GCSE Drama: Portfolio of Evidence. Task 2: Development Phase

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GCSE Drama: Portfolio of Evidence. Paper 1 Unit 1

Refugees – Task 2: Development Phase – Mike Wells 11AM

The aim of our task was to focus on one of the characters from the stimuli and their experience of discrimination. We worked mainly on Choman, the Kurdish refugee. However, we adapted it slightly and included hints of both texts, which was another of our aims. We were also asked to create something of a change in one of the characters’ attitude. We blended the character and some of the ethnicity and background of Marisa Cloze, the Polish immigrant we created from the first text. We had to include the concept of racialism, prejudice and discrimination in our performance.

We decided on a scenario in a firm’s office where there were three employers interviewing candidates. We showed only two of the candidates but that was all we required to produce our idea efficiently. One of which was a stereotypical Briton from Liverpool called ‘Bob Nudd’ and he applied for the job as well as ‘Mustafa Pulami’, from Iraqi Kurdistan. The team of employers consisted of two managing directors, Dan Holmes and Dave Booth and a Head-C.E.O, Peter Waga, pronounced ‘V-A-R-G-A’. The two directors were purely English whereas the C.E.O was of Polish origin. The main link was the fact that one of the characters was Polish, referring to the photograph of the young refugee girl and the other key character was Mustafa, an Iraqi Kurdistani, referring to ‘The Choman Story’ text. This created a good link between the two original texts.

The general idea of our plot was to include a variety of drama techniques, for example, marking the moment, freeze-frames, tableaux, but to make it interesting in the process. So we decided on using a flashback procedure in our performance.  The plot involved Mr. Nudd applying for the job and blatantly failing at impressing the employers. He has no real qualifications and is obviously not good enough to do the job, but however, the two managing directors are charmed by his dense, unintentional humour and tell him they will contact him soon to inform whether or not he has the job or not. The next candidate is Mr. Pulami, who is very ‘down-to-earth’, easy-going, interesting, intelligent and fully serious about the job. Unfortunately, the two British employers do not ask as many questions about him once they find out his ethnicity, Iraqi Kurdistan. The Head C.E.O. however is deeply engrossed in this interview and Mustafa really interests him as he explains how he immigrated at the age of four and went on to get nine G.C.S.E.s, three A-Levels and a degree in Physics and Psychology. He is clearly the man for the job but unfortunately he never gets offered the job. Mr. Waga, Head C.E.O.  asks him at the end of the interview,

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“Just one more question Mr. Pulami. When can you start?” and stands up and shakes his hand. The directors tell Waga that they still must interview the rest of the applicants and that he is perhaps not right for the job as he is a refugee. These somewhat racist comments force Mr. Waga to ask Mr. Pulami to leave the room and he explains to them how he is a refugee and how his grandfather started the business they are interviewing job applicants to help run. At this point we included the aspect of marking the moment as Mr. Waga’s ...

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