Anti-Racism Action Committee | Theatre Philadelphia
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Anti-Racism Action Committee

Theatre Philadelphia 
Anti-Racism Action Committee // Call & Guidelines 

Theatre Philadelphia’s Anti-Racism Action Committee (ARAC) will aim to confront and dismantle systems, and patterns of racism in American theatres. The ARAC will work to further research, develop, implement, and maintain accountability for anti-racism initiatives within the organization and beyond. ARAC will also provide support for our anti-racism goals by examining and updating the Anti-Racism Statement document as needed and holding the organization accountable to this action plan. 

Vision 

Be a structural community model for the equity and the inclusion of black and brown voices in theatre organizations. The ARAC aims to provide support and guidance to administrators, staff, volunteers, and community partners to more effectively address anti-racism, anti-blackness, equity, diversity and inclusion concerns that are not readily perceived or easily understood. 

Strategy 

Establish resources, training, programming/events, and policies to create an environment that supports diversity, equity and inclusion across all aspects of the theatrical framework. 

Measure of Success 

Support and maintain a trustful structure of diverse and inclusive guidelines to be incorporated throughout the theatre landscape. The theatre landscape will be assessed and monitored via audience & staff surveys supported by theatre company management. The resulting data will be treated as confidential unless released by action of the board. 

Committee Intentions & Methodologies 

We, the committee vow to: 

❖ Within one (1) year:

  • Strive and create a culture of humility and respective communication
  • Assess, research, act on, or report on matters related to advancing the welfare of  black and brown bodies within the theatre community
  • Provide support and guidance to administrators, staff, volunteers, and community partners to more effectively address anti-racism, anti-blackness, equity, diversity and inclusion concerns that are not readily perceived or easily understood

❖ Within two (2) years:

  • Work through intersectionality and nuance of the black and brown experience in the workplace
  • Unpack passive versus active allyship and provide tools for active transformation within predominantly white institutions (PWI) and/or institutions working within a PWI framework

❖ Within three (3) years:

  • Assist in providing Anti-Racism/Equity, Diversity, and Inclusion (AR/EDI) consultations to institutions, artists, and community members 
  • Assist in providing training for ushers and other volunteer staff

Committee Benefits 

  • Provide a safe forum for disclosure and discussion of anti-racism, anti-blackness, micro/macroaggressions, equity, diversity and inclusion concerns
  • When appropriate, willing to serve as an alternative vehicle to human resources for resolution of AR/EDI issues
  • Facilitate a pooling of knowledge and experiences of AR/EDI issues in the workplace
  • Provide the opportunity for coordination across disciplines, departments, administrative lines, and experiences to resolve difficulties relating to anti-racism, anti-blackness,  micro/macroaggressions, equity, diversity and inclusion 

Committee Framework 

We, the committee vow to: 

  • Identify and develop short-term (1-year) and long-term (3-year) goals for the ongoing work of the ARAC in alignment with Theatre Philadelphia's mission
  • Create an Anti-Racism Toolkit
  • Develop affinity spaces for BIPOC administrators and artists
  • Generate training opportunities and/or resources 

Committee Roles and Structural Framework 

  • Theatre Philadelphia Board to select a Committee Chair
  • Committee Chair to identify and/or appoint emerging leaders as co-chairs through a selection process to be collaborated with and executed by the collective Board
  • Committee Chair and Board to ensure the broad diversity of the committee including but not limited to; race, ethnicity, language, gender, age, sexual orientation, gender identity, religion, etc.
    • Suggested committee size to not exceed 15 persons 
    • First term commitment to be one (1) year 

Committee members will commit to: 

  • Bi-monthly meetings 
  • Accountability for the implementation of committee activities including but not limited to programming, trainings, resources, and outreach 

 

Would you like to join the Anti-Racism Action Committee?

Send an e-mail to antiracism@theatrephiladelphia.org with the following information: 

  • Why you would like to join the committee
  • Your relationship to Philadelphia theater
  • How are you using your voice to activate the communities you serve to combat racism and/or how you may weaponize your privilege for the betterment of the communities you serve.

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ARAC Word Glossary (definitions courtesy of Oxford Dictionary)

  • anti-racism: the policy or practice of opposing racism and promoting racial tolerance 

  • anti-blackness: opposed to or hostile actions toward Black people 

  • bipoc: referring to individuals who identify as Black, Indigenous, and/or people of color 

  • equity: the quality of being fair and impartial 

  • diversity: the practice or quality of including or involving people from a range of different social and ethnic  backgrounds and of different genders, sexual orientations, etc. 

  • inclusion: the action or state of including or of being included within a group or structure 

  • intersectionality: the theory that various forms of discrimination centered on race, gender, class, disability, sexuality, and other forms of identity, do not work independently but interact to produce particularized forms of social oppression. As such, oppression is the result of intersecting forms of exclusionary practices. 

  • macroaggressions: large-scale or overt aggression toward those of a certain race, culture, gender, etc.; contrasted with microaggression. 

  • microaggressions: (1) a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority; (2) indirect, subtle, or unintentional discrimination against members of a marginalized group

GENERAL CONTACT EMAIL: antiracism@theatrephiladelphia.org

Additional Anti-Racism Resources