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.

We stand with the Black community and communities of color, and with the diverse artists who make art in our city.

Black Lives Matter.

  
 
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Diversity-Equity-Inclusion-Accessibility Plan: 2020-2022

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. We stand with communities of color and the diverse artists who make art in our city.

  
 

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, 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 in race and gender except, when appropriate, all members of a creative team may be from the same historically underrepresented group.
• Practice identity and color-conscious casting when roles are not specified by the playwright.
• Include land acknowledgement in programs and at first rehearsals.
• Conduct marketing audit by a BIPOC consultant.
• Hire a cultural consultant for educational touring shows.
• Re-examine “10 out of 12” tech rehearsals and the production calendar for re-opening and beyond.
• Host regular and ongoing DEIA discussions for theatre staff.
• Review and revise existing job descriptions to reflect DEIA values.
• 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.
• Interview BIPOC and diverse candidates in our Managing Director search.

  
 

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 the Holocaust and Humanities Center, Cincinnati Music Accelerator, Pones, Women Writing for Change, and Caracole.
• Seek to discover new partnerships throughout each season that deepen our roots in the community.

Programming

• 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 in race and gender. 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 20% BIPOC Board members for 21/22 season and beyond.
• Ensure that BIPOC and women candidates are part of the interview pool for all senior staff and executive level searches.
• Increase racial and age diversity of volunteer usher corps consistent with our commitment.

Accessibility

• Ensure economic access to Playhouse programming with Pay-What-You-Can, $10 Tuesdays, STAR ticket program, AFTA, and school matinees.
• Increase participation for Sensory-Friendly matinees of A Christmas Carol and other productions.
• 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.

  
 

Definitions

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.

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*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 March, 2021.