Cultural Equity-Diversity-Inclusivity Statement

Teatro Grattacielo is devoted to creating a vibrant art world in which diversity is respected and celebrated. Teatro Grattacielo believes that we have an obligation to be reflective of our multicultural community. We commit to a diverse, inclusive, and equitable environment, which we believe enhances our overall work and industry while we promote and enhance the work of women creatives within the opera industry.

Teatro Grattacielo believes that it is the role of artists to help see the world in new ways. We believe that diverse, multicultural perspectives, as depicted through art, help us to understand where we have been, wrestle with where we are, and imagine where we might go from here. Teatro Grattacielo recognizes that multicultural perspectives help add to the overall experience of art and increases innovation within our art form.

Over the past 29 years, our productions are a testament of our commitment to promoting the arts, and fostering an inclusive and diverse community in which every individual can feel embraced, valued, and celebrated. We believe that the power of music and theater transcends al cultural barriers and has the potential to create positive change and connect people from different paths of life.

We recognize the leadership of Opera America in the field of professional opera and subscribe to their definitions of Equity, Diversity, and Inclusion.

Goals and Measurable Efforts towards Diversity, Equity, and Inclusion

Our DEI commitment is outlined in our Equity and Inclusion Statement, following OPERA America and NYC guidelines. Our measurable goals include:

  1. Increase Representation: Ensure staff, leadership, and board diversity. Target: 50% women and 30% LGBTQ+ individuals and people of color by FY 2025. Current progress: Queer-identifying General and Artistic Director, female Artistic Administrator.

  2. Expand Internships and Mentorships: Double internships by FY 2025, focusing on students from immigrant backgrounds. We maintain partnerships with key institutions, providing valuable opportunities.

  3. Continuous Training and Education: Regular DEI training for all members. Goals: Unconscious bias, inclusive leadership, and cultural competency.

Strategy for Recruiting and Retaining a Diverse Workforce

  1. Inclusive Hiring Practices: Implement targeted outreach to underrepresented communities, use diverse hiring panels, and incorporate DEI criteria.

  2. Supportive Work Environment: Create a supportive environment with flexible work arrangements, mental health resources, and open communication.

  3. Professional Development Opportunities: Offer ongoing professional development, including mentorship programs, leadership training, and career advancement opportunities.


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