The DMA celebrates diversity, fosters equity, and supports inclusion. The diverse voices of our visitors, volunteers, trustees, staff, and communities make us stronger, and we are firmly committed to EDI principles in our work and throughout the organization.
Society’s historical legacies and systemic barriers have created disparities in the communities we serve. Knowing this, we strive to expand and enhance arts opportunities for all.
Many factors—including but not limited to race, religion, creed, color, national origin, age, gender, sexual orientation, gender identity, marital status, veteran status, disability, genetics, economic backgrounds, and experiences—make individuals and groups unique. Our goal is to ensure that visitors, volunteers, trustees, staff, and collections reflect this diversity.
We commit to listening to and learning from diverse voices and perspectives. We create a vibrant and accessible social space that encourages dialogue and the exchange of ideas through arts and culture
The DMA has worked to produce a strategic plan that will shape the organization and its activities through 2025. We are guided by the following ideas:
We pursue art at the center, equity at the core; these dual ideas are supported by a strong, flexible, and fluid institutional backbone and manifested in a constellation of physical and digital spaces.
We focus locally, building relationships with an ever-growing group of constituents who increasingly reflect the multiplicity of communities in the DFW Metroplex, and we believe our approach will resonate globally.
As part of our five-year strategic plan, we commit to the following goals for increased diversity, equity, and inclusion:
- Recruit 10% more Black, Indigenous, and people of color (BIPOC) individuals in professional and leadership roles by 2025.
- Support staff-led EDI efforts toward equitable and inclusive change recommendations for the organization.
- Facilitate EDI awareness and training for new hires, staff, and Board members on an ongoing basis.
- Commit to BIPOC Board diversity of more than 30% by 2025.
- Build a Board of Trustees that is increasingly representative of the geographies, group identities, skills, and perspectives of the communities we serve.
Below are self-reported Board and staff demographics. This data allows the DMA to review our progress year-over-year, in line with the Museum’s five-year strategic plan. We are encouraged by the progress that has been made in diversifying our Board and staff, but we recognize the need for continued strides in creating a more diverse staff and Board population and will consistently move toward meeting our goals.
Since 2020, the Museum has implemented several internal processes to further our efforts in advancing diversity, equity, and inclusion. These include mandatory diversity and inclusion training, racial equity training, pay transparency, diversification of job posting sites, a robust onboarding program paired with a tenured onboarding partner, and professional development opportunities for all employees, among other initiatives. A selection of these milestones is highlighted below and will continue to be updated as more progress is made.
We acknowledge this is an ongoing effort and we are committed to fostering an inclusive environment where a diverse group of voices are represented and heard.
