Why EDI for the Arts?
Anti-racism workshops and implicit bias trainings are helpful, and often necessary. But for arts organizations, they’re just the tip of the iceberg. Continuous, committed and flexible support is needed in these spaces.
Here’s why.
‘The Show Must Go On’ Mentality & No HR Presence
Limited resources and hasty timelines leave little space for creating and maintaining consistently inclusive work spaces. And when challenging situations arise in the area of Equity, Diversity & Inclusion, there is often no point person to go to. People charged with handling conflict are often overwhelmed, burnt out, and wearing too many hats.
Rotating Artists & Ever-Changing Work Environments
Most work environments don’t have employees rotating in and out on projects as much as creative spaces and theaters do. The specifics of the work also change from show to show or project to project. High-level leadership may have access to EDI training and support, but project-specific creative professionals often don’t.
Front-Facing Diversity & Pressure for Visible Results
Societal pressures and demands from critics on social media can lead to performative action rather than deep, systemic change. And in the arts, most diversity is front and center — on stage and on screen — where it is most visible. Those people shouldn’t be charged with the labor of this work. Rather, they deserve deep support and representation behind the scenes.
Challenging & Triggering Creative Material
Unlike in other fields, artists are required to divulge their most vulnerable selves while at work, no matter the environment. Problematic classics, new works that address hot button issues, and everything in between must be navigated with intention and care.
Client Testimonials
