At Tessitura, our mission is to enable arts and culture organizations to achieve their goals.  

We recognize that having a diverse team is not only critical to our commitment to adopt equitable behaviors but it will also fuel collaboration, innovation and creativity as we deliver on our mission. 

Creating an environment where everyone feels safe and comfortable bringing their authentic selves to work is both our pledge and our passion. Ultimately, providing an accessible and inclusive workplace will allow the Tessitura community to thrive. 

To uphold our DEAI commitment, we focus on four aims: 

1. Adopt equitable behaviors
2. Embrace diversity as essential to our success
3. Create an accessible and inclusive workplace and community
4. Engage with the Tessitura community on DEAI

We are committed to creating a workplace where everyone is treated fairly, understands what success looks like, and has access to the resources needed to do their jobs well.

Within our company

In 2021, we undertook a company-wide compensation review that led to a formalized and equitable compensation structure. We also introduced salary transparency on all job postings. We work with outside consultants on an ongoing basis to review our compensation strategy and pay equity. Our People team regularly reviews our processes for equity.

Early in 2022, we introduced a new process to standardize performance evaluations and make them more equitable. Outcomes of this work included the introduction of more formal quarterly check-ins and a better alignment of performance evaluations with overall company goals. 

During annual reviews, team members set learning and development plans with their managers. We invest in LinkedIn Learning for the entire company. A professional development budget also supports our development goals.

Within our community

We continue to evaluate, and to make improvements to, the accessibility and inclusivity of our online and in-person events. We add captions and alternate text to the media on our website and social media channels. We have also offered team training with recommendations and best practices for presenting in virtual events. We continue to introduce accessibility accommodations to our in-person and virtual events.

WCAG compliance for Tessitura e-commerce

With Tessitura v16, TN Express Web (TNEW) has been transformed to provide an accessible and equitable experience for all users. Our objective is for the base TNEW e-commerce site and transactional emails to meet the accessibility standards as defined by the Web Content Accessibility Guidelines (WCAG) at the 2.1 AA compliance level. Our next steps are an official evaluation and the generation of a Voluntary Product Accessibility Template (VPAT). We will also define our processes for an accessibility review as part of our iterative release cycles.

Tessitura platform accessibility

We are committed to making the Tessitura platform accessible to as many users as possible. Accessibility in the application is closely tied to the underlying technology. Based on our experience making our e-commerce solution accessible, we have determined that the most efficient way to deliver an accessible user experience in the application is to first convert the interface completely to be browser-based. Some of these web screens are now available in the desktop application. As this conversion progresses, we are improving the accessibility in the presentation layer (e.g., color contrast).  After we finish converting the interface, we will update the underlying infrastructure to be compatible with screen readers and other assistive technology.  

For the Windows-based screens in the Tessitura desktop application, our goal is adherence to Microsoft Active Accessibility. Accessible features in the Windows-based screens include keyboard support, color coding considerations and form field labels for screen readers. User preferences are available for individual user configurations. Standard Windows tools including adjusting screen resolution, scaling and using Windows Magnifier can also be used. 

Increasing readability

In 2022, we set a goal to improve the readability of our content. We achieved our goal of ensuring that 75% of the new content we produced aligns with best practice standards for clarity. We maintain this goal and continue to meet it.

We recognize that hiring and developing a diverse team is not only the right thing to do, but also necessary for our ongoing success. Delivering industry-leading products and services requires the creativity and innovation that emerges from a team with differing experiences, perspectives, and viewpoints.

Within our company

We have made our hiring practices more inclusive to mediate unconscious bias and promote equity and diversity. We create inclusive job descriptions and post salary ranges for open positions. We involve hiring panels in the interview process. We extend our recruitment efforts to increase the diversity of our candidate pool. Our People team assesses and adapts this process annually to incorporate learnings and best practices. 

We also aim to have diverse perspectives represented on our Board and among our community vendors.

Within our community

We established five online affinity groups as safe spaces to foster connections and dialogue: LGBTQIA+, Neurodiversity and Mental Wellness, People of Color, People with Disabilities and Women in Tech. These groups hold regular online gatherings and in-person meetups at our international conferences. In addition, we have an online forum dedicated to DEAI topics. 
 
We have created a more equitable speaker selection process for the Tessitura Learning & Community Conference (TLCC). We now hold an open call for proposals so that any interested member of the Tessitura community can submit their ideas.
 
