Anti-RacIsm
EMPATHY. ACCOUNTABILITY. ACTION.
As theatre artists, we tell stories; we strive to build bridges and empathy between our audiences and others that do not look, pray, identify, live, or love the same way we do. The Wildwood Theatre shares these diverse perspectives which are present in the communities we serve through our art.
We would like to recognize the work of WE SEE YOU WHITE AMERICAN THEATRE for shining a light on theater companies throughout the nation so we can forge a better path for all of us.
We explicitly ask our audiences to stand with those fighting against systemic racism in policing and in society at large. The violence against George Floyd, Breonna Taylor, Ahmaud Arbery, and many others for hundreds of years are tragedies that point to ongoing and unaddressed failures within our nation.
Empathy is merely a step. Accountability is demanded. Action is required.
The Wildwood Theatre believes in accessibility and radical inclusivity. We are committed to combating systemic racism, unconscious or conscious biases, white supremacy, and discrimination within our organization and the populations we serve.
To our Black, Brown, Indigenous, POC, artists, colleagues, and patrons, we stand with you. We commit to implementing the following actions, systems, and protocols within our organization.
Empathy.
Wildwood Theatre fully recognizes that BIPOC stories cannot be told without the involvement of BIPOC artists. We have no authority to tell stories that do not belong to us. As we are committed to refocusing the content of our stories to celebrate BIPOC voices, we guarantee that we will produce these works with BIPOC artists in positions of creative control.
BIPOC artists’ perspective, artistry, and skill are valuable in all stories, not just those that specifically speak to their experience. We are committed to hiring BIPOC artists for every show in our season. We are monitoring our progress in this goal and setting up a means by which to hold ourselves accountable. Data surrounding these efforts will be updated and made publicly available on Guidestar and in other formats by request.
In planning our seasons, we are committed to continually expanding representation, not just repeating the same stories over and over again. In discussions about potential season selections, we are prioritizing plays that tell a story reflective of the whole human experience: joy, hope, loss, and heartache, rather than focusing solely on the ever-present trauma and pain within the BIPOC experience...
When programming BIPOC stories, we fully commit to honoring the cultural specificity of those stories. A white director will never be hired to tell a story that does not belong to them. The director must share a cultural context with the work being produced.
If a BIPOC director does not feel that the story they are helping bring to life aligns with their personal experience, we will hire a credible cultural consultant.
The Wildwood Theatre will hire intimacy directors for specific shows where there are traumatic or extended moments of intimacy. In plays that do not require the same level of attention, we commit to equipping directors/stage managers with proper IDI knowledge so that they may implement IDI principles wherever relevant. (Intercultural Development Inventory)
Accountability
In the telling of BIPOC stories, the creative ideas of our white administrators will never presume to supersede those of BIPOC directors, designers, or performers. We aim only to present a platform for BIPOC artists to tell their own stories. It will never be our intention to dictate how those stories should be told.
When programming BIPOC stories, we recognize the importance of centering cultural specificity in every aspect of development. No part of pre-production, the rehearsal process, marketing, literary management, in-house dramaturgy, community and audience engagement, or audience development will be handled without the careful consideration and involvement of the culture of those whose stories we are telling.
Wildwood Theatre commits to the artistic continuance of BIPOC work in our productions. We further commit that BIPOC work will not be changed or altered in any way once a production’s run begins.
Governance
The Wildwood is committed to building our board of directors (Sages) to accurately reflect the communities we serve and will continue this effort until our board demonstrates the standing excellence of BIPOC leadership.
The Wildwood Theatre commits to maintaining our strict Anti-Discrimination & Harassment Policy as well as an Anti-Racism Policy. These policies have been adopted to apply to the board as well.
The Wildwood commits to continuing our practice of eliminating minimum financial gifts for board membership. Our Board members are expected to play an active role in assisting the staff in securing financial resources necessary for The Wildwood to achieve its mission. Board members are expected to leverage personal relationships and connections to help the development committee and staff identify and solicit potential investors. The Wildwood acknowledges that there are many valuable ways to invest, not all of which are financial. While The Wildwood requires support from its board of directors, the amount or value of that investment is not specified and there is no mandatory financial minimum for said gift, service, or act.
