Disclosure Process & Report

Carousel Theatre for Young People is continuing to work on a public process to detail our progress and next steps in implementing recommendations outlined in the 2020 Final Disclosure Report. Updates to this list will be posted as completed.

As part of these ongoing efforts, our Board of Directors is planning on holding a large-scale town hall event (online/virtual) to provide an opportunity to engage with our board and staff to address the concerns of our community members.

We acknowledge and appreciate the patience of everyone in our community as we have been working toward how to best address and move forward in a thoughtful and appropriate manner that is respectful to all involved.

Update #1: While we were hoping to confirm our previously announced town hall provide an opportunity to engage the public with our board and staff by the end of March, planning an event of this nature is complex and requires significant thought to ensure it’s set up to be the best situation with proper parameters to successfully engage our community. As a result, we are unable to move ahead as planned but hope to announce a firm date soon. Thank you for giving us the time and space to proceed properly.

Update #2: Please read further details about our Community Update & Announcement about CTYP’s plans moving forward following the Disclosure Process HERE.

Update #3: Find the dates/times of our four previously announced Online Community Sessions scheduled between July 24-26 and register HERE.

Update #4: Please read the findings and conversations from the three Online Community Sessions held HERE.


Key Disclosure Report recommendations:

Dimension A: Culture

Create a secure, accepting, collaborative, stimulating environment, in which everyone is valued and shares inclusive values that are conveyed to all.

  • Undertake a process, such as a Team Charter exercise, to establish workplace values, norms, and mechanisms for identifying and resolving conflict.
    • On-going work at staff level: Community Agreement, Weekly check-ins, RACI chart. Revisited throughout the year.
    • AudioPLAY season explores facilitation of artists and their work/process, attempting to empower artists to make all creative decisions, including choosing the stories they tell.
    • Working with consultants to plan and organize properly formatted Team Charter exercise, a review/restructure of the current Harassment Policy, Code of Conduct, and implement a new EDIJ practice, including ongoing training.
    • On-going work: Staff are encouraged to continue their own work in Anti-Oppression (during work hours) to attend seminars, workshops, and training. Any costs for attendance are covered by CTYP. Management is active in seeking out training opportunities for staff, with a focus on sustainability and long-term learning.
  • Undertake a reconciliation process that enables individuals to “restart” their relationship with CTYP and contribute their vision for the future.
    • Awaiting community events for further planning.
Dimension B: Policies

Ensures inclusion permeates all organizational policies, procedures, and strategies.

    • Working with consultants to review, reflect, restructure, and implement the recommendations below, in particular with EDIJ strategies and on-going training.
  • Revise Board Roles to include “supporting inclusion and respect strategies, programs and initiatives”.
    • In order to support the Board in this role, training on EDI and Leadership may be required.
  • Create a Board committee with a mandate to ensure effective governance of matters related to work-environment and EDI.
    • In order to support inclusion principles, a non-traditional Committee structure such as Board/Management/Staff collaboration or mixed-membership advisory model could be considered.
  • Create a Board succession policy that articulates a process for membership renewal and reinforces the perception of independence between the Board and Management.
    • This is a timely opportunity to align this policy with any broader EDI goals that CTYP may adopt
  • Renew commitment and review processes in the Board’s current role as disclosure body for CTYP or identify a new process.
Dimension C: Practices

Develop practices reflective of inclusive cultures and policies.

  • All job descriptions to be reviewed to identify gaps pertaining to roles and expectations pertaining to respect, inclusion, discrimination, etc.
    • Working with consultants.
    • Process beginning at staff level with RACI chart.
  • Recruitment processes to be reviewed to ensure standard practices and equitable
    results.

    • Working with consultants.
  • Pay scales standardized and disclosed (wage transparency is best practice for equity).
    • Implemented by management with past and current staff.
  • A review of practices and resources pertaining to staff learning and development,
    particularly for administrative positions. This should include a review of staff
    orientation practices.

    • Working with consultants to review practices and resources pertaining to staff learning and development, as well as staff orientation practices.
    • On-going work: Staff are encouraged to continue their own work in Anti-Oppression (during work hours) to attend seminars, workshops, and training.
    • Any costs for attendance are covered by CTYP.
    • Active engagement with professional development offered by PACT, specific to management, education, marketing, and production management.
    • Working with consultants for review of performance management processes, for all positions, including those that report to the Board.
  • Clearly identify human resource functions and responsibilities within the organization.
    • Working with consultants for full review, reflection, and restructure.
  • Applicable behavioural competencies that support inclusion should be identified and built into management and employee job descriptions. All employees should have some part of their performance review tied to these.
    • Working with consultants.
  • A process to develop “inclusive behavioural norms” for the workplace be identified. The “team charter” development discussed in the culture section of this report could include this.
    • Process beginning at staff level with Community Agreement.
  • Training in conflict management, communications, equity, diversity, inclusion, and anti-racism/oppression be identified and required as mandatory staff training.
    • Working with consultants.
    • On-going work: Staff is encouraged to continue their own work in Anti-Oppression (during work hours) to attend seminars, workshops, and training. Any costs for attendance are covered by CTYP.
  • A recognition program should be explored to recognize employee achievement.
    • Working with consultants.

If you have any questions or concerns, please do not hesitate to contact the board at board@carouseltheatre.ca.