Cultural Institutions/Museums

The Challenge

In response to growing societal pressure (including the “Decolonize the Museum” movement) and internal recognition of the need for greater diversity and inclusion, a prominent museum sought our expertise to develop and implement a multi-year strategic plan (the “Plan”) that would expand diversity, equity, and inclusion (“DEI”) among staff, volunteers, visitors, artists, and collections. 

How We Helped

We began by conducting a comprehensive assessment of the museum’s then existing DEI landscape. This involved conducting interviews and focus groups with employees to identify what was working well and what were opportunities for improvement.  With this information in hand, we partnered with the DEI committee and senior leadership to shape the Plan’s foundational framework, including key goals and measurable objectives.  We invited interested employees to participate in the Plan development process. As a result, we worked with over 200 enthusiastic museum staff members who shared valuable perspectives and helped identify key focus areas, goals, action steps and accountability metrics.  The Plan’s six focus areas were: 1) Promote a culture of inclusion; 2) Improve diversity demographics and talent pipeline; 3) Enhance communication across the organization; 4) Embed diversity and inclusion in policies, systems and practices; 5) Improve diversity within the Board of Directors; and 6) Improve diversity within Volunteers.  We also worked with the museum’s volunteers, docents and the Board of Directors to develop their own DEI plan in alignment with the museum’s plan.  As the Plan moved into the implementation phase, we conducted workshops and training sessions for museum docents and staff members. These sessions covered a range of topics including unconscious bias, cultural sensitivity, and inclusive practices. By equipping museum personnel with the necessary tools and knowledge, these workshops aimed to create a more inclusive culture within the museum and enhance the visitor experience for all individuals.

We also helped facilitate the establishment of employee resource groups (ERGs), created comprehensive ERG toolkits for staff, and delivered sessions on identifying and interrupting unconscious bias and dismantling systemic racism. Additionally, following George Floyd’s murder, we worked with the museum to develop a set of commitments to promote DEI within the museum.

The Impact

Our client's proactive efforts have not only sparked internal reflection and action but have also set a positive example for peer institutions within the museum sector and beyond. By championing DEI, our client inspired other museums around the country to embark on their own DEI journeys to develop multi-year strategic action plans, contributing to a more equitable and representative cultural landscape. Additionally, the museum’s ERGs continue to serve as vibrant hubs for collaboration, advocacy, and cultural exchange, amplifying voices and fostering a sense of belonging among staff members.  By embedding DEI into all aspects of its operations—from collections to community engagement—the museum has helped set a new standard for what inclusive cultural stewardship can look like.