Our Commitment to Equity, Diversity, Inclusion and Accessibility
ArtWorks lifts up justice by embracing equity, diversity, inclusion, and access for others regardless of their skin tone, ethnicity, faith or gender.
ArtWorks march towards equity, diversity, inclusion, and access
America’s historical backdrop of justice often excluded others based on their skin tone, ethnicity, faith or gender. We stand as an ally with black, indigenousness, people of color, LBGT, immigrants and all people who face racism and discrimination. We will strive to address our internal biases, behaviors and actions that do not support all with fairness, respect and dignity. Our march forward requires us to address our past inactions with actions of accountability.
As we move forward our actions won’t stand alone. We will look to our diverse community partners, artists and youth to direct us in art and projects that are representative of their wants. Our employment commitment will continue to improve upon our past efforts of a diverse workforce with living wages. We know there is a justice deficit in our community and we want to actively help eliminate the deficit with our actions and learnings. True allyship takes consistent lifelong learning and activism.
We will continue to keep the community apprised of our actions, progress and learnings on this page. Keep your eye on our actions, ask us questions and challenge us.
- Board approved ArtWorks first Equity, Diversity, Inclusion and Accessibility plan
- Recognize Juneteenth and Indigenous People as holidays
- Recognize Martin Luther King, Jr. Day as a day on, staff wide service day
- Staff assessed and coached on individual cultural profiles supported by individual plans and accountability buddy groups
- 100% of year-round staff participated in EDIA training to support their individual plans
- Board composition continues to diversify: BIPOC increases by 39% (total representation 25%) and female by 16% (total representation of 52%)
- Year-round staff diversity increases from 6% to 20% BIPOC and from 15% to 20% male
- Mental Health First Aid Training provided to teaching artists who support youth employment
- New recruiting and hiring practices established to attract diverse talent
- New hires onboarded with EDIA training, assessed and coached on individual cultural profiles by outside DEI consultant
- Seasonal Employment demographics: youth are 60% BIPOC, lead teaching artists are 48% BIPOC and creative designers are 57% BIPOC
- Vendors: 14.4% minority owned, 26% women owned and 6.2% women and minority owned
- Community BIPOC partnerships represent 38% of partnerships
- We have a small year-round staff and when employee transitions occur they can affect goals. Be realistic that a goal timeframe may need to shift and adjust.
- Setting goals with periodic updates keeps you focused on achieving the outcomes
- Staff and Board discussion to lay the groundwork for organization wide Equity, Diversity, Inclusion and Accessibility plan
- 100% of staff completed Ground Water Training led by the Racial Equity Institute
- Assessment of organization-wide intercultural development completed by consultant Priya Dhingra Klocek
- 50% of youth employed BIPOC, 40% of teaching artists BIPOC and 42% of creative designers BIPOC
- Board composition shifted with renewed focus on diversity with a 28% increase in female leadership and 50% increase in BIPOC leadership.
- 38% of public art projects created with and for BIPOC communities
- Launched Artist Conversation Series, Viva Voce to give voice to BIPOC artists and social justice
- Launched Jump Start investing in minority and BIPOC artist-led community art projects in their own communities.
- ArtWorks publishes commitment as an anti-racist organization
Years prior to 2020
- Non Discrimination policy approved by board
- Diversity of seasonal staff is embraced with emphases in BIPOC.