• Increase racial and ethnic diversity within the orchestra:
  • Goal: Reform how we recruit, hire and train HSO musicians to ensure greater racial diversity and better matching of skills and experience to position requirements, beginning with currently open positions.  Additionally:
    • Provide travel assistance and local housing for auditioning musicians of color, if needed.
    • Pay AFM initiation fees and first year dues for new musicians of color, if needed.
    • Prioritize racial and ethnic diversity within the roster of musicians who perform with the HSO on an occasional or supplemental basis (i.e. the “sub list”).
• Increase racial and ethnic diversity within the Board of Directors:
  • Goal:  Fill no less than 50% of open and new positions with African American, Latinx or other ethnic minority individuals during the next five years. 
  • Goal:  Within five years increase racial minority representation from 17% to no less than 30%.
• Increase racial and ethnic diversity within the administrative staff:
  • Develop specific recruitment strategies to attract racially diverse candidates in partnership with industry experts and best practices.
  • Goal:  Strive to ensure that 50% of all applicants interviewed in person, for all open and newly created positions, are racial minority applicants during the next three years.

PROGRESS:

• Actively seeking diverse candidates for an open staff position.