For the past few years, EdTA has established the framework for DEIA. What is DEIA? It is an acronym that stands for Diversity, Equity, Inclusion, and Accessiblity. The purpose of pursuing DEIA in theatre education is to break down the barriers that keep students from fully participating in theatre.
For the past year and a half, members of the Indiana Thespians Chapter Executive Board have been engaged in training in order to begin DEIA work within our chapter.
We are seeking to form a group who will focus on how Indiana Thespians can strive to ensure that all students can participate in theatre education, regardless of their race, ethnicity, gender identity, sexual orientation, religious belief, or physical or mental abilities.
We are excited to embark on this journey that will benefit Thespians for years to come!
Questions about our DEIA initiatives can be directed to Ray Palasz ([email protected]) and Jeremy Leazenby Bruce ([email protected])
Interested in Serving?
We are looking for 5-7 individuals to serve on our DEIA committee. Complete details and the application can be found here.
Questions about the process can be directed to
Indiana Thespians DEIA Goals
Goal #1: To ensure that BIPOC voices are represented and heard in governance, intentionally prioritize, and cultivate BIPOC members (through recruitment and publicity plans) until the identified goal is achieved or exceeded.
Goal #2: To position the chapter as a racial equity/anti-racist organization which values the participation and contributions of BIPOC, review and revise the mission, vision, and core values from a Diversity Equity Inclusion Accessibility (DEIA) lens.
Goal #3: To ensure and advance an anti-racist and racially equitable culture, reduce barriers of participation and increase the number of BIPOC prospects/members, review and revise all governing, prospecting, nominating, election, onboarding, chapter charters, chapter agreements, and accountability measurements documents and processes for the chapter.
Goal #4: To ensure and advance an anti-racist and racially equitable culture in the chapter, the following will occur:
- Members will participate in anti-racist training annually.
- Additional anti-racism learning will be added to regular meetings as needed.
- Updates on the racial equity plan progress will be provided at quarterly or annual chapter meetings.
- New chapter executive board members will participate in base-level racial equity training as part of their onboarding and orientation.
Goal #5 To ensure racial equity/anti-racism is part of governance at every level, embed annual racial equity actions into the chapter and chapter committees.
Goal #6 To ensure racial equity/anti-racism in governance, empower the chapter board and chapter DEIA committee with the power to request “to reconsider action” prior to adoption, if the potential for inequitable/racist outcomes is perceived.
Goal #7 To ensure that BIPOC voices are represented and heard, elevate BIPOC member(s) to leadership with the following appointment goals:
- At least equal representation of the chapter board is BIPOC/non-BIPOC
- At least equal representation of all chapter committees is BIPOC/non-BIPOC