Diversity, Equity, Inclusion and Belonging
At New 42, we aspire to be an organization that embraces, cultivates and sustains diversity, equity, inclusion and belonging as a collective group of individuals and throughout all our projects, programs and spaces. We acknowledge how essential it is for us to re-think and dismantle white-centered practices that have been embedded in our nonprofit for decades, and have caused harm and pain.
As a community of practitioners and learners, our approach has been uniquely communal and our plan to move the work forward involves the participation of everyone in the organization. What follows is a summary of the first steps in this stage of our anti-racism journey and the internal work we’ve done so far, including our internal definitions, our staff learning and decision-making structure, and the areas of focus on which our organizational plan is based.
At the beginning of 2020, a group of staff from across different departments of the organization drafted definitions of Diversity, Equity, Inclusion and Accessibility for the work of New 42, which we have since adopted.
Anti-Racism Areas of Focus
Anti-racism is central to our community practice. The work the Board and Staff is embarking on comes from areas of focus developed through input from the entire company, including New Victory Teaching Artists and the young people in the New 42 Youth Corps program. The areas of focus, as follows, are unranked.
- Provide Anti-Racist, Implicit Bias, Anti-Oppression, and Bystander Training for all Board and Staff
- Review and revise policies and guidelines on anti-racist practice and share those internally and externally with stakeholders
- Change staff recruitment procedures to reach more Black, Indigenous and People of Color (BIPOC) candidates and focus on hiring more BIPOC staff, especially on the senior team
- Re-invent procurement processes and grow the number of BIPOC-led business and vendor partnerships
- Increase the number of BIPOC artist-led shows in the New Victory season
- Use images that accurately reflect our current audiences and constituents, particularly in marketing and fundraising campaigns
- Establish organizational salary review processes and increase transparency across the organization
- Increase the diversity of the Board of Directors
- Create protocols for staff to report concerns related to equity, diversity and inclusion without repercussion