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Your age rangeYour highest level of educationHow do you identify?How would you describe your gender?What are the top 2-3 direct actions (beyond statements) do you think museums should take to demonstrate their solidarity with this movement? What are the top 2-3 long-term changes you would like to see in museums? In your wildest dreams, what would museums look like in five years?If you are currently employed in the field, what are some obstacles that you faced getting to or working in your position? Feel free to describe a past situation.Is there anything else you would like to share?
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25-44 yearsMaster's DegreeWhiteFemaleThey should:
1. Open their lobbies to protestors seeking cover and replenishment
2. Make immediate donations to frontline organizations and hold fundraisers
3. Immediately release the demographics of their leadership in comparison to their frontline workers and state how they will make changes.
1. Deaccession artwork by dead white men and purchase the artwork of QTBIPOC artists
2. Force the resignation of leadership and board thwarting progressive action
They will be reflect and act in service of their public, engaging vulnerably engaging in contemporary issues and advocating for justice and staffed by QTBIPOC folks at all levels. They will be non-hierarchical, decisions will be made by consensus, and those in leadership positions will be continually accountable to staff on all levels. They will have owned up to their colonial pasts, no longer storing stolen objects. Finally, I want to imagine a museum that trusts its public enough to hold power over its operations and programs.N/AN/A
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25-44 yearsMaster's DegreeHispanic, Latinx, or Spanish OriginFemaleDivest from funding sources that have historically oppressed minorities or profited off of their low-wage labor; Disband boards of trustees and replace them with staff representatives from all levels of the institution; reinstate laid-off and furloughed staff with equitable pay and commit to hiring more POC to higher positions regardless of their level of educationCompletely reevaluate museum collections and deaccession/re-bury the bulk of their holdings; Reorganize the ways exhibitions are planned and disseminated so that it is less of a top-down approach and more collaborative with outside/local parties; create educational programming outside of the confines of the institution, bringing museum education to schools and communities directly instead of vice versaMuseums would be free of charge, stake their value in their communities and create exhibitions/programs that are by and for them. Staff would be paid fairly and equitably, and there would be no board of trustees dictating the finances and direction of the institution. Rather than collecting everything that comes their way, museums should evaluate what already exists in their collections, building exhibitions and programs around these holdings instead of creating "blockbuster" exhibitions that cost exorbitant amounts of money to create and charge through the nose for people to experience them. Feeling belittled by higher management or curators for ideas for equity and audience engagement; specifically attempts to be transparent around the museum's hurtful/ignorant rhetoric and dubious collecting histories. I have made many attempts to make programming, didactics, and exhibition materials bilingual, but have been shot down by curators and directors down due to "lack of interest". This is in spite of having worked in museum where one of the largest populations in the city was Spanish-speaking. The extremely low pay despite the amount of expensive training and schooling needed even to get entry-level work has also been sobering.
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18-24 yearsMaster's DegreeWhiteFemaleMore fully funded internships and fellowships for BIPOC students and emerging professionals, endowed positions for BIPOC curatorsMore community involvement and action, realization that museums are inherently politicalDiverse, revolutionary, activistI often feel pigeonholed because of my gender combined with area of focus (textiles and dress history)
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25-44 yearsBachelor's DegreeWhiteFemale1. Reach out to community organizers directly to ask what those communities need, and what gaps a museum can help fill.
2. Invest in black and other minority communities financially– use black vendors, provide grants and funding for black organizations and artists, hire black people at all levels of your organization.
Alternate funding models (i.e. less dependence on corporate sponsorship and wealth-criminal donors), more diverse from top to bottom, better pay for everyone beneath a managerial position In my absolute pie-in-the-sky utopian dreams, I would love to see a museum model pop up that is based on community ownership and cooperative management. Imagine if art collections were collectively owned and shared between publicly owned institutions–curators, educators, and everyday visitors could have access to the combined collections of major museums across the country, without the institutional barriers and financial wheeling and dealing that goes one behind closed doors. I think this could allow scholarship and public access to flourish!When I first entered the field, and I was very fortunate to have the opportunity I did, my first year of work was plagued with the uncertainty of contract-employment. My term would be extended by a month, or three months, but there was always an implied end date that I could never be sure would come. Eventually, somebody left their position and I was brought on full time, but the sting of that first year remains as here I am, 3 years later, with no hope for career advancement to speak of. Why don’t museums (and companies writ large) promote from within and put some faith in their employees?
