越来越多的机构.
推进艺术 & 文化.
加强社区.

三个方面
组织多样性

Wyona Lynch-McWhite,副总裁

 

Conversations around diversity in connection to the arts and culture industry are often perceived to be negative, 作为董事会成员, 观众, 员工哀叹公司缺乏多样性. This absence is 当然 a statement of fact in the United States. 然而,事情开始发生变化. 在过去的几年里, 关于多样性的重要性,以及如何成功地实施考虑多样性的战略,有利于艺术和文化组织的长期成功,业界已经进行了大量的对话和研究. Research has examined how the makeup of boards can impact strategic effectiveness, 社区内的互动如何有助于建立受众, 以及员工组成如何使我们更具创新性.

理解多样性的整体实践, 并最终包容, can take these complex issues and break them into practical applications. 美国艺术促进会, 美国管弦乐团联盟, 以及美国博物馆联盟, 例如, along with research supported by The Wallace and Ford Foundations, 是否考虑过艺术和文化产业的各种元素,以确定这些机构在这些领域的衡量标准. Each organization has made a significant commitment to diversity work, 从他们自己的内部招聘实践和行为开始.

在这个版本中 betvlctorios版, we look at the three sides of organizational diversity – governance, 观众, and workforce – and consider which actions will be most effective. 我们也承认,为了定义在艺术和文化组织内实施变革的成功,需要某种程度的衡量.

治理:董事会

At the governance level, all boards share a desire to see that their organizations are sustainable. 可持续性的一部分是获得捐助支持. Donors and funding organizations have begun to ask deeper questions around board support and composition, which has caused many boards to be reflective about who is at this critical decision-making table. Many boards have come to the conclusion that they need to be more diverse. Defining what type of diversity is needed is a tailored process – one that is unique to each organization.

在2016年美国博物馆联盟年会上, 一位博物馆理事在一个关于董事会多元化的小组讨论中遗憾地说,他们找不到任何多元化的人来加入董事会,因为他们“负担不起资金承诺”.“虽然这一评论肯定有偏见的方面, it speaks more broadly to the historical inequities that are part of the formation of many organizational boards. 那些过去的基础不需要定义未来的行动.

改变董事会的多样性, it is important to first examine its current makeup in the categories that are agreed upon when defining diversity. Then, with those measurements in mind, the board can discuss what changes it wants to see. 谁的声音不见了? 你为什么想看到这些变化?  你是否消除了所有阻碍登机betvlctor韦德网站首页的合理障碍? 把董事会的组成当作数据点来考虑,可以从讨论中消除一些潜在的情绪,并允许董事会考虑这些问题,这些问题反映了组织的需要. Too often, organizations define diversity simply as race however true diversity is a broader concept. 而种族是一个因素, t在这里 are many others to consider when deciding how to best diversify the board. Once the board has identified w在这里 it needs to add more diverse voices to the conversation, 然后,提名或管理委员会的责任就是寻找能够发出这些声音的候选人.

艺术和文化组织在为其领导层增加多样性时可以使用的一个策略是考虑关注那些已经与使命有关的人. 观众, 参与者, 成员, 应该检查订阅者,看看在这些群体中是否已经有人参与并愿意betvlctor韦德网站首页. 最有效的董事会betvlctor韦德网站首页是,董事会成员既要对机构充满热情,又要有足够的时间和财力来为机构做出贡献.

观众:内容 & 编程

The second side of diversity is found in the 观众 that are a part of the organization’s community. 观众 connect to organizations through their content or programming. Research in this area has recently been done by the Wallace Foundation whose publication, “The Road to Results: Effective Practices for Building Arts and 观众,“着眼于观众参与的真正工作,并研究组织如何改变他们的节目和方法,以与他们betvlctor韦德网站首页的社区有更好的关系. 考虑多样性,因为它涉及到观众发展,通常被视为一个单一的策略,与赠款节目或具体的倡议. 然而, 华莱士基金会(Wallace Foundation)的研究清楚地表明,投资于更结构化参与的组织,将获得影响组织所有领域的利益,并产生长期影响. Diversity work should be driven by the mission of the organization and not the margin of short-term funding.

In order to assess organizational effectiveness in creating diverse programming or serving diverse 观众, 查看参与数据,例如出席人数, 邮政编码, 或者甚至是程序的类型来定义应该在哪里发生变化. 然后,制定一项支持增量变化的战略. Finally, focus resources toward those efforts and celebrate on going progress.

