Harvard Case - Social Justice at the Stratford Festival (A)
"Social Justice at the Stratford Festival (A)" Harvard business case study is written by Gerard Seijts, Vania Sakelaris. It deals with the challenges in the field of Organizational Behavior. The case study is 4 page(s) long and it was first published on : Mar 25, 2021
At Fern Fort University, we recommend the Stratford Festival implement a comprehensive strategy to address systemic issues of diversity and inclusion within its organization. This strategy should prioritize fostering a culture of belonging, promoting equitable hiring practices, and developing leadership programs that champion social justice. The Festival should also leverage its platform to engage audiences in meaningful dialogue about social issues and advocate for positive change within the broader community.
2. Background
The Stratford Festival, a renowned Canadian theatre company, faces a critical challenge: addressing systemic inequities within its organization and the broader theatre industry. Despite efforts to diversify its workforce and programming, the Festival has been criticized for its lack of representation and its failure to create a truly inclusive environment. The case study highlights the concerns of several stakeholders, including employees, artists, and community members, who feel marginalized and underrepresented. The key protagonists are:
- Antonia Cimolino: The Festival's Artistic Director, tasked with leading the organization through this challenging period.
- The Festival's Board of Directors: Responsible for overseeing the Festival's operations and strategic direction.
- The Festival's employees: Concerned about the lack of diversity and inclusion within the organization.
- The Festival's artists: Seeking greater opportunities for representation and creative expression.
- The Festival's audiences: Expecting the Festival to reflect the diversity of the community it serves.
3. Analysis of the Case Study
This case study can be analyzed through the lens of Organizational Behavior, Leadership, and Change Management.
Organizational Behavior: The Stratford Festival is grappling with issues of organizational culture and group dynamics. The current culture, while steeped in tradition and artistic excellence, has not adequately addressed the needs of diverse individuals and groups. This has led to feelings of exclusion and marginalization among certain employees and artists, hindering employee engagement and organizational commitment.
Leadership: Antonia Cimolino faces the challenge of leading the Festival through a period of significant organizational change. Her leadership style, her ability to engage with diverse stakeholders, and her commitment to social justice will be crucial to the success of any initiative.
Change Management: Implementing meaningful change requires a strategic approach to address the underlying issues of diversity and inclusion. This requires a clear understanding of the resistance to change within the organization, effective communication strategies, and a commitment to employee empowerment.
4. Recommendations
To address the challenges outlined in the case study, the Stratford Festival should implement the following recommendations:
1. Develop a Comprehensive Diversity and Inclusion Strategy:
- Create a dedicated Diversity and Inclusion Committee: This committee should be composed of diverse stakeholders, including employees, artists, and community members, to provide guidance and oversight.
- Conduct a comprehensive organizational audit: This audit should assess the current state of diversity and inclusion within the Festival, identifying areas for improvement.
- Develop clear goals and metrics: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for increasing diversity and inclusion within the organization.
- Implement training programs: Provide training to all employees on diversity, inclusion, and unconscious bias.
2. Promote Equitable Hiring Practices:
- Develop a diverse talent pipeline: Actively recruit from a wider range of institutions and communities to ensure a diverse pool of candidates.
- Implement blind hiring practices: Remove identifying information from resumes and applications to reduce unconscious bias in the hiring process.
- Develop a mentorship program: Provide support and guidance to diverse employees to help them advance within the organization.
3. Foster a Culture of Belonging:
- Create employee resource groups (ERGs): Form ERGs based on shared identities, such as race, ethnicity, gender, or sexual orientation, to provide a sense of community and support.
- Promote open dialogue and feedback: Encourage open and honest conversations about diversity and inclusion, and provide opportunities for employees to share their experiences.
- Celebrate diversity: Highlight the contributions of diverse individuals and groups within the organization and in the community.
4. Develop Leadership Programs:
- Train leaders on diversity and inclusion: Equip leaders with the skills and knowledge to create an inclusive environment.
- Promote diverse leadership: Identify and develop diverse individuals for leadership roles within the organization.
- Create a culture of accountability: Hold leaders responsible for promoting diversity and inclusion within their teams.
5. Engage Audiences in Meaningful Dialogue:
- Develop programming that reflects the diversity of the community: Include diverse voices and perspectives in the Festival's productions and programming.
- Host community engagement events: Create opportunities for dialogue and discussion about social justice issues.
- Partner with community organizations: Collaborate with organizations working to promote diversity and inclusion in the community.
6. Advocate for Positive Change:
- Use the Festival's platform to raise awareness: Speak out against discrimination and injustice.
- Support organizations working to promote social justice: Provide financial and other resources to organizations working to create a more equitable society.
- Engage with policymakers: Advocate for policies that promote diversity and inclusion.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The Stratford Festival's mission is to create and share transformative theatrical experiences. By promoting diversity and inclusion, the Festival can broaden its reach and create a more inclusive and welcoming environment for all stakeholders.
- External customers and internal clients: These recommendations are designed to meet the needs of both external customers (audiences) and internal clients (employees and artists).
- Competitors: By embracing diversity and inclusion, the Stratford Festival can differentiate itself from competitors and attract a wider range of talent and audiences.
- Attractiveness ' quantitative measures: While quantifying the impact of diversity and inclusion initiatives can be challenging, the Festival can track metrics such as employee satisfaction, audience engagement, and media coverage to assess the effectiveness of its efforts.
6. Conclusion
The Stratford Festival has a unique opportunity to become a leader in promoting diversity and inclusion within the theatre industry. By implementing a comprehensive strategy that addresses the root causes of inequity, the Festival can create a more just and equitable environment for all stakeholders. This will not only enhance the Festival's reputation and artistic excellence but also contribute to a more inclusive and equitable society.
7. Discussion
Alternatives: The Festival could choose to adopt a more incremental approach to change, focusing on specific initiatives rather than a comprehensive strategy. However, this approach may be less effective in addressing the systemic issues that are at the heart of the problem.
Risks: The Festival may face resistance from some stakeholders who are uncomfortable with change. It is important to address these concerns and build consensus around the proposed initiatives.
Key Assumptions: The success of these recommendations relies on the commitment of the Festival's leadership, the willingness of employees and artists to embrace change, and the support of the community.
8. Next Steps
The Stratford Festival should begin implementing these recommendations immediately. A timeline for implementation should be developed, with key milestones for each initiative. The Festival should also actively monitor the progress of its initiatives and make adjustments as needed.
By taking these steps, the Stratford Festival can create a more inclusive and equitable environment for all stakeholders and solidify its position as a leader in promoting social justice within the arts.
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Case Description
On March 20, 2020, in an effort to stem the transmission of the COVID-19 pandemic and under the direction of government officials, Canada's Stratford Festival halted work on its 2020 productions and ultimately postponed the entire season. Additionally, social justice issues had come to the forefront with the killing of George Floyd on May 25, 2020 in Minneapolis, Minnesota, United States. Watching the protests unfold across North America, the Stratford Festival's executive and management team recognized the pain their black colleagues were experiencing and set their sights on doing something meaningful to champion anti-racism. The executive team offered the Black Caucus and the Indigenous Circle-two informal groups of the Stratford Festival artists and administrators-the opportunity to take over the Festival's social media channels for a 48-hour period and to conduct a town-hall session on the Stratford Festival's YouTube channel. The question remained, however, whether turning over the social media channel was a prudent strategy, given the difficulty of predicting the outcomes of activities that start out with good intentions.
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