A Sony Pictures Classics Release
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World Premiere: 2010 Toronto International Film Festival 2010 Hamptons International Film Festival 2010 Chicago International Film Festival 2010 Truly Moving Picture Award winner A Sony Pictures Classics Release Release Date: 11/19/2010 (NY &LA) | TRT: 113 min | MPAA: Rated R East Coast Publicity West Coast Publicity Distributor Falco Ink Block Korenbrot Sony Pictures Classics Erin Bruce Judy Chang Carmelo Pirrone Annie McDonough Melody Korenbrot Lindsay Macik 850 7th Ave, Ste 1005 110 S. Fairfax Ave, #310 550 Madison Ave, 8th Floor NY, NY 10019 Los Angeles, CA 90036 New York, NY 10022 212-445-7100 tel 323-634-7001 tel 212-833-8833 tel 212-445-0623 fax 323-634-7030 fax 212-833-8844 fax MADE IN DAGENHAM | FACT SHEET THE FIGHT FOR EQUAL PAY Please Note: the Paycheck Fairness Act is scheduled to be voted on by the Senate on or around November 17th. This Act has been passed by the President and the House of Representatives. More information on this Act is below The Good News • Women are the primary breadwinners in nearly 2/3 of American families • Women represent 47% of all American workers • 51.4% of all managers are women (that's up from 26% in 1980) • Between 1997-2007, the number of women-owned businesses grew by 44% (twice as fast as men-owned firms) • Women-owned businesses have created 500,000 jobs • The majority of college graduates are women The Bad News • In this current recession, while American women have held on to more jobs than American men -- with families scraping by on the one paycheck women bring home -- because women are paid less, entire families are struggling to stretch the paycheck • During this recession, women's individual earnings have actually fallen, making it even harder for families to make ends meet on their one paycheck. • Women are still paid only 77 cents for every dollar paid to men. That's an increase from 59 cents in 1963 when Washington passed the Equal Pay Act -- that's only an 18 cent increase in almost 50 years! Why do we need "The Paycheck Fairness Act?" • The Equal Pay Act prohibits sex-based wage discrimination, but it is antiquated and sorely in need of updating to include adequate remedies, tools for government enforcement and to address loopholes that have been created by bad court decisions over time. • The Paycheck Fairness Act updates the Equal Pay Act to ensure that it can become an effective tool to address wage discrimination. How would "The Paycheck Fairness Act" improve upon the Equal Pay Act? • The Paycheck Fairness Act protects employees from being fired for asking others about their pay and/or comparing it with their co-workers; i.e. - makes it difficult for employers to use retaliation against employees for questioning their pay. • The Paycheck Fairness Act makes it easier for groups to challenge employers about pay discriminations because individual employees mobilizing in a group are no longer required to be singled out or identified individually as a member of the group; i.e. -- protects identity of those protesting so not singled out for any retaliation by employers. • The Paycheck Fairness Act allows for employees who have successfully won any pay discrimination lawsuits to not only be financially compensated for back pay but also receive an additional financial reward settlement, "damages", for any pain and suffering 2 they accounted as a result of the pay discrimination, i.e. -- will make corporations re- evaluate their pay practices -- if they know there's a chance a suing employee might not just win back pay but also win a punitive award, they might be less likely to continue their wage discrimination. President Obama supports Equal Pay for Women: • In 2009, his first act as President was signing the Lilly Ledbetter Fair Pay Act, which legally extends the statute of limitations for workers filing lawsuits claiming they were paid less based on their sex. • His administration has established the Equal Pay Task Force, which investigates violations of equal pay laws. • His Economic Recovery Plan includes several measures directed squarely at increasing opportunities and support for America's working women so that they can continue to grow, thrive and invest in our economy. Pay Discrimination -- Not Just an Issue for Working-Class Women: Women of all levels of class, education, experience and expertise experience pay discrimination in the work place when compared to the pay scale of their male counterparts. General Wage statistics based on most recent Census data: Women who worked full-time, year round in 2009 still made 23 cents less for every dollar earned by their male counterparts. This marks no change from 2008‘s wage gap and amounts to nearly $11,000 per year in lost earnings. The wage gap for women of color