Eastern Chorus Delegate
"If we want to amplify all voices,
lift BIPOC artists, and put a stop to
anti-LGBTQIA+ bias, then those voices must
be in the room. I want to be part of the
change in reshaping our union, nationally
and regionally, into one that actively
embraces, welcomes, and protects ALL"
ANTI-RACISM EDUCATION AND TRAINING
Our union should be a leading voice in the conversation and action on anti-racism training. Systemic racism and bias in our industry isn’t new to anyone, yet our progress towards equity and equality remains questionable. Proper resources must be allocated to develop anti-racism training that is available to all members. An education staff should be created that is led by an external expert that offers support, guidance, and quarterly assessment and reporting.
SEXUAL HARASSMENT, BULLYING & ABUSE TRACKING/DATA
The free and open nature of this industry recurrently cultivates in members being exploited and placed in environments with chronic abusers. We need to invest in a system that allows members to safely come forward with their complaints and allegations. This system would allow us to recognize and track repeat patterns that link to repeat abusers.
PAY DISPARITY TRACKING
Following the lead of #weseeyouWAT, I agree with beginning a continued study of the hiring bias and pay disparity in our union. To eradicate these disparities that our BIPOC actors and stage managers face, we must show the facts. We need to publish a complete study analyzing the disproportions at which BIPOC members are paid to their white counterparts.