Diversity, Equity & Inclusion Plan

In the spring we put forward a statement of solidarity with the BIPOC community with a promise that we will do more.  The events that unfolded reminded us that change is not happening quickly enough and we need to actively dismantle colonialism and white supremacy. We promised to hold ourselves accountable and change racist practices that are embedded in our organization.

Our commitment to change began two years ago when we held some roundtable sessions to learn from our communities as we built our strategic plan. At that time, the community rightly identified that while we had a few BIPOC members, we were a majority white staff and board. Diversity, Equity and Inclusion became one of the 5 main pillars of our strategic plan and accordingly, we have been working to make real change within our organization. The commitment outlined below is a beginning and we will keep you informed as we continue to address inequities in our organization and we welcome your input and feedback to these commitments.

Our Commitment

1. Training Leaders

Ensure that leaders (board, staff, instructors, peer supports and volunteers) at Workman Arts are culturally competent and committed to actively working in anti-racist principles.

What has been done:

  • Mandatory yearly anti-oppression/anti-colonialist training for all staff, including instructors.
  • Staff participation in Cultural Pluralism in the Arts – Pluralism and Organizational Change 2-year intensive program (CPAMO POC program)
  • Monthly staff meetings/conversations about ways in which we can further deconstruct white supremacy within our organization.
  • Instructor and Peer Support check-ins each semester with Education and Membership Managers to make sure that anti-oppression/anti-colonialist values are being followed.

What we will do:

  • Evaluate how new skills, knowledge and attitudes are being put into practice through developing evaluation tools and frameworks for all levels of the organization.
  • Create opportunities for new members, contract staff and volunteers to participate in anti-oppression/anti-colonialist training.
  • Fund professional development opportunities for Workman Arts’  leaders, board and staff to attend training sessions that will deepen their understanding of anti-racist/anti-oppression and anti-colonialist approaches.

2. Fostering Inclusive Spaces

Create experiences where people at all levels of interaction with the organization can bring their full selves to the space and programs.

What has been done:

  • Barriers to participation have been identified for BIPOC artists: this includes artists wanting to become members and artists maintaining active membership at Workman Arts.
  • Workplace Conflict Resolution Policy created and implemented that includes conflicts and complaints related to race-based discrimination and microaggressions.
  • Off-site programming is offered at various locations for members who may not feel that they can bring their full selves to the Workman Arts building/programming due to lack of representation.

What we will do:

  • Increase intersectional culturally specific programming for members so that they can bring their full selves to the organization.
  • Offer multi-lingual programming (with translation) for members.
  • Offer integrated programming open to both members & non-members.

3. Investing in Relationships

Ensure that BIPOC initiatives and collaborations aren’t tokenistic and that relationships are valued, funded and strengthened over time.

What has been done:

What we will do:

  • Decentralize our art training programs by offering more off-site programming and programming outside of the downtown core, and commit to more partnerships in diverse neighbourhoods across the GTA.
  • Continue to grow our programming for Black Mental Health Day and the symposium for BIPOC mental health and the arts.
  • Commit to both increasing our financial support and allocating more resources for BIPOC initiatives and collaborations in an ongoing and sustainable way.

4. Fostering Meaningful Representation

Ensure that all levels of the organization, such as board, staff, instructors and members, include BIPOC individuals whose voices are centred and who hold power and decision-making capacity.

What has been done:  

  • Most recent core staff hirings were from the BIPOC community to reach 25% BIPOC representation of core staff.
  • Most recent board nominations have been from the BIPOC community to reach 36% BIPOC representation.
  • Identified benchmarks for increasing diversity & inclusion in membership.
    • Our most recent biennial member survey (2019) indicates that 31% of respondents identified as BIPOC.
    • 54% of members onboarded in 2020  self-identified as BIPOC.
  • Most recent training program hirings include 47% BIPOC representation.

What we will do:

  • Create a (paid) Workman Arts Diversity Advisory group.
  • Create clear policies/guidelines for hiring and board recruitment.
  • Continue to increase BIPOC representation at both staff and board levels.
  • Identify benchmarks for increasing diversity & inclusion in audience make up for Rendezvous with Madness (RWM) and Being Scene.

5. Offering Intersectional Public Programming

Ensure that all public programming is intersectional and showcases a variety of BIPOC artists while engaging in meaningful and relevant outreach initiatives.

What has been done:

  • Racialized Curator hired for Being Scene.
  • 2021 Black Mental Health Day symposium A Room for Black Artists conceived and created by a Black artist/producer.
  • Diverse Programming for Rendezvous with Madness including international films, local BIPOC artists for Exhibition, and Artist Panel examining cultural and clinical standardizations of health and its impact on trans, queer, Black and/or disabled bodies.
  • BIPOC artist and arts worker Mental Health Check-Ins.
  • BIPOC jury members for both RWM and Being Scene.

What we will do:

  • Continue to put BIPOC artists at the centre of our public programming.
  • Create mentorships where BIPOC Workman Arts members can develop their practice into leadership roles.
  • Continue to hire BIPOC artists to lead our public programs including the annual Being Scene Exhibition and Rendezvous with Madness.
  • Bring our public programming to communities outside of the downtown core.