Breaking Barriers in Theatre: Moving Beyond Tick-Box Diversity to Champion a Truly Inclusive and More Equitable Culture On and Off Stage

At the bottom of this article includes a list of trailblazing theatre organisations that are at the forefront of promoting inclusivity, diversity, accessibility, and equality in innovative ways. These organisations are diverse-led or/and prioritise forward-thinking approaches to diversifying the theatre industry and making it a more equitable sector.

Over the past few years, the theatre industry has been placing greater emphasis on fulfilling requirements rather than creating impactful change in the sector and performances. This shift towards a "#tickbox" #mentality has led to a culture where companies and #producers are more concerned with meeting statistical targets than with fostering creativity, artistic expression and making meaningful, genuine changes and implementing accommodations to effectively harness #inclusivity, #diversity, #equality and #accessibility. I hate to use the word 'trend' this way, but unfortunately, this trend has had a negative impact on the industry. It is now necessary to reevaluate the value of creativity in theatre and prioritise these elements over box-ticking but in the meantime, go beyond the monitoring forms and think about how we can #qualitatively address the #accommodations needed to be #implemented to address genuine #change so we can work towards a more #equitable #culture in the theatre sector.

While promoting diversity and inclusivity is undeniably important, the pressure to meet targets in order to retain funding from #trusts and #foundations and the Arts Council England has often resulted in superficial #representation rather than genuine #inclusion. Many theatre companies prioritise having a #diverse cast or crew over facilitating #meaningful #dialogue and #challenging #societal #norms. This approach often results in a mere surface-level representation of diversity, without addressing the systemic issues that need to be tackled in order to promote true inclusivity which...is just sad, frustrating and challenging for those working in theatre, particularly those who in the sector really do want to truly address systemic issues hindering the sector. ??

Furthermore, it is important to acknowledge that diversity and quality are not mutually exclusive. Studies have shown that diverse teams are often more innovative and successful than homogeneous teams. By embracing diversity and creating a truly inclusive and supportive environment for all artists, theatre productions can achieve both artistic excellence and social progress.

While tick boxing can have its benefits, such as promoting awareness of the need for diversity and inclusion, it is not enough. Tick boxing has become outdated, and we need to go further to ensure true equality and diversity in the theatre industry.

Data collection has become the norm for #monitoring and #evaluating diversity and promoting equality. But what good is evaluating how many people from #marginalised #communities were showcased in a production or hired at an organisation if the systemic issues are not accommodated for? And if new policies are not implemented to address issues that still face those marginalised people in the workforce? While data collection is essential, it does not guarantee success in achieving diversity and inclusion. Simply increasing the number of #women, #peopleofcolour, #LGBTQ+ individuals, or #disabled or #differentlyabled people in the workplace does not necessarily mean we have achieved equality. It is crucial to ensure that these individuals are accommodated and that their needs and experiences are considered. The implementation of diversity should not be #tokenistic, where the representation of marginalised groups is just for show. Instead, the theatre industry must strive to ensure that diversity is integrated into every aspect of #productions, from #casting to the #backstage crew to the creation of new works.

To achieve true diversity and inclusion, it is essential to move beyond just collecting data and ticking boxes. We need to focus on the experiences of marginalised individuals and ensure that their perspectives are considered in every aspect of the theatre industry. This means creating a culture that values diverse perspectives and encourages dialogue and understanding.

The success of diversity and inclusion should not be measured solely on data and metrics but should also consider the #experiences of the individuals involved. Impact on audiences is crucial, but it is equally important to consider the impact on the #culture and #artist-centric #approaches to the #success of diversity and inclusion in the #theatre #industry.

To assess the experiences of marginalised individuals in the theatre industry, it is vital to involve them in every aspect of the industry. One way to do this is to establish a diversity and inclusion committee comprising individuals from different marginalised communities. The committee can provide insights into the experiences of marginalised individuals in the industry and recommend strategies to address any issues. This committee can also hold the company accountable to the choices they make in considering best practical methods to measuring success and providing proper accommodations to support marginalised hires in their roles.

Additionally, companies can prioritise the recruitment and retention of individuals from marginalised communities in better ways...perhaps by providing mentorship opportunities, internships, offering training programs, and creating an inclusive workplace culture. You could also ensure that the space your company is based in (physically) is also accessible and filled with people from all walks of life. Imagine being a marginalised artist that sees no one that looks like them from the stage door to back stage, to standing on the stage in front of the audition panel, to leaving the venue via the lobby.

Another way to assess the experiences of marginalised individuals is to conduct regular surveys and focus groups and to hire marginalised artists as consultants as their lived experience will provide so many insights. Focus groups and surveys should be designed to capture information on the challenges faced by marginalised individuals in the industry, their suggestions for improvement, and any success stories. This information can be used to develop policies and strategies that are tailored to the specific needs of marginalised individuals and these policies should be made public and should be stored in an accessible public space, such as on the footer of your website.

Moreover, companies should prioritise the development of technical expertise in areas such as lighting, makeup, and hair, to ensure that artists of all skin complexions and hair types can be accommodated. This may involve investing in training programs and equipment that can support diverse productions.

Rather than ticking boxes the industry either needs to transition entirely or include qualitative data rather than the quantifiable metrics and use appraisals to assess systemic workplace issues. Assessing the experiences of marginalised individuals in the theatre industry requires a holistic approach that includes involving them in every aspect of the industry, prioritising their recruitment and retention, conducting regular surveys and focus groups, developing technical expertise, and creating safe and inclusive spaces. Only then can the theatre industry truly address the issue of equality and diversity and ensure that everyone has an equal opportunity to succeed.

Let’s say - In the case of a hypothetical show featuring ten artists, where nine are white and one is of a deeper complexion, it is crucial that the producer and production team consider the technical accommodations required to properly showcase all artists on stage. This includes factors such as lighting, makeup, and many other factors, which may require additional time and resources to properly accommodate the diversity of the cast. This is challenging especially in the landscape of the economy and fundraising in the theatre industry right now, especially in light of the levelling up action and Arts Council England NPO (National Portfolio Organisations) announcements. Nevertheless, is that a reason not to be ensuring a project can only be considered if it can provide a full budget, in order to make these accommodations to secure a more equitable culture for the next generation of creative professionals? It is important to note that these accommodations are not simply a matter of ticking boxes or meeting quotas. Rather, they are essential to creating a product that truly represents and celebrates the diversity of the human experience. This includes ensuring that all artists, regardless of #race, #age, #gender #identity, or other factors, have access to the #resources and support they need to fully showcase their talent.

While these challenges are certainly real, they should not be used as an excuse to exclude or marginalise artists based on their identity. Rather, they should be viewed as opportunities for growth and improvement. By investing in training and resources for technical staff, and by creating a more flexible and adaptable infrastructure for productions, we can overcome these challenges and create a truly diverse and high-quality theatre industry. After all, the West End is the theatre capital of the world, and whilst London is the cornerstone of #British diversity, the #United #Kingdom is one of the most diverse #spaces in and out of the #arts, #world-wide. Let’s not fall behind the curve.?

According to recent research conducted by Accenture Strategy & Consulting , two thirds of #organisational #leaders (68%) believed they create empowering environments in which employees can be themselves, raise concerns and innovate without fear of failure, however, just one third (36%) of employees agreed.

#EffectiveLeadership in any industry requires a commitment to #self-#reflection and #accountability. This includes a willingness to interrogate one's own biases and blind spots, as well as a willingness to listen to feedback and engage in meaningful dialogue with colleagues and stakeholders. Interpolating, or the act of examining and correcting one's assumptions and beliefs, is a critical tool in this process. By practising interpolation, leaders can ensure that their decisions and actions are aligned with their values and goals and that they are promoting a culture of inclusivity and equity within their organisations. However, it is also important to acknowledge that this process can be challenging and uncomfortable and that it may require leaders to confront their privilege and how they have benefitted from systemic inequities. But, so what? This is how we grow. This is how we work towards achieving true equality. By embracing this process, leaders can create more just and equitable workplaces, and contribute to a more equitable society overall.

