Theater Makers Lab has adopted IDEA as a principle to support our programming, governance, funding imperatives and values as an organization. This policy is intended to be a living document that improves as we do and will be offered to any partner organizations as a structure to begin their own IDEA development. We recognize that the Government program/law called IDEA is focused on disability education and that in our definition, this falls under Access.
What is IDEA?
In our usage, IDEA is an acronym for Inclusion, Diversity, Equity, and Access. In keeping with our non-profit mission, IDEA highlights efforts toward all underserved communities by addressing structural inequities. Theater Makers Lab embraces IDEA to foster an environment that minimizes bias and recognizes and addresses systemic inequities, which, if unaddressed, sustain or create disadvantage for certain individuals or groups.
- Inclusion: All feel welcomed and valued
Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, represented, supported, and valued to fully participate.
- The element of inclusion asks us to examine whether we have made our world intentionally small. If it is necessary to draft a policy of inclusion, then we must begin by accepting that EX-clusion has been the unstated policy. What damage has that caused? Through practices that contribute to discrimination and bias we deliberately deprive our community of talent, the brilliance of difference and the broad view of worldliness. The smallest act can be made to demonstrate openness and tolerance when influenced by inclusion of all ethnicities, genders, physical and mental differences, sexual orientations, religious perspectives and more. A handshake, genuinely offered and accepted, opens doors, eyes, and minds. So, imagine implementing a policy that shows each of us how to broaden our own world while sharing opportunity and confidence with others.
- Diversity: All the ways we differ
Diversity includes all of the ways in which people differ, encompassing the different characteristics that make one individual or group different from another. While diversity is often used in reference to race, ethnicity, and gender, we embrace a broader definition that also includes age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, physical appearance, geography, and any other identifiers that make one individual or group different from another.
- When we discuss diversity, we should connect it with vibrance of a community. A community that is diverse is also a community rich in vibrance brought by other cultures – colors are brighter, sound is more resonant, the air is full of scents that carry us away and expose us to wonders we have never experienced. The practice of diversity influences the senses and the sensibilities. It is difficult to describe the power and wonder of diversity in words on a page. It must be experienced through our senses. It is rich, it is brilliant, it is warm and fragrant, soft, and subtle. It is also loud, breathtaking and a bit itchy. It asks us to engage. To step outside of our self-created boundaries and breathe. To look, to hear, to grasp for that thing beyond ourselves. To welcome that which is not us.
- Equity: All having the opportunity to fully participate
Equity encompasses the policies and practices used to ensure the fair treatment, access, opportunity, and advancement for all people, while at the same time trying to identify and eliminate barriers that have historically prevented the full participation of some individuals or groups.
- What words could you use to describe the elements of Equity? Could those words include strength? Confidence? Flexibility? How about Depth? Safety? A healthy environment? Collaboration? Equity describes a version of the world that is rare and often not within our human realm. In true equity, one person does not see another as less or more. The individual confidence, strength of character and environment in which they meet dictates their standing with one another. If they are safe with each other, they do not look for weaknesses in the other. As American humans, we believe we are hard-wired to be competitive, to look for weaknesses, opportunities to put ourselves before others for standing or resources – anything to gain superiority. We live in a culture that measures our self-worth, not by who we are, but by what we have. And we have done that for centuries. Not a single word used to describe the elements of equity in the first sentence of this paragraph asks others to sacrifice something to attain those things ourselves. Equity must become our aspiration at the individual level if we ever desire true strength, confidence, flexibility, depth, safety within our environment and collaboration with all the other humans. Say it one more time…with ALL the other humans.
- Access: Of any and all abilities
Access refers to our commitment for everyone to be included in all programs and activities. The fine difference between access and inclusion lives in the roots of their origin. Think about Inclusion as something starting within our organization that is sent outward as a welcome to individuals. Access seeks to empower individuals to respond to that welcome by removing any encumbrances an individual may encounter in their decisions and choices.
- We’ve all had those fleeting moments in our lives when we felt invisible. These moments bring with them a wave of disrespect and dismissal that cuts deep. It’s about these moments and the countless experiences that people with disabilities face daily. This is precisely why accessibility isn’t just a checkbox in the IDEA policy discussion; it’s the heart and soul of it. In the same sense, accessibility encompasses physical and cognitive disabilities, but must also include cultural divides such as socio-economic, geographic, age or educational pressures and more. As creators in the realm of theater, when we design spaces or select venues for gatherings, it’s non-negotiable that everyone, irrespective of their abilities, should have seamless access to every aspect of that space. Merely meeting the requirements of the Americans with Disabilities Act is not sufficient. We can’t settle for simply avoiding criticism; we must actively champion inclusion. If “Life imitates art far more than art imitates life,” then theater is obligated to set a higher standard. We need to demonstrate to the public that talent knows no bounds, transcending all limitations, physical, cognitive or otherwise. The disrespect and dismissal experienced in the shadows of invisibility need to be thrust into the spotlight. Meeting accessibility goals shouldn’t mean a person with a disability has to go to extraordinary lengths or endure humiliation to attend an event. It’s on us, the architects of theater, to scrutinize venues, ensuring they’re not just accessible but also genuinely welcoming. Moreover, we must meticulously consider fair representation in our casting and production. Exceptional talent should be celebrated and invited, regardless of ability. Our resources are abundant – from seeking perspectives of those with disabilities to engaging with advocacy groups. The arts flourish when the entire spectrum of the population feels included, and genuinely welcomed.
How do we carry out these goals?
Provide opportunities for board and staff to learn about or attend trainings on IDEA Policy.
Be sure that an IDEA lens informs all decision-making, programs, policies, and procedures.
Use inclusive and welcoming language in all external communications, websites, and social media.
Define, advocate for and represent the underserved demographics in our community at large.
Intentionally consider, select, and support board and staff who value IDEA policies and who represent our community at large.
Collaborate with other organizations working in IDEA to provide resources and share best practices to create IDEA policies.