Over the decades, the role of the Second Assistant Director has evolved with the rise of communication technology. While the core responsibilities remain the same, the demands of the job have increased substantially. Yet, expectations for the daily output within the same working hours as twenty years ago persist, creating an unsustainable strain on trainees, and on Second ADs who are parents. Although we’ve made some progress on issues like pay for additional hours, challenges around work quality and accessibility persist. Job sharing provides Second ADs with a flexible option, letting them choose between full-time work and personalised arrangements that adapt to their evolving needs.
Initiatives like ScreenSkills and Warner Brothers’ CrewHQ Job Sharing Programme, along with successful case studies from Germany and the UK, demonstrate that job sharing works.
The exciting progress we’ve seen prompts a vital community question: Are we prepared to reconsider our definition of “success”, both individually and within our field?
Progress Revisited
For Assistant Directors, job sharing challenges deeply ingrained conventions. This isn’t simply a practical solution for juggling work and life; it redefines leadership, teamwork, and strength on set.
Collaboration as Strength: Job-sharing feedback highlights how two skilled individuals’ combined expertise enhances the role. Job-sharing pairs received praise from Line Producers on recent programs for their revitalising energy and diverse viewpoints, showcasing how teamwork bolsters, not diminishes, an AD’s responsibilities.
A Global Perspective: Germany’s film industry stands out for its job-sharing success. Within AD departments there, Carlos Fidel pioneered a split shift system for Second ADs which successfully integrated itself into their demanding schedules. These examples evidence how these systems could become more widespread in the UK.
Addressing Burnout: Job sharing may be the most compelling solution. Traditional AD workloads pose significant safety risks to many, including parents, caregivers, trainees, and returning workers. Extended working hours may pose a significant risk while driving home. Job sharing creates inclusive workplaces and shows that valuing health and longevity is more important than unsustainable work habits.
What Job Sharing Really Represents
Job sharing provides many benefits beyond simply splitting the workload. It’s about quality work. Workplace culture is changing; we’re moving away from the idea that burnout shows dedication and instead embracing the understanding that sustainable careers rely on support, adaptability, and innovation.
This goes beyond just ADs. The industry faces scrutiny over long hours, stress, and diversity issues. Job sharing shows the power of teamwork and trust.
Progress has challenges. Some worry job sharing lowers prestige and adds workflow complexity. Success stories from Germany and the UK prove otherwise. Cultural barriers and traditional workflows, more than practical ones, hinder change.
A Call for Reflection and Action
Job sharing is effective. We need the industry to work together to embrace innovative work models that counter the traditional optics of sacrifice that are so prevalent in the UK film industry.
What kind of industry do we want to build? How can we better support future Second ADs and all ADs? How can we create a workplace where top talent thrives while valuing diversity, well-being, and family?
Long hours are no longer a badge of honour as a Second AD. Combining full time roles with job sharing isn’t about doing less; it’s about adapting to new realities and about doing better.
If you’re considering job-sharing or promoting it within your team, Michelle Reynolds and Rowan Aust at Reeltime TV offer extensive resources. Find a job-share guide at https://www.reeltimemedia.co.uk/resources/ and contact y.sangareau@gmail.com for an AD-specific Job Share info pack.