The contact information of a board representative will be included on all contact sheets to give creative personnel access to the board on an as-needed basis.
No racially charged language or labels will be tolerated in the workplace or on any tours by creatives, casts, or management including but not limited to BIPOC actor’s appearance or matters surrounding the lighting of BIPOC bodies on stage.
All occasions where such language is used will result in the immediate dismissal of the offending party from the event, rehearsal, or meeting. The matter will be reported immediately and appropriate action will be taken per our Anti-Harassment and Discrimination Policies. Such action can and would result in complete termination of the contract and dismissal from the project where appropriate.
Wildwood Theatre acknowledges that systemic racism places additional barriers before BIPOC artists within the education system and previous technical experience may not have been accessible.
Wildwood Theatre stands by its practice of allowing each candidate’s merits to speak for themselves, free of the association from hierarchical and exclusionary criteria, such as where they went to school or whether they have associated with an institution we admire. This same standard applies to the technical requirements of the job, previous experience is not required and all training will be provided to all parties within the process so that all can be effective and efficient at their technical responsibilities.
Action
All policies are available on our website.
All policies are presented in digital form to all who are contracted to work with our organization and summarized at relevant gatherings such as board meetings, administrative meetings, and first rehearsals.
All policies are offered in other formats as requested.
Board members’ affiliations with corporations and other nonprofit organizations will be listed in their bio.
Wildwood Theatre does not fundraise from any specific community for projects. We will continue to fund all projects with the company’s operational fund.
The Wildwood has never asked any tribal nations to donate money to produce their work. We commit to continue to stand against this practice.
The Wildwood will directly invite BIPOC individuals to apply for leadership positions.
All Wildwood Theatre policies are “living policies” and can be updated at any time to best reflect the values and actions we uphold.
Compensation
The Wildwood will strive for equitable payment standards for all artists.
The Wildwood Theatre does not have full-time or part-time employees; all administrators/ Artists are freelance contractors.
Wildwood Theatre guarantees that no contractor will receive disproportionately more favorable financial compensation than other artists in the same tier of employment or contract. If the stipend provided to one member of a tier increases for any reason, the stipend of all artists under that tier contract will be raised to match.
The Wildwood will not put pressure on any BIPOC artist or staff member to assist with marketing, fundraising, etc. without proper compensation and credit. The Wildwood Theatre has always valued and paid artists for their time and work to the greatest extent possible by our budget. We will always pay our artists and workers for their time and expertise.
The Wildwood Theatre will never hire unpaid Interns.
Bullying
The Wildwood Theatre will not in any instance tolerate bullying behavior. Employees/ Contractors found in violation of this policy will be disciplined, up to and including termination of employment or contract.
Definition
The Wildwood Theatre defines bullying as repeated, health-harming mistreatment of one or more people by one or more perpetrators.
It is abusive conduct that includes:
Threatening, humiliating or intimidating behaviors.
Work interference/sabotage that prevents work from getting done.
Verbal abuse
Such behavior violates The Wildwood Theatre Code values of treating all with dignity and respect.
Examples
The Wildwood Theatre considers the following types of behavior examples of bullying:
Verbal bullying. Slandering, ridiculing, or maligning a person or their family; persistent name-calling that is hurtful, insulting, or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
Physical bullying. Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault, damage to a person’s work area or property.
Gesture bullying. Nonverbal gestures that can convey threatening messages.
Exclusion. Socially or physically excluding or disregarding a person in work/production-related activities.
Also, the following examples may constitute or contribute to evidence of bullying:
Persistent singling out of one person.
Shouting or raising one’s voice at an individual in public or in private.
Using obscene or intimidating gestures.
Not allowing the person to speak or express himself or herself (i.e., ignoring or interrupting).
Personal insults and use of offensive nicknames.
Public humiliation in any form.
Constant criticism on matters unrelated or minimally related to the person’s work, performance, or description.
Public reprimands.
