DIVERSITY, EQUITY, & INCLUSION COMMITTEE MEMBERSHIP

Your consideration to share your expertise and experience by participating on our organization’s diversity, equity and inclusion (DEI) committee is appreciated. As a committee member, you may look forward to the rich and challenging experience to strengthen the character, livability, and diversity of our workplace. Through the involvement, service, and fair approach of its members, the committee will shape our approach to DEI, and have a significant role in the development of strategies and best practices.

ROLE OF THE DEI COMMITTEE & ITS MEMBERS

Ideally, the DEI committee will be made up of individuals from all areas of the playhouse: Board members, Advisory Board Members, artists, executive team, and full-time and part-time staff from all departments. It is the role of the DEI committee to provide an advisory role from a diverse perspective, integrate initiatives to inspire and direct diversity and inclusion, and create processes that will ensure accountability on diversity and inclusion moving forward. The primary role of the DEI committee is to examine the culture at the playhouse and when necessary, make recommendations on changes, standards, and other items pertinent to the DEI commitment. An ideal committee member must have a willingness and dedication to commit both time and energy to the DEI committee; have an interest in the diversity, equity and inclusion of our organization and its staff. Ultimately, the goal of this committee is to foster the betterment of our organization’s culture so that everyone is provided with a holistic, professional, and inclusive experience. Below are the types of efforts and tasks that you may expect to participate in, or review, as a DEI committee member:

THOUGHT PARTNERS

• Provide input and perspectives on DEI issues and opportunities
• Nurture a collaborative culture of diversity, equity, and inclusion through discussing issues in a meeting environment which respects and values divergent points of view.
• Cultivate an awareness of patterns of power and privilege that contribute to the limitation of free expression.
• Assist with assessing organizational policies and practices through a DEI lens to identify systems and structures that may impede DEI efforts, and to identify potential DEI needs and projects.
• Help to explore implications of organizational action steps prior to implementation.
• Help to shape communication strategies throughout the process.
• Define outcomes and measure of progress for this DEI initiative.

PROCESS MONITORS

• Participate in Monthly/Bi-Monthly Meetings and/or Conference Calls
• Help to determine best sequence for key events.
• Provide observations, support and advice about matters of diversity and inclusion
• Monitor project implementations for committee instigated and driven intiatives
• Participate in processes to monitor progress towards goals/desired outcomes.

AMBASSADORS

• Take advantage of opportunities to promote awareness of and participation in the DEI initiative.
• Share the goals and intentions of the DEI initiative in response to questions, concerns, misperceptions, etc.

DEI COMMITTEE MEMBERSHIP

DEI committees shall be made up of no more than 20 members consisting of staff, leaders, and identified board members. DEI committee members are elected by the DEI committee and serve appointments for a full season.

The DEI committee members shall ensure and commit to the following:

RESPONSIBILITIES INCLUDE:

• Attendance as stated below
• Willingness to work on projects outside of committee meetings
• Commitment to provide timely responses to requests for input
• Continuity in participation (and taking initiative to review notes for any meetings you could not attend)
• Keep open lines of communication with committee leadership
• Follow-through on any assignments

Should any DEI committee member fail to meet the commitments outlined above, or miss 50% of the committee meetings, or miss three meetings in a row, he/she/they may be replaced.

TIME COMMITMENT: Varies per planning initiatives; typically, no more than 1 meeting every 3 weeks

EXPECTED ATTENDANCE: