Pones Diversity, Equity, Inclusion, and Access Statement
Pones was founded on the belief and practices of diversity, equity, inclusion and accessibility (DEIA). Since 2008, we have been frontrunners in merging social justice and the arts and have challenged the status quo by asking “how can we democratize dance?”
We are committed to expand upon our foundational core values of DEIA by continually discovering best practices in innovation, modeling, and implementation. We are ready to be challenged and to challenge; therefore, Pones acknowledges, accepts responsibility, and apologizes for our role in perpetuating, excusing, and participating in systemic discrimination within the arts. We will continue to de-center the privileged, Eurocentric lens through which dance is often viewed and valued, as we remind our community that dancers come in all sizes, ages, and abilities, and from various races and backgrounds. We strive to prove that dance is valuable off the proscenium stage and outside the performative space, as a means of expression that encourages social, ceremonial, and community engagement.
At Pones, a diverse, inclusive, equitable, and accessible organization is one where all employees and volunteers (whatever their gender, race, ethnicity, national origin, age, identity, sexual orientation, education, ability, religion, socioeconomic status, physical appearance, or attributes) feel valued and respected. We are committed to providing equal opportunity for employment and advancement in all of our departments and programs. We respect and value diverse life experiences and heritages and ensure all voices are honored.
We are dedicated to being a progressive model of diversity, equity, inclusion, and access for the arts industry of the nonprofit sector. We will maintain an intrinsically inclusive environment with authentically equitable treatment for all, with no expectation of reward, and without box-ticking.
We have divided our DEIA Statement into three areas: People over Profits (valuing our collective and community over financial gain), Action over Performativism (truly doing the work versus putting it on paper or discussing it), and Engagement over Outreach (creating genuine, long-lasting partnerships with organizations and communities toward mutual growth and development).
Ratings are based on the Meyer DEI Spectrum Tool Survey found here. The scale focuses on five points along the DEI continuum – “Not Yet Started,” “Ready to Start,” “Launched,” “Well on the Way,” and “Exemplary/ Leading” – but few organizations’ DEI experiences will fit neatly into these stages. The descriptions of organizational characteristics at each point in the process are intended to serve as guideposts rather than fixed stages.
These goals were identified via extensive internal evaluation that can be found here and Top Three Priorities voted on by Board, Staff, and DEIA committee members.
Pones Inc. 