These are some of the inclusion efforts we will undertake, separate from outreach activities, to achieve a reputation as an innovative, equity seeking leader in the UK, European, and global improv communities
Upcoming improvements
Immediately accomplished efforts will either move into the Evergreen efforts, or if the effort represents a one-off situation, move to the list of Equity Successes
- [ ] Create/Share accountability process activity timelines. Codifying communication and action timelines are more equitable than on-the-spot decisions, especially for engagement policies
- [ ] Engage internal and external community members during policy and process changes. Ensure alignment between the intent and potential impacts. Everyone is able to communicate more effectively when information is shared
- [ ] Ensure equity training is available to everyone within the organization. Beyond ensuring biases are not skewing our decisions, having a consistent approach to equity makes the journey easier
- [ ] Share our pay grid. Pay equity is critical to inclusion efforts to overcome privilege and bias
- [ ] Equitable pricing models. Balance the administrative cost of offering a course against global pricing needs.
Evergreen efforts - continuing improvements
- [ ] Be transparent. Sharing our mistakes, struggles, and successes, how people are impacted, and where we want to grow. It makes it easier for others to empathize and understand us, to join us, to support and guide us, and cheer us on the way.
- [ ] Using plain language in our communications, policies, processes, and internal training. Legal language is a barrier for most people; organizations are turning to plain language communication style for more inclusion
- [ ] Ensure policies reflect the current needs for all individuals, affinity groups, and the organization. Policies, like the Code of Conduct, are due for a review by the senior management team.
- [ ] More voices, different voices. To be a diverse organization, we need diversity in every part of our organization — from the Board of Trustees to audience members. Some representation is better than none, but it isn't the end of the equity work.
Contact Velvet Wells if you are aware of other equity or outreach gaps we can add to this living document