• Brown Box fully commits to all new administrative hires being BIPOC professionals.
  • The Board of Brown Box, as our governing body, is a critical variable in our leadership. Board Development has been a major hurdle for our organization. For several years, we have sought to build a board that both reflects the communities we serve while also having a group able to tackle the unique challenges of our growing operation. Brown Box recently completed a Board Search Task Force and will be growing our board to 6-8 members by 2021. Brown Box is committed to building our board of directors to accurately reflect the communities we serve and will continue this effort until our board demonstrates the standing excellence of BIPOC leadership. 
  • Brown Box stands by its practice of allowing each candidate’s individual merits to speak for themselves, free of association from hierarchical and exclusionary criteria, such as where they went to school or whether they have associated with an institution we admire. 
  • We commit to creating job specific practical applications that will allow applicants to demonstrate their ability to do the work required for the position for which they are applying, thus limiting/eliminating the reliance on resumes. 
    • For administrators: Brown Box will require candidates demonstrate their abilities through department based skill assessments:
      • Marketing: Candidates can submit sample social media posts for an upcoming show, links to media/marketing campaigns they completed previously, or a sample press release.
      • Literary: Potential hires may submit a list of plays they believe would be ideal candidates for a Brown Box production, curate a sample Brown Box season, and/or be prepared to demonstrate their reasoning for selection.
      • Producers: Candidates can present a cover letter to demonstrate pitching the company and what we have to offer to candidates for creative positions.
      • Education: Candidates can submit a lesson plan for previous class/workshop or create one that mimics the Brown Box model or position for which they are applying. 
      • Development: Candidates can submit a writing sample pitching the company to a donor or grantor for a project or operating grant, demonstrating a concise summary of our organization, mission, and model.
    • For Technicians & Designers: Candidates can submit their portfolios, models, and paperwork to demonstrate their artistic work on previous productions.
    • For Directors: Directing candidates can submit a director’s book for a previous production or the show for which they are applying, video of previous directorial projects, Idea boards, and references.
    • For performers, we commit to not take headshots or resumes into the audition room for first round auditions. Headshots and other materials will only be looked at once an actor is under consideration for a role based solely on the initial audition.
    • In addition to these new hiring practices, Brown Box administrators will be required to see more theatre made by BIPOC artists with the goal to expand our practical knowledge of BIPOC artists’ work in our community. Through this first hand knowledge of the community’s work, Brown Box administrators will endeavor to establish relationships with new and emerging BIPOC artists.