Our immediate focus is on areas of operational change which do not require significant policy modifications. Exploring these areas will both unearth Equity’s strengths and support any future structural, bylaw or policy changes with evidence. Work has already begun on three pillars:
- Develop Staff – Change begins at home.
- Empower Members – The union’s strength is the knowledge and solidarity of its members.
- Guide Employers – It’s crucial for our employers to partner in this process to ensure our workplaces improve.
We look at the staff through two lenses. First, is Equity, as an employer, creating a culture where all people feel enough belonging to grow and thrive? Second, how can we best train staff to have interactions with members that foster trust and belonging regardless of their backgrounds and experiences? We are developing tools for measuring and tracking staff experience and sentiment as well as interventions for supporting staff through the emotional and operational processes involved in this work.
- December 2020 - Staff harassment and discrimination investigation training. Collaboration with the Actors Fund.
- October 2020 - Support Group for POC Staff. Collaboration with The Actors Fund.
- September 2020 - Implement Annual Employee Engagement Survey.
- June 2020 - Weekly article-based inclusion discussion.
The strength of the union is in its members’ knowledge of their rights as employees (as well as the employers’ attendant duty) and their solidarity with one another. We are reviewing and improving every opportunity for members to acquire the information that will allow them to walk confidently address any workplace problem, particularly those that arise from harassment, discrimination, and bullying. We consider members win two distinct groups. New member and typical members, and deputies and stage managers, who have opted into a bit more responsibility in the workplace than the typical member.
Deputies & Stage Managers
- December 2020 – Build Deputy Election Workflow to ensure members can access a deputy regardless of whether they are working under a guest artist agreement or on a contract without a stage manager.
- November 2020 – Updated Deputy Election Form to reflected clarified policy language.
- October 2020 – Amended Deputy Guidelines to reflect clarified policy language and expectations.
- September 2020 – Clarify Deputy Policy.
- December 2020 – Identify best touch points and content for improved general member education.
- October 2020 - Identify education pain points for all members and members of marginalized identities.
Employers are welcome to reach out to the diversity and inclusion department for preliminary support on any issue from developing a business strategy to drive inclusion to guidance regarding renovating for accessibility. To support employers in their work, we are developing resources in response to the most common consultation requests from employers and member requests for intervention.
- December 2020 – Build Employer Resources webpage.
- December 2020 - Developing proposal of industry role & responsibility agreements.
- October 2020 - Identify core employer knowledge gaps. Structure guidebooks.
- September 2020 – Establish collaboration with a major regional employer to revamp their member-facing operations for inclusion.
Transparency & Accountability
- December 2020 - Six-month Retrofit update to members
- November 2020 - Publish Equity Member Hiring Study