EDI Policy
Mission
Passage Theatre Company is committed to creating and producing socially relevant plays and arts programming that deeply resonate with and reflect our community. Through professional productions, educational programs, and community engagement, we present diverse perspectives that inspire audiences and invigorate the art of live theatre.
Executive Artistic Director’s Vision:
At Passage we believe that theatre has the power to transform its participants; to illuminate the rich diversity of the human experience; and to serve as a passage between our own lives and the empathy we can feel for others. Each production is a shared experience that we carry into the world as a catalyst for inclusive conversation, connection, and change.
Core Values
Inclusion, Community, Empathy
Why EDI is Important to Passage
Passage Theatre’s Board and staff are committed to creating a safe environment for diverse voices of all races, ethnicities, sexes, gender identities, sexual orientations, religious beliefs, age, national origins, embodied experiences, and abilities. These diverse voices are at the heart of choosing artistic programming, hiring, and partnerships. We endeavor to provide this safe environment across our organizational structure, and as an integral part of our relationships with our staff, Board members, artists, volunteers, patrons, and the general community.
Position on Discrimination
Passage Theatre stands firmly against any kind of racism, hate, harassment, or prejudice. We believe that all people are entitled to freedom, respect, and dignity. Passage Theatre maintains a policy on how it deals with harrassment of any kind that can be found here (link to anti-harassment policy).
Importance of EDI in Theatre
Above all, artists must feel safe in the environment in which they create art. This safety is key as these artists navigate and create stories regarding difficult subject matters, complex questions, and societal issues. If the artists do not feel safe, they may not be able to tell stories that reflect the deeper truths of humanity that we aim to reveal.
At Passage, our goal is to uphold a safe and fair working environment where artists can feel secure, but also feel able to make mistakes. We consider these mistakes to be “first drafts” of artistic pieces that we recognize will require corrections and, often, sincere apologies should the mistake make anyone else in the room feel no longer secure. We ask our artists to enter our space with the assumption that all others in the room have the best of intentions and to remain open as we navigate uncertain territory. Without this assumption, no team can truly form, and no piece of art can be collaboratively made. However, we also believe that in order for good art and working relationships to thrive, mistakes need to be corrected immediately through both words and action. If a mistake is made more than once, it is clear that the correction has not been made, and that the offending individual does not understand the nature of his/her/their error. At this point, further investigation must be made and action taken in order to reclaim the safety and collaborative spirit of the space.
This safe and fair environment extends to our productions and the entire Passage community, vendors, patrons, donors, and volunteers. Every member of our community should exist in a safe, free, and comfortable environment. Theatre is a work of heart, and all should be treated with generosity, kindness, and respect. Passage staff embraces a familial environment and we extend the passage of goodwill to all who encounter the Theatre Company.
Anti-Harassment Policy
Policy
Passage Theatre is committed to a safe and supportive environment for all constituents, free from all forms of harassment. We will not tolerate anyone intimidating, humiliating or sabotaging others in our theatre. We prohibit harassment, including but not limited to that based on race, gender, sexuality, age, religion, national origin, color or disability, and other forms of unacceptable behavior in a professional work environment.
Scope
This policy covers all employees: fulltime, part time, regular or temporary including actors, designers and other production staff who are involved in planning, rehearsals and productions. It also applies to board members, audience members, vendor staff and other people that staff come into contact with as part of their job.
Definition
Harassment includes bullying, intimidation, insults, mockery passed off as humor, malicious gossip and victimization. Following is an illustrative but not exhaustive list of instances of harassment:
Policy Elements
The underpinnings of this policy are:
Absolute Requirements for Acceptable Interpersonal Interactions
Reporting Policy
Employees and board members are encouraged to report any harassment events to their supervisor or the chair of the Personnel Committee as soon as possible after the event occurs. Email, telephone, in person or post office mail are all acceptable mediums for reporting an event. Supervisors must report the event immediately to the chair of the Personnel Committee. If the chair of the Personnel Committee is named as part of the harassment event, the board president should be approached.
Minor transgressions may be taken up by the employee or board member directly with the other party if they feel it was not intended as harassment. However, continued inappropriate actions (e.g., a habitual and ill-intentioned mis-use of pronouns) should be reported.
Resolution Policy
Upon completion of an investigation, the chair of the Personnel Committee will propose a resolution to the Board and Executive Staff. Resolutions include immediate suspension or termination of a harassing staff member or board member (termination of a board member will require board action) to a rebuke and warning (which will require either board or staff action). Counseling is another possible resolution. If the harassing person is from outside the organization, the President of the Board or an Executive member of staff will speak to the offending person or their supervisor, such as in the case of a vendor staff member who was the source of the harassment.
All harassment events and their resolution will be documented by the Personnel Committee.
Confidentiality
Confidentiality will be maintained throughout the investigatory process to the extent possible and consistent with Passage Theatre’s need to comply with applicable law. There may be instances in which an individual complainant of sexual harassment seeks only to discuss the matter informally and does not wish Passage Theatre to undertake an investigation or to take further steps. Passage Theatre encourages such informal discussions and will attempt to honor the wishes of the reporting individual. In such situations, Passage Theatre may arrange for mediation or some other informal mechanism for resolving the issues. However, an individual who reports an incident of sexual harassment should be aware that Passage Theatre may be required to act to address the sexual harassment complaint beyond informal means.