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25-44 yearsBachelor's DegreeI am multiethnic, half brown latinx from the Caribbean and half white.FemaleI think the authenticity of the statements of solidarity were all about timing. At this point, it feels like "showing" solidarity in any other way besides posting resources on social and websites, having a saved link to resources, donating money, link to board members pages (if they are showing solidarity etc) would really be performative. I think where to show solidarity is really based on the internal conversations that are happening. When was the last time the museum did MASS Actions Assessment, or Dreamspace Project, review our policies and see if we need to re-write anything. Also, are all departments reviewing their policies and having discussions? A lot of times education gets the lovely job of having to unpack all this for the entire museum because we are the "teachers" or the "front-facing staff", but we are also usually where the most BIPOCs are located in the museum, besides VS. Hiring changes. Like holy shoot. A museum is as good as it's staff and unfortunately the museum I work at I am the only POC (including out of the guards) there are some wokish yt people, but overall there just is that lack of perspective that is integral. Like shoot! I can't be in every meeting to make sure people aren't doing something messed up. I have work to do too especially thinking about colorism and being a lighter skinned and mixed human. (Also the fact that the one POC staff my museum hired aka me has that proximity to whiteness and what that means). So yeah, my hope is that museums create more post-bacc positions funded for 2 years min. and more funded positions in entry level positions and mid-career positions that can also encourage more POC to be hired, and especially more Black women to be hired. Additionally, I would like to see more inter-departmental collaboration, as an educator I don't learn about an exhibition until the final planning is done, that feels odd considering I'm the one actually teaching the thing to the public.My biggest thing is spaces to brainstorm, reimagine and just vibe off of each-others ideas, I would love to be able to have a space to just have a meeting or conversation where we do re-visioning work and delve into futurisms. Usually this is relegated to some anti-bias training once year, but this should be done all the time!! Deaccession the majority of these old archaic artworks (that to me feel similar to the racist sculptures being destroyed) we should be able to tell these histories without that!! We don't need as many as most museums have. More exchange with artists, ie. funding of visiting artists or artist residencies, community curated shows, museums being able to show teen and youth programs artwork in their spaces, collaboration across museums (everyone wants to save and hold onto their idea, when it's like OMG I WON'T TAKE IT, lets do something together, since we have different strengths etc), pay ya staff, networks of change and love and wellbeing- how can we dismantle "professionalism" ie. my speech isn't professional, im too colloquial, im too jokey and therefore it looks like im lazy or unintelligent.wowowoow. so so so many. I have been working in this field (as an intern, fellow, contractor) for 7 years and I finally got my first salary job, first full-time job. At a particular institution I was a fellow at I worked with a colleague to create a whole DEAI syllabus for professional development with the staff and no one supported us in creating it, and let it sit until COVID. There are so many, I am sure collectively there are so many it could be a museum of just the bullshit of museums. So, I think it's just I was very adamant that I would never take an unpaid internship- I just simply don't believe in them and I was also adamant that I wouldn't go to grad school while I knowingly entered a field that pays so low I couldn't pay back those loans. Additionally, it meant that certain cities would just be inaccessible to me (and this is a kid that is from NYC- I knew I couldn't stay there and be able to financially support my family and work in museums).thank you for your time, effort, love, and perseverance. Please make sure that in your caretaking and action that you all make sure to stay hydrated, get rest, call loved ones and the chosen fam, and JOURNAL! Thank you for making a space to brainstorm because there isn't enough of that.
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25-44 yearsMaster's DegreeHispanic, Latinx, or Spanish OriginFemaleFree admission, diverse boards and leadership, funding education programmingPaying BIPOC artists for their art, labor, and time. Repatriation of works with problematic acquisition origins. For the people. Community run and education centered. While working for free with an advanced degree, I was told my museum leadership that BIPOC weren’t more representative of the team because we “didn’t have enough professional experience”Thanks for your work!!
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18-24 yearsHigh schoolHispanic, Latinx, or Spanish OriginMaleAmplify Black voices and leaders of the protests. Share resources and cater their content to align with the movement's needs (Black children aren't taught the beauty of their culture, heritage museums host a digital event highlighting Black culture around the world). If they have the means, donations to Black resources.Transparency over acquisition of artifacts history and policies, and how they plan to move forward (repatriation and such). Adding a Black person/POC in their board for the sole purpose of including non-white ideas, experiences and opinions. Absolute transparency to the public and a system put in place where community feedback is taken into serious consideration. N/AThank you for doing this.
