Unless you’ve been living under a rock, you’re probably aware that Hollywood is mostly controlled by white dudes. There were 112 directors on last year’s top 100 films, and only one of the helmers was a black woman. Sixty-five percent of the female characters in 2018’s top 100 films were white. Women filled just 31 percent of key behind-the-scenes roles in the 2018-2019 TV season. It’s clear that the numbers are in dire need of improvement — what’s less obvious is how exactly we can fix them.

That’s where UCLA comes in. The authors behind the annual Diversity Report have developed a practical five-point strategy to increase diversity and inclusion in show business. In a report entitled “By All M.E.A.N.S. Necessary: Essential Practices for Transforming Hollywood Diversity and Inclusion,” the authors argue that companies must modernize, expand, amplify, normalize, and structure (i.e. MEANS) its hiring practices.

“Clearly there is no one-size-fits all approach to this issue, and making meaningful change is a deliberate process that requires sustained effort and a commitment to carry out the work at all levels from top to bottom,” co-author Ana-Christina Ramon stated. “We’re offering a list of sustainable actions that can be refined and adapted to fit any existing efforts. This problem won’t solve itself. The path ahead must be paved with intention.”

First, companies must, to be candid, get with the program. They need to modernize their own worldviews and realize that the American audience is 50 percent women and 40 percent minority. “Businesses can do this by establishing a public statement about their diversity mission, setting specific goals with timelines that support the stated mission, and teaching employees that change is not only inevitable but beneficial,” a press release detailed.

Next, companies need to expand their hiring searches “to include candidates of diverse racial, ethnic, gender, disability, and LGBTQ backgrounds.” The study authors suggest recruiters take advantage of databases such as The Director List of women helmers or Creative Artist Agency’s list of TV writers of color.

Companies should also implement a tangible plan to increase the number of women, especially women of color, in leadership roles. When women lead, “projects and work environments are considerably more inclusive.”

Further, companies need to accept that not everyone is in a position where they can work for peanuts. The report advocates for normalized compensation packages, “especially for entry-level jobs, because minority hires from non-affluent backgrounds often cannot afford to take low-paying jobs despite their high-value networking opportunities.”

Finally, “By All M.E.A.N.S. Necessary” recommends companies structure incentives for decision makers “to prioritize diversity and inclusion at all levels.”

While “MEANS” is the report’s main offering, it also features many other specific suggestions for promoting inclusion. For example, the report recognizes that women of color “represent two marginalized groups,” and argues that companies should especially focus on their hiring and promotion.

In addition, the authors suggest that executives’ bonuses and rewards should be contingent on their diversity and inclusion records. States and municipalities can make a difference by offering tax credits to projects with diverse hiring. The authors commend the artists and execs who require an inclusion rider in their contracts. The clause, which rose to prominence following Frances McDormand’s speech at the 2018 Oscars, ensures sets include women, people of color, people with disabilities, LGBTQ folks, and other underrepresented communities.

“Diversity must be seen as a business imperative, because it is,” said “By All M.E.A.N.S. Necessary” co-author and UCLA dean of the division of social sciences Darnell Hunt.

Head over to UCLA’s website to read the report in full.