in 2009 was even more staggering than for women overall. When Black and Hispanic women work full-time, year round, they only make 62 and 53 cents, respectively, for every dollar their white, non- Hispanic male counterparts earn — this tiny amount is only a one cent increase over the 2008 earnings for Black and Hispanic women. Comparison of college educated-women: For college-educated women, the gap emerges as soon as they graduate. A woman earns 5 percent less the first year out of school than a man who goes to the same college, gets the same grades, has the same major, takes the same kind of job with similar workplace flexibility perks, and has the same personal characteristics, such as marital status, race, and number of children. o Ten years later she'll earn 12 percent less (even if she has the same work experience). o That amount only grows over time. American Association of University Women, Behind the Pay Gap MBAs: Women lag behind men in both job level and salary starting from their first position post-business school and do not catch up. Even after taking into account 3 experience, industry, and region, the report found women start at lower levels than men, make on average $4,600 less in their initial jobs, and continue to be outpaced by men in rank and salary growth. http://www.catalyst.org/publication/372/pipelines-broken-promise Lawyers: Female lawyers earn only 74% that of male lawyers In law firms, there is a $2,000 gap between female and male associates. In law firms, female equity partners earn $66,000 less on average than male equity partners. http://www.pardc.org/Publications/SameGlassCeiling.pdf Managers: While women managers made up 40% of all managers in 2007 (the most recent year for which data is available), they were paid only 81% of what their male counterparts were. 2010 GAO Report, Women in Management: Analysis of Female Managers’ Representation, Characteristics, and Pay SYNOPSIS When we think of ‗60s revolutionaries, the women of Dagenham don‘t fit the clichés – but these feisty, funny factory girls shook their world with spirit and courage, and achieved lasting social change (yes, even the grannies were ―girls‖ to the men of Ford management and their own labor union). Based on a true story, Made in Dagenham portrays a decisive moment in that decade of upheaval, when the fight for equal rights and pay was led – unexpectedly – by ordinary working-class women with one foot in the kitchen, one foot on the factory floor, and ears glued to the pop coming over the radio and telly from far-off London (19 kilometers and a world away). It‘s a vintage ―girl power‖ tale. RITA O‘GRADY (Sally Hawkins, who played the tirelessly cheery heroine of Happy- Go-Lucky) is a young married mother, one of 187 women who work for the Ford Motor Company, the region‘s principal employer. Unlike their male counterparts in the automaker‘s gleaming new main facility, the women toil in a decrepit old 1920s plant with a leaky roof, pigeons flying overhead, and stifling sweatshop conditions in summer. Despite their highly specialized work sewing car seat upholstery, the women are classified as ―unskilled‖ labor and paid a fraction of the men‘s pay. After all, it‘s still a world where husbands – like Rita‘s man EDDIE (Danny Mays) – are the principal 4 breadwinners, and women are the backbone of the home and family. Their work and wages are secondary. Still, camaraderie and plucky spirits get the women through the workday. Among Rita‘s friends and colleagues are CONNIE (Geraldine James), the shop steward and respected matriarch of the group, who copes with an ailing husband; BRENDA (Andrea Riseborough), a vivacious twenty-something with a zest for letting loose and a beehive hairdo to match; and young SANDRA (Jamie Winstone) an aspiring model with Twiggy looks whose sights are set on London (she introduces Mary Quant hot pants to Dagenham). At first, Rita‘s no firebrand; she primarily sees herself as a wife and mother. When sympathetic union representative ALBERT (Bob Hoskins) encourages the women to bring their grievances to Ford management, Rita is coaxed into attending a meeting along with Albert, shop steward Connie, and the patronizing head of the union local MONTY (Kenneth Cranham), who instructs Connie and Rita to nod, smile, and let him do the talking. What Rita expects to be simply a day out of work (complete with free lunch) turns into much more; Ford‘s Head of Industrial Relations PETER HOPKINS (Rupert Graves) brusquely tries to fob off the women‘s demands with minor concessions. Outraged by the lack of respect in the meeting, Rita surprises the room and herself by speaking out sharply, saying the women refuse to be ignored, and will plan a job action if they are not re-assigned ―skilled‖ and – here‘s the shocker – given pay parity with the male workers.