•  Execute a diversity, equality, and inclusion survey and report results internally twice a year
• Annually audit our spending toward BIPOC and women-owned businesses in our procurement
• Run an annual review of start to finish hiring, salary, and promotion
• Track the diversity of our applicant pool
• Form an antiracism committee of staff members, artists, and vendors to foster an inclusive & equitable workplace with the understanding that inclusivity and equity carry through to the client experience
• Assess our corporate contributions and giving patterns so that they reflect our ongoing commitment and our shared values

Source + Hire

• Actively recruit BIPOC for open roles across all departments
• Systematically assess opportunities to hire candidates with transferable skills
• Test blind recruitment on a minimum of five positions & scale if successful
• Source job candidates through a wider range of inclusive platforms
• Shift from a "culture fit" to "culture add" mentality in recruitment process
• Train all interviewers to run unbiased interviews
• Work towards transparency in the hiring process
• Continue to document and keep track of hiring process decisions
•  Provide an educational and well-structured internship program

 Develop + Retain

• Mitigate pay discrepancies highlighted by equal pay audit, if any
• Mitigate power discrepancies by making certain that BIPOC- and women-identified employees are given equal responsibilities and decision-making power.

Educate, Advocate + Support

• Give preference to BIPOC and women-owned businesses in our procurement process
• Establish Martin Luther King Day and Yom Kippur as permanent company-wide holidays. Employees will be encouraged to celebrate, learn, and give back to underserved and underrepresented communities
• Publicly share our diversity & inclusion stats and initiatives in a dedicated page on our website, to be updated on a quarterly basis. Welcome and respond to feedback that might help us further refine this model. Encourage other galleries to adopt this model
• Require all staff to review, discuss, and understand  "The Characteristics of White Supremacy Culture" 
• Host quarterly round-table lunch and learns to further our education and gain feedback from our staff, artists, and vendors