DIVERSE & EQUITABLE LEADERSHIP
Leading by example, the Theater’s leadership team and Board of Directors make the advancement of inclusion, diversity, equity, and accessibility a foremost priority. Members of the leadership team are accountable for what is working and what is not and are not afraid to lead for change. Leaders approach the future with humility and to address the areas that need improvement.
Board of Directors
- Collaborate with the Board of Directors’ IDEA and Membership Committees to evaluate current demographics and develop shared objectives to increase diversity among board members in regard to race, ethnicity, gender identity, and ability. Ensure that the Theater’s board Membership Committee considers "cultural competency" as a criterion when identifying prospective board members.
- Recognize that there may be gaps in understanding around IDEA conversations between staff and board and between board members, due to generational differences or the degree to which each group has spent time delving into the conversation. Distinguish the difference between producing more diverse projects and having an institutional culture that is anti-racist in all aspects.
- Develop multiple levels of board education and conversations over time and recognize the power of “learning together.” Engage professional facilitators in the process, create required IDEA on-boarding for all new trustees, and provide resources so board members can continue the work independently.
- Establish a set of definitions to create a common language around inclusion, diversity, equity and accessibility so there is a baseline of cultural fluency. Increase board awareness of examples of racism in our field and within our organization. Create a process through which examples of micro-aggressions and restorative solutions are reported regularly to the board IDEA Committee.
- Proactively engage the board in a process to better understand the broadest view of the constituents they represent—not bound by history and not constrained merely by geographic or demographic data. The board should strive to represent all constituents served by each aspect of the theater—including productions, education, outreach, and the other programs supported by the work and fundraising of the Theater.
Leadership and Staff
- Standardize the Theater’s onboarding process to reflect the organization's IDEA commitments, ensuring that all leadership staff are fully informed and take ownership in advancing the work.
- Develop and implement required management training and professional development for leadership and managers incorporating principles and practices encompassed in the Theater's core values, IDEA commitments and objectives, and Employee Handbook. Create a process for tracking training.
- Create a method to track employees identified for leadership potential and development reflective of the Theater's IDEA objectives.
- Consider recruitment and succession planning informed by the Theater's IDEA commitment during strategic planning on an institutional, programmatic, and departmental level.