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18-24 yearsMaster's DegreeWhiteFemaleChanges to collections themselves and diversifying of management staffSee aboveThe museum overturned fully. Full detachment from colonial roots into a new type of public and democratic institution
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25-44 yearsMaster's DegreeWhiteNon-binaryShow us the racial data of their museum employees/leadership/board members. Show us minutes from their ALL STAFF internal dialogues, not just leadership. Commit to investing in their community, hold a virtual public town hall on how their museum can be of service, not solicitation. Hire more Black leaders for roles outside of their education departments. Partner with more Black community organisations but in ways that are reciprocal and not exploitative. PAY PEOPLE MORE, earmark your grant funding wisely and make a commitment not to reallocate grant funding to their projects. A place of public inquiry, a sieve for community thought, a reciprocal ecosystem where people are appreciated beyond just what they contribute in that moment. A space where young white folks go with a difficult goal of growing, learning, and challenging themselves, not a space where they go to teach the “underserved” about the content they learned in college.Never being heard or listened to, and in turn never being challenged. Being thought more as a body to occupy the museum instead of someone who could contribute to its growth. Not getting paid enough, ever. Also, folks not using my correct pronouns!Thanks so much for taking the time to put this together, I’m looking forward to the feedback and hope I can apply it to my own museum work!
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45-64 yearsPhDMultiracial FemaleInitially listen to Black activists in the community, meet with Black creatives see/hear their work and learn what they’d like to see from their museum, spend time in Black communities in a substantive way, understand their needs inhibitions and concerns for the community - then use all of this to make an actionable plan with benchmarks and plans for change. Diversify staff and board leadership as well as front facing volunteers (not tokenism but at least reflective - or more than reflective of non white local community - recruit deliberately and consistently and do the work that it takes to make internal change) and expect all staff to be a part of this commitment (train on anti racism and then have a zero tolerance policy for intolerance) commit to giving back(keep up direct services to communities in need of course but take it farther - give to causes as evolve and support financially not just programmatically) and simultaneously support POC owned businesses - take a look at vendor lists and partners and adjust to add dollars to the community and support financially and finally obvious but important - represent (over represent - we’ve got a lot of years to make up for) in exhibits programs and marketing materials ALL of the above everywhere in my wildest dreams. Closer to realistic (but still maybe wild) museums set an aggressive bar that we keep raising inspiring us (and perhaps in some institutions compelling us) to keep these goals top of mind and not be a mere flash of a media cycle
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18-24 yearsMaster's DegreeWhiteFemale
Open lobbies, a better commitment to diversity and inclusion in hiring and actually listening to and supporting those workers
Equitable pay, greater diversity, dismantling the current power structure and making room for more diverse voices who aren’t beholden to a board and white donors who are scared of change
Egalitarian community spaces for all sectors of the community not beholden to conservative wealthy white donors where everyone is paid fairly
I have been actively looking for a full time museum position for a year with no luck. I currently work at a museum that has a progressive mission but that mission is not reflected in how they treat their frontline staff and staff of color. You only move forward if you are an ass kisser. They killed any love of the place in most of the frontline when they made us work during a heatwave (120+ heat index) were a ruin and are not climate controlled. Many of us got sick and nothing was done about it. I work at eastern state penitentiary
I wrote my masters thesis on museum wage equity and this is a hill I will die on.
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45-64 yearsMaster's DegreeBlack or African AmericanFemale
Transparency on their racial demographics especially for leadership and intellectual roles. Transparency on salaries for all positions. Reparations on all stolen/looted items in their collections.
Inclusion of POC and LGBTQ+ communities outside of set months. More conversations with their community leaders on how to be more welcoming.
All would be free daily.
I was lucky because my now boss singled out my resume. Now that I have the position the issue is microaggressions. My coworkers don't see how their actions are prejudicial and I'm expected to see the actions as coming from a positive place.
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25-44 yearsMaster's DegreeWhiteFemale
Allow protesters to shelter in their spaces, make a concrete commitment to diversify their staff, particularly curitorial staff.
I want to see museums be transformed into co-curated antiracist community centers.
Museums staff would reflect the diversity of their communities and museums would function as community centers where people came to learn about artifacts and interpret them for themselves.
