion program to engage employees at all levels.

“I spent probably about half my career in the business side and half my career on the HR side, both were invaluable,” Ross Pollack, now the EVP and chief HR officer at Lionsgate, said in a fireside chat at From Day One’s Los Angeles conference. His operations side gave him business acumen, which he passes on to his HR team by encouraging them to read the Wall Street Journal and sharing comments with them from board meetings. And the HR side has taught him more about how to work with people by honoring and appreciating their contributions.

This people-centered approach is integral to Lionsgate’s business. “We have a leadership team that have worked with each other for many years, that are heavily compensated through equity, and so we're all pulling in the same direction,” Pollack said. “You see a higher level of collaboration and executives working across business units and across divisions than you would typically see in a Hollywood studio, and I think that helps foster intense collaboration and innovation.” Pollack feels this spirit encourages employees to have the confidence to take smart, calculated risks.

In addition to cash and equity compensation, Lionsgate offers what Pollack feels “may be the best benefits program in the entertainment industry.” The nature of these benefits is communicated through monthly newsletters as well as local offices. “Increasing transparency is important,” Pollack said, especially during challenging times.

Guiding Employees Through a Time of Uncertainty

Moderator Alison Brower, contributing editor for The Ankler, notes that while all industries are feeling the economic crunch, things are particularly challenging in Hollywood as large companies are consolidating, leaving workers fearful for their roles. “How do you manage and encourage teams and employees during these really challenging periods?” she asked.

Again, Pollack says the Lionsgate team turns to a people-first approach of transparent communication. “The CEO meets with every single employee in the company at least once a year and holds coffee chats on a weekly or bi-weekly basis,” he said. “I think keeping employees in the dark will lead to anxiety.” The organization also invests in mental health benefits, such as access to Talkspace online therapy, as well. Brower agreed that this is a particularly effective solution for the social environment of 2024 and beyond. “People really need to be met where they are and be communicated with and treated as adults,” she said.

Pollack’s guiding principle is compassion–and fun. Despite the Hollywood grind, “I try to honor the work and the effort that my staff puts in. They give up eight to 10 to 12 hours a day, five days a week, most of the year, and so that’s a lot of people’s time in life. And I want them to have fun,” he said. “I want them to enjoy, learn, and grow, both personally and professionally, and I try to instill that in the department and hopefully their business partners, and through the programs that we have. We’re communicating and living that through HR connecting to the rest of the organization.” While Lionsgate is shifting out of a hybrid environment come Jan. 1 with a return to office, they will offer essentially “permanent Summer Fridays” allowing employees to have Friday afternoons off with supervisor approval.

The Big Acronyms of Modern HR: AI, DEI, and ERGs

There are several major changes impacting the industry, including advancements in artificial intelligence. Pollack says his team is exploring AI options through its people- management software. “The goal is not to replace HR people with AI but use it to supplement the work that's being done, to put more tools in the hands of the employees,” Pollack said. AI will be able to answer basic employee questions about services, leaving HR to “focus on being consultants.”

There has also been a shift in the DEI space in Hollywood. “About a year ago, many of the big companies saw the exit of the top DEI officers that they had in the organization,” Brower said. “The best way to implement inclusion in these kinds of workplaces is still a very open question in this industry.” Lionsgate, meanwhile, is “all in,” Pollack said. In the last year, 60% of new Lionsgate hires were women; 30% were from historically underrepresented groups; and 75% of summer interns were from underrepresented groups.

“We're not going backwards,” Pollack said. “It's important to our employees [and] it’s one of the things that distinguishes us. We don't spend a lot of time talking about our efforts in the press. I’d rather make them real and have the employees see it.” He wants his Hollywood workforce to reflect the moviegoers who support them, who are 50% people of color. “It makes tremendous business sense to have content that is appealing to a diverse audience be made by a diverse audience,” he said. “And we personally feel it’s a moral imperative” to cultivate young, diverse talent in the workplace. Lionsgate has even started a production accounting program in partnership with Cal State to encourage diverse communities to join this well-paying and often understaffed production role.

For the last eight years, Lionsgate has helped its employees stay engaged through its nine ERGs, which are HR-funded optional groups employees can join to meet, discuss issues relevant to them, and have meaningful events. Its ERGs have even been impactful in driving business forward, Pollack says, citing how its Black ERG partnered with Ebony magazine to create a new fast development channel focused on Black content from the Lionsgate library. Six hundred of Lionsgate’s 1,400 employees participate in ERGs and the CEO reports on their activities at every board meeting. “It’s a cool way of getting employees involved in the business, having them feel connected to the business, contribute to the business, and for junior people to be recognized,” Pollack said. With an eye toward cultivating diverse talent, and a focus on transparency and community-building, Pollack’s team is on the cutting edge of compassionate Hollywood HR.

Katie Chambers is a freelance writer and award-winning communications executive with a lifelong commitment to supporting artists and advocating for inclusion. Her work has
been seen in HuffPost and several printed essay collections, among others, and she has appeared on Cheddar News, On New Jersey, and CBS New York.
(Featured photo: Ross Pollack, left, with Alison Brower)



 

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