• Corps de Ballet (4 meetings per month)
• Administrative Leadership (ED, Department heads Company/School/Community Engagement)
• Company Artistic (AD, Artistic staff)
• School Artistic (Faculty/Community Engagement)
• Marketing /Development /Communications

 

Corps de Ballet will focus on how organizations are using the tools that they have amassed and working towards embodying the principles of I.D.E.A. and cultural competence. The Curriculum of Change modules are deep dives into the practice of embodiment, and have the flexibility to be tailored to the cohort's needs and the rapidly shifting landscape. We will examine the efficacy and sustainability of the programs, policies, and procedures they have activated related to I.D.E.A.&CC. 2023 will focus on Communication and Company Culture- how it is established, held, and how it can be shifted.

 

• Apprentice Freshman (4 meetings per month)
• Administrative Leadership (ED, Department heads Company/School/Community Engagement)
• Company Artistic (AD Artistic staff)
• School Artistic (Faculty/Community Engagement)
• Marketing / Development /Communications

Freshman Apprentice level services organizations who are just entering DEI work or are at the beginning of their journeys. This tier focuses on providing the foundational bricks for I.D.E.A., helping members to contextualize the information through the lens of the artform. The primary focus of the Apprentice cohort is providing the basic building blocks of education through our Curriculum of Change, and supporting the cohort in the process of defining their organizational identity through the lens of I.D.E.A.& CC, and what that means to them.

 

• Apprentice Sophomore (4 meetings per month)

 

Sophomore Apprentice will be asked to identify the areas within their organization where systemic racism and deleterious artistic culture exist, and will begin to use the tools gained in year one to strategize ways of combating them. Each internal tier cohort will identify a specific area of concern to be workshopped in an effort to work towards embodiment.

 

Year 2 will focus on developing an organizational culture where issues of I.D.E.A. can be openly called forth, discussed, and collaboratively addressed in a non-hierarchical manner. We will also work to have organizations develop an internal system which will detect and analyze issues with a 360˚ lens, learning how to look at the surface and deeper into the systemic root.

 

 

Auxiliary Meetings

 

• Board convenings (2 per year)

• Board education is paramount as they are the governing body and should be intimately involved in the shifting culture and vision of the organizational identity. They should act as the highest level of accountability; however, if they are unaware of the existing culture and I.D.E.A. work being done, how can they support it or hold leaders' feet to the fire?

 

• Dancer Forums (4 per Year)

• Dancers should not only be privy to the I.D.E.A. work that is being done organization-wide, but they should be expected to participate in it. They, too, are the architects of the culture in the studio, in dressing rooms, and on stage. They should also have a clear idea of the appropriate ways of advocating for themselves and supporting the work. In addition, they should have a safe space to process their lived experiences within their respective organizations and the field at large.

 

• Production and Technical Departments (2-4 per year)

• Production and Technical Departments are just as much a part of the culture as any other department. They often are an afterthought when it comes to organizational culture and I.D.E.A. training, yet it is often in these spaces (hair, make-up, wardrobe, and backstage) that dancers of color experience microaggressions. Wardrobe, hair, and make-up are spaces of intense gatekeeping! It is vital that they are folded into this work with intention and specificity.

 

*Full organization memberships only

 

 

 

Breakouts

(Department Specific): Recognizing that we are are expanding our reach and offerings, should we find we have a significant number of specific departments at this level (HR DEI officers, Marketing, Development, Communications Community Engagement) if desired we can create specific opportunities for like members to convene as a cohort to discuss issues specific to their area.

 

C²EC Consultation Add on Packages

Should membership require additional consultation one-on-one coaching, leadership training, management or departmental coaching, assessment analysis, support with program development, marketing strategies, partnership development, etc. We are happy to draft a proposal and offer a membership fee for additional services.

 

Assessment and Tools

Each company will complete an Organizational Climate Assessment upon entering the coalition. This establishes the starting point for each company’s growth, and indicates needs and goals for the program. Members will be asked to share what they would like to accomplish within the year, and C²EC supports them in achieving these. Throughout the year, companies will also complete periodic, brief surveys administered by Coalition through C²EC database, which helps chart progress, identify obstacles, and promotes development along the way by helping tailor C2EC programming to company needs. Members will each receive an end of year “report card” based on each organization’s progress toward their self-determined goals.

 

Consultation and Training

Members will have access to Founder Theresa Ruth Howard and the C2EC Curriculum for Change Experts. Meetings can be requested and scheduled through the coalition portal.

 

Access to MoBBallet Network

Members will have the opportunity to collaborate with MoBBallet to develop programming that increases equity with access to MoBBallet’s: Audition Program, Choreographer Cultivation Course, and MoBBallet Symposiums.

 

 

PROJECTED CORPS DE BALLET CURRICULUM SUBJECTS

 

• Review of Equity Project Framework
• White Adaptability
• IDEA beyond Blackness
• Racial and cultural Appropriation
• Accountability covenant
• REVIEW
• New Ways of looking at Strategic planning
• History (Black Brits in Ballet)
• Colorism
• Collaborative Communication
• Deep Into Community engagement

 

PROJECTED APPRENTICE FRESHMAN CURRICULUM SUBJECTS

 

• IDEA Bootcamp Part 1
• IDEA Bootcamp Part 2
• 12 Steps to Ballet’s Cultural Recovery
• History of Blacks in Ballet
• 19th Century Ballet and History
• REVIEW
• Examining Community Engagement
• Mission, Vision, Core Values Part 1
• Mission, Vision, Core Values Part 2

 

PROJECTED APPRENTICE SOPHOMORE CURRICULUM SUBJECTS

 

• Quick and Dirty Review of IDEA
• Intro the the Equity Project Framework
• The Importance of Symbiotic Relationships in Leadership
• From Training to Transformation: The Role of HR in IDEA
• Embodiment of Core Values
• REVIEW
• Colorism
• Authentic Audience Diversification
• Equity Project Framework