OUR COMMITMENT

On the Boards commits to working toward equity* and belonging in all aspects of our organization: in the ways we fulfill our mission, the space we cultivate so that artists can take risks, and in the ways we contribute to the present and future performing arts environment. We recognize that equity alone is not enough. We believe with equity as our initial goal post we will make the most tangible progress toward near-term action and impact. We further commit to becoming an anti-racist organization.

* We recognize equity and justice come in myriad and intersecting forms, including but not limited to: racial, social, economic, health, access, gender, religion, age.


OUR PURPOSE

Our goal is recognition and repair, and the evolution of On the Boards towards its ideal: a space where all parties – artists, audiences, staff, and board – can thrive professionally and personally.

On the Boards is committed to performing artists, creative expression, conversation, and creating communities of belonging & connection around unique and boundary-pushing live art experiences. To continue this work rigorously and responsibly, we must grapple with our own context and history, as well as our role as a gate-keeper in the performing arts industry, our power as an institution, our location within Seattle, Washington, the United States, and our position as a landowner on the traditional territory of the Coast Salish peoples. 

OUR CONTEXT AND ROLE

Our context and history are complicated. Experimental performance has historically been – and continues to be – built by individuals of various intersectional identities often outside mainstream power structures. On the Boards’ physical and metaphorical artistic space is one that has invited a diversity of identities, expression and perspectives. We work with artists on the fringes of the arts, of society, of culture. It’s why On the Boards was formed and it’s that commitment that guides us forward.

At the same time, we recognize that On the Boards is part of, and has historically upheld, a predominantly white, financially wealthy industry. While culture creators have always come from diverse backgrounds; funding, support, leadership roles and recognition of work has not been equitably distributed. On the Boards artistic programming has been rigorous but not always free from bias or other unintended harm. We know this has also extended to staffing structures, artistic relationships, and our audiences. 

Therein lies our complicated context and responsibility. As an arts institution, we recognize our explicit and implicit role in historic and ongoing inequities and do not take it lightly. As an experimental arts organization, we have a particular responsibility to honor and uplift the spectrum of communities whose ability to thrive is bound up with ours.

PROGRESS, NOT PERFECTION

The work of building an inclusive and equitable arts institution is an ongoing process. We seek to recognize and overcome structural and individual biases and inequities in our practices. In focusing on our own practices, programming and people, we will contribute to the evolution of a more inclusive and equitable performing arts sector.

Transparency, evaluation, and accountability are key to this transformation. This draft reflects our current understanding, and this statement – much like On the Boards – is a work in progress. We want to hear from you—our community. We invite you to share your thoughts and feedback using this form.

Our next step is to write and commit to specific goals. We will update this page as we have more to share. Below are our current practices and progress.


DEI SUPPORTIVE PRACTICES AT ON THE BOARDS

Updated June 2024. To be updated bi-annually.

What do we mean by DEI supportive practices?

Things that address systemic bias, such as recruitment strategies, programmatic decisions,  training, and mentorship. Also, soft strategies that create a workplace where staff (board, artists, audiences) feel heard, respected, and feel a sense of belonging. 

Art and Artists

We work to support artists from a place of abundance, transparency, and honesty

  • We create an artistic program which seeks a diverse representation across race, gender, sexuality, age as well as a plurality of storytelling, live mediums, and perspectives

  • The return of the NW New Works festival with an open call, diverse local curatorial cohort, and increased artist fees and stipends

  • Our artist fees are W.A.G.E certified and meet/exceed equitable artist fees put forward by NPN guidelines

  • Our contracts have transparent budgeting

  • We conduct artist surveys and post-show debriefs with artists to continue our learning

  • We work with each artist to identify affinity groups to engage with around their project and offer free/reduced ticketing to

The Physical Plant

A physical space that aims to be accessible and welcoming

  • Gender neutral, wheelchair accessible bathrooms on each floor

  • ADA compliant building

  • Nonprofit and community rental discounts 

  • MERV 13 HVAC System

  • Covid-19 Safer Performances with weighted air filtration and spaced seating

The way we show up when you show up

We strive to have our communication and audience experience reflect our values

  • Inclusive style guide for all communications 

  • Hard subtitles across social media platforms in accessible font 

  • Accessibility notes in emails/programs, and ‘know before you go’ information

  • Moving toward fully accessible web design/ux

  • Audience surveys at all shows for feedback 

  • Industry peer show invite process, affinity group discounts

  • Community partner SOPs can we say what this is/provide more detail?

  • ASL interpretation for performances, provided with advanced notice

  • “Pay what you can” and “True Cost” tickets, informed by the Green Bottle Method, developed by Alexis J. Cunningfolk

  • Student and Artist discounted subscriptions and tickets 

  • Spaced seating with Covid-19 additional safety measures

  • Land acknowledgements including solicitation for support for Real Rent Duwamish

  • Authenticity in donor relations through a focus on data and impact

Behind the scenes

We endeavor to build a supportive workplace

  • Staff handbook with best practice policies and procedures

  • Job description audit to remove biased language

  • Inclusive and standardized recruitment and hiring process

  • Pay bands and formalized salary structure for an equitable, system approach

  • Collaborative annual budget process

  • Annual Cost of Living assessments with equitable distribution to staff

  • Collaborative annual performance review process 

  • Inclusive internal communication channels that foster a hybrid and flexible workplace

  • Regular cadence of staff meetings, visioning, brainstorms, polls, open forums and inclusive planning processes that prioritize transparency and collaboration

  • Staff benefits that include 100% employer-paid premiums, floating holidays, volunteer hours benefit, commute benefit, and professional development stipends

  • Current Board recruitment efforts with diversity as a key column, and open call 

We support doing the work

  • Dedicated annual budget for DEI work

  • A dedicated DEI combined staff & Board task force

  • We commit publicly and share our progress as part of our theory of change

  • We look forward to sharing our next step: specific and measurable goals

WE DON’T DO THIS ALONE

We have been inspired by: