Why This Matters
Recent political shifts, including executive orders targeting diversity, equity, and inclusion (DEI) initiatives, have left many performing arts organizations questioning how to sustain and protect their progress. These attacks risk dismantling years of hard-fought progress toward creating more inclusive, equitable spaces for artists, administrators, and audiences. As creators, educators, and leaders in the arts, it’s our responsibility to protect these initiatives while adapting to legal and political uncertainties. This guide outlines ten proactive steps your organization can take to safeguard your DEI efforts and preserve your commitment to equity and inclusion.
Use this roadmap to ensure your mission, programs, and impact remain resilient—no matter the challenges.
Step 1: Anchor Your DEI Initiatives to Your Mission Statement
Why: A mission statement with explicit commitments to inclusion and equity provides a foundation for all DEI efforts. When tied to your mission, these initiatives become intrinsic to your organization’s identity.
Action: Revisit your mission and vision statements. Add language that reflects your values around access, diversity, equity, and inclusion. Ensure board and leadership approval to embed these commitments formally.
Step 2: Shift DEI Language to Broader, Inclusive Terminology
Why: Politically charged terms like “DEI” may be targeted in legislation or funding policies. Adjusting terminology can help protect your initiatives while maintaining their intent.
Action: Use alternative phrases like “access and belonging” or “equitable engagement” in public communications. Frame DEI work as essential for talent development, innovation, and community impact.
Step 3: Train Your Board and Leadership Teams
Why: A knowledgeable board and leadership team are your strongest allies. When leaders understand the value and legality of equity work, they can advocate more effectively.
Action: Schedule regular ADEI-focused education sessions for your board and staff. Cover topics such as implicit bias, the legal landscape, and the business case for diversity in the arts.
Step 4: Conduct an Internal Audit of DEI Practices
Why: Assessing your current initiatives helps identify areas of strength and vulnerability, ensuring your efforts are strategic and defensible.
Action: Conduct a comprehensive review of your programs, policies, and communications. Identify which initiatives may be legally vulnerable and create contingency plans to address risks.
Step 5: Partner with External Advocacy Organizations
Why: Collaborating with legal and advocacy groups keeps your organization informed and supported in times of uncertainty.
Action: Build relationships with ADEI organizations, legal experts, and advocacy groups. Stay updated on legislative changes and leverage their expertise to adapt your strategies.
Step 6: Frame DEI as a Talent and Community-Driven Imperative
Why: Diversity isn’t just a moral obligation—it’s essential for innovation, audience engagement, and organizational success.
Action: Highlight how DEI drives artistic excellence, attracts diverse talent, and strengthens community connections. Use data and stories to illustrate the tangible benefits.
Step 7: Diversify Your Funding Streams
Why: Relying on funders who may oppose DEI initiatives can jeopardize your programs.
Action: Seek grants and partnerships with organizations that prioritize equity and inclusion. Communicate the value of your DEI work to existing funders to maintain their support.
Step 8: Document DEI Success Metrics
Why: In protecting DEI in the performing arts, measurable outcomes build buy-in and demonstrate the impact of your initiatives.
Action: Track and report metrics such as audience diversity, community engagement, and recruitment of underrepresented talent. Use visuals and testimonials to communicate your successes.
Step 9: Ensure DEI Compliance Training Is Embedded in Core Practices
Why: Embedding DEI into standard training ensures it becomes part of your organization’s culture rather than a standalone initiative.
Action: Integrate DEI principles into broader HR and operational training programs. Ensure that all staff understand their role in fostering an inclusive environment.
Step 10: Build a Resilience Plan for Future Challenges
Why: Being prepared for legal and political shifts ensures your organization can pivot without compromising its values.
Action: Develop a contingency plan for your DEI initiatives. Identify alternative funding, adjust program language, and outline steps to maintain your mission under different scenarios.
Take Action Now: Protect DEI in the Performing Arts
Safeguarding the heart of the arts by protecting diversity, equity, and inclusion in uncertain times is our business. We help performing arts organizations navigate shifting political and legal landscapes while preserving their commitment to diversity, equity, and inclusion. Our tailored strategies empower you to adapt, sustain progress, and ensure your mission remains resilient—because inclusion is the foundation of innovation, creativity, and community impact in the arts. Schedule a free 30-minute consultation to begin your safeguarding today.