As part of a national + global reckoning with the centuries of oppression people of color have faced + continue to face at the hands of colonizers, + particularly in response to the demands of the We See You White American Theater movement,SheWolf is committed to the following:
Sharing the following land acknowledgement at all gatherings, rehearsals, + performances. Additionally, we are committed to including this acknowledgement in all printed materials + digital spaces we occupy.
SheWolf , based in Chicago, sits on the stolen land of the Ojibwe, Potawatomi, Odawa, Miami, Ho-Chunk, + Sauk Tribes. As settlers of this unceded territory, we as an organization want to name + respect its original inhabitants. We cannot continue our work to dismantle marginalization as a weapon of systemic oppression without acknowledging the colonialism we have inherited.
We will provide audience members + event participants with tools to understand whose land they occupy + will encourage active participation in land acknowledgement practices.
Mandatory de-colonization + anti-racism training and ongoing for all our leadership
De-colonization + anti-racism training for all space holders + facilitators, + at the beginning of each creative process cycle, including the creation of group agreements as a basis of accountability
Dedicated safety point of contact for BIPOC to report harm at all gatherings/productions
Additional trauma-informed counselors available on-site during any events or performances that center racialized +/or other traumatic topics
Standard intervention + disruption protocols to use in harmful or potentially harmful moments
Encourage self- + peer-advocacy without threat of retaliation. Collaboration over competition
Dedicated budget line for ongoing anti-racism work
Prioritization of hiring + contracting individuals with experience in + understanding of de-colonization + anti-racism practices
Anonymous reporting tool that is available 24/7 + checked/reflected upon at regular intervals by leadership
Regular conversations + listening circles to check in with our community regarding anti-racism in practice + ways we can continue to improve
3. Including BIPOC creators at all levels of the organization (leadership, space holders, facilitators, technicians). We will shift away from a predominately white leadership structure + towards a model of impacted leadership. When pay is a part of our work, BIPOC creators will be paid equally to white creators.
4. We will separate ourselves from the idea of “the show must go on” + create an environment where all participants are allowed + encouraged to seek refuge as needed.
5. We will not practice 10-out-of-12 rehearsal days or 6-day rehearsal weeks. The time we spend with our families + at rest is fundamental to our ability to create + express. We will provide adequate time to develop + produce work.
6. We will provide accessible orientations to leadership, space, + other resources whenever new collaborators join the team.
7. We will not relegate BIPOC creativity to a “second stage” + will not participate in a “main stage vs. second stage” construct. We will develop a power-sharing model for the creation of our production + education cycles that includes voices of all community members.
8. Wewill provide affinity spaces to protect BIPOC bodies whenever we occupy physical space together.
9. We value transparency in our selection of leadership, creators, collaborators, + community members. We will not work with individuals or institutions that are reported to leadership or other community members as harmful. The hiring/contracting process will not rely on “years of experience” or educational milestones as decision-making tools. All candidate pools will reflect the diverse makeup of our actual community. We do not participate in the traditional audition + casting model, but rather value open calls + organic connections between creators + artists.
10. Black + Brown bodies will not be used in our marketing in a tokenized way. Our marketing will be reflective of its actual community members, + BIPOC people’s images will only be used with their expressed consent. Consent will be obtained each time an image is used.
11. We will work to prioritize BIPOC audiences + are committed to implementing accessible ticketing practices specifically for these communities.
12. There is no “one right way”. We are open to adaptation, evolution, + new ways of doing. We are committed to continually seeking out leaders, teachers, + resources who are different from ourselves/our own to deepen our perspectives, knowledge, + relationships. We believe that our differences are valuable, + we have no desire to be a homogenous group. Additionally, we are open to disagreements + recognize these as moments to learn. Wewill teach + foster an environment of non-violent communication to move through disagreements without causing additional harm.
SheWolf acknowledges that we will make mistakes in the process of de-colonizing ourselves, our systems, + our institutions. We welcome feedback + call-ins to do better. Please submit your thoughts or concerns via our anonymous online reporting tool, or feel free to contact us directly here.