"Interpellation?is a process, a process in which we encounter our culture’s values and internalise them."?(Longwood University)

Interpellating can involve a range of actions, such as intentionally seeking out and hiring diverse creative teams, providing training and resources to ensure that all members of the production team are knowledgeable about EDI issues, and implementing policies and practices that promote accessibility for performers and audience members with disabilities. It can also involve creating safe and inclusive spaces for all performers and staff, including those who identify as LGBTQIA+ or who may have experienced discrimination or marginalisation in the past. This may include providing gender-neutral dressing rooms, ensuring that casting practices are inclusive of trans and non-binary performers, and implementing anti-discrimination policies and training for all staff.

Interpellating requires a willingness to examine and address systemic biases and barriers to inclusion, and a commitment to ongoing learning and improvement. It is not a one-time action, but an ongoing process of reflection, education, and action to create a more equitable and inclusive theatre industry for all.

Leaders in the creative industries can hold themselves accountable for equality, diversity, inclusion, and accessibility in several ways:

• #Leaders can set #measurable and achievable goals and targets for promoting diversity, equity, and inclusion within their organisation. They can establish benchmarks for hiring diverse talent, creating inclusive policies and procedures, and promoting diversity in programming and productions. This being said, they don't have to be quantifiable benchmarks - they could simply be versions of verbal feedback, qualitative surveys on experience in the workspace and conversations about how to diversify the creative workforce or set better tones for inclusivity.
• Leaders could create a culture of #openness and #transparency that #encourages #feedback and #criticism. They should #welcome feedback from #staff, #audiences, and other stakeholders, and take steps to address any concerns or criticisms raised.
• Leaders could #allocate #resources, including #time, #money, and #staff, to support diversity and inclusion efforts. They should invest in #training and #development programs for staff and also ask those staff members what training they might benefit from and consider being open to suggestions of alternative programmes and courses and the rationale behind them to ensure they have the skills and knowledge needed to promote diversity and inclusion effectively.
• Leaders could #model the #behaviour they expect from others. They should demonstrate their #commitment to diversity and inclusion through their #words and #actions and hold themselves #accountable for creating a culture of inclusivity. You can't just hold EDI departments or individuals responsibility for inclusive cultures but undergo training and be #engaged and involved in policy setting too.
• Leaders could #collaborate with other organisations and individuals to promote diversity and inclusion. They can join #industry #associations, #participate in diversity and inclusion initiatives, and work with other leaders to share best practices and create a more inclusive industry overall.

By taking these steps, leaders in the creative industries can hold themselves accountable for promoting equality, diversity, inclusion, and accessibility in their organisations and the broader industry - and of course, many do.

It is important to recognise that creative industries are constantly #evolving, and fresh, innovative ideas are crucial to driving progress and growth. Younger workers often bring new perspectives and ideas that can challenge the status quo and drive innovation. By excluding younger workers from the creative workforce, we are limiting the potential for new and ground-breaking ideas to emerge. Additionally, the lack of representation of younger workers in the creative industry can have negative #consequences on their #career development and #opportunities. Without access to these industries, young people are not able to build the skills and experience needed to succeed in the creative fields and are therefore at a disadvantage when it comes to finding work in these areas. Younger people come from a variety of backgrounds and experiences, and their inclusion in the creative workforce can help to ensure that a #widerange of #perspectives is represented in the work being produced.

Overall, the fact that less than 5% of the creative workforce is made up of individuals under the age of 30 is concerning and highlights the need for greater efforts to be made to support and encourage younger workers to pursue careers in the creative industries. By doing so, we can ensure that the creative workforce remains diverse, innovative, and forward-thinking.

Furthermore, the sector seems to have lost a culture of passing on the leadership baton to the next generation of bright, young, artistic and innovative creatives - if leaders are not sharing their expertise, mentoring and offering promotions to more senior positions, what will leadership look like in ten, twenty or thirty years?

Everyone in the wider creative industries, from all walks of life, should be held accountable for creating a more inclusive and diverse theatre industry. To do so, it is important for individuals to educate themselves on issues related to diversity, equity, and inclusion, and to actively seek out opportunities to learn from and collaborate with people from different backgrounds.