I needed a full time job with healthcare because I have a chronic illness. Most entry level positions in the museum field are part time and without benefits.
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25-44 yearsMaster's DegreeWhiteFemale
In addition to DEI trainings and workshops for Staff, make sure that these trainings/workshops take place at the BOARD LEVEL so that boards can begin to diversify and trustees will buy into the notion that actual resources must be invested in being better institutions (for lack of a better way to say that!); reassess and revise mission statements.
More diversity in the staff pipelines and pay equity for workers of color; re-alignment with working class audiences instead of wealthy audiences.
Highly resourced, not dependent on capitalist blood money, inclusive to the max, free to all, enriching to all!
Low wages in the field. But as a white woman, I did not encounter other obstacles. Unpaid internships during graduate school sucked, but I was able to absorb that challenge without serious impacts to be personal finances--this is not the case for others.
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25-44 yearsMaster's Degree
Hispanic, Latinx, or Spanish Origin
Female
Equitable pay (top to bottom); diversify board and senior leadership; Provide actual DEAI training from professionals who are non-white and experienced in facilitating these conversations.
Greater access of museums to all community members - not just the top 1%; Greater financial support from the government (local and federal) rather than rely on the rat race of donations from select fundraisers and top 1% donors;
Equitable spaces that allow a multitude of voices to be heard and seen through art - not just eurocentric visions.
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45-64 yearsMaster's DegreeWhiteMale
-Free admission on a regular basis
-Outreach and programming in and with disenfranchised communities
-Diversifying boards
-diversifying staff (especially at the curator level and above)
Community focused organizations not beholden to objects or buildings but to fostering change through dialogue and program heavy exhibitions. Is it possible to tear down the walls and create museums as concept rather than institutions driven by funder/founders' demands???
-Having to work for free or with very limited compensation just to get entry level work (while having to work additional jobs for survival) and then navigating personal and institutional politics to get a seat at the table, to get to use my voice and experience.
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25-44 yearsMaster's Degree
Hispanic, Latinx, or Spanish Origin
Queer Femme (for future reference, I recommend using "prefer to self-identify" rather than "other." It's othering.)
- Hiring BIPOC individuals in c-suite positions along with the resignation of white VPs and Executives
- A redistribution of decision-making power throughout the different levels of work (President/CEO, VPs, Execs., Directors, Managers, Supervisors, Individual contributors, Floor Staff, Facilities, etc.)
- Opening physical and virtual spaces for BIPOC communities to envision what they want from the museum/organization. Museums should for/by/from the people.
- Museums function as a place of learning and inspiration, while also serving as a community center for the needs of the community.
- Majority of staff/volunteers (at all levels) are BIPOC.
Museums would be spaces for healing and learning, with and from each other. This includes the internal community of the museum (staff & volunteers) as well the external communities/audience. They are accountable to the communities they serve, rather than a board that is often white and of a higher socio-economic class. Redistribution of pay/salary (folks on the front line, who often are over qualified for their positions, are equitably paid; c-suite executives salaries are decreased).
Employed for 1 more week and will be laid off due to COVID19. Obstacles begin with the education system. I was 1 of 3 poc in a graduate cohort of 33. This led me to being one of the few poc in the museum(s) where I work. It's an isolating experience, resulting in the gaslighting of my experiences from my white colleagues. If I mentioned communities of color, I would often be asked why I had to bring up race into the conversation. I have worked on every Equity, DEI, DEIA committee my organization(s) created, with little influence or decision-making power. This seemed like a way to relegate the loud "social justice" voices to a space where little action would develop. Not because we didn't try, but because we faced opposition from managers, directors, and VPs. When devastating events occurred that affected my communities (e.g. Charlottesville, ICE deportations, Pulse Night Club), staff were told to keep working with the same expectation of outputs produced. We had no space/time to grieve and be in community. I've experienced tokenism, often being asked to be a "face" for the organization or a marketing campaign when nearly all staff are white. I've heard white colleagues ask for grace when they have blatantly caused harm through racist, homophobic, or transphobic comments and were called out. Placing the emotional burden on the individual harmed and perpetuating a lack of accountability among white colleagues. I'm tired of lip-service and want concrete action. I've been in the field for 10 years and I'm tired. I want radical change now!
