Today, according to the Bureau of Labor Statistics (BLS), women make up 46.7-percent of the museum field, working in every job title and every museum discipline. Multiple studies, including the AAM National Comparative Museum Salary Survey and the American Association of Art Museum Directors (AAMD) Gender Gap report (both from 2014), paint a bleak salary picture for women. With museum workers and AAM leading the way, we need to create a Gender Equity in Museums Movement (GEMM). (PDF, 5 pages)
Third Sector New England shares its Guide to Achieving Workplace Diversity to help institutions achieve diversity and inclusiveness in the workplace. (PDF, 12 pages)
AAM provides some useful tips and links to additional resources to help organizations develop equitable hiring practices.
In this 2014 TEDTalk, finance executive Mellody Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society
Pepperdine Graduate School of Education & Psychology provides a set of tools to help people understand what prejudice is and how to overcome it.
This issue of Museum magazine explores staff diversity. (PDF, 68 pages)
MuseumExpert shares a recording of their diversity webinar. Hiring a more diverse staff means nothing if they don’t have a voice in shaping the culture of the museum field.
The Empathetic Museum shares an assessment tool and associated resources to help organizations look within, and move towards a more empathetic future.
The Cleveland Museum of Art shares its plan for becoming a global leader amongst museums through implementing strategic initiatives around diversity, equity, and inclusion.
The Association of Art Museum Directors (AAMD) and the National Center for Arts Research (NCAR) undertook this study to understand the gender gap and explore potential factors to help institutions advance towards greater equality. (PDF, 15 pages)
Guidance for Reporting and Writing about Racism shares five considerations from the perspective of journalism that can be adapted for museum professionals when conducting research, writing, and publishing content for or about museum exhibitions and programs. These considerations include: mitigating personal bias, identifying the story, building trust in the community, writing in an active v. passive voice, and using the word ‘racist.’
The Free Management Library has a section on valuing diversity. It includes self-assessments, team building exercises, and resources on teaching tolerance, building trust, and managing conflict.
In this 2013 TEDx talk, CEO of Human Facets, Dr. Helen Turnbull discusses how all companies should incorporate global inclusion into their work.
A practical guide for both individual activists and organizations to learn more about Intersectionality and its principles, and to provide a selection of activities to explore practice around inclusiveness.
In this January/February 2016 article from Museum Magazine, Nicole Ivy shares thoughts on how to think about diversity and hiring bias.
In this January/February 2016 Museum magazine segment, Elizabeth Merritt, vice president for strategic foresight and founding director, Center for the Future of Museums, shares a series of essays that first appeared on the Center for the Future of Museums Blog discussing the sacrifice many make to work in and for museums.
This recorded webinar from MuseumExpert discusses the many new challenges museums face in finding, keeping, and developing staff in a “new normal” that is rife with uncertainty post-COVID-19. This webinar features leaders from a variety of museums addressing these challenges and sharing their insight into the present and future state of museum staffing.
Based within the technology industry, Project Include can be applied to any sector. This comprehensive digital guide offers advice for implementing diversity and inclusion solutions.
The Annie E. Casey Foundation shares this downloadable Race Equity and Inclusion Action Guide.
The Bridgespan Group provides insight on recruiting, retaining and managing a diverse workforce at all levels of the organization.
The Alliance provides a list of resources museums can use to help determine if unpaid internships are equitable.
Leniece F. Brissett, founder of www.compasstalentgroup.com, has seen firsthand how whiteness is advantaged, often subconsciously, in recruitment, selection and hiring processes.
The LGBTQ Alliance (an Alliance Professional Network) shares guidelines to consider when assessing how to provide the LGBTQ community, staff, visitors, management, and allies from all fields with a welcoming experience. (PDF, 64 pages)