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Vision

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Vision
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Our Commitment to Anti-Racism

The Theatre School is working to dismantle systemic racism in our institution. We hear the outpouring of feedback from our community with humility and apology. We recognize the pain we have caused our Black, Indigenous, and People of Color (BIPOC) alumni, students, faculty, and staff and hold ourselves accountable to restructuring personal and institutional inequities. We accept responsibility for the harm we have caused and commit to creating meaningful change.

We recognize that real, tangible action—not words—is crucial for both healing and progress. We will strive to create brave spaces for our community and to continue anti-racism work in all classes and programming as part of our evolving culture.

We also want to acknowledge the individuals who have shared their stories with us. W​e understand that pain and fear may come with disclosure ​​and we humbly appreciate that so many current and former students summoned the courage to come forward. Your words are guiding us as we plan toward a healthy, just, and equitable future for BIPOC students, staff, and faculty.

The Theatre School faculty and staff recently met for our annual end-of-year retreat, which we dedicated to addressing racism in our community. Based on this discussion, we articulated how we will fully commit to continuing the work of transforming our institutional culture with the following actions:

What is being done:

  • Making anti-racism a cornerstone of TTS faculty and staff training by scheduling consistent and continuous opportunities to share best practices, learn from experts, examine syllabi, and develop anti-racist strategies.
  • Re-evaluating and adjusting membership of committees to include input from a greater cross-section of our community (students, full-time and adjunct faculty, full and part-time staff, and alumni) in decision-making.
  • Setting up a facilitated forum wherein we commit to bearing witness to past harms for members of our community who would like to participate.
  • Developing community feedback processes to identify barriers to racial equity, as well as community needs. 
  • Implementing open meeting structures unless information in the meeting discusses specific personnel or a particular matter protected by confidentiality or privacy restrictions. This includes executive committee meetings, the season selection meeting, and faculty meetings.
  • Creating a webpage on The Theatre School website to share progress and foster transparency.
  • Establishing an ongoing Anti-Racism Committee, which would include administration, faculty, staff, students, and alumni, to guide our ongoing efforts.

What must be done:

  • Imagine and implement a new model of conservatory training that embraces a multiplicity of cultural values and experiences by challenging inherited assumptions of white normativity.
  • Create a learning environment and culture where students, faculty, and staff feel empowered to speak up and advocate for justice in the classroom, rehearsal room, theatres, social spaces, and the profession.
  • Develop accountability processes that address community needs and input and incorporate University procedures and policies.
  • Provide resources and training opportunities to all TTS administrators, and full and part-time faculty and staff, on the history and ongoing effects of institutional white supremacy.
  • Evaluate and subsequently modify the casting process and technical shop procedures to address existing structures of racism.
  • Periodically review institutional equity, diversity, access​, and inclusion initiatives to ensure efficacy and prevent harm.

The faculty, staff, and administration commit to pursue and evolve these initiatives as central to the work of The Theatre School as we prepare students to practice and promote racial equity within and beyond our walls. We recognize there is more to be done and we commit to an ongoing process. We will continue to listen to our community, particularly Black, Indigenous, and People of Color.