Hello Everyone,
As promised, this is the first in a series of regular updates on the progression of the AGO’s Diversity & Inclusion strategy.
The AGO is committed to providing platforms for artists who are voices of change in our culture and to better reflecting the diversity of its community. The AGO supports a culture of inclusion and diversity. Discrimination should never happen to anyone at the AGO, or anywhere else. We all need the training and self-education to play our part in creating a more inclusive culture. I am proud of what we have done lately on ago.ca. Staff are and have been leading change. But there is much more work to do. We promise to build upon the work we have done to date and are developing a content strategy that will reflect this commitment.
- In the last several months, the AGO has focussed on hosting talks and performances featuring leading BIPOC artists.
- The AGO’s weekly newsletter read by 250K subscribers, the AGOinsider, features profiles of artists and programs in the gallery and increasingly, outside its walls. Recent articles include a two part roundtable on How To Talk About Anti-Black Racism with community leaders and educators.
- Our website, social media posts and digital promotion has reflected this programming and communications focus.
- Work is ongoing to ensure that the AGO Collections, its exhibitions and programs reflect our diverse communities. In 2017, the AGO announced the wholesale reorganization of the department of Canadian art. Henceforth, the newly created Department of Indigenous & Canadian Art, would be co-led by curators of Indigenous and Canadian, organized on a nation to nation basis. Visitors to the renovated J.S. McLean Centre for Indigenous + Canadian Art can see contemporary and historical works organized thematically in dialogue, with label text in Anishinaabemowin, English, French and where relevant Inuktitut.
OUR PEOPLE:
The AGO is committed to making our workplace more diverse and inclusive and ongoing learning is taking place with employees and volunteers, including through AGO U. The AGO’s standard for a safe and inclusive work environment is one where everyone can be their true self.
· The AGO is investing in a robust anti-oppression training program and require all employees, volunteers complete the training by September 18. This training will launch a regular and ongoing program of mandatory D&I training, and will be included in all staff and volunteer onboarding.
LAUNCH COMPLETED: September 18, 2020
· We are actively reviewing staffing needs to create a healthy and inclusive culture at the AGO. This could include a dedicated management position reporting to the Director’s Office.
TIMELINE FOR DECISION: September 2020
· The overall hiring process is currently being reviewed and will be reconstructed to include a diversity and inclusion lens on all aspects including, interview questions, where jobs are posted and who is involved in the hiring process.
TIMELINE FOR LAUNCH: September 2020
· Talent management and succession planning strategies are being developed that will be more strategic and viewed through a D&I lens.
TIMELINE FOR LAUNCH: September 2020 OUR AUDIENCE:
- The introduction of the AGO Annual Pass in May of 2019, and the sweeping admission changes that came with it, including free admission for all visitors age 25 and under, has meant that the AGO audience is more diverse than ever and more accurately reflects the people who live in our community.
BUSINESS PRACTICES:
- The AGO will be reviewing protocols and practices as it relates to procurement through a D&I lens and making changes as needed.
TIMELINE FOR LAUNCH: Fall 2020 Further details on training and other aspects of the D&I strategy will follow.
Thank you,
Stephan