Building a Better Roundabout

With Our Board

Targets & Progress

In September 2021, we shared our plan to build a better Roundabout. Explore our yearly progress and review our original five-year goals below.


BIPOC representation on Board, Leadership Council, and Ambassador Council within the next five years

Our Five-Year Goals


Audit current Board makeup and create a matrix of members’ industries, expertise, age, social identity, etc. to help determine gaps, focus recruitment, and broaden backgrounds represented

Refine criteria for Board membership to value candidates with needed expertise and perspectives as much as financial resources

Develop a strong process to equip and onboard new members to include intra-Board mentorships for new members to ensure it is a welcoming space

Work with diverse identity-based organizations to broaden resources for Board recruitment

Jay O. Sanders and William Jackson Harper in Primary Trust, spring 2023. Photo by Joan Marcus.


Ava Lalezarzadeh, Tala Ashe, and Pooya Mohseni in English, winter 2022. Photo by Ahron R. Foster.

Provide initial and ongoing EDI/AR learning and brave dialogue spaces for all Board and volunteer-leadership groups

Foster empathy and communication between staff and Board members, including regular meetings between Board EDI Committee and staff Transformation Team and ongoing roundtable discussions between Board and staff members

Include explanation of the role of the Board and organizational fundraising strategy as part of staff on-boarding process


Board will work with executive leaders and cross-departmental staff team to establish succession plans

Maintain, update, and share Dashboards of EDI/AR metrics to ensure mutual transparency and accountability between the organization and the Board

Create mechanisms for sharing updates to staff regarding activities of the Board

Equitable Policies

EDI Committee to review Board-governing documents and make recommendations to the Nominating and Governance Committee for changes that embrace an equitable, diverse, inclusive, and anti-racist culture

Brandon Micheal Hall, LaChanze, and Chuck Cooper in Trouble in Mind, fall 2021. Photo by Joan Marcus.

2021-22 Season

17% of the Board is BIPOC

Five-Year Target: 30% of the Board is BIPOC

Action Points

Engaged a consultant to conduct EDI/AR learning sessions with our Board of Directors and Leadership Council

Changed Board member requirements to better prioritize experience and backgrounds in combination with financial support

Created deliberate cross-over between Board EDI Committee and Board Nominating/Governance Committee

Began paying all artists for participation in Board- and donor-engagement events

Keith Randolph Smith and Gerald Caesar in ...what the end will be, spring 2022. Photo by Joan Marcus.


30% of the Board is BIPOC

Five-Year Target: 30% of the Board is BIPOC

Action Points

Established an online portal for our Board that, among its other functions, will enable us to monitor and track progress in Board diversity

Made EDI/AR updates a regular agenda item at full Board meetings to maintain consistent reporting and engagement

Daniel K. Isaac in You Will Get Sick, fall 2022. Photo by Joan Marcus.