To answer that question with integrity requires more than intention—it requires action, reflection, and continuous learning. Our commitment to diversity, equity and inclusion must be woven into both our storytelling and our structures.
We believe storytelling is a powerful tool for connection, and we are committed to producing work that reflects a broad spectrum of voices, experiences, and perspectives.
We are dedicated to removing barriers to participation in the arts, ensuring that everyone—regardless of background, identity, or circumstance—has access to transformative creative experiences.
We strive to foster an environment where artists, audiences, and community members feel seen, respected, and valued.
We understand that equity and inclusion are ongoing practices, not destinations—and we hold ourselves accountable through reflection, dialogue, and continuous learning.
We center collaboration, transparency, and care in our work, recognizing that meaningful change requires trust and shared responsibility.
Make this plan accessible in multiple formats: on our website, on the theatre call board, and within Board materials. The plan is also referenced in our Code of Conduct, which is updated every year to reflect our culture and values.
Issue an annual report detailing our progress and reassessing the plan based on feedback and outcomes.
Maintain our Diversity, Equity, and Inclusion (DEI) Committee composed of board and staff members to oversee implementation and accountability.
Maintain an organization wide Reporting Path that allows anyone access to leadership at staff and board level.
We recognize that Raven Theatre operates on the traditional homelands of an alliance of three Native American nations: Ojibwe, Odawa, and Potawatomi, known collectively as the Council of Three Fires. Dozens of other tribes, including the Menominee, Miami, and Ho-Chunk nations, called this region home. Today, thousands of native people continue to live, work, and create in the city colonially known as Chicago.
Continue to post land acknowledgement in the lobby displays, programs, and on our website.
Seek out opportunities to grow our relationship with Indigenous communities –particularly those connected to the Edgewater/Chicago area – in order to move from symbolic acknowledgment to meaningful engagement.
Provide annual training for all staff, board members, and front-of-house associates.
Incorporate modules on racism, access, unconscious bias, gender, and de-escalation/conflict resolution.
Continue to include language in pre-show curtain speeches that affirms the full spectrum of audience response.
Train front-of-house staff and volunteer ushers (e.g., Saints) to support this approach and manage expectations around audience behavior.
Explore proactive steps to support audience members navigating discomfort with others’ reactions, without defaulting to suppression.
Continue to provide Access Initiatives such as Captions, Touch Tours/Audio Description, discounted tickets, etc.
Deepen community nights by offering Affinity Nights.
Continue transparent compensation practices in all job postings.
Design hiring processes to attract diverse applicant pools, including artists and designers.
Avoid requiring qualifications unrelated to the position.
Track board demographics and strategically fill skill and representation gaps.
Continue forming and maintaining long-term relationships with artists from underrepresented and/or historically marginalized communities, ensuring these relationships are built into hiring and recruiting processes.
Cultivate environments that acknowledge and support emotional labor and cultural sensitivity.
Make counseling and additional resources available when needed.
Extend these cultural care practices to include Board members, staff, and front-of-house associates.
Prioritize emotional health and trauma-informed practices for all individuals involved in production processes.
Offer resources and counseling when working with sensitive or emotionally charged material.
Continue to program plays with opportunities for BIPOC directors, playwrights, actors, designers, and crew.
Expand our programming goals to reflect a broader range of identities, including gender, sexuality, age, and ability.
Continue to evaluate the demographics of our neighborhood to better align our programming and audience engagement with the Edgewater/Chicago community.
Last Revision Date: December 2025