As the majority in the industry, white people have a particular responsibility to educate themselves on systemic racism and actively work towards eradicating it. This involves listening to and #amplifying the voices of #diverse #artists, #directors, #designers, and #administrators. White individuals must also examine their own biases and privileges, and actively work to dismantle them.

Similarly, non-disabled individuals must advocate for disabled artists to make an impact in the industry. This could involve providing #accessible #audition #spaces and creating opportunities for #disabled #actors, #writers, and #directors. Additionally, ensuring that #venues and #productions are accessible to disabled #audiences is crucial in creating an inclusive industry.

Heterosexual people must also champion #LGBTQ+ voices in the theatre industry. This involves #actively seeking out and promoting the #work of LGBTQ+ writers, directors, and #performers. It also involves creating a safe and inclusive environment for LGBTQ+ individuals in the workplace.

More male leaders and directors of #programming need to be #showcasing #female and #nonbinary writers, it should not be just women leaders prioritising this. Ultimately, the theatre industry needs to hold all individuals to the same #standard when it comes to creating a more inclusive and equitable industry. This involves acknowledging and dismantling systems of oppression, and actively working towards creating a more diverse and inclusive industry for all.

I do not suggest the industry scrap or disregard the Equality and Diversity monitoring forms but in addition consider #measuring #impact from a more #holistic, #person-#centric or #artist-#centric #pointofview to gather more qualitative data:

• Do people in your teams know to put in addition time to colour balance lighting so the audience can see everyone? So that this doesn't trickle on down into poor videography and photography?
• Are your Makeup Artists fully briefed and know about bringing in a diverse array of shades of makeup for deeper and diverse skin complexions?
• Does your hair or wig artists know they will be working with textured hair?
• Do your artists know what dressing room spaces they're being accommodated with and do they feel those spaces are safe for them?
• Perhaps you need to think amongst environmentally sustainable practice, architectural factors when raising capital for new spaces or making adjustments for accessibility to older theatres and social/cultural sustainability policy setting that allow room for additional 'safe' and accessible spaces?
• Are your press night photos being taken outside and if so, is the lighting sufficient? If they're inside are their appropriate spaces to use flash and backdrops that work with a diverse array of skin complexions?

This kind of 'data' is much more important, the implementation of these accommodations are much more valuable and relevant to those working on the ground, than knowing how many people of colour or how many women or how many LGBTQ+ people were hired for your show. It also turns your rehearsal spaces and performance spaces into a space of #belonging, where #people feel #seen and #heard and #appreciated.

To close, here is a list of some truly amazing organisations making real and genuine changes in the sector. This isn't an exhaustive list, there are so many amazing organisations out there, feel free to tag in your favourites who are addressing making the theatre sector a more equitable culture and workforce:

• London International Festival of Theatre (LIFT) - Accessibility in all of its forms is central to LIFT’s work. Enabling anyone and everyone to engage with arts and culture sits at the heart of what LIFT festival is all about. In 2022 they provided 20% off all tickets at ￡5 and offer a Pay What You Can scheme. They also included performances in the programme specifically for BIPOC audiences, lead and created by diverse artists.?www.liftfestival.com LIFT (London International Festival of Theatre)
• Attitude is Everything - charity that advocates for accessibility and inclusivity in the music industry and provides resources and support for deaf and disabled music fans. https://www.attitudeiseverything.org.uk/ ATTITUDEISEVERYTHING
• Creative Access - provides opportunities and support for underrepresented groups, including people with disabilities, in the creative industries. https://creativeaccess.org.uk/
• Deafinitely Theatre - company that provides access to theatre for deaf audiences and promotes inclusivity and representation of deaf artists.?https://www.deafinitelytheatre.co.uk/
• Graeae Theatre Company - a London-based theatre company that produces accessible theatre by deaf and disabled artists. https://graeae.org/ Graeae Theatre Company
• Julie's Bicycle - charity that provides resources and training for arts organizations to reduce their environmental impact and promote sustainability. https://juliesbicycle.com/ Julie's Bicycle
• Mind the Gap Theatre - theatre company that specialises in making theatre accessible for people with learning disabilities.?????https://www.mind-the-gap.org.uk/
• Parents in Performing Arts (PIPA) – campaign that advocates for parents and carers working in the performing arts and offers resources and advice on work-life balance and childcare.??Parents in Performing Arts (PIPA) https://www.pipacampaign.com/ Parents & Carers in Performing Arts
• Ramps on the Moon - initiative that promotes the inclusion of deaf and disabled artists in mainstream theatre productions. https://www.rampsonthemoon.co.uk/
• Stage Sight – initiative that aims to improve diversity in theatre by addressing inequalities and promoting access to opportunities.???https://www.stagesight.org/ (reopening in 2024)
• Stagetext - charity that provides captioning and live subtitling for theatre productions for people with hearing loss.??????https://www.stagetext.org/ Stagetext
• Stopgap Dance Company - inclusive dance company that provides training and resources for promoting inclusivity in the arts. https://www.stopgapdance.com/ Stopgap Dance Company
• Talawa Theatre Company -?this company is dedicated to promoting black British theatre and supporting black theatre artists. https://www.talawa.com/ Talawa Theatre Company
• Tamasha Theatre Company - based in London, this company has been producing culturally diverse theatre since 1989. https://www.tamasha.org.uk/ Tamasha Theatre Company
• The Actors' Children's Trust - charity that provides financial and practical support to young performers and their families from diverse backgrounds. https://www.actorschildren.org/
• The Audience Agency - organization that provides resources and training for theatres to make their productions more accessible and inclusive.????https://www.theaudienceagency.org/
• The Black Plays Archive - online resource that celebrates the history of Black British theatre and provides information about plays and playwrights. https://www.blackplaysarchive.org.uk/ National Theatre
• The British Blacklist – platform that showcases the work of Black creatives in film, television, and theatre. https://www.thebritishblacklist.co.uk/
• Paraorchestra and Friends - The Paraorchestra and Friends is an orchestra composed of musicians with disabilities and non-disabled musicians. The orchestra was founded in 2012 with a mission to challenge perceptions of disability and to showcase the musical talent of disabled performers. https://paraorchestra.com/ Paraorchestra
• Raw Material Music & Media Education - is a music and arts charity based in London. The organisation provides free music and art workshops to people who are experiencing mental health challenges, social isolation, and homelessness. Raw Sounds aims to promote wellbeing, social inclusion, and community engagement through music and the arts. The workshops are facilitated by professional musicians and artists who work with participants to develop their skills and creativity. Raw Sounds also provides opportunities for participants to perform and showcase their work in public events and festivals. The organisation has been recognised for its innovative approach to mental health and community engagement and has received support from various funders and partners. https://rawmusicmedia.co.uk/raw-sounds-programme Raw Material Music & Media Education Ltd
• The British East Asian Artists (BEAA) - organisation that promotes the work of East Asian artists in the theatre industry and advocates for more representation.????https://britisheastaa.co.uk/
• The Gender & Sexual Diversity Committee of the Writers’ Guild of Great Britain – This committee provides support, advocacy, and resources for writers who identify as LGBTQ+. Writers' Guild of Great Britain https://writersguild.org.uk/committees/gender-and-sexual-diversity-committee/
• The Old Vic Theatre – In 2018, The Old Vic launched a campaign called #MeToo in Theatre, which provides support and resources for theatre professionals who have experienced sexual harassment and abuse. https://www.oldvictheatre.com The Old Vic
• The Theatre Green Book - A resource for theatre professionals that provides guidance on promoting sustainability and reducing waste in theatre productions.?https://theatregreenbook.com/
