Ri-Karlo Handy: Long-Term Change Comes from Creating Environments Where Diversity is Integral
Ri-Karlo Handy is the Founder and CEO of The Handy Foundation, championing content innovation and advancing underrepresented talent in Hollywood. Launched in 2020, the Foundation offers training programs, mentoring, advocacy, career support and even scholarship and sponsorship opportunities with the goal to increase diversity and inclusion in the industry. In this effort, actively cooperates with content giants like Netflix or NBCUniversal and last year launched a DEI initiative with Roku as well.
For his great contribution to the evolution of the industry, Ri-Karlo will be among the first recipients of an NATPE Honors Award in the category Cause + Action which celebrates a purpose-led champion of change for their social good impact.
In conversation with Yako Molhov, Ri-Karlo talks about the mission of The Handy Foundation and the importance of having a creative industry where “diversity is integral, not optional.”
For his great contribution to the evolution of the industry, Ri-Karlo will be among the first recipients of an NATPE Honors Award in the category Cause + Action which celebrates a purpose-led champion of change for their social good impact.
In conversation with Yako Molhov, Ri-Karlo talks about the mission of The Handy Foundation and the importance of having a creative industry where “diversity is integral, not optional.”
Ri-Karlo Handy, Founder and CEO of The Handy Foundation
Ri-Karlo, you are the recipient of the inaugural NATPE Honors Cause + Action award for your commitment to opening doors to create greater diversity and inclusion within the industry through The Handy Foundation. What inspired you to establish the Foundation, and what was the vision behind its creation?
My inspiration for The Handy Foundation came from recognizing a persistent gap in opportunity for underrepresented talent in the entertainment industry. After years of working in editing, producing, and showrunning, I saw how often talented individuals were overlooked simply because they didn’t have access to the right networks or training. The vision was to create a sustainable pipeline that not only trained individuals but also connected them with meaningful work opportunities, as well as the mentorship needed to succeed within these workplace cultures, ensuring their careers could thrive long-term.
What motivated your transition from a successful career in entertainment to founding an organization focused on social impact?
My motivation was deeply personal. I wanted to make a lasting impact beyond the projects I was producing. Social impact work gave me the chance to influence systemic change—addressing diversity and inclusion not just in hiring practices but in the way our industry thinks about workforce development. It wasn’t enough to succeed individually; I wanted to create opportunities for others to do the same.
What were the biggest challenges you faced in building the Foundation, and how did you overcome them?
One of the biggest challenges was convincing people in the industry that diversity and inclusion aren’t just moral imperatives—they’re business necessities. Building relationships with studios, networks, and unions required persistence and data to prove that a diverse workforce enhances creativity and innovation. Overcoming these challenges was about showing the tangible benefits and aligning with partners who shared our vision.
How does The Handy Foundation address the issues of diversity and inclusion in the entertainment industry?
We tackle these issues by focusing on equal access and comprehensive training. In states like California and New York, diversity requirements and apprenticeship programs have given us tools to build a more representative workforce. We provide the education, mentorship, and on-the-job experience that people need to excel, ensuring that diversity isn’t just a box to check but a thriving part of the industry’s DNA.
What do you see as the most significant barriers to entry for underrepresented groups in the entertainment industry today?
The most significant barriers include lack of access to professional networks and a shortage of affordable training programs. Many underrepresented groups don’t have the same exposure to industry connections or the means to fund the education needed to break into the field. Addressing these barriers requires systemic change, from scholarships to mentorship initiatives and policy reforms.
You have over 25 years of experience in editing, producing, and showrunning. How has the entertainment industry evolved in terms of diversity during your career, and what areas still need improvement?
The industry has made progress in acknowledging the importance of diverse voices, but there’s still a long way to go. While representation on screen has improved, there’s a critical need for more diversity behind the camera—in decision-making roles like producing, directing, and writing. The key is to address this at every level, from entry-level positions to executive roles.
In your opinion, what are the most effective strategies for organizations to adopt to promote long-term diversity and equity?
Organizations need to prioritize sustainable programs that focus on training and mentorship. They also need to implement policies that incentivize hiring from underrepresented groups. States that don’t embrace these practices are at a disadvantage because they miss out on the richness of diverse content. Ultimately, long-term change comes from creating environments where diversity is integral, not optional.
My inspiration for The Handy Foundation came from recognizing a persistent gap in opportunity for underrepresented talent in the entertainment industry. After years of working in editing, producing, and showrunning, I saw how often talented individuals were overlooked simply because they didn’t have access to the right networks or training. The vision was to create a sustainable pipeline that not only trained individuals but also connected them with meaningful work opportunities, as well as the mentorship needed to succeed within these workplace cultures, ensuring their careers could thrive long-term.
What motivated your transition from a successful career in entertainment to founding an organization focused on social impact?
My motivation was deeply personal. I wanted to make a lasting impact beyond the projects I was producing. Social impact work gave me the chance to influence systemic change—addressing diversity and inclusion not just in hiring practices but in the way our industry thinks about workforce development. It wasn’t enough to succeed individually; I wanted to create opportunities for others to do the same.
What were the biggest challenges you faced in building the Foundation, and how did you overcome them?
One of the biggest challenges was convincing people in the industry that diversity and inclusion aren’t just moral imperatives—they’re business necessities. Building relationships with studios, networks, and unions required persistence and data to prove that a diverse workforce enhances creativity and innovation. Overcoming these challenges was about showing the tangible benefits and aligning with partners who shared our vision.
How does The Handy Foundation address the issues of diversity and inclusion in the entertainment industry?
We tackle these issues by focusing on equal access and comprehensive training. In states like California and New York, diversity requirements and apprenticeship programs have given us tools to build a more representative workforce. We provide the education, mentorship, and on-the-job experience that people need to excel, ensuring that diversity isn’t just a box to check but a thriving part of the industry’s DNA.
What do you see as the most significant barriers to entry for underrepresented groups in the entertainment industry today?
The most significant barriers include lack of access to professional networks and a shortage of affordable training programs. Many underrepresented groups don’t have the same exposure to industry connections or the means to fund the education needed to break into the field. Addressing these barriers requires systemic change, from scholarships to mentorship initiatives and policy reforms.
You have over 25 years of experience in editing, producing, and showrunning. How has the entertainment industry evolved in terms of diversity during your career, and what areas still need improvement?
The industry has made progress in acknowledging the importance of diverse voices, but there’s still a long way to go. While representation on screen has improved, there’s a critical need for more diversity behind the camera—in decision-making roles like producing, directing, and writing. The key is to address this at every level, from entry-level positions to executive roles.
In your opinion, what are the most effective strategies for organizations to adopt to promote long-term diversity and equity?
Organizations need to prioritize sustainable programs that focus on training and mentorship. They also need to implement policies that incentivize hiring from underrepresented groups. States that don’t embrace these practices are at a disadvantage because they miss out on the richness of diverse content. Ultimately, long-term change comes from creating environments where diversity is integral, not optional.