员工:员工

The staff who are at the core of programming and interacting with 观众 are, 事实上, 多样性等式的第三面. 华莱士基金会报告中提到的组织之一是弗莱舍艺术纪念馆(Fleisher Art Memorial)及其在费城某一特定社区的工作. 对该组织来说,建立社区关系是很重要的,而且至关重要的是,领导项目的工作人员与这些社区有真正的betvlctor韦德网站首页, including the ability to speak the primary language or awareness of religious and cultural differences. Such an approach addresses one of the common misconceptions around diversity within the workforce. Often, outreach staff are seen to be the only diverse 成员 of program teams. Education and community engagement departments with diverse staffs are becoming more common. 然而, building diverse curatorial and artistic teams remains a challenge for all areas of the arts and culture sector. 在行政和行政领域也是如此, 当然, in our executive leadership w在这里 inequities are most pronounced.

Before looking at strategies to engage more diverse populations within the workforce, it is important that organizations assess current conditions and have honest conversations about the work culture. 那些没有这些流程就寻求多元化人才的组织发现,他们无法留住员工. While the issue of organizational culture is just as important in the governance and 观众 dimensions of diversity, 在员工层面开始这些讨论通常更容易,因为每个组织都有独特的文化,许多组织试图在愿景陈述和员工手册中定义这种文化的元素.

It is a solid place to begin the broader discussion by answering the questions: What kind of place are we, 我们如何评价我们的团队, 以及我们如何期望团队成员重视彼此? 多元化工作最好由受过培训的顾问或辅导员来指导,他们可以帮助创建一个安全的对话区域,让员工认识到,所有人都有自己的内在偏见. Organizations cannot remove individual bias but they can look at their policies, 程序, and behaviors to minimize institutional biases that may be impacting the organizational goals around diversity.

结论

谈论多样性可能会让人感到不舒服,因为它可能暗示着组织内部存在一些问题. 然而, 越来越明显的是,分析多样性仅仅是确保组织在21世纪真正以最高水平运行的最佳实践. Examining the elements within the three sides of organizational diversity – governance, 观众, 而劳动力——必须考虑到这个事实, 从历史上看, 大多数文化组织的成立并不是为了具有包容性. T在这里fore, the diversity work being done today is truly about transformation.

艺术和文化领域总是既反映了内容创造的世界,同时也betvlctorios版了关于这个世界的假设. As organizations think about the role of diversity within the field, they can begin to take measured steps to bring positive change to all sides of the issue. 这些变革必须成为董事会成员和高层管理人员正在进行的工作的一部分,以使艺术和文化组织既具有参与性,又具有可持续性.

Wyona Lynch-McWhite艺术咨询集团副总裁

副总统Wyona Lynch-McWhite 2016年加入ACG,担任副总裁, bringing a long and accomplished career in the museum and cultural sector, 包括超过21年的艺术领导经验, 大学, 和多学科博物馆. 在加入ACG波士顿办事处之前, she served as the Executive Director of Fruitlands Museum in Harvard, 麻萨诸塞州, 通过战略和商业规划领导机构,并为博物馆百年庆典制定一个全面的组织和项目重塑品牌. She grew museum 成员hip while increasing attendance, contributed support, and earned revenue. Ms. 林奇-麦克怀特还在富勒工艺博物馆担任领导职务. While t在这里, she held the role of Deputy Director and, later, Executive Director. 在她的指导下, 该博物馆成功地获得了美国博物馆联盟的重新认证,并完成了设施和资本运动规划. 她振兴了博物馆的发展计划和捐助者关系策略,消除了多年的赤字模式,同时提高了该组织的收藏发展水平, 编程, 和合作伙伴的支持. Ms. 林奇-麦克怀特曾担任罗阿诺克市艺术委员会主席,并担任国家艺术基金会和博物馆与图书馆betvlctor韦德网站首页协会的国家赠款评审员. She was also a 2006 participant in the Getty Center’s Museum Leadership Institute. 她目前担任the American Alliance of Museums的领导和管理网络主席,以及the New England Museum Association和the Haystack School of Crafts的董事会成员. Ms. Lynch-McWhite graduated Magna Cum Laude with a bachelor of science degree from Florida A&M University and holds a master of fine arts degree from Columbia College, Chicago.

 

 

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