• Pegasus Opera Company - Company who provide opportunities for artists from African and Asian heritage, promote opera among young people in underserved communities to expand their cultural horizons and promote opera in culturally diverse communities for all ages. www.PegasusOperaCompany.org? Pegasus Opera Company Ltd.
• Touretteshero - A resource that provides information and resources for making theatre productions more accessible for people with Tourette Syndrome and other neurodiverse conditions.???https://www.touretteshero.com/ Touretteshero
• Tonic Theatre - an organisation that provides resources and training to promote gender equality in the theatre industry.???https://www.tonictheatre.co.uk/
• VocalEyes - organisation that provides audio descriptions and other services to make theatre productions more accessible for people with visual impairments. https://vocaleyes.co.uk/ VocalEyes Audio Description
• Yellow Earth Theatre - this London-based theatre company specialises in producing theatre by British East Asian artists. https://yellowearth.org/ YELLOW EARTH THEATRE LIMITED
• The Clore Leadership Programme is a UK-based initiative that offers leadership development opportunities for individuals in the cultural and creative sectors. The Clore Leadership Programme's Inclusive Cultures programme is a professional development initiative designed to address the lack of diversity in leadership positions within the cultural sector. https://www.cloreleadership.org/ Clore Leadership
• The Black Cultural Archives - The Black Cultural Archives (BCA) is a museum and cultural centre in London that is dedicated to collecting, preserving, and celebrating the histories of people of African and Caribbean descent in Britain. https://blackculturalarchives.org Black Cultural Archives
• Bernie Grant Arts Centre - is a multi-arts venue in Tottenham, London, named after Bernie Grant, the first black Member of Parliament in the UK. The centre is dedicated to promoting diversity in the arts and supporting emerging artists from culturally diverse backgrounds. https://www.berniegrantcentre.co.uk/ Bernie Grant Arts Centre
• Phoenix Dance Theatre - Phoenix Dance Theatre is a contemporary dance company with a strong focus on diversity and inclusivity, both in its performers and its repertoire. https://www.phoenixdancetheatre.co.uk/? Phoenix Dance Theatre
• Ballet Black - Ballet Black is a ballet company with a focus on diversity and increasing representation of black and Asian dancers in classical ballet. https://balletblack.co.uk/? Ballet Black
• Mahogany Opera - Mahogany Opera is an opera company that focuses on new and experimental works, often with a focus on social and political issues. The company has a strong commitment to promoting diversity and inclusivity in its productions and has been recognised for its work in this area. https://mahoganyopera.co.uk/ Mahogany Opera
• Opera North - Opera North is a national opera company based in Leeds. The company has a strong commitment to diversity, inclusion and accessibility in its programming, casting and audience engagement. www.operanorth.co.uk Opera North
• Brixton House - formerly known as the Ovalhouse, is a theatre and arts venue located in the Brixton. Brixton House is committed to promoting diversity and inclusion in the arts and has a strong focus on supporting emerging artists and underrepresented voices. The venue has a history of staging works that explore issues such as race, gender, and social justice, and provides a platform for artists who are pushing boundaries and challenging the status quo. https://brixtonhouse.co.uk/? Brixton House
• The Royal Society of Arts (RSA) - organisation committed to finding practical solutions to social challenges. Its mission is to create a better future for all by fostering human creativity and capacity for innovation. The RSA works to achieve this through research, advocacy, and practical initiatives in a wide range of areas including education, sustainability, public services, and economic security. https://www.thersa.org/?? The RSA (The royal society for arts, manufactures and commerce)
• Akademi - dance company with a mission to increase understanding and appreciation of South Asian dance in the UK and beyond, and to create opportunities for artists to develop their skills and reach new audiences. www.akademi.co.uk Akademi
• Music for Everyone?-?aims to provide opportunities for people of all ages and abilities to participate in music making and focuses on creating inclusive, accessible, and diverse music programs that bring communities together. https://www.music-for-everyone.org/ Music for Everyone
• Culture in Common - company that provides consultancy services to cultural organisations and institutions. The company was founded in 2011 with the aim of helping cultural organisations to improve their engagement with audiences, enhance their operations and increase their impact. They have a particular focus on diversity, equity, and inclusion in the cultural sector. They aim to help cultural organizations to develop a deeper understanding of the needs and interests of their audiences and to create more meaningful and inclusive experiences for them. www.cultureincommon.co.uk
• The Big House Theatre Company - The Big House is a place where people who may have given up on themselves gain the skills and confidence to turn their lives around, they with care leavers who are at a high risk of social exclusion and provide a platform for them to participate in the making of theatre and to have their voices heard.??https://thebighouse.uk.com/ The Big House Theatre Company
• Blue Apple Theatre - is a theatre company based in Winchester dedicated to promoting social inclusion and providing opportunities for people with learning disabilities to participate in the performing arts. https://blueappletheatre.com/ Blue Apple Theatre

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