Diversity, Equity, and Inclusion at the Kimmel Cultural Campus

DIVERSITY STATEMENT

The diversity of our region is our strength and Kimmel Cultural Campus (KCC) is dedicated to nurturing a diverse and inclusive Cultural Campus that reflects our commitment to fostering an environment where everyone feels welcome and valued onstage and off.

OUR 5-YEAR DEI PLAN

The five-year DEI plan below outlines tactics and opportunities that will help KCC better reflect the broad and diverse population it serves, specifically focusing its first five years of the plan on identified areas of deficiency. Through the incorporation of these initiatives within the strategic plan, KCC will purposefully move activity from being seized “opportunities” into being planned “strategies.”

KCC’s Board of Directors and DEI Advisory Committee – composed of experts in the field of DEI – will advise, influence, and monitor success of the plan.

GOALS

✔ Increase Leadership, Staff, Audience, and Vendor cultural affiliation to 24% African American, 8% Hispanic, 6% Asian, and 52% Women to better match the region's population makeup.

✔ With regards to staff cultural affiliation, give particular attention and focus to:
     - Administrative areas
     - Management positions
     - Executive level positions, where diversity is currently most deficient

✔ Complete a national Accessibility benchmark study of industry leaders that will inform the development of a plan for the organization.

EARLY-INSTITUTED SHIFTS AND CHALLENGES

✔ Recruitment and hiring overhaul
✔ Annual anti-racist training
✔ Fellowship piloted in partnership with Broadway League
✔ Partnership events growth
✔ DEI Employee Resource Group established
✔ Kimmel team serving as leaders on local and national task forces and panels in the area of DEI

NEW RECRUITMENT AND HIRING PROCESS HIGHLIGHTS

✔ Re-evaluation of intentional language on job descriptions
✔ Intentionally post listings in diverse publications, websites, and professional associations like Hispanic Chamber of Commerce, etc...
✔ Blind pool selection
✔ HR to ensure initial candidate pool has diverse representation
✔ HR to prep hiring managers with recommended questions, as well as "do not ask" questions.
✔ Committee-based hiring for Director-level and above
✔ Metrics for position needs and strengths recommendations provided for more scientific grading of candidates and less "gut-based" selection

FUTURE OPPORTUNITIES

✔ Refine procurement tracking process
✔ Stronger engagement and autonomy for ERG
✔ Develop a more inclusive culture for employees to feel valued and psychologically safe bringing their full selves to work
✔ Develop more opportunities for staff growth towards retention of diverse talent
✔ Incorporate annual anti-racist training to be embraced within GRaCE training and expand in partnership with Resident Companies
✔ Improved engagement with CBA groups
✔ Growth of partnerships with BIPOC-owned companies and organizations
✔ Plaza engagement events

DEI Advisory Committee

Formed in May of 2017, this advisory committee is comprised of experts in the field of diversity, inclusion, and equity. This committee is also comprised of staff and Kimmel Cultural Campus Board members who all share the goal of formalizing a commitment to:

• Presenting diverse programming
• Supporting artists of color
• Engaging with every part of the Philadelpha region in a meaningful way

OUR PARTNERSHIPS