LUCILLE LORTEL THEATRE PRODUCTIONS EDIA STATEMENT


Administration

  • We evaluate our current hiring practices through an anti-racist lens and develop new organizational standards accordingly. We continue to challenge ourselves to increase representation by:
    • Publishing salaries on job postings.
    • Excluding mandatory education requirements.
    • Using bias-free language.
    • Publishing job listings across varied platforms, including those serving Marginalized* communities, in order to attract a diverse applicant pool.
  • We provide a supportive onboarding process to ensure a safe, successful, and fulfilling work environment.
  • We provide Equity, Diversity, Inclusion, and Anti-Racism training to employees.
  • We provide a retribution-free safe space for employees to discuss incidents inconsistent with our EDIA Policy.
  • We maintain and widely promote a clear, confidential process of reporting problems with formal response protocol.
  • We are on an evolving journey and commit to accountability, transparency, inclusiveness, and serving as better allies.
  • We recognize that interns are employees and are paid at least minimum wage.
  • We ensure that everyone is provided with our Code of Conduct, EDIA Policy, and Land and Peoples Acknowledgement.

Development

  • We acknowledge that donor representation has been historically white, and will strive to increase representation of our donors across all demographics.
  • We will identify and seek out funding to support anti-racism activities.
  • We acknowledge that donor representation has been historically white, and we strive to increase representation of our donors across all demographics.
  • We will reach out to a donor if it is discovered that they are engaged in practices inconsistent with our EDIA Policy. In the event the donor is unwilling to change their practices, we will cease to accept any future funding.

Education

  • We partner with organizations representing diversity across all demographics, including, but not limited to, race, ethnicity, disability, gender identity, and sexual orientation.
  • We create broad-based representation from a place of social awareness by working with artists and administrators who represent the diversity of the community the program is serving.
  • We collaborate with our artistic team and partners on the design and implementation of the program to make it equitable and accessible.
  • We minimize barriers to entry and provide additional support to participants in need when possible.

*When we use the term Marginalized, we are describing a person or group that is treated insignificantly, pushed to the margins of society and rendered powerless. Marginalized groups include Black, Asian, Latine, and Indigenous peoples; women; people with disabilities; the LGBTQIA2S+ community; people of a lower socio-economic status; and many others. All of these groups have been historically disempowered and oppressed by influential and discriminatory groups.


For more information and resources, visit:
https://www.cultureally.com/blog/what-does-marginalized-mean-and-why-does-it-matter
https://yali.state.gov/five-ways-to-be-an-ally-to-marginalized-groups/