As part of Windy City Playhouse's mission to reimagine the theater-going experience, we aim to make a space that is warm and welcoming to all. In that vein, our leadership spent much of 2020 (following George Floyd's murder the social reckoning that followed) asking how our theater can truly fulfill that mission. What follows is a list of IDEA (inclusion, diversity, equity, and access) commitments our leadership is making to make our space actively anti-racist.

All Playhouse staff will participate in annual anti-racism training
All intimacy and fight choreographers / designers must have participated in anti-racism training.

Will begin each rehearsal process with land acknowledgments.
Will read antiracism statement at the beginning of each rehearsal process.

Will make it official policy to not police audience responses, with particular sensitivity to BIPOC audience members 

We will make these commitments available on our website (under the “About Section”).
Will track the percentage of BIPOC representation in new hires each year (including all artistic, seasonal positions) to present annually both to the Board and to staff leadership

Will ensure that 50% of all final round candidates for administrative positions are BIPOC
Will ensure that 50% of all final round candidates for creative team (designers and lead technicians, such as TD and ME) positions are BIPOC
Will ensure that when casting any role whose race or ethnicity is not explicitly stated, 50% of actors invited to callbacks will be BIPOC
Will consider, in season selection and development of new work, how many characters to be cast have the opportunity to be played by BIPOC performers.

In initial conversations with outside marketing consultants, publicists and PR professionals, will inquire how their approach will help reach a diverse audience
Understanding that: a) immersive theater, because of its financial structure, often necessitates a higher listed ticket price than other theater mediums; and b) recognizing that cost of live theater can be a barrier to engaging and making a safe space for diverse audiences, will commit to continue exploring strategies for complimentary ticket distribution and holding designated low-cost performances.

Will continue to actively identify and steward relationships with BIPOC stakeholders, as a first step towards bringing them onto the Board.  

Within six months of public reopening, perform full audit of current non-artist contractors (inclusive of concessions distributors and facility vendors). Based on that, create subsequent plan to reallocate 25% of current dollars dedicated at predominately white companies towards BIPOC-owned businesses.