In 2021, we identified a need to intentionally increase the diversity of perspectives among organizations in the Tessitura community.

To retain a diverse team and to benefit from their differing perspectives, we need to create a workplace where everyone feels safe and comfortable bringing their authentic selves to work.

Within our company

Team surveys  

In 2020, we engaged the firm BW3 to conduct our first cultural assessment survey. The data in that survey has informed much of our internal DEAI work to date, and we continue to monitor and assess company culture and team wellbeing. In 2022, we re-engaged with BW3 to conduct our second cultural assessment.  

In 2021, the DEAI Committee introduced the quarterly Safety & Wellbeing survey. In 2023, the survey was updated to a monthly Team Pulse Check survey. In 2024, we began using a professional engagement survey tool to surface trends and identify areas of improvement throughout the organization. 

Team training and resources 

In 2020, we engaged BW3 to provide diversity and inclusion training. In 2022, we began a training program for managers to equip them with the skills they need to lead inclusive work groups successfully. We now have ongoing training to prepare all team members to work successfully within a diverse team. To support this work, we maintain an Employee Resource Group (ERG) program. These groups provide infrastructure and support for team members who share a specific aspect of their identity to build community. Current ERGs available to staff are Neurodiversity, Early Career Professionals, Let's Talk Menopause and the Nest Network.

The staff DEAI Committee hosts a series of informal learning opportunities where team members can become familiar with a variety of issues and perspectives. These conversations are open to all team members for optional personal development. We also curate regular educational content in observance of significant dates, such as Juneteenth and International Holocaust Remembrance Day.

In 2022, we implemented an inclusive language tool in our internal messaging application. The tool checks for pre-programmed non-inclusive words and phrases used in chats and privately suggests better alternatives. We also switched our online meeting platform to one that includes built-in captioning. We are committed to promoting inclusivity in all our communications and helping our team become better allies in the process.

In 2023, we introduced a new private, secure feedback platform. Staff can share concerns or suggestions about safety, wellbeing and company culture. This anonymous tool invites candid feedback while prioritizing the safety of our team.

Within our community

In 2020, we created a process to identify and eliminate the use of harmful terminology. We continually work toward inclusive language in three main areas: in materials such as our website and documentation, in our speech and everyday communications, and in our products. The Marketing team and the DEAI Committee collaborate on ongoing review and assessment of our language use. 

In 2022, we completed a review of six online community platforms to improve accessibility in our forums and online community groups. In Q2 of 2022, we began offering live captioning and transcriptions for all webinars and online events. 

We continually examine our support and online community technology for opportunities to improve.

Within the arts & culture sector 

In 2021 we established our Career Accelerator. The long-term goal of this program is to diversify perspectives in the arts and culture workforce. The first pilot group of 23 participants received Tessitura training, small group mentoring and other resources, all free of charge. Each year, the program serves two cohorts of 24 participants each in North America and one cohort of 16 in Australia and Aotearoa New Zealand. The first European cohort launched in early 2025. 

We understand that our community wants visibility into our DEAI work. We engage with our community to inform our internal DEAI efforts, to foster knowledge-sharing around DEAI initiatives within the community, and to create interactions among the community members that are accessible and welcoming. 

In 2021, we developed a Community DEAI Advisory Committee. This committee serves as the primary point of communication for feedback, questions, concerns and collaborative opportunities between Tessitura and our member community. 

In 2022, we began offering quarterly community webinars on DEAI-related topics. The Community DEAI Committee co-curates these events with our team. We have also integrated sessions focused on DEAI into the program of the Tessitura Learning & Community Conference (TLCC).

In March 2020 we formed a DEAI committee with representation from across the company. This committee meets regularly and forms workgroups, when needed, dedicated to specific areas of focus.

In recognition of the importance of this work, participation in the DEAI committee is not extracurricular. Members devote a portion of their existing working time to their DEAI work as part of Tessitura’s investment in continual improvement.

The DEAI committee is advised by a group from Tessitura’s leadership team and a community DEAI advisory committee. Christy Carlson, Director of Application Consulting Projects; Julia Wilson, Community Vendors & Partnerships Manager; and Rachel Vest, Member Success Manager, currently co-chair this committee.

