• Create professional development and mentor opportunities for BIPOC staff
  • To establish a more representative decision-making team, empower existing BIPOC staff and hire more artistic and casting staff and culturally specific consultants with decision-making power and authority
  • Audit and expand hiring strategies and resources to add new full-time BIPOC staff
  • Promote an equitable interview process for new hires, including streamlined questions for all candidates, reframing job descriptions using competencies rather than “check boxes,” and removing degree requirements unless absolutely necessary
  • Determine and hire appropriate personnel to implement and maintain EDI/AR work
  • Audit current vendor list and research and identify a new, broader set of vendors, with a focus on BIPOC vendors
  • Maintain and expand staff affinity groups and allow staff members to participate during work hours (including paying hourly employees for time participating in affinity-group activities)
  • Expand cost-of-living scholarships to provide additional support for BIPOC participants in Roundabout internships and apprenticeships
  • Review and revise existing institutional materials through an EDI/AR lens and establish an ongoing process for future front-facing assets


Develop and evolve staff-wide training, with special emphasis on training for supervisors and hiring managers, public-facing staff, and staff responsible for external communications

Require “catch-up” training for any staff who missed initial, mandatory, all-staff session

Break down silos by creating opportunities for cross-department/cross-level collaboration, including the creation and sharing of departmental operating plans

Provide personal development opportunities for employees, including conflict resolution

Continue to encourage the use of pronouns in email signature and other communication

Review staff, student and artist participation in fundraising and board events and engagement to promote equitable practices


  • Hire external company to conduct a pay-equity analysis, and address pay inequities where appropriate
  • Post salary ranges for all job postings and internally share salary bands
  • Evaluate staff engagement with EDI/AR initiatives as part of annual 360 review process and as a factor in advancement considerations
  • Implement 3-year staffing plans for each department, including executive leadership
  • Through annual surveys and exit interviews, continually seek employee feedback on organizational culture, individual needs/accommodations and EDI/AR progress
  • Require consistent EDI/AR training as part of on-boarding across the organization
  • Evaluate and, if necessary, expand current external system for efficacy in reporting EDI/AR violations
  • Require managers and human resources staff to share criteria for advancement as part of annual reviews
  • Explore health-care options for part-time employees
  • Audit donor benefits and donor-observation opportunities of education programming to promote equity
  • Establish and enforce a public-facing zero-tolerance policy for mistreatment of our employees, and create restorative practices for harmed staff

Equitable Policies

Provide greater transparency around organizational decision making

Audit current HR policies to promote equity and inclusion

Examine policies regarding which employees currently do not receive an organizational email address, staff on-boarding, and/or staff benefits/perks

Solicit and utilize hiring recommendations from multiple levels of staff and Board members and eliminate nepotism in hiring practices

Evaluate teams based on effectiveness, equitability, and transparency with a goal of learning from the teams that model this and transforming or replacing teams that do not

Audit intern and apprentice programs to establish expectations for these roles that appropriately balance learning and practical experience, create more opportunities for networking with senior leaders and members of the Board, and identify additional departments where interns and/or apprenticeships could be added



50% BIPOC representation across staff at all levels, including senior leaders within the next five years