Our Anti-Racism Work
The Anti-Racist Strategic Action Plan (ASAP) includes concrete policies and procedures to be implemented (or reinforced) across the entire organization. Each policy works on it’s own and as part of a holistic institutional effort to catalyze and sustain The Huntington’s stated commitment to systemic change. The ASAP is spearheaded by the Huntington Equity and Anti-Racism (HEAR) Task Force, an advisory group focused on stewarding and strengthening The Huntington’s commitment to a culture which centers antiracism and anti-oppression.
Anti-Racism Public Update
November 2023 Update:
The 2022-2023 season was a time of transition for The Huntington. We welcomed our new Artistic Director, said farewell to our Managing Director, reopened our beautifully renovated space on Huntington Avenue, and re-learned what it meant to be operating at pre-pandemic levels of activity on our campus.
With all of these adjustments we have learned more about ourselves as an organization and how we can best serve our community – whether it’s staff, artists, students, or audience members. We have continued to utilize our ASAP to guide our work as we fine-tuned our processes, centering the principles of equity, diversity, inclusion, access, and anti-racism in every corner of our operations. We have found many successes this year.
However, we have also faced challenges. We have included a summary of our recent work below and look forward to sharing further updates on an annual basis. As always, we welcome your feedback or input to the HEAR task force at hear@huntingtontheatre.org or directly to the chair of HEAR at
wehearyou@huntingtontheatre.org.
Past progress updates, including the full original ASAP, can be found below.
HEAR Task Force FAQ
The HEAR Taskforce is an advisory group focused on stewarding and strengthening The Huntington’s commitment to a culture which centers antiracism and anti-oppression. HEAR seeks to understand the ways discrimination and injustice shape us while working to dismantle these systems. We seek to effect lasting and sustainable change in the organization’s culture by creating spaces, gaining buy-in, and recommending policy changes, activities, and trainings to the institution to actively work toward true equity, diversity, inclusion, and access for all.
Core members of the task force are M Berry (Production Associate / Lighting Design Assistant), Miguel Flores (Associate Director of Production), Joi Garron (Graphic Designer), Charles Haugland (Director of New Work), Hortensia Hinds (Director of Human Resources), Sid Jepsen (Literary Associate), Bec Lowe (Manager of Education Operations), Derrick Martin (Associate Director of Marketing), Meg O’Brien (Director of Education), Katy Poludniak (Executive Management Coordinator), Kevin Schlagle (Resident Producer), Darby Smotherman (Associate Sound Supervisor), and Chamari White-Mink (Assistant Company Manager).
Loretta Greco (Artistic Director) and Chris Mannelli (Executive Director) will regularly participate with the Task Force as executive leadership.
The best way to communicate ideas, questions, concerns, and/or experiences to the Task Force is by sending an email to hear@huntingtontheatre.org which will relay a message to all members of the current task force simultaneously.
The Huntington is entering a period of organizational transformation to become a more inclusive, equitable, and anti-racist institution.
Past experiences shared with the HEAR Task Force will inform our current work in securing an equity, diversity, inclusion, and access (EDIA) specialist to work with and train the board and staff of the Huntington.
Ideas and feedback will be compiled and will influence future policy.
All complaints will be reviewed and discussed by the HEAR Task Force at large, and where appropriate, will be referred for internal investigation and follow-up.
The Huntington will review information regardless of the way in which it is submitted. Due to privacy restrictions for both past and current employees, the results of this internal review are unlikely to be shared in a public forum; therefore, in some cases, anonymous comments may not be responded to publicly.
All emails will be responded to directly, with an initial response of some kind within a week, and with a more comprehensive response within a month.
Responses will vary depending on the content of the email.
Ideas will be followed up on at the appropriate time in the planning process.
Past experiences and complaints will be handled individually, in accordance with established personnel policies, and can expect a response from Hortensia Hinds as the Director of Human Resources.
Emails from individuals who choose to self-identify but ask for anonymity, or emails that by their content trigger The Huntington’s privacy or whistleblower safeguards, will be handled according to those policies.
We plan to make updates to our website and social media outlets to publicly announce the results of our ongoing policy, procedural, and structural changes that we will be making as part of this ongoing process.
All external job postings are listed at huntingtontheatre.org/job-opportunities/ and also advertised on HireCulture.org.
Each of these processes is currently under review, bringing an EDIA focus to each aspect of recruitment and onboarding.
The recruitment/application period includes the creation of a job description; at times an initial internal search; and then an external search that is posted as listed above.
The selection/interview period includes a review of the applications both by representatives from the department for the prospective job and by the Human Resources representative leading the search process.
A small contingent of applicants are invited to an interview round that is structured by the specific needs of the position.
The interview process is an opportunity for the organization to learn about the candidates, and the candidates to learn about the organization, so that each party may assess whether the current opportunity is the right fit.
A job offer to the successful candidate comes from the Human Resources department, at which point specifics of salary and benefits are discussed.
Onboarding continues after the job candidate’s acceptance, and includes an introduction to policies of The Huntington, an overview of the different types of work we do, and the meeting of various staff members that the new employee will work with.
The Huntington has a Nominating Committee that identifies, vets, develops relationships with, and recommends new candidates to the Board of Trustees and the Board of Advisors. The Nominating Committee is working closely with a board EDI Committee to create strategies that will increase board representation from BIPOC communities.
We intend to make a more concerted effort to work with BIPOC vendors for future events. While we will work to seek out these businesses, recommendations are appreciated, and we encourage interested BIPOC vendors to reach out to The Huntington through the wehearyou@huntingtontheatre.org email.
We are currently discussing additional strategies to focus our partnerships toward MWBE and BIPOC entrepreneurs when possible.