Americans for the Arts

If equity and inclusion are of concern to you, then the suburbs should demand your full attention. Almost one-third of the nation’s poor live in suburbs; by 2008, the suburbs were home to the largest and fastest-growing poor population in the country.  And while minorities only represent 35 percent of suburban residents, more than half of all minority groups in large metro areas live in suburbs. To be clear, the absence of suburban arts leaders isn’t the problem. It’s a symptom. The problem is a set of assumptions that occlude the arts and arts leaders not only in the suburbs, but everywhere.

Women have never held more than 27% of leadership positions in American non-profit theatre. Why? In a field in which “representation” is important to the stories we present to the public, the persistent underrepresentation of female leadership is puzzling and problematic. A 2013 research study was able to unravel some of the reasons behind leadership gender imbalance through a multi-informant and multi-method design, which made clear that the issue is not a pipeline problem. There are sufficient numbers of women in next-in-line positions in the field. Action plans that address this “glass ceiling” need to be developed to correct the disparity and will be explored at the pilot Berkshire Leadership Summit in October 2017.

As members of the third sector, our purpose is to empower, enfranchise, and capacitate the people of this nation, regardless of origin or other socially constructed dimensions. No matter the federal priorities or administration in power. Serious work must always be done. Now is not the time to be humble about the power of our work, nor the time to equivocate impact. Now is moment we live our missions!

Arts organizations are very often predominantly staffed by women, but unfortunately this does not eradicate the centuries of patriarchal approaches that block us from allowing equity for all. In the broader non-profit sector, executive roles and boards are often filled by male candidates who keep their posts until retirement. “Top-down” leadership and a competitive spirit that rejects collaboration or promotion of others’ achievements are other examples of this obstruction. Feminism and activism are just as important as ever in our current political climate.

All children deserve access to quality arts programming, which means that we must not only support in-school arts education programs across the board, but also prioritize schools in low-income neighborhoods and community-based organizations that specialize in mentoring these students outside of school. Serving every student also means providing culturally relevant and economically accessible opportunities in the arts for the overlooked and under-resourced youth between the ages of 14 and 18, especially if we are to create effective pipelines of leadership in the arts.

Having worked with arts organizations both large and small, I have learned that it is the leaders at the grassroots level who actually represent and reflect the diverse communities that their programs and organizations aim to serve. Meanwhile, the larger institutions—such as museums, operas and symphonies—are facilitating conversations around the need for greater diversity in arts leadership, but most have not yet overhauled their own practices for cultivating diverse leaders. The arts field needs to invest in developing the necessary leadership skills of emerging professionals whose marginalization is keeping them out of the running for leadership positions at larger arts institutions.  

Instead of entering a community as a teacher and bringing a prescribed text or curriculum, I would enter as a learner. I needed to value the community and learn from them. I needed to connect with my students—to see their stories and experiences as equal to my own. To see my students for more than their perceived needs. I needed a new approach to arts education. So, I scanned the literature, and I found an approach that works with, and values, oppressed groups. It’s called an asset-based arts education, and it works in solidarity with the community. It is mutually beneficial and builds social capital.

As an emerging leader in the arts, have you ever felt stagnant in your job? Are you struggling with feeling undercompensated? Love what you do and where you work, but don’t feel able to ask for the raise that you deserve? These are common challenges facing many emerging leaders in the arts. They lead to burnout, young professionals leaving the arts altogether, or perpetuate the high turnover rates that many small and mid-sized arts organizations experience. Even though asking for a raise is uncomfortable and intimidating, it’s an important and necessary communication skill to cultivate.

Today’s emerging leaders will need to be proficient, savvy, self-aware, and boundlessly resilient in order to meet tomorrow’s challenges; and yet, the long-term value of the short-term internship model appears to vary by organization and pupil. What makes an internship meaningful and worthwhile for both parties? Does a traditional internship model facilitate learning that extends beyond specialized proficiency to include strategic thinking, a value for cultural equity, and adaptive processes?

