Equity, Diversity & Inclusion
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Equity, Diversity & Inclusion Plan 2022
Gateway’s Equity, Diversity & Inclusion (EDI) Plan is intended to clearly establish objectives for 2022 with respect to EDI matters and to hold ourselves accountable for this work.
The plan has three areas of focus: Our People, Our Public, and Our Programming; the areas overlap and intersect with our department areas within the company.
This plan was createdcollaboratively, and all staff and ongoing contractors have had opportunities to provide input directly or anonymously. The document was reviewed and approved by Gateway’s Board of Directors in December 2021.
An updated version will be published in July 2022, outlining progress to date. The 2023 version of this plan willreport on the 2022 priorities and objectives.
We acknowledge that both as an organisation and as individuals we are in a constant learning process. In that spirit, we will engage consultants to help guide us. We also recognise that as we learn, we may need to change or evolve aspects of this plan.
By Equity, we mean the fair and respectful treatment of all people, particularly those who have historically been and/or are currently marginalized, which is achieved through the removal of barriers that create inequality in access to resources, opportunities or security.
By Diversity, we mean the demographic mix of the community with a focus on those who are marginalized and under-represented at Gateway.
By Inclusion, we mean the active, intentional, and continuous process of creating an environment where everyone feels welcome, is treated with respect and is able to fully participate..
We use the term “marginalized” to refer to people or groups who experience discrimination and/or exclusion based on one or more things including but not limited to racialization, disability, gender identity or expression, financial status, or identity as an Indigenous person..
These are the people who work at Gateway as employees, as contractors, and as volunteers. It includes our administrative, operational and technical teams, our artists and educators, our board members and our volunteers.
That the people involved in imagining, creating, executing and guiding Gateway’s activities mirror our community and reflect a breadth of backgrounds, experiences, and perspectives, at all levels of the organisation. That our company culture reflects relational values and a culture of care.
- Created a new documented recruitment process to attempt to remove barriers which might be encountered by applicants from marginalized communities
- Researched and implemented a list of places to promote jobs specifically to people from marginalized communities
- Provided initial training for all staff and board on diversity, equity and inclusion
- Moved to a more collaborative, cross-functional way of working
2022 Priorities & Objectives
- Establish base-line metrics to determine the representation of marginalized groups on our teams via a voluntary self-identification survey.
- Revise the following policies to make them more robust: Code of Conduct, Multiculturalism, Accessibility & Respectful Workplace.
- Provide mandatory annual training for staff, board and volunteers in topics related to diversity, equity and inclusion.
- Explore engaging an external consultant or consultants to bring their knowledge to guide our growth and development.
These are the people we interact with via our artistic offerings, education programs, rentals and related initiatives. They are our audiences (at the venue, online and in the community), our class and workshop participants, our donors, and our rental clients.
That the people who participate in Gateway’s offerings and activities are reflective of our community and that barriers to access are regularly identified and removed.
- Offered at least one production per year with Simplified and Traditional Chinese surtitles at every performance
- Experimented with pay-what-you-will performances
2022 Priorities & Objectives
- Establish base-line metrics to determine the representation of marginalized groups amongst our public.
- Complete accessibility audits of the venue and office spaces.
- Write an accessibility strategy to guide next steps.
- Publish an “Accessibility” page on our website that provides the most up-to-date information available about accessibility to the venue and office space, including a visual guide to the building.
These are the shows we produce and present, the events we put on, the classes or workshops we offer, the discussions we facilitate and the stories we tell or highlight. This happens on stage, in the community and online.
That the events, performances and experiences that Gateway offers are relevant to and reflective of the diverse Richmond community. That Gateway offers a platform for underrepresented artists and arts communities, including those working outside Eurocentric traditions.
- Redefined our programming direction and priorities to move away from traditional theatre and increase access to the performing arts for a broader community
- Moved to a collaborative artistic leadership model to include multiple perspectives
2022 Priorities & Objectives
- Establish base-line metrics to determine the representation of marginalized voices and perspectives in our artistic offerings.
- Continue with a multi-year adaptive planning process to reimagine Gateway’s education programming, with diversity, equity and inclusion as a core value.
- Begin to seek out artistic partnerships with new and culturally diverse organisations or artists in Richmond with a view to influence programming choices via these perspectives.
- Provide mandatory training in Relaxed Performances for administrative, artistic and front-line staff.