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Diversity-Equity-Inclusion-Accessibility Plan: 2022 - 2023

Our Diversity-Equity-Inclusion-Accessibility (DEIA) plan was formally adopted by the Playhouse Board of Trustees in March of 2018. It outlines our ongoing commitments, goals and action steps to creating a DEIA-based environment that reflects the diversity of our community. As a living document, it is updated annually with the participation of staff, board, artists, and community stakeholders. 


Our Pledge

Our theatre is a community gathering place where we seek to illuminate the human experience. We celebrate differences and lift up our shared humanity. Cincinnati Playhouse in the Park recognizes the injustices and inequities that underpin our city and our nation.


Our Commitment

We welcome people of all races, ethnicities, religions, sexualities, gender identities, ages, abilities, backgrounds, countries of origin and other non-majority communities. This commitment will be reflected in our programming, audience, outreach and all connected with the Playhouse — management, staff, Board of Trustees, volunteers and vendors. 


Action Items

• Provide ongoing DEIA and anti-racism training for Board, staff, and volunteers. 

• Continue to produce BIPOC* plays on both stages, every season. 

• All creative teams must be diverse and inclusive. When appropriate, all members of a creative team may be from the same historically excluded group.

• Practice identity and color-conscious casting when roles are not specified by the playwright.

• Include land acknowledgement in programs and at first rehearsals. Provide links to the public for further education.

• Host regular and ongoing DEIA discussions for theatre staff. 

• Provide coaching to leadership and staff in shaping their roles as advocates for DEIA, both internally and externally. 

• Focus Board Diversity and Nominating committees on recruitment consistent with our commitment. 

• Serve as a resource to artists within our community from under-represented and historically excluded groups.

• Establish a more robust system to recruit local talent.

• Take steps to make our spaces accessible for those with any physical or sensory need.


Recent Advances 

• Incorporated DEIA goals and metrics into new 3-year strategic plan.

• Staff and Board training established on an ongoing basis

• Hired a full-time, dedicated DEIA staff member.

• 10 out of 12 tech rehearsals replaced with 8 out of 10, including an additional tech day.

• Land acknowledgement printed in all programs and incorporated into rehearsals.

• Established cultural consultant position for educational touring shows.

• Updated job descriptions.

• Increased Board representation to 24% BIPOC.

• Increased staff representation to 15% historically excluded individuals.

Ongoing Commitments

Public Advocacy and Community Partnerships

• Work with and support social justice groups that promote Equity in our community including Black Lives Matter, We See You White American Theater, Greater Cincinnati Native American Coalition, the Breath Project and others.

• Continue to partner with other community organizations including, but not limited to, ish, Science on Tap – Cincinnati, Cincinnati Music Accelerator, Duwap’s Cincinnati Poetry Slam, Elevated Aerials and Queen City Flash.

• Deepen relationship to and participation in PRIDE community and events.

• Seek to discover new partnerships throughout each season that deepen our roots in the community.


• Program multiple plays by/about BIPOC communities every season.

• Practice identity and color-conscious casting on stage when roles are not specified as a particular race or ethnicity.

• Creative teams for all productions must be diverse and inclusive. When appropriate, all members of a creative team may be from the same historically underrepresented group.

• Choose an intern acting company that is a minimum of 50% BIPOC.

Board and Staff Composition

• Increase staff representation consistent with our commitment, especially BIPOC and non-majority populations.

• Achieve a minimum of 40% BIPOC Board members and 30% BIPOC staff over the next three years.

• Ensure that BIPOC and women candidates are part of the interview pool for all senior staff and executive level searches.

• Increase diversity of volunteer usher corps consistent with our commitment.


• Ensure economic access to Playhouse programming with Pay-What-You-Can, $10 Tuesdays, STAR ticket program, AFTA and student matinees.

• Establish sensory-friendly matinees of A Christmas Carol and relaxed performances for all productions in Moe and Jack’s Place – The Rouse Theatre.

• Continue Pride Night and identify new LGBTQ events.

• Continue community conversations and Playhouse Perspectives to examine issues relevant to selected shows.

• Continue to offer free and subsidized performances of school and Off-the-Hill touring productions across the Tri-State area.

• Expand Launch Pad Accessibility Program for summer camps.



Diversity: the full range of human and/or organizational differences and similarities.

• Equity: the fair and just treatment of all members of a community.

• Inclusion: the ability to leverage the power of differences and similarities to effectively achieve a common goal or objective while being open and empathetic.

• Accessibility: equitable access to everyone along the continuum of human ability and experience.

• Culture: the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.

• Cultural Competence: the capability to shift cultural perspective and adapt behavior to cultural commonality and difference in order to successfully accomplish goals and build relationships.


*BIPOC (Black, Indigenous, and People of Color) is the current, preferred term for persons of color in the national arts community.  Cincinnati Playhouse strives to stay current with societal and industry standards involving DEIA language and identities.

This page was updated and approved by our Board of Trustees in June, 2022.

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