COI's Response to CITSTS 9/21 Email
This is Circle of Inequity’s response to an email from CITSTS on September 21st.
To the administrators of Circle in the Square Theatre School,
We are disappointed to hear that after a total of one policy-related meeting and one informational meeting, this is the unilateral decision that Circle has come to regarding the Task Force. Our views on building a more equitable environment might be different, but it was our hope that together we would continue to collaborate on writing policy and examining equity within Circle. By dissolving the Task Force and cutting off communication with the very people who have publicly and blatantly pointed out the racist and harmful conduct within the admin, faculty, and curriculum, you are committing to an unfit and unsafe environment for all BIPOC folx in both the student body and faculty.
Our Instagram post published on September 14th was an update, for all who are following the changes and conversation, outlining the unfulfilled demands in relation to the deadline we had set for CITSTS to meet them. It has become exceedingly clear over the course of our communications that Circle of Inequity has been interpreted as “angry” and “aggressive” because we are not constantly congratulating the administration. “Acknowledging the tremendous positive changes that have already been made,” is something we have done multiple times, both verbally and in writing. Your inability/refusal to recognize this is counterproductive and irrelevant to the work at hand.
During the informational meeting on August 25th, we were told the school did not need to be constantly reminded about accountability. It is evidenced by the choice to terminate the Task Force that this administration does not want to be held accountable. Denying us the opportunity to officially introduce our organization, the first and only advocacy group for the current student body, is troubling, and removing us from a Task Force that was set to foster equitable policies for all is a self-serving response to the discomfort of having to examine your power. It is clear that none of this has ever been about the work for Circle, but about controlling damage, steering the narrative, and saving face. This is not anti-racist work.
For your reference and in the interest of accountability, we have included this list of Circle’s recent actions and inactions that are rooted in white supremacy and fragility, and show that Circle is ill-equipped to become anti-racist on its own:
Circle has begun the semester with no mission statement, no new anti-racist/discrimination statement, and no new policy. The first meeting to write policy was scheduled to take place three days before the start of the 2020-2021 school year. During the meeting, a member of faculty even admitted they were not prepared to write policy. New policy should not be attempted before faculty has received proper EDI training. The majority of the abuse that happened in the institution was at the hands of faculty and staff, and administrators and faculty should receive this training prior to students because it is the duty of those in power to set a precedent of equity and understanding. Faculty who were “invited back” were complicit in the previous system and are not excused. The process of creating an anti-racist institution continues to be done completely out of order.
Any time a valid, policy-related question or concern was vocalized by a member of COI, responses from administration were immediate and defensive, with the phrase “you can’t get everything you want” used multiple times. “Passing the microphone” to those who experience racism on a daily basis is an enormous part of being anti-racist.
Changing a policy is more incumbent on listening than defending oneself. Monopolizing the already limited meeting time and speaking for long intervals (12 minutes, at one point) stifles BIPOC voices and does not serve the group, the agenda, or further any efforts to solve the problems at hand.
The BIPOC faculty were mentioned numerous times as people that would be used as resources for calling others out on their racism and prejudice. In one of these instances it was mentioned by Jeanne that she “liked [a specific BIPOC member on staff]”, because they would call Jeanne out “on her shit”. Relying on Black and Brown people to shift the culture is tokenism, and not their responsibility. Utilizing the experience of oppression without any effort to understand or uplift marginalized voices is derivative of white privilege. The expectation that BIPOC should do the emotional labor of confronting and correcting other people’s prejudice is an assumption rooted in ignorance and not the work of a true ally.
The use of coded language by Circle administration (i.e. “emotional,” “angry,” “ungrateful”), is language used to place blame. Instead of admitting the lack of understanding and ill-preparedness, there was an immediate defensive response followed by lectures. Treating our questions and requests as “difficult” or “angry” is white supremacy demanding us to know our place. It deflects from the matter and polices the tone of those demanding justice. Shutting down the conversation does not solve, nor further any efforts to fix the problem.
It was expressed that Circle’s administration “does not want to” focus on making the school accessible under the Americans with Disabilities Act of 1990. This is a legally-binding federal requirement, and it is distressing that this institution continues to perpetuate ableist ideologies that prevent any student with physical preexisting conditions from receiving a theatre education with the same level of comfort and access as their able-bodied peers. There have been no efforts to become ADA compliant, yet there has been money allocated to redecorate the school.
In the meeting on September 11th, in response to a question asked by a COI member, it was stated by Susan Frankel that a third-party investigation of a teacher accused multiple times of inappropriate and predatory student relations was conducted “years ago”. However, in July’s public forums and public addresses, Paul Libin and Susan claimed to have no knowledge that these accusations had ever occurred.
The commentary from the Artistic Director, “we’re not going to be able to end systemic racism”, followed by a laugh, is disparaging and shows an inability to understand anti-racist practices as well as failure to take into account the systemic racism that current students and alumni have endured at this institution and in our daily lives. Minimizing the demand for equality as laughable shows an inabiltiy to understand anti-racist practices. It is mandatory to ensure safety for all students and faculty.
In full transparency, we will be updating Circle of Inequity’s platforms with your email as well as our response. We request that you correct the first sentence on the “News & Updates” page of your website to read “Circle of Inequity'' instead of “a group of alumni.” We would appreciate being addressed properly as the organization that we are and in recognition of the work we have put forth.
As you have cut ties with us, you owe an honest explanation to the alumni at large. From COI’s inception we have called attention to the rampant racial/sexual/all-encompassing inequity within the institution of Circle, and that is what we still set out to do.
Regards,
Circle of Inequity