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25-44 yearsMaster's DegreeWhiteMale
Clear, consistent acknowledgement that Black Lives Matter and the stories told by and of BIPOC and other marginalized and oppressed peoples will be centered going forward (if they're not already).
Taking a really hard look from the top down about who is on your staff. Are they white? Middle to upper class? Cis? Able-bodied? Straight? If so, create a solid plan to invert those power structures favoring BIPOC and other marginalized and oppressed peoples.
True allies; truly diverse staffs (particularly in leadership roles); zero performative allyship exercises.
I'm white and male, so there weren't many obstacles. In past jobs, I have had severe challenges and lived with job fear, anxieties, and traumas resulting from pushing non-responsive institutions; I lost a job at least partially because of my pushing for change.
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25-44 yearsBachelor's DegreeMixed Race/BrownFemale
Immediately prioritize promoting and cultivating work & contributions of Black folx (change upcoming exhibitions/programming), provide space/facilities/resources to folx in need who have been worst hit during all this while they're closed
Multiple Board seats for POC that don't require financial contributions, hiring & promoting senior/management staff from within community, programming reflecting actual desires of community instead of ~bringing culture~/white playground
WPA style major government funding that supports institutions who are successfully completing their missions after a complete revision of nonprofit tax laws. Museums are highly reflective of the areas they serve and provide relevant and diverse programming as well as jobs for artists and academics including fresh out of HS grads and young people (civil service alternative to military service style). Collaboration is promoted between institutions and there's one admin/HR/finance for multiple institutions for efficiency. Cultural minister is an elected position and museums are thus accountable to the people.
I started in an internship out of college at a hometown art museum and worked my way up to a management position, feeling very supported by the CEO and surrounded by other POC and queer leadership. We were getting excellent feedback and poised to break into the next level. Then the CEO left, all-white board put in their own people, and almost everyone not a connected rich white person was pushed out. Museum nosedived and teetered on the void of obscurity even before all this pandemic.That was what hurt the most. Not only were they racist, they were/are really fucking stupid.
That experience of racism inspired me to focus on my professional development so I can one day pursue executive positions in museums that will let me affect positive change.
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25-44 yearsBachelor's DegreeWhiteFemale
1. Demonstrate that they are completely cutting ties with law enforcement in terms of funding, donors, board members, etc. 2. Creating a specific forum for community voices to be heard in how the museum should change
1. Changing management structures from hierarchies to more equitable models 2. Removing higher education requirements from positions
They would be community-run social spaces with no barriers of entry, and no management to speak of. People would be involved out of love for the field and not motivated by money or savior complexes.
The museums I have worked at care more about bureaucracy than they care about being educational institutions. As an educator I have been repeatedly told not to talk about anything negative about the topics I cover. I'm not actually teaching history if I can't show all sides of it.
Death to Museums has made me feel more connected to the museum field than ever before, despite working the field for ~6 years. This platform is giving me more courage to speak up, and has motivated research in avenues I have never considered. So thank you. =)
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25-44 yearsMaster's Degree
Hispanic, Latinx, or Spanish Origin
Female
Create jobs in the Director/curatorial level to hire Black professionals (not only to curate direct/curate African art, but to broaden and enrich the art experience. BLACK teaching artists! Hire based on expertise and not based on level of education.
MORE BLACK ART, MORE BIPOC folxs working in museum in various roles especially upper management. Tired of explaining to white folx that we need representation in institutions
Black Science Fiction
I left the Museum Ed field 3 years ago, because I needed to make a living wage and felt defeated by white psychosis. I once had an instance where I made a suggestion to the Program Director about making a more inclusive curriculum for school groups, she pursed her lips and passive-aggressively asked me to leave her office. As the only Spanish speaking Teaching Artist, I saw the ways the curriculum alienated and isolated students' museum experience. A few weeks later I learned from other staff members that the Program Director was asking staff members if they could think of any reasons to let me go. At the time of my suggestion, I was unaware that the curriculum was written by the Program Director (white woman). She never hired me again to work at any school and education programs at the museum.
The work your doing here is important, thank you! Blessings to you all!
