Washington Ensemble Theatre and its Board of Directors is engaged in an on-going process to center its policies around Justice, Equity, Diversity, Accessibility, and Inclusion. Our mission is to dismantle the traditional theater-making system and forge a producing model that meets our values and centers our artists and our community.  We want to tell the various truths that exist within our community that do not prioritize the narrative of the historically privileged. We aim to create disruptive work that combats oppression, seeks understanding, and highlights diverse perspectives, experiences and communities. Our collective recognizes diversity in all its forms, including ability, age, education, economic status, gender, and race.  We are committed to decision-making that keeps this lens at the forefront and intend to expand our knowledge and practice through the coming years.  

We’ve identified the following key areas of focus for the next 5 years:

  • Examine and improve pay structure for Ensemble members, guest artists, and technicians to create more equitable, sustainable, and appropriate compensation.
  • Be mindful and intentional with play selection with an eye towards showcasing a diverse array of playwrights, characters, themes, and artists.
  • Increase diversity of Ensemble and Board of Directors. Strive to have our demographics match those of King County, Washington.
  • Increase efforts to train and develop artists, supporting learning and growth opportunities for emerging artists with a focus on BIPOC individuals.

Below is a timeline of our efforts, actions, and initiatives centered on this work.  This is a living document. We will update this information yearly, and invite past ensemble members and artists to help us make this more accurate.  Reach out if you have something to add!

2022

  • Specific WET DEI goals for this year are: 
    • Increase accessibility through captioning for mainstage and digital productions
    • Create clear expectations for company members and contractors to increase transparency and set workload boundaries
    • Increase diversity of Board of Directors by adding 2 BIPOC members
    • Recruit and mentor emerging artists in new staff positions, and as guest directors and performers

2021

  • WET re-invigorates a Board Recruitment Committee focused on developing strategies to broaden representation in WET’s board of trustees 
  • WET holds its first Board and Ensemble Racial Equity Leadership Development training, facilitated by Bernardo Ruiz and Tami Farber of Racing to Equity 
  • WET pledges to feature 50% POC in non-POC plays
  • Volunteer stipends increased by 25-30%
  • Ensemble Staff demographics:  five women, one non-binary. All white. 66% lgbtq+.

2020

  • WET creates two new committees:
    • Sunshine Committee focusing on mutual aid, accessibility and care of all artists and members of the production team
    • DEI Board Committee focused on developing strategies, programs, initiatives and assessment towards WET’s diversity, equity and inclusion goals. Committee consists of Board and Ensemble members.
  • Inclusivity Survey sent to current and past artists, employees and ensemble members to learn about their experience.
  • WET ensemble members paid a stipend for their administrative duties increased to six.
  • Ensemble Staff demographics:  five women, one non-binary. All white. 66% lgbtq+.
  • In 2020, WET’s 3 productions featured:
    • 2 non-male playwrights
    • 2 BIPOC playwrights 
    • 1 non-male director 
    • 2 BIPOC directors 

2019

– WET receives a grant from the Raynier Foundation to pay build crews hourly

  • A new program, GUSH, created with the intention of increasing nationwide recognition and bringing artists to our Seattle audiences whom they may never encounter otherwise
  • Reexamined our invitation-only recruitment process and moved to open calls for Ensemble involvement. 
  • In 2019, WET’s 4 productions featured:
    • 3 non-male playwrights
    • 3 BIPOC playwrights 
    • 3 non-male directors 
    • 2 BIPOC directors 

2018

  • In 2018, WET’s 3 productions featured:
    • 3 non-male playwrights
    • 1 BIPOC playwright 
    • 3 non-male directors 
    • 1 BIPOC director 

2017

  • WET ensemble members paid a stipend for their administrative duties increased from four to five.
  • In 2017, WET’s 3 productions featured:
    • 2 non-male playwrights
    • 0 BIPOC playwrights 
    • 0 non-male directors 
    • 0 BIPOC directors 

2016

Four volunteer Ensemble members get a nominal stipend for their time toward administrative duties

  • In 2016, WET’s 3 productions featured:
    • 2 non-male playwrights
    • 1 BIPOC playwright
    • 3 non-male directors 
    • 1 BIPOC director

2015

  • reSet program established, offering non-theatre artists performance opportunities on existing scenic designs
  • In 2015, WET’s 3 productions featured:
    • 2 non-male playwrights
    • 0 BIPOC playwrights 
    • 1 non-male director 
    • 0 BIPOC directors 

2004-2014

  • May 2004   Students at University of Washington formed an all volunteer theater ensemble
  • 2007-2011  QTET (Queer Teen Ensemble Theater) formed, providing queer youth with a forum to explore pride and identity
  • February 2014   Six Pack program created to offer non-ensemble community artists an opportunity to create multi-disciplinary works centered on a theme
  • Fall 2014   In its 11th Season, WET makes 12th Ave Arts its home, bringing the company greater audience capacity, assisted listening devices, and updated technology.
  • In 2013 and 2014, WET’s 5 productions featured:
    • 2 non-male playwrights
    • 2 BIPOC playwrights 
    • 1 non-male director
    • 0 BIPOC directors