Equity, Diversity, Access, and Inclusion at TTP
We at TT Partners commit to working consistently to build an equitable, inclusive, and anti-racist workplace and to engage with our business partners and others in the larger theatre industry to do this work. We will create a more inclusive environment in our company, within the larger theatre industry, and in the world at large, for artists, staff, and audiences from historically underrepresented communities, including but not limited to people who identify as Black or African American, Indigenous, Latinx or Hispanic, Asian or Pacific Islander, and all people of color, women, LGBTQ+, immigrants and people with disabilities.
While we expect that our Equity, Diversity, Inclusion and Accessibility (EDIA) initiatives will evolve over time, we have already taken the following actions:
Implementing recurring anti-racism and anti-bias training for all current and future staff, including interns. We will pay for such trainings and provide time during working hours to complete the trainings. As of summer 2021, all new hires complete training in Diversity, Inclusion, and Sensitivity; Microaggressions in the Workplace; Unconscious Bias; and Cultural Competency & Humility. All existing staff are completing one of these training modules each quarter. In addition, all staff view short biweekly “refresher” videos on workplace topics.
Eliminated unpaid internships and replaced them with a full-time, entry-level administrative assistant position.
Intentionally recruiting as wide and diverse a field of candidates as possible and consciously including applicants from historically underrepresented backgrounds. Rather than hiring "through our networks," we publicly advertise all job openings through multiple channels, and applications are reviewed by multiple people. This has resulted in a significantly more diverse staff.
Engaged third-party EDIA consultants who are helping us shape our EDIA initiatives, are an ongoing resource for current and future staff as we implement these initiatives and are available to counsel staff and help ensure all voices are heard. Our consultants are available to meet one-on-one with all new hires within their first few weeks, follow up with them regularly, and are available as a resource to all staff. They also meet regularly with members of our leadership to advise on our progress, help refine our strategy, and communicate feedback from staff (where permission has been given).
Created a monthly time for our full staff to come together to discuss workplace topics.
Partnering with Black Theatre Coalition as a BTC Accomplice to achieve our mutual goals of creating real, lasting change on Broadway. This has resulted in the placements of a full-time fellow in our office and apprenticeships on every production we have managed since 2020.