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PCPA is committed to becoming an anti-racist, equitable, diverse, and inclusive institution.

This committee is organized to lead PCPA in the work of becoming an anti-racist, equitable, diverse, inclusive, and accessible institution and infuse it into all our work as a company.

The immediate steps the PCPA EDI & A (Equity, Diversity, Inclusion, and Accessibility) Committee has been taking - and will be taking - to create meaningful change in our practices fall into the categories below.
  • Developing language and defining terms pertaining to equity, diversity, inclusion, prejudice, harassment, accessibility, etc., to move forward with a clear and shared vocabulary.
  • Continuing the restructuring of the conservatory curriculum to feature a greater number of BIPOC, Female, and LGBTQ+ playwrights and theatre artists.
  • Providing support/consultation for response to sensitive conversations on Social Media/Website.
  • Supporting PCPA Leadership with public statements and consultation.
EDI Committee

Yusef Seevers - Coordinator
Geno Franco - Co-Coordinator
Emily Trask - Public Relations
Katie Fuchs-Wackowski - Acting
Carter Higgs - Tech
Jennifer Schwartz - Community

Christian Arteaga - Alumni
Rebekah Carriere
Ksa Curry
Laura Danek
Jacqueline Heimel
Jacob Irwin
Aurelio Salas - Alumni

  • Programming additional and continued anti-racist staff TRAINING. Read more about the organizations we are training with, Jacqueline E. Lawton, Rooted Dialogue Collective (Chelsea Hanawalt and Ashleigh Brag), Pacific Pride.
  • Promoting and prioritizing self-education, including SHARING and keeping a company-wide living document of anti-racist and EDI RESOURCES AND MATERIALS for self-education.
  • Sharing a Bi-monthly Newsletter about relevant issues, updates on the workof the EDI Committee, and sharing specific materials and resources.
  • Surveying staff, students, alumnus, and audience members on EDI matters, and quantifying that data to assess the concerns of our PCPA community.
  • Monthly Forum - a safe space for discussion about things we'd like to "unpack" from trainings and the current moment.
  • Actively and closely examining our company culture, including probing hiring and retention rates of BIPOC faculty and staff.
  • Closely examine our programming and practices.
  • Updating procedures and language in our company handbook that will hold the organization accountable for addressing and eradicating racist and biased systems at PCPA.
These action items are the first steps that the EDI Committee has initiated. There will be more recommendations and action items forthcoming to further the growth of the company in adopting anti-racist, equitable, diverse, and inclusive practices, policies, and procedures, to create a vibrant and safe environment for all staff, students, and guest artists.

Because Black Lives Matter

Because Black Lives Matter and Black Artists Matter we want to do more than raise our voices or simply profess our solidarity with the voices raised for change. We want to take action and to initiate those actions with immediacy - actions that will result in new and better policies and practices in our professional operations and modes of community service. We also want to respect that real systemic change requires that we work deeply, remaining both forceful and methodical in our commitment to long-term anti-racist actions and inclusive solutions. We are eager to remain supple, to employ discipline to soften ourselves when discomfort and even deep pain arises, rather than drawing back into retrenched modes of thinking and working. This is something that artists, and students of art, regularly practice and we want to get even better at it.

Along with our community, we feel a strong impulse to act. We are also keen to invest fully in the critical step of listening – making more space for dialogue and input from voices that have been marginalized. How we proceed, and who is involved in the conversation, will be critical to making the real, positive changes that are required and toward which we aspire. As Albert Einstein reminded us, “We cannot solve our problems with the same thinking we used when we created them.” Our problem with racism and white-supremacy can have overt manifestations, but we also have a history of racism as a serious but sometimes symptomless virus that silently and pervasively sickens our work and relationships.

Now, when another pandemic has made ‘business as usual’ impossible, it is the perfect time for us to question what our ‘business as usual’ has been. We don’t want to proceed with our past standards of operation without interrogating them for overt and subtle symptoms of anti-blackness, or other damaging biases toward BIPOC and other marginalized groups. A key feature of our on-going mission is to set new standards of excellent artistry, ethics, and professional practice for the future of the theatre. Now is always a good time to do such work.

This is a critical time, a great time, for listening – and for thoughtfulness about how, and to whom, we’re listening. We admire and support our colleagues and sister companies that have already developed robust action plans and articulated metrics for improvement. While we are deepening our commitment to equity and inclusion, we are currently at a place of listening, and continuing education. We’ll continue to listen, formally and informally. One of the formal ways we’ll move forward with this work is through a peer lead task force that will include staff, faculty, students and discipline specific experts, to assess organizational policies and programming on an ongoing basis, improving our perspective toward anti-racist and other equity, diversity and inclusion best practices. Then, to develop mechanisms to utilize in a measured, but continuous, improvement cycle.

As we probe into our ways of thinking and being in our work and relationships, we’ll endeavor to retain our humility, good humor and keep compassionate humanity leading the way – cultivating our personal lives and setting our hearts right.

We have a great deal of work to do.

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