The members of our DEAI staff committee are Jo Boniface, Laura Bowden (ex officio), Christy Carlson, Ara Carrera, Alex Crider, Matt Ingham, Mae Linden, Mark Marston, Regina Morgan, Shannon Qualls, Autumn Sanders, Levi Sauerbrei, Rachel Vest, Kate Watson, Shannen Whiteside and Julia Wilson.

In addition, a DEAI leadership group representing a cross-section of the company meets biweekly with the three co-chairs to move DEAI initiatives forward. This group includes Andrew Recinos, President & CEO; Dana Astmann, Director of Content Marketing; David Pearce, Chief Operating Officer & Managing Director, Europe; Heather Laidlaw Kraft, Principal Product Manager; Laura Bowden, Vice President of People; and Melissa Champ, Vice President of Member Success & Support.

Questions? Comments?

We are committed to ongoing, goal-oriented work and will periodically update this page as that work progresses. If you have a question or comment about our work, please feel free to get in touch.

The Community DEAI Advisory Committee serves as the primary point of communication for feedback, questions, concerns and collaborative opportunities between Tessitura and our member community. If you would like to get in touch with this committee, please email CommunityDEAI@tessituranetwork.com.

View the Committee Charter ›

 

Ché Navïn Arrington (they/he) 

Marketing Manager, Grassroots and Community Engagement
Signature Theatre
Arlington, Virginia

Ché is a queer, trans person of color, playwright, producer, and arts administrator born in Washington, D.C. and currently lives and works in Arlington, Virginia. They currently work as Marketing Manager at the Signature Theatre in Virginia, specializing in grassroots and community engagement. They also serve as Signature's Vice President of Anti-Racism and Equity, as well as teach at Young Playwrights Theatre. 

When not at Signature, Ché can be seen directing, producing, or writing original plays, including The Hardest Words To Say (District Fringe), A Full Table (Shakespeare Theatre Co.) and A Feather in the Dusk (Rorschach Theatre). The latter was published in Dykes City Dispatch, an anthology for lesbians with an emphasis on archival research and experimental storytelling based in Washington, D.C.

Kimberly Bennett (she/her) 

Director of Diversity and Inclusion
National Arts Centre
Ottawa, Ontario

Kimberly Bennett is a Black, first-generation Canadian leader. She focuses on human rights, inclusion, identity and social justice. She is the Director of Diversity and Inclusion at Canada’s National Arts Centre. In this role, she develops strategies for equity, anti-racism and accessibility. She also fosters an inclusive workplace culture at this significant cultural institution.

Kimberly’s career includes global humanitarian, development and policy work. She combines advocacy, communications and systems-change skills. She has held senior roles with the United Nations World Food Programme in Uganda, CARE International in Zambia and France and the Norwegian Refugee Council in the Democratic Republic of the Congo. She has worked with World Vision in Jordan, Iraq, Lebanon and Turkey. Additionally, Kimberly was employed with the International Rescue Committee in South Sudan. In these roles, she worked on crisis response. She also highlighted marginalized voices and pushed for dignity, accountability, and justice.

In Toronto, Canada, she was the Director of Communications at the Canadian Race Relations Foundation. There, she advocated for national discussions on racial and ethnic equity. She also led the World Economic Forum’s Partnering for Racial Justice in Business initiative in Geneva.

Purpose drives Kimberly, and she is determined to dismantle inequity and discrimination. She values intersectionality, belonging, and inclusive leadership. She has a B.A. in International Studies and Translation from York University and an M.A. in Global Affairs from the University of Toronto. She is fluent in both English and French.

Brandon Brown (he/him) 

Associate Director of Development Operations
Woodruff Arts Center
Atlanta, Georgia

Brandon Brown is the Associate Director of Development Operations at the Woodruff Arts Center in Atlanta, Georgia. He has more than 11 years of experience with Tessitura, helping teams manage donor records and supporting fundraising efforts.

Brandon earned a bachelor’s degree in business administration from Florida A&M University and a master’s degree in public administration from Georgia State University. At the Woodruff Arts Center, he works to improve processes and tools that help engage donors and support successful campaigns. He has also attended many Tessitura conferences, sharing ideas and learning from others in the community.

Brandon is passionate about making the arts more diverse, equitable, accessible and inclusive. He believes it’s important to give back to the same programs that helped shape who he is today. Serving on Tessitura’s Community DEAI Advisory Committee gives him a chance to help create meaningful change in arts organizations.