Repeatedly accusing someone of errors that cannot be documented.
Deliberately interfering with mail and other communications.
Spreading rumors and gossip regarding individuals.
Encouraging others to disregard a supervisor’s/ manager’s instructions.
Manipulating the ability of someone to do their work, or perform their role (e.g., overloading, under-loading, withholding information, setting deadlines that cannot be met, giving deliberately ambiguous instructions).
Assigning menial tasks, not in keeping with the normal responsibilities of the job.
Taking credit for another person’s ideas.
Refusing reasonable requests for leave without work-related reason.
Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.
Unwanted physical contact, physical abuse, or threats of abuse to an individual or an individual’s property (defacing or marking up property).
Individuals who feel they have experienced bullying should report this to Production Management, Supervisor, Human Resources, or Board of Directors before the conduct becomes severe or pervasive.
All employees/ contractors or participants are strongly encouraged to report any bullying conduct they experience or witness as soon as possible to allow The Wildwood Theatre to take appropriate action.
Harassment
The Wildwood Theatre is committed to providing an environment that is free from discrimination and disrespectful and offensive behavior. Disrespectful and offensive behavior, including inappropriate or degrading remarks and conduct, has the potential of being perceived as harassment or discrimination. Harassment and discrimination are prohibited and will not be tolerated by the Company.
Definition of Harassment
Disrespectful and offensive behavior includes unwelcome remarks and/or physical conduct that denigrates or shows hostility toward an individual’s race, color, creed, religion, ancestry, national origin, sex, disability, age, sexual orientation, marital status, and/or status concerning public assistance.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
Submission to or rejection of this conduct is used as a component or basis for employment decisions affecting an individual; or
The conduct has the purpose or effect of substantially interfering with an individual’s work performance or of creating an intimidating or hostile environment.
Harassment may be verbal, physical, written, or visual. Conduct that may constitute harassment includes, but is not limited to, sexual or suggestive comments or jokes, sexual propositions, sexist remarks, unwanted sexual advances, patting or unnecessary touching, unwanted staring or leering, pressure for sexual favors in return for special treatment on the job, or unfavorable treatment or harassment not of a sexual nature directed toward an individual because of their sex, race, religion, or other protected characteristic.
Complaints Relating to Harassment or Offensive Behavior
If you feel subjected to conduct which violates this policy, whether by another employee, a supervisory or management person, a corporate officer, a customer/client, or any other person that you encounter in the course of employment/contract, whether the opposite sex or same-sex, you are to make your concerns known in one or more of the following ways:
Advise someone in Human Resources/ or Board of Directors that you are experiencing conduct that is offensive and you feel violates this policy
Advise someone in production management that you are experiencing conduct or communication that is offensive and that you think it violates this policy
In addition to reporting the situation, you can tell the person engaging in the behavior that you object to such behavior and that the conduct or communication is offensive and against this policy, and must stop;
Investigation and Action
Upon receipt of a complaint, the Wildwood Theatre will promptly investigate the complaint as appropriate. The investigation will be kept confidential to the extent consistent with the need for a thorough investigation and response.
When it is determined that an employee has violated this policy, the Company will take appropriate disciplinary action, up to and including termination of employment or contract. Any unpaid dues of the contract will not be paid due to a breach of contract. When it is determined that a non-employee has violated this policy, the Company will take action reasonably calculated to end the harassment.
Non-Retaliation Policy
The Wildwood Theatre strictly prohibits any acts of reprisal or retaliation against any employee or contractor who in good faith reports an allegation of harassment or other discrimination or who in good faith participates in any investigation of such a report.
Any person who violates this non-retaliation policy may be subject to discipline, up to and including termination of employment or contract.
Duties of Employees
Each employee, either managerial or non-managerial, is responsible for ensuring that a workplace free of harassment of any type is maintained.
If you are a target of harassment or if you observe harassment in the workplace, you are to report harassment to Company management or Human Resources using the procedures outlined above. Each manager or supervisor is responsible for ensuring that the workplace is free of harassment. Any manager or supervisor who witnesses or receives a report of harassment is to report the harassment to Company management or Human Resources immediately.