Non-Retaliation
Retaliation against anyone who wishes to make a complaint, makes a complaint, encourages another to make a complaint or cooperates in an investigation under this policy is prohibited. Such retaliation is unlawful under federal and state laws. Retaliation is a very serious violation of this harassment policy and should be reported immediately. The reporting and investigation of complaints of retaliation will follow the procedures outlined in this policy. Any person found to have retaliated against an individual for filing a complaint of sexual or unlawful harassment or cooperating with an investigation will be subject to disciplinary action.
Similarly, any employee who files a false complaint under this policy and/or maliciously and falsely accuses another employee under this policy will be subject to disciplinary action.
ADA Policy
Passage Theatre is committed to ensuring that all individuals have access to the joy of the performing arts. We strive to ensure that our programs and services are accessible to people with disabilities and aspire to be a leader in this field. Programs and services provided by Passage Theatre will be made available to all individuals regardless of disability, and all efforts will be made to ensure that all individuals can experience all programs and services of the theatre with dignity and independence. Passage Theatre endeavors at all times to surpass compliance with the Americans with Disabilities Act (ADA).
Transportation
New Jersey Transit (NJ Transit) provides transportation throughout Trenton. NJ Transit’s ADA paratransit program, known as Access Link, was established to provide public transportation to people with disabilities who are unable to use the local bus service according to the ADA. More information about this service can be found at https://www.njtransit.com/accessibility/access-link-ada-paratransit.
Access to the Playhouse
Passage Theatre presents its performances in the Mill Hill Playhouse on Front Street. There are ADA-compliant parking areas for vehicles on Front Street, and a lit path to the access ramp leading into the Playhouse, which is located on the South Montgomery Street side of the Playhouse. All entrance doors to the building are currently ADA compliant. The theatre space is on the second floor of the building, and there is a working elevator. Seating can be moved to accommodate wheelchairs.
Passage Theatre staff is willing to make additional accommodations to the space if needed and when possible. Please contact the box office at (609) 392-0766 or admin@passagetheatre.org at least two (2) days in advance of the performance you wish to attend with any requests for accommodations. Recommendations pertaining to this matter are always welcome.
Passage Theatre Service Animals Policy
Service animals, as defined by the Americans with Disabilities Act (ADA), are welcome at Passage Theatre. The ADA defines a service animal as “a dog that is individually trained to do work or perform tasks for a person with a disability.” Service animals must be tethered at all times, and must rest in the seating area, not in the aisles. Because our theatre is small, with general seating, we ask that you contact the box office at (609) 392-0766 or admin@passagetheatre.org prior to bringing a service animal to Passage Theatre, so that we may reserve a seat to accommodate you and your animal. Your animal must remain in your control at all times. In the case of animals that disrupt the performance, pose a safety risk to our staff or other patrons, or that are not housebroken, the patron may be asked to escort the animal out of the building. See here for more information on ADA-defined permitted animals.
Large Print Materials
Passage Theatre offers all of our programs and printed materials in large print formats. Patrons and artists requesting materials in alternate formats must contact the box office at (609) 392-0766 or admin@passagetheatre.org one week prior to when the materials are needed.
Signed Performances
Information about shows that are sign language interpreted is included on the theatre website at least one month prior to the date of the show, and reservations for these performances can be made on our website or by calling the box office.
ADA Grievance Procedure
Should a patron or artist have a grievance, the following procedure will be followed. It may be used by anyone who wishes to file a complaint alleging discrimination on the basis of disability in the provision of services, activities, programs, or benefits by Passage Theatre Company.
1. The complaint should be in writing and contain information about the alleged discrimination such as name, address, phone number of the complainant, and location, date, and description of the problem. Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint, will be made available for persons with disabilities upon request.
2. The complaint should be submitted by the complainant and/or his/her/their designee as soon as possible but no later than 60 calendar days after the alleged violation:
By mail to:
Personnel Committee Chair
ADA Coordinator
Passage Theatre Company
P.O. Box 967
Trenton, NJ 08605-0967
Or by email to:
If the complainant wishes to use an alternative means of filing, as per 1. above, the request to do so can be made in the same manner.
3. Within 15 calendar days after receipt of the complaint, the Personnel Committee Chair or their designee will meet with the complainant to discuss the complaint and the possible resolutions.
4. Within 15 calendar days of the meeting, the Personnel Committee Chair or their designee will respond in writing, and when appropriate, in a format accessible to the complainant, such as large print, Braille, or audio tape. The response will explain the position of Passage Theatre Company and offer options for substantive resolution of the complaint.
5. If the response by the Personnel Committee Chair or their designee does not satisfactorily resolve the issue, the complainant and/or his/her/their designee may appeal the decision within 15 calendar days after receipt of the response to the President of the Board of Trustees for Passage Theatre Company.
6. Within 15 calendar days after receipt of the appeal, the President of the Board of Trustees for Passage Theatre Company or his/her/their designee will meet with the complainant to discuss the complaint and possible resolutions.
7. Within 15 calendar days after the meeting, the President of the Board of Trustees for Passage Theatre Company or his/her/their designee will respond in writing, and, where appropriate, in a format accessible to the complainant, with a final resolution of the complaint.
8. All written complaints received by the Personnel Committee Chair, appeals to the President of the Board of Trustees, and responses from these two entities will be retained by Passage Theatre Company for at least three years.