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Action Items

Download Action Items PDF

Green Thumb Theatre Anti-Racism Action Items

Composed by Artistic Director Rachel Aberle and past-General Manager Breanne Harmon based on recommendations from consultant Amal Rana of Cambium Arts & Education

Reviewed and approved by Green Thumb Theatre’s Board of Directors

Please click here to read accompanying statements from Green Thumb leadership and Board

Preamble: Green Thumb practices, policy, and artistic work will be reviewed on a regular basis and in a timely manner so that our work reflects evolving attitudes, expectations and best practices in our industry and broader society. Green Thumb leadership and Board will actively work to stay aware of shifting conversations, and be open to guidance and suggestions about areas that deserve attention or improvement. The sustainability and viability of Green Thumb as an organization is a priority, and decisions will be made conversant with this direction and policy as well as other policies of the society.

- Finalize and publicize a clear, transparent anti-oppression and anti-discrimination policy, company code of conduct, and incident reporting procedures. Once released, all information contained in these policies will live in a dedicated space on Green Thumb’s website.

- Whenever possible, all staff positions, audition notices, and contractor open calls will be posted online for a minimum of 30 days to allow for a broader reach and to open Green Thumb up to artists and contractors we have not had access to in the past.

- Regularly post audition notices for upcoming productions, rather than solely pulling from general auditions and prior knowledge. Artists known to us may be invited to audition in tandem with posted auditions, but shall not be relied upon as a sole means of casting shows.

- Prioritize the interviewing and hiring of racialized applicants in general, and strategically earmark opportunities specifically for BIPOC applicants when appropriate. Transparently communicate these practices in calls for proposals/submissions.

- In addition to the land acknowledgement that exists on our website, Green Thumb will create a meaningful land acknowledgment for all productions moving forward.

- Establish a Racial Equity Advisory Committee comprised of Board Members, staff, active Green Thumb community members (particularly BIPOC), sector leaders on anti-oppression and/or other interested individuals to develop and implement an annual review of how Green Thumb is living up to its anti-oppression commitments. The review should identify best and principled practices, and/or key areas for improvement within Green Thumb policy and practice, outline clear and concrete recommendations within a specified time frame, and identify the steps needed to meet these recommendations.

- Seek funding for a rolling leadership training position reserved specifically for racialized applicants. Applicable roles include Associate Artistic Director, Associate General Manager, Associate Production Manager, etc.

- Secure funding/manage budgets to consistently hire outside directors and/or assistant directors with the goal of increasing BIPOC representation on artistic teams.

- Secure/earmark funding for an Indigenous consultant to work on a methodology for Green Thumb to be a respectful visitor on other territories when on tour.

- Consult with past BIPOC and other contractors who experience marginalization who have toured about what kind of support they would appreciate while touring outside their home region with limited access to on the ground support.

- Implement annual mandatory training at a staff and board level and key contractor level.

- Seek funding and/or partnerships with other local theatre companies to host racial equity trainings and workshops for Green Thumb alumni and/or other members of the Vancouver theatre community.

- Seek collaborations with BIPOC artists and BIPOC led theatre companies where the experiences and perspectives of BIPOC artists are prioritized.

- Implement a yearly accountability report alongside the Annual Report to formalize a space to share information on progress/setbacks.

- Engage in active, strategic Board recruitment to increase BIPOC representation at a Board level, without engaging in tokenization.