After years of playoff failures, Sam Hinkie, the Philadelphia 76ers general manager, decided to stop focusing on winning now. In fact, sometimes he made an active choice to start losing. Why? The worst teams in the NBA get the highest probability of top draft picks, and he was going to build a dream team, one player at a time. Hinkie and the 76ers were playing the long game.

Arts organizations can have a similar problem. Some organizations in our sector struggle to make balanced budgets, and while we’re producing thought-provoking, life-changing art for our communities, our financial situation can be squarely mediocre. So I, too, am playing the long game. Fortunately, it doesn’t involve losing at all.

It is obviously unfortunate when talent, out of necessity or frustration, leave the field for higher paying jobs with more responsibility and/or agency. The brain drain on the field, as with any field, is problematic as it not only makes the next generation of leaders more elusive, but takes away the change agents that could help create a better environment. There are steps we can take now—as in today—within our organization to make the situation better. We can make a better arts field.

Berkshire County in western Massachusetts is an incredibly rich place for the arts. It contains such a critical mass of artists, arts institutions, and arts resources that in 2016 the county was named the 12th most arts vibrant small- to mid-sized community in the nation by the National Center for Arts Research. With this abundance of creative activity comes a necessity for arts leadership, although here, these positions aren’t reserved for executive directors and upper management of large institutions. A new generation of community arts leaders in North Adams is surfacing as junior employees and other non-executive workers are beginning to cultivate leadership roles outside of work.

Our society has created a narrative that says we must either keep young people safe from themselves (censorship), or we must keep others safe from young people (a group a young folks sitting under a park gazebo must be up to no good). These thoughts create a deficit model approach. Why is this the default when the assets young people possess are plenty? To truly engage young people from the beginning, they must be at the table when the outlines are created. Their full bodies and selves need to be a part of planning and development spaces.

Throughout this year, our Emerging Leaders Council will be developing an Emerging Leader Vision for the Field, using vision statements that encapsulate shared hopes for our field as a starting point in conversation with emerging arts leaders and Americans for the Arts’s Emerging Leader Networks through a variety of in-person and online platforms. This blog salon is the formal start of that year-long dialogue.

Louisville Arts Link features a continuous feed of every imaginable local arts event. Previously only available in a physical format, the Arts Card allows users to support Fund for the Arts directly and receive special offers like discounts and first opportunity to purchase tickets for events. There are endless possibilities for the future of the app and with the help of our skill-based volunteers and committed partners like Humana Inc., we’ll be able to achieve those goals. 

We already know it’s important that a nonprofit organization have a Board of Directors that reflects the community the organization is designed to serve. We don’t simply believe that nonprofits should look like the communities they serve, but we understand the importance of the high-level participation and integration of individuals from historically overlooked groups. Imagine the implications in funding, talent acquisition, and audience development, for example, when an arts organization enjoys passionate champions on their board who come from a cross-section of backgrounds and experiences. This can open critical doors in helping arts groups achieve their mission.

Since its inception, The Arts Council of Winston-Salem and Forsyth County has celebrated more than 65 years of milestones. Throughout the decades, we have provided proactive leadership, sparked cultural growth, and granted financial support to create a flourishing cultural environment. In recent years, we have embraced that our mission has broadened from serving the arts to serving the greater community through the arts. To that end, one of our primary objectives is promoting diversity and inclusion through our work and that of our partners.

If we’re going to talk about diversity, we also have to talk about inclusion. Diversity acknowledges and celebrates the differences we all bring to the world. Inclusion is about picking up all of those differences and putting them to work together, and using them to drive designed and desired outcomes. Diversity and inclusion are critical at Aetna, particularly when we think about our consumers—they don’t all look and think the same way. Our employees must be diverse so that our strategies and services are diverse, leading to a practice of inclusion that allows our customers to receive the support that best suits them individually.

In light of recent events, corporate America has an opportunity to embrace the inclusivity that their customers crave. However, companies need to be thinking and acting on diversity and inclusion all of the time, not only because of customer values, but because it makes good business sense.

Whether focusing on employee engagement, customer appreciation, recruiting talent, or fostering community, these eight case studies, taken from a series of essays produced by the pARTnership Movement, showcase how today’s most innovative businesses are using the arts to help meet some of their most difficult and vital objectives. 