If you fail to report harassment that you have witnessed or been told about, you will be subject to disciplinary action, up to and including termination of employment.
You are required to participate in Company-initiated investigations. Failure to fully cooperate with any Company-initiated investigation may lead to disciplinary action, up to and including termination of employment.
Penalties for Harassment or Offensive Behavior
A violation of this policy will be grounds for immediate disciplinary action, up to and including termination of employment/ contract or other appropriate actions. If the offensive behavior reoccurs, it should immediately be reported to Production Management, Human Resources, or Board of Directors. This policy applies to each member and employee of the Company, including officers, management, and all full-time, part-time, contracted, volunteer, and temporary employees.
Disclaimer
Nothing in this Policy is intended to create a contract between the Company and any employee/ contractor/ volunteer. The Wildwood Theatre reserves the right to change all matters contained in this Policy, to interpret the provisions of this Policy, and to vary from this Policy when such variance is appropriate.
Anti-Nepotism
Why not?
The employment and contracting of relatives can cause various problems including but not limited to favoritism, conflicts of interest, family discord, and scheduling conflicts that may work to the disadvantage of both Wildwood and its employees/ contractors.
For the purposes of this policy, the term “relative” shall include the following relationships: relationships established by blood, marriage, or legal action.
Examples
spouse, parents, siblings, in-laws, stepparent(s), stepchild, aunt, uncle, cousins, grandparents, or grandchildren. The term also includes domestic partners (a person with whom the employee’s life is interdependent and who shares a common residence) and children of an employee’s domestic partner.
Policy
It is the goal of the Wildwood Theatre to avoid creating or maintaining circumstances in which the possibility of favoritism, conflicts, or management disruptions exist. The Wildwood Theatre may allow existing personal relationships to be maintained or employ individuals with personal relationships to current employees under the following circumstances:
Individuals will not work under the supervision of the same manager;
They may not create a supervisor/subordinate relationship with a family member;
They may not supervise or evaluate a family member;
The relationship will not create an adverse impact on work programming or designated duties;
The relationship may not create an actual or perceived conflict-of-interest;
They may not audit or review in any manner the individual’s work.
They may not be employed/ contracted if a member of the employee’s immediate family (spouse, children, parents, grandparents, brothers, sisters, stepfamily members, in-law family members) serves on the Wildwood Theatre Board or any Committee or Council which has authority to review/order personnel actions or wage and salary adjustments which could affect their job.
No personal employee relationship covered by this policy will be allowed to be maintained, regardless of the positions involved, if it creates a disruption or potential disruption, creates an actual or perceived conflict of interest, or is prohibited by any legal or regulatory mandate.
This policy will be considered when hiring, promoting, or casting any employee/ contractor.
What happens?
Should relationships addressed within this policy be identified with either candidate for employment or, current employees the matter should be immediately reported to the Board of Directors, or current Human Resources Director and the following policies and procedures will be followed:
A determination will be made whether the relationship is subject to the Wildwood Theatre Nepotism policy based on the conditions described above.
If the relationship is determined to fall within one or more of the conditions described in this policy the HR Director/ Board of Directors in consultation with the affected employees/contractors and the ED will attempt will to resolve the situation through the transfer of one employee to a new position/ role or identifying some other action (e.g., Supervisory reassignment) which will correct the conflict or issue identified. If accommodations are not feasible then, with affected employee suggestions, the HR Director in consultation with the Wildwood Theatre’s ED/ Sages shall determine which employee must resign in order to resolve the situation.
The Wildwood Theatre reserves the right to exercise appropriate judgment to take such actions as may be necessary to achieve the intent of this policy. The Wildwood Theatre reserves the right to vary from the guidelines outlined in this policy to address unusual circumstances on a case by case basis.
Contractor/ Employee Responsibility
It is the responsibility of every employee to identify to the Production Manager, Board of Directors, or current HR Director any potential or existing personal relationship which falls under the definitions provided in this policy. Employees who fail to disclose personal relationships covered by this policy will be subject to disciplinary action up to and including the termination of employment.