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Antiracism Action Plan
As of October 27, 2020Own, Measure, Report, Refine
- 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