As a young theater artist, I could always be counted on to step up and make a passionate plea when arts funding was on the line. I shared stories about myself and my colleagues with my legislators about how the arts are fundamental to our humanity. I wrote about how the arts ennoble and inspire us, fostering goodness and beauty. While I have never abandoned these arts-for-arts-sake messages in my advocacy, I have learned that they are rarely stand-alone winners. Today, I augment these fundamental benefits of the arts with pragmatic ones—stories and research that connect the arts to what keeps our community leaders awake at night: jobs, economy, education, healthcare, and community development. The change in my approach has made me a more effective advocate.

This is the story of how the Massachusetts Cultural Facilities Program came into being. It’s a story created through patience, persistence, and opportunity. It began as the mid-1990s approached, as a result of a constituent request for state assistance by the founder of the Yiddish Book Center, a nationally known cultural resource located on the campus of Hampshire College in Amherst, Massachusetts.

Thank you to Patrick Courrielche (“Save the Arts by Ending the Endowment,” Jan. 25), who made an excellent case for protecting the National Endowment for the Arts and even increasing its appropriations. However, his letter needs to be read from the bottom up. Mr. Courrielche’s summary called for Congress and President Trump to create a robust, expanded national arts council, but that is in fact what the NEA is. 

Phoenix Community Alliance (PCA) surveyed its business membership and found more than 80 percent believe that a city’s creative culture—including arts and public spaces—is vital to recruiting and retaining a talented workforce.

While this is no surprise, we were shocked when this group of business leaders rated Phoenix as a “5” on a 10-point scale with respect to arts and creative vibrancy. We, the leaders of PCA’s “Arts, Culture & Public Life Committee” knew better.

Two years later, taking this dismal community self-assessment to heart, PCA launched ArtWORKS PHX, a novel arts and business advocacy campaign shaped to increase community awareness about, and advocate for, the economic impact of Phoenix businesses partnering with the arts.

We now know that some of President Trump’s transition team advisors are recommending elimination of federal arts and humanities funding along with many other non-arts related cuts. The arguments are old and tired and fly in the face of some of the very things our new President wants like building new infrastructure, jobs, a stronger economy—all areas where the arts are proven allies. As we wait for more clarity, Americans for the Arts will continue to celebrate those who are making a difference, and work with arts advocates across the country toward goals that could strengthen our country through the arts.

We listened to your needs and built a website that is simple to navigate, while providing the educational tools you need to market the arts in today’s competitive landscape.

The author, a Global Business Director at Thomson Reuters (TR) and Chair of the Board of the Arts & Business Council of New York (ABC/NY), worked with ABC/NY’s arts-based employee engagement platform and the Thomson Reuters Project Empire employee resource group to launch Thomson Reuters Arts & Culture (TRAC)–a program geared towards building an outlet for employee creativity. Here, she talks about corporate and personal benefits of the arts, as well as her vision for what TRAC could become.

Business needs a creative workforce to compete in the global economy. But our schools are locked into 20th century priorities. We are testing mastery of content when the Internet delivers content in 0.7 seconds. If the only public measure of a school’s progress is standardized testing, then schools have every incentive to “teach to the test.” With limited resources, teaching the arts is dropped, diminished, or dismissed.

Testing establishes the educational priorities. So, how do you measure creativity? How do you test for the A in STEAM? In Massachusetts, we began discussing the concept of a Creative Challenge Index.

It’s not uncommon for our media and popular culture to generalize Millennials as lazy and narcissistic, with an outsized sense of entitlement, interested only in their next opportunity to take a selfie. But this is the largest, best educated and most college debt-ridden generation in Western history. Based on a growing body of research, Millennials have emerged as creative, adventurous, civic minded, tech savvy, socially aware, and consider themselves global citizens, to name a few of their positive characteristics and drivers.

The most important reason to join or renew your membership with Americans for the Arts is because we can help connect you to our entire member network—more than 6,000 people who work for themselves or for our nearly 1,500 member organizations, covering the entire spectrum of Americans with an interest in advancing the arts. That’s not all we do, though. Here are seven benefits we offer our members that make us your best bet.