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I’m working with the Arts Marketing Association UK’s Audience Diversity Academy (#ADA). One of my responsibilities as a mentor is blogging. Here’s a post I wrote for round 2. To access posts from all the fellows and mentors, click here.


When I started working closely with artists and audiences who were Deaf, I was confronted head-on with my identity as Hearing. I also was confronted with a world that is auditory-centered.  I then realised I carried a boat-load of prejudices, misunderstandings, or simply lies about people who audiologically speaking do not hear.

Like anyone who comes face-to-face with a privilege they have, but were previously unaware of possessing, I could:

A. Retreat back slowly into the comfort of not-knowing.

B. Stammer around awkwardly—knowing but doing nothing.

C. Move forward graciously knowing I needed to do some significant growing

I chose “C.”

Three years later, I stammer awkwardly with great frequency and on a few extreme occasions I’ve longed to retreat into my hearing privilege. And yet: choosing “C” early and often is what’s helped identify me as a hearing person who acts with good intentions and acknowledges impact.

So how does this story support the work of the ADA Fellows and anyone else interested diversifying their audiences?

What I heard from ADA 1.0 and 2.0 Fellows was worry, doubt, and outright fear that when they first interacted with members of their identified “diverse” audience group—whether youth, the elderly, a specific racial or ethnic group, or people with disabilities—they would Do Something Wrong.

Super valid. Doing Something Wrong can be a paralyzing feeling. It is the feeling of discomfort, sometimes to an extreme degree. It is a feeling that’s so powerful it prevents people from even truly attempting to diversify. Because “comfort” is the place where we know and recognize everything, and “discomfort” is the place where learning occurs. Discomfort is where we change and grow.

Anyone in a position of privilege is used to feeling comfortable. Like me, being Hearing in a world that’s auditory-centered. I am super-duper comfortable in this world because it is tailor made for people who have the sense of hearing.

Get me around a person who is Deaf, and I’m out of my element. They are not of my world. I don’t know what it’s like to be like that. What will they want? How can I possibly relate to them? And now, I’m not comfortable. And now, a host of unhelpful feelings and thoughts bubble up that compels me to choose “B” or “A” as a course of direction.

I don’t know what it’s like to live in an auditory-centered world as a person who is Deaf, but you know who does? People who are Deaf! They’re experts. And they know what I don’t know already, even before I’ve realized it myself. Which means they’re aware of the high likelihood of me Doing Something Wrong. Which means I don’t need to worry about it happening, it’s going to happen. So what can we learn from those experiences that assist us in expanding our worldview and making our audience and organization a slightly more diverse and inclusive place.

In the United States and Britain, this feeling of comfort is true for a number of social identities (for instance people who are White, Male, cisgender, non-disabled, heterosexual, to name a few). That’s why it’s important to remember we all inhabit the same world. Instead of entering diversity and inclusion work with a worry about Doing Something Wrong, let’s enter with a interest in Doing Some Growing.

Woman Warrior Power

An interactive storytelling performance during a dog & pony dc devising weekend with hearing and Deaf artists. Photo by Ryan Maxwell.

I’m working with the Arts Marketing Association UK’s Audience Diversity Academy (#ADA). One of my responsibilities as a mentor is blogging. Here’s the second of two posts I wrote for the pilot round (July 2016-January 2017). To access posts from all the fellows and mentors, click here.


Before I started writing this blog post, I did the following:

Read the newspaper
Check Facebook
Check Twitter
Think about the other blog post I had to write
Check personal email account
Text
Start writing the other blog post
Check Facebook
Text
Read a few online articles
Make a cup of tea
Text
Have a Skype date
Facebook
Text
Email
Think about this blog post
Make a snack and eat it
Start writing this blog post

To rush to my defense: it was a Saturday and I was sick, my spouse was out of town, the house was clean, I canceled my work engagement. I didn’t need to do anything. And yet: an invisible force compelled me to compose two blog posts.

heart lightThe invisible force resulted from the value of “productivity”—being active and yielding a result, outcome, or accomplishment. I value productivity and I will prioritize productive activities vs. non-productive ones (like streaming crap television), even when I’m under the weather. It makes me feel good. Obviously this doesn’t mean I work in a streamlined manner, because I also value creativity and the creative process. I understand it takes time to knit ideas together. In order to produce two blog posts, my mind needed to wander and web. So I negotiated the intersection of productivity and creativity throughout the day, working my way toward my end goal of two blog posts.

Likely at this point you are asking yourself “What does this have to do with working agilely and engaging new and diverse audiences?!?”

Answer: everything.

No one who works in the arts, heritage, and culture sectors is walking around declaring “inclusion?—who needs that!? not my value!” (Or not openly.) Arts, heritage, and culture organizations tend to be ardent supporters of diversity and inclusion. Practitioners and employees want everyone to be able to celebrate and exchange, learn and be transformed from their experiences artistic experiences. However: most don’t have “inclusion” as a core value of their organization, stated alongside, for example “artistic excellence.” This means: “inclusion” will never have an invisible force compelling practitioners and employees to negotiate it with other values. When “inclusion” is an implicit or implied value, one deeply-held-but-never-discussed, it’s a sure bet that it’s not understood or shared in common, and almost never actively worked toward.

While one can’t simply fire up all cylinders and race to a finish line of becoming an inclusive organization from top to bottom, you can begin to prioritize diversity and inclusion focused programs. And definitely get involved with initiatives like the AMA’s Audience Diversity Academy that provide guidance, resources, and structure.

Structure is key. The Academy was designed to focus on exploring “small bites”—questions of diversity, examining organizational culture, creating new metrics for success and different ways of measuring them, tackling a long term, strategic and systemic problem with short term tactical experiments. The Audience Diversity Academy worked on diversity (the representation of people from diverse backgrounds represented throughout) and not inclusion (a mindset and practice—like yoga—of active, intentional, and ongoing engagement of the diversity of an organization, its culture, its programming, in order to create equal access, well being, and a sense of belonging for all.)  Being involved in the Academy provided its Fellows a first step toward defining the value of inclusion with their organizations, but it is only because they prioritized working on diversity. It is a muscle that needs exercise. Overtime, as diversity increases as an internalize priority for everyone, inclusion becomes a necessity.  

Defining, exercising, and building your values—not easy! Makes me think of the Important/Urgent Matrix: you draw an X-Y axis where Y = Important and X = Urgent, resulting in four quadrants: Important and Urgent; Un-important and Urgent; Important and not-Urgent Un-important and not-Urgent.
urgent-important-matrix (1)Handy in many ways, but I’m gonna put a different spin on it here. If we don’t have a value, with its corresponding invisible force, telling us a body of work should be done… that body of work defaults to the bottom of the “Un-important and not-Urgent” quadrant. What would it take to move it and keep in the “Important and Urgent” quadrant? Can you image how united that artful community would be? Anything might be possible.