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25-44 yearsBachelor's DegreejewishFemale
1. redesign hiring practices 2. perform salary audits for equitable hiring and compensation practices
1. see more museums become the center of communities 2. develop integrated diversity across trustees and boards 3. develop feeder programs (as needed) to integrate peripheral and underserved communities into museum spaces
great question! will get back to you once all the hiring freezes are lifted ;o)
always a dearth of resources. fundraising your salary/salaries. wealthy white men trampling over everybody in the room, colonizing everybody's ideas
As a development professional, i have been in the room when decisions are being made about funding across organizations. and too often there are evil directors who refuse to listen to their staff who advocate for funding of community projects, DEAI initiatives, etc, in lieu of chasing top-dollar donors - it perpetuates exclusion and in essence upholds institutionalized racism. it's very sad and very tiresome. i feel that the pandemic has given me an opportunity to re-asses the actual work that needs to be done now following seismic shifts in our social fabric; i feel grateful for this extra time to search for an organization with which i am morally aligned as i seek my next full time position.
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25-44 yearsMaster's DegreeBlack or African AmericanFemale
Interns with living wages, entry level jobs with benefits, acceptance of museum unionization
Accountability for higher ups, benefits for all employees, salary transparency
Creative community spaces for discussions and organizations for art, history and science
Too many expensive education, professional development and conferences
Create and support entry level positions that convince employees to stay with your organization
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25-44 yearsMaster's DegreeWhiteFemale
(1) Community listening sessions to understand how their museums are seen, if their museums are relevant, barriers to access, etc.; (2) Deep, mutually-beneficial collaboration with communities and community-based organizations; (3) Institutional policy to increase diversity, equity, access both internally and in their audience.
(1) POC IN LEADERSHIP POSITIONS! When your only commitment to diversity is the metrics across staff, then most POC are hired at entry-level positions only. Museums desperately need to increase diversity at mid-level and senior leadership levels, and they need to have clear pathways to advancement within all roles. (2) Movement outside of their physical space to integrate within communities, meet people where they're at - turn museums inside-out.
Staff and visitors reflect the diversity of the region; all museums are free to visit; museums are relevant to and integrated within their communities.
Most museums provide almost zero pathways to advancement. Most entry-level or mid-level positions are full of people who are passionate about and committed to museums and the role of museums in society, but whenever senior-level positions are open, almost always people are hired from non-museum positions. It's so frustrating to love the work but know there's almost zero chance for me to stay in it long-term, unless I'm willing to stay at the same position/level within my museum.
Thanks for doing this - I love seeing all the responses!
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25-44 years
Ontario Colleges Post Graduate Certificate
Otipemisiwak (Metis)Female
1) Hiring/creating positions for BIPOC folks (positions that have decision making power over things like programs, events, social media statements, collections care/conservation, curation). 2) Immediately filling at least 50% BIPOC representation on the board of directors 3) Immediate cultural competency training for all levels of the museum, delivered by qualified individuals (Like they do the legwork to find people and the "diversity" committee that every museum forces BIPOC folks to sit on gets to decide which ones get hired to teach their ignorant butts how to not be racist)
1) Equal representation in curation (BIPOC curators that have the power to tell histories other than settler history) 2) Decolonization in the structure and function of museums 3) Indigenization of museum studies education (particularly conservation)
My museum is a meeting place. There is workshops running all day long; we have online skills workshops that people can stream at home; elders come to hangout in the lobby and drink coffee for free; we are writing articles about the success of our decolonizing methods and sharing experiences with other cultural institutes across Turtle Island; we have a constant conversation happening online with the whole territory. But most importantly we have a staff that is all First Nation and I have handed over my job as conservator to a young Cree woman.
- I've had my Indigeneity questioned (I am white presenting) by white supervisors.
- Every man I have ever worked with has said questionable shit to me. I have always felt sexualized, especially when I was a young intern, by men in the field.
-The Ethnology Curator at the RBCM tried to get me thrown out of my program during my curriculum internship because I wrote a paper about decolonizing the museum.
- I was sexually harassed by the CEO of the Canadian History Museum, and even though I told three supervisors, nothing happened. He still works there
I hope we do breakdown museums. I want to be there when we build them into something different. Something that is part of the community not an authority on it. I hope we finally get rid of all these gross old white men that sexually harass us get away with it.
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45-64 yearsBachelor's DegreeBlack or African AmericanFemale
Feature Black artists in their exhibits and their collections; have free admission days and promote those days in Black communities; go to the predominately Black schools and promote tours and research visits.
More Black artists featured in exhibits and collections.
More diverse art in all museums, not just European men, but women, artists of color, and vibrant events that welcome people from all walks of life.
Thank you for doing this!
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