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Latasha Gillespie knows inclusivity isn't one-sided. At Amazon MGM, the film and television production and distribution studio, she's a staunch believer that representation needs to be both in front of the camera and behind it. In a first in the entertainment industry, the company launched its inclusion policy guide and playbook under Gillespie's leadership as head of global diversity, equity, inclusion and accessibility. These resources – fully available to the public – aim to guide leaders both within Amazon MGM and the entire business landscape to ensure diverse, accurate storytelling. "Our policy guide and playbook codify the DEI work we've been doing internally. In terms of formulating a practical approach to DEI, we've done most of the heavy lifting for other business leaders," she tells the BBC. Gillespie's work comes at a pivot point in society for diversity, equity and inclusion. The term "DEI" is increasingly in the crosshairs amid a growing backlash from some powerful figures in corporate America. Gillespie knows the landscape is as politically charged as ever. But instead of bristling at the challenge, it's energised her more. Gillespie talks to the BBC about her outlook on representation, the role of data in diversity and her plan to move the entertainment industry towards a more inclusive future. What does organisational DEI look like, and what is the biggest barrier to achieving it? Organisational DEI promotes the equitable representation and participation of all employees irrespective of their race, gender, religion, sexual orientation, disability and the like. The biggest obstacle to achieving it is the mindset people sometimes adopt when they hear the words "diversity", "equity" and "inclusion". They mistakenly believe it's focused solely on race, gender or social justice. In reality, DEI is a core growth strategy that helps businesses and organisations alike become more profitable by identifying customers and global expansion opportunities. It also aids companies' understanding of customers, potential customers and markets, which allows them to create products and provide services that meet their customers' needs. You created and launched Amazon MGM Studios' inclusion policy guide and playbook, which extend the company's DEI commitments to content and productions. How did the idea come about? Following the murder of George Floyd and the subsequent uprising against racial injustice, it was important that our efforts weren't performative. This wasn't the time to just give to charity or start another mentoring program, as well-intentioned and important as these efforts are. In this instance, we knew we had to dismantle corporate systems, processes and structures that have historically discriminated against minorities and other marginalised groups. On this basis, we decided to make our internal DEI commitments public, which enabled us to be held accountable. This is how our policy guide and playbook came into being.