Double the Line

As you may be aware, in the wake of the June 2023 United States Supreme Court decision that struck down affirmative action in college admissions, a lawsuit was filed in federal court against AICP and other companies that were involved in a specific production (Client, Agency and Production Company) that challenges the Double the Line initiative. 

These types of lawsuits have proliferated since the Supreme Court’s decision and many companies have been faced with altering their DEI programs in order to get the lawsuits against them dismissed. In this case, all defendants in the lawsuit, including AICP, recently filed a motion to dismiss the complaint and that motion, we suspect, may be pending for many months.

The motion does not address the substantive viability of Double the Line and is more of a procedural argument to dismiss the complaint. If the court denies the motion, then the lawsuit will continue, at which point the substance of the Double the Line program will eventually be addressed. This could take several years. While AICP stands behind the Double the Line initiative and the merits it was designed to achieve, it encourages your company to seek legal counsel regarding your choice to implement a job using DTL initiative.

If you have any questions, please contact Sheila R. Brown, VP, Equity & Inclusion, at


Many agencies and clients are reaching out to production and post companies asking how to add mandates to the bidding process to increase diversity among crew.

We are asking clients and agencies to take the pledge to #doubletheline so that we can increase diversity and inclusion with an emphasis on leadership positions. 


What does it mean to #doubletheline? It’s simple. On every commercial production, roles for the project are listed on individual lines in the budget with their associated costs.

On every job you are bidding, the agency and/or client will consult with the production and post production company and based on potential candidates, costs, and opportunities, will agree to double the role of any single position on the bid. In doing so, they agree to cover the costs to hire a BIPOC candidate to work alongside the chosen role.  


Once the role is agreed upon, the final total of that budget line (including the appropriate P&W, insurance, etc.) would be duplicated on a separate line item labeled “Double the Line.” Production and post companies can make this “Double the Line” line item cost plus and provide any required back up.  In this way, the total amount invested is clear on every project and makes the monetary investment accountable and measurable. 



Please note: the material provided on this website is for informational purposes only and for the convenience of AICP members and the industry at large. It does not represent an offer or guarantee of employment nor does it constitute any recommendations, advice, or directive by AICP on utilizing this information in a legally-compliant manner. It is the production or post company’s responsibility to comply with local, state and federal labor and employment laws.   Members are advised to consult with legal counsel and other professionals with respect to labor and employment laws, human resources issues, and hiring responsibilities.

It is an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise discriminate or retaliate against any individual with respect to that individual’s terms and conditions of employment, on the basis of the individual’s race, ethnicity, sex, gender identity, or any other protected status under local, state and federal law.