• Brown Box commits to having BIPOC candidates comprise the majority of the final candidate pool for all positions. Furthermore, Brown Box commits that all positions will be filled with BIPOC candidates until our administrative team accurately reflects the standing excellence of BIPOC professionals. 
  • Developing and implementing an equitable and transparent process for all executive leadership hires and structural leadership changes. 
  • Diversifying finalist pools for executive leadership positions.
  • Brown Box does not have the means to hire executive search firms but commits to requiring BIPOC consultants to lead searches if/when we hire such a firm.
  • Establishing a diverse pool of BIPOC candidates for leadership of Brown Box.
  • Building relationships with and hiring BIPOC artists from our local area. 
    • See the action items as outlined in section 1: Cultural Competency 
  • Never using  one less-than-positive experience with a BIPOC artist as an excuse not to engage other BIPOC artists or that same artist. 
  • Only using language that is free of unconscious bias in all production job descriptions, including eliminating language such as “years of experience” or “commensurate upon experience.” 
  • Continuing our practice to not have an education requirement for production job descriptions.
  • Continuing to not use the term “most favored nations” or use contract riders. 
  • Brown Box has never used the Rooney Rule.
  • Brown Box is committed to a diverse candidate pool for all positions. We will actively publish notices across an array of hiring platforms as well as seek out recommendations and references from local leaders and organizations. 
  • At Brown Box, we understand the importance of intersectionality.  We, therefore, separate our various commitments to diversity. We are not ignoring the importance of hiring women and people from the LGBTQ+ community, but our pledge to BIPOC artists will not be conflated with these other efforts.