Theatre Department Anti-Racism Plan
This is a living document that will be regularly updated in accordance with the best practices of the performing arts and academic fields.
|Timeline||Our Commitment||Our Plan||Action Steps||Assessment|
|To be met immediately||We will immediately adopt anti-racism as a core value of our program.||We will immediately update our mission statement to reflect our commitment to anti-racism.||- Finalize new language
- Submit for dean's approval
- Submit for marcom's approval
|At the end of the fall semester, all the locations of our mission statement will be updated.|
|To be met immediately||We commit to the health and well-being of BIPOC bodies in our spaces.||We will research, create and implement regular student well-being assessments with particular consideration for our BIPOC students.||- Research best practices for well-being assessments
- Review university systems and resources
- Create assessments
- Strategize their implementation
|By the beginning of Fall Term we will have a well-being assessment system.|
|To be met immediately||We commit to formalizing reporting and feedback protocols.||We will heighten awareness of university reporting systems and strengthen department feedback channels.||- Feature university reporting systems on the call board
- Run a department survey each semester
- Create an open feedback channel that will be reviewed at each meeting
- Survey students involved in production and invite them to pospartum meetings
|At the end of the academic year, we will survey our perceived accessibility|
|To be met immediately||We commit to ethnocultural competence in all productions.||We will develop an ethnocultural competency policy for all productions.||- Develop a process for identifying and meeting ethnocultural needs of all productions
- Ban all racist stereotypes and tropes
- Ban black face, brown face, yellow face, red face, and crip face casting
- BIPOC actors will not be cast in roles that perpetuate cultural stereotypes
- Commit to culturally appropriate casting in all productions
- Open all racially non-specific roles to BIPOC
- BIPOC students will not be responsible for extradepartmental recruitment
-BIPOC should use their instruments, cultures and histories to the ends they desire.
- Production staff must be adequately trained to work with BIPOC bodies.
- Ban racial slurs that are not necessary to the performer's work.
|- Before the 2021-2022 season is selected, we will have an ethnocultural competency policy.|
|To be met immediately||We commit to an open season selection process.||We will review and revise our season selection process.||- Student engagement
- Ethnocultural competency
- Accurate reflection of the spectrum of professional work
- Allow students to advocate for roles they feel will contribute to their growth
|Before the 2021-22 season is selected, we will have an open season selection process.|
|To be met in Fall Term||We commit to decentralizing whiteness and the white/Western aesthetic as the default.||We will review all standards and practices for white bias.||- Create criteria to define "student success" without erasure of ethnocultural expression
- Check that assimilation to whiteness is not a hidden learning outcome
- BIPOC culture, language, perspective, and aesthetic will not be erased or discouraged
- Design students will learn design for BIPOC bodies
- We will expand representation of BIPOC experience beyond trauma
- We will provide proper ethnocultural context
|By the beginning of Spring Term, all instructors will decentralize whiteness.|
|To be met within 5 years||We commit to the equitable inclusion and representation of BIPOC artists.||We will audit our pedagogy to ensure the inclusion of BIPOC artists.||- Review syllabi
- Include BIPOC sources in 50% of all course material
- Provide proper ethnocultural context
|By the beginning of Spring Term, 50 percent of all course material will be from BIPOC sources.|
|To be met by the end of the academic year||We commit to providing BIPOC mentors for students||Until we have full-time BIPOC faculty, we will work to provide BIPOC students with relevant advisors and mentors.||- Begin funding conversations
- Explore contract logistics for outside mentors
- Begin conversations with administration
- Define the role of these positions
|By the end of the academic year, we will have BIPOC mentors established for BIPOC students.|
|To be met within five years||We commit to prioritizing and hiring BIPOC artists and faculty.||We will make a sincere, good faith effort, to make space in our courses and production for BIPOC artists and faculty.||- Strategize how we can hire BIPOC directors, designers, playwrights, etc.
- Begin funding conversations to meet these goals
- Cede space to BIPOC whenever possible
- BIPOC will not be limited to BIPOC plays/courses
|Within five years __ percent of our creative collaborators will be BIPOC.|
|To be met within five years||We commit to increasing our major/minor BIPOC representation.||We will actively work to have our incoming cohorts be at least 50 percent BIPOC.||- Work with admissions/financial aid (Greg, Quincy and Jeannie)
- Work with ISC (Lulu Gonzalez, Act Six, Bucs Bridge)
- Assign Community Engagement McDonald Scholar to this work this year
- Begin tracking data of BIPOC recruitment and retention
- Apply student worker hours to this goal
|- Within five years, all incoming cohorts will be at least 50% BIPOC.|
Actions to Be Discussed
- Creation of safe and exclusive affinity spaces for students and faculty
- Adoption of Theatrical Intimacy and Instructional Touch Best Practices
- Commitment to building long-term relationships with BIPOC audiences and artists.
- Investing in gap training for BIPOC artists in our region.
- Advocate for a BIPOC student rep McDonald scholarship position.
- Adopt a land acknowledgment/exclusion recognition policy for all syllabi, official meetings, first rehearsals, and pre-show announcements.
- Commit to equitable access to BIPOC audiences.
- Offer free tickets to members of the American Indian tribal community on whose traditional homelands your theatre sits.
- Create a land acknowledgment display in the lobby.
- Commit to establishing an anti-racist audience environment (front of house anti-racism training, audience etiquette policing, etc.)
- Commit to meeting access needs for all audience members.