Diversity, Equity, and Inclusion (DEI. (a) Mandatory training for faculty and staff. Faculty are required to attend DEI training starting in 2022. The training will provide faculty with tools to address matters related to antiracism, diversity, equity and inclusion.
(b) Department/Program Faculty Engagement with University Experts in DEI and Social Justice. Department Chairs and Program Directors are encouraged to meet with University experts in DEI and social justice, including Independent Academic Program Directors, to explore ideas to enhance department initiatives to create and maintain a culture of belonging and recruiting and retaining students from historically marginalized communities.
(c) Pilot Project to increase student diversity and inclusion. During the 2022-2023 academic year, UFE and EWU in JMLC will explore opportunities for faculty to participate in student recruitment and retention to increase student diversity.
Diversity, Equity, and Inclusion (DEI. Committee
1. To help review internal policies and practices for bias or non-inclusive effects (such as accessibility), to ensure that these are inclusive of and respectful to people in/from marginalized groups and communities, and to help ensure EFF’s work environment is one that presents the greatest opportunities for each person’s work success and positive contribution.
2. To look for and articulate different perspectives from marginalized communities that others in the organization may not be as familiar with.
3. To help expand representation within the organization to include viewpoints and experiences of the wide range of marginalized communities affected by our issues.
4. To look for opportunities to broaden EFF’s messaging to include groups unintentionally “othered.”
Diversity, Equity, and Inclusion (DEI. A. The Management is committed to a diverse, equitable, inclusive, and accessible workplace and agrees to work with AGMA to positively impact workplace culture, advance equity, and create safe working spaces for Black, Indigenous, and People of Color (BIPOC), Asian American and Pacific Islanders (AAPI), and other Artists who have been traditionally excluded or marginalized in the opera industry.
B. At the outset of their engagement, the Management will provide Artists with a copy of its anti-discrimination, anti-harassment, and diversity, equity, and inclusion policies, including the process for reporting any violations of the policies.
C. If an Artist wishes to make a complaint under one of Management’s policies, upon request of the Artist, the Management will afford the Artist the right to union representation throughout the reporting process.
D. The Management will collaborate with AGMA to explore and utilize best practices in the opera industry regarding topics such as effective training, recruitment, selection, casting, retention, mentorship, advancement, and accessibility for artists who may be traditionally excluded or marginalized in the opera industry.
E. The Management is committed to diversity and inclusion regarding gender neutral, gender non-conforming, non-binary, and gender variant artists. Each Artist may select their designated personal pronouns, and, upon request, the Management shall change all current and going-forward employee records, to the maximum extent feasible.
