Consider this an add on to my post last week on bringing in diverse bodies and thoughts in your environment.
Here's some practical advice if you want to move forward on some of these ideas. I have a friend who is an expert on how to turn around "boards" i.e corporate boards, nonprofit boards, volunteer groups, etc.
So imagine a CEO that has a very risk adverse board and she wants to change that. One part of that is finding the right people and I talked about the importance of effective recruitment in my last post.
Another key is how you bring new people into the environment.
So let's imagine the CEO finds a perfect candidate. Her instincts may be to immediately bring that person onto the Board.
There's a lot of social science that suggest that would be a mistake. If you bring this new person on alone then it is going to be very hard for them to resist the negative environment you are trying to change.
An alternative idea is to wait until you find 2-3 more people with a similar mindset and then bring all on together.
The hope is that the new people will not have natural allies and when internal conflicts begin to happen (AND THEY WILL HAPPEN) the new people have a source of support.
It's important that we remember the environment new people are entering. For example, if you are looking for racial diversity in your staff it's vital that you understand that those new people may feel lonely, they may be looking for support and encouragement.
Bringing people in together can help that.
So can effective employee orientation programs, which I will try to get into more in a later post.
My point here is that if you want to bring diversity (in whatever form you choose) to your artistic environment it helps to bring them in as a team.