FROM THE DIRECTOR
In undertaking this work, the Hunter defines DEAI principals as follows:
- Diversity – Diversity is all of the factors that shape the experiences, values and perspectives of individuals. These include but are not limited to age, mental and physical ability, gender identity, race, national origin, religion, socio-economic status, and sexual orientation.
- Equity – Equity is the promotion of fair and just treatment, access and opportunities for all staff and members of our community.
- Accessibility – Accessibility is the equitable access of all people to use, experience or participate in activities, resources, facilities, and services, regardless of ability or socio-economic status.
- Inclusion – Inclusion refers to the intentional effort of creating environments in which all individuals or groups can feel welcomed, respected, empowered and valued. It is also an effort to cultivate leaders at all levels to fully participate in the museum’s work with equal agency.
To advance these principles and serve our community, the Hunter is committed to:
- Ensuring that all exhibitions, programming, facilities and services are accessible to everyone.
- Providing a forum for public discussion of vital community issues, including social justice, and equity for historically marginalized groups.
- Including under-represented voices, stories and perspectives in exhibitions and programming.
- Presenting collections, exhibitions, programming, publications and public communications that accurately represent historical facts and events; and highlighting the voices and experiences of diverse cultures in a respectful and culturally competent manner.
- Forging meaningful and mutually beneficial relationships with diverse individuals and organizations in the community, including local BIPOC, LGBTQ+, and differently-abled serving organizations in a continual effort to ensure that all visitors feel welcomed, valued and heard.
- Diversifying the Hunter’s Board of Trustees, leadership, staff and volunteers so that the museum is reflective of our community at all levels. These efforts include the implementation of equitable hiring and retention practices, deliberate recruitment strategies to reach diverse candidates, and public transparency about the membership of our Board of Trustees and senior management team.
- Conducting regular staff-wide DEAI training to develop cultural competence and strategies for identifying, preventing and responding to discrimination, including unconscious bias, on both a personal and institutional level.