To lead by example, the Keen Company Board of Directors commits to the following on-going practices:

→ Formation of the Diversity Equity and Inclusion Working Group, a board committee dedicated to researching and implementing best practices at the board level.
→ The active searching and cultivating of board members with diverse backgrounds and lived experiences.

To better budget our values, Keen Company commits to the following practices:

→ Fair compensation for artists and technicians participating in fundraising, panels, talkbacks, and other events.
→ Offering American Sign Language interpreted performances, audio described performances, and assisted listening devices for all productions. Touch tours will also be offered when viable.
→ Ensuring cultural advisors and/or audience development consultants are employed per project to improve authenticity, outreach, and retention of patrons.
→ On-going anti-racist training for all full and part-time administrative staff.

To expand our artistic community and serve our industry and audiences, Keen will continue the work of disrupting our primarily-white networks by:

→ Prioritizing the hiring of BIPOC staff as positions become available.
→ Actively seeking out connections with new BIPOC playwrights, directors, designers, actors, stage managers, and technicians. We particularly want to acknowledge the necessity of hiring culturally-competent costume, wardrobe, hair, and makeup personnel.
→ Deepening relationships with current BIPOC alumni artists across all of our programming.
→ Committing to increased hiring of BIPOC artists across all disciplines, with an eye on specific targets for future seasons.

To increase transparency, Keen will implement the following public initiatives:

→ A Land Acknowledgement will be highlighted in printed materials.
→ Detailed accessibility information will be provided for each space including low mobility information surrounding restrooms, elevators, and seating areas.
→ Language will be included in all programs welcoming unpoliced audience responses and reactions.
→ An on-boarding guide will be provided for all artists and independent contractors to demystify schedules, contracts, company procedures, and all other expectations.

To promote advocacy, Keen has sent letters to the following organizations to address larger systemic issues we cannot tackle alone. We will continue to advocate for these issues whenever possible.

→ Encouraged Actors Equity to provide annual free Anti-Racist training for all members, allow for flexibility in LOA contracts which would ease the burden of tech schedules, and cover artist mental health counseling under union health plan.
→ Encouraged SDC, USA, and 802 to provide annual free Anti-Racist training for all members, break down barriers of entry for young BIPOC directors and designers, and cover artist mental health counseling under union health plan.
→ Encouraged ART/NY to provide free or low cost annual Anti-Racist training for freelancers, on-staff DEI professionals available to consult members, micro-grants for anti-racist initiatives, and better efforts to increase engagement with Indigenous theatermakers.
→ Encourage Theater Row (where we are a resident company) to include a Land Acknowledgement in all program templates as well as posted in the physical venue, commit to Anti-Racism in all its activities, provide anti-racist training for all staff, investigate pro-rated venue rental days to ease the time constraints around tech schedules, and increase engagement with Indigenous theatermakers.