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Green Thumb Theatre

Action Items: Accountability Report

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Green Thumb Theatre Anti-Racism Action Items – Accountability Report No. 2

Action Items Released: July 2021|Date of Accountability Report: November 2022

• 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.
  Status: IMPLEMENTED in 2021, continued in 2022-23
• 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.
  Status: IN REVIEW – After almost two years of adhering to this policy as strictly as possible, it is unclear if it serves the intended goal of forwarding racial equity within the organization, and at times has been a detriment to company operations. An example of where it has not served the purpose of forwarding racial equity include when directors or project leaders from historically underrepresented background shave a desire to bring specific artists onto a project, often those who are also from historically underrepresented backgrounds. An example of where it has been a detriment to the company are instances where, due to the long posting time, promising applicants have withdrawn because they have secured other work in the interim.
• 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.
  Status: IMPLEMENTED – With the exception of roles that have needed to be recast on very short notice.
•  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.
  Status: ONGOING – This is an ongoing action item that requires attention and effort year over year. Success has been achieved since the Action Items were released in 2021, but this work will never be ‘complete’.

• In addition to the land acknowledgement that exists on our website, Green Thumb will create a meaningful land acknowledgment for all productions moving forward.
  Status: IMPLEMENTED – Green Thumb is working with new land acknowledgments in our 2022-2023season and continue to connect with each production’s company to ensure the land acknowledgment fits them as a company and is appropriate for the tour taking place.

• 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 timeframe, and identify the steps needed to meet these recommendations. Status: IMPLEMENTED – The first meeting of the Racial Equity Advisory Committee took place onNovember 2, 2022. Members include Artistic Director Rachel Aberle, Board Members Monique Cherrie and Mickey Goldstein, and Community Members Leslie Dos Remedios, Alisha Davidson and Melissa Oei

•  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.
  Status: IN PROGRESS – The funding appeal we made in late 2021 was not successful. Green Thumb is currently researching other funding avenues. Additionally, with the departure of former Green ThumbGeneral Manager Breanne Harmon, the company feels it is important for new General ManagerShannon Maung to settle into her role before leadership undertakes any new training or mentorship initiatives, so as to ensure when we do it is of greatest benefit to the participant.
• Secure funding/manage budgets to consistently hire outside directors and/ or assistant directors with the goal of increasing BIPOC representation on artistic teams.
  Status: IMPLEMENTED AND CONTINUED – Green Thumb’s 2022-23 season was budgeted to include two assistant directors and two outside directors on three separate shows, hiring practices prioritized representation of BIPOC and other historically underrepresented communities.
• 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.
  Status: IMPLEMENTED, short term – With support from the BC Arts Council’s Arts Impact Award, GreenThumb has engaged Sandy Scofield as Indigenous Relations Consultant for 2022. Sandy has been working relationally to build Green Thumb’s relationships with the Nations on whose lands we operate and tour to. The funding we have will only cover this position until the end of 2022, and Sandy’s efforts so far have showcased how important this kind of work is long term. Green Thumb will continue to seek funding avenues to continue this work.
• 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.
  Status: REQUIRES ACTION – while informal anecdotal conversations have taken place, a formalized intake of information must be created and disseminated.
• Implement annual mandatory training at a staff and board level and key contractor level. Status: IMPLEMENTED – Green Thumb continued annual training for 2021-2022 with BystanderIntervention Training with Dr. Grace Wong Snedd on and Sighted Guide training with Amy Amantea of Access in Practice.