Racial equity plan
MCA Denver’s commitment to equity
As MCA Denver’s staff and board, we are deeply invested in being a more inclusive and equitable museum. Over the last two years, we have scrutinized our organization and committed to a number of initiatives, including a Racial Equity Plan, to strengthen our culture and further our mission. As we advance the goals set out in this Plan, we continue to find new and more meaningful ways to support our colleagues, champion artists, connect with audiences, and listen to community feedback. If you have a question or a comment, please let us know here: feedback@mcadenver.org.
Our values
At MCA Denver, racial equity means that someone’s racial identity or background will not impact, predict, or determine how well one fares as a staff member, visitor, board member or other stakeholder at the museum.
People, policy, and practice
MCA Denver will scrutinize our internal operations to develop new, improved, and robust systems, policies and procedures, from hiring to onboarding and development, and support of BIPOC staff and board, so that everyone can thrive.
Areas of Focus
- Recruitment, Hiring, & Onboarding
- Staff development and retention
Community Building
Our practices and communications will promote the advancement, embodiment, and representation of racial equity by how we connect and engage with various external stakeholders, so that they feel welcomed, included, authentically represented, and heard.
Areas of focus
- Cultivate and grow authentic partnerships
- Investing in MCA Denver’s institutional approach to community building
- Investing in BIPOC owned/operated businesses
- Expanding advertising and promotional investments
Art, exhibitions, and programming
Our content production will reflect our commitment to advancing racial equity by addressing historical and institutional inequities. We will reassess the artists with whom we work and how they are represented in our galleries, our retail spaces, the digital realm, and our teen and adult programs.
Areas of focus
- BIPOC artists and voices
- Pay equity
Accountability
Three internal working groups consisting of 6 — 8 full and part-time staff members and led by one or more members of the leadership team meet regularly to assess and track progress toward each goal.
The group’s findings will be shared at quarterly staff meetings, presented at quarterly Board of Trustee meetings.
An annual report will be issued that reflects progress across all categories of the Racial Equity Plan and that identifies new goals and quantifiable targets for the coming year.