In his free time, Brandon enjoys cheering for Georgia sports teams, spending time with his family and supporting the arts.

Ashley Dawson (she/her) 

Director of Marketing and Database Services
The Granada Theatre
Santa Barbara, California

Ashley Dawson, Director of Marketing and Database Services at The Granada Theatre in Santa Barbara, is a multiracial woman with Black, White, and Indigenous roots dedicated to creating a welcoming, inclusive environment for all.

Ashley began her career as a box office associate at Detroit Opera, where she first worked with Tessitura. At The Granada Theatre, she advanced through roles in ticketing and database support before becoming a director. She now leads the marketing, ticketing, and database teams. Ashley holds a bachelor's degree in music, with a focus on arts administration, from Bowling Green State University. She is a fall 2024 graduate of the Tessitura Career Accelerator program.

As a member of the DEAI Advisory Committee, Ashley is eager to learn from different perspectives and share her own. She strives to bring new ideas to her organization and the arts community, improving workplace culture and live performances by supporting DEAI efforts.

Outside of work, Ashley enjoys spending time with her husband and two dogs, Ludwig and Luna. She loves expressing her creativity through music and crafts, or relaxing with a cozy video game.

TyWuané Lewis (he/him) 

Advancement Operations Coordinator
Brooklyn Academy of Music
New York City, New York

TyWuané Lewis (T.J.) is a queer arts administrator based in New York City. He graduated with a B.A. in Performance Theatre from Appalachian State University. In the eight years since graduating, he has worked in the artistic, literary and fundraising departments of various regional theatres along the East Coast, including Ars Nova, Roundabout, Trinity Rep and Florida Studio Theatre). Currently, TyWuané works at the Brooklyn Academy of Music (BAM) as the Advancement Operations Coordinator, which is how he had his first "meet cute" with Tessitura!

TyWuané is garnering experience in arts administration with the goal to one day lead a nonprofit theatre as an executive director. His passion lies in helping to create resources that not only help the stability of nonprofit arts organizations, but also provide opportunities for early-career writers and performers.

As a member of the DEAI Advisory Committee, TyWuané is excited to discover new ways of creating space for equitable inclusion and growth for members within the Tessitura ecosystem. When he isn’t knee-deep in nonprofit work, he’s most likely reading steamy romance novels or playing video games.

Jenna Pieper (she/her)

Development Operations Coordinator 
Colorado Symphony
Denver, Colorado

Jenna is a queer Filipina American arts administrator and percussionist. She is currently the Development Operations Coordinator at the Colorado Symphony. Prior, she held multiple roles at Opera Theatre of Saint Louis. A graduate of Tessitura’s Fall 2024 Career Accelerator Program, she holds degrees in both music performance and arts leadership and cultural management.

Jenna believes the arts are for everyone. Because of this, she is dedicated to making arts spaces more diverse, equitable, inclusive and accessible. It is her goal as a committee member to help to create lasting change by sharing her experiences and learning from others.

In her free time, Jenna enjoys hiking, biking, rock climbing and spending time in the mountains with her wife and two dogs.

Jon-Paul Schaut (he/they/él)

Box Office Manager 
Geffen Playhouse 
Los Angeles, California

Jon-Paul Schaut is a queer, mixed-race Latiné artist, arts administrator, and DEAI activist. He is a graduate of the University of Central Florida, where he earned two degrees: a B.A. in Theatre Studies and a B.A. in Advertising/Public Relations. He also holds a certificate in TV and Film Fundamentals from the NYU Tisch School of the Arts.

Jon-Paul has two decades of experience in the arts and culture sector. He has worked at various organizations throughout the state of Florida, as well as in Chicago, Cleveland and Minneapolis. He currently lives in Los Angeles, where he is a box office manager for the Geffen Playhouse and a member of the IATSE Local 857 union. Jon-Paul is an alumnus of the Tessitura Career Accelerator Program and a current co-chair of the People of Color Tessitura affinity group. 

Jade-Leigh Scott (she/they)

Venue Supervisor, Customer Service 
Arts Centre Melbourne
Melbourne, Australia

Jade-Leigh Scott is an audience experience advocate and musician from Naarm (Melbourne, Australia). She has worked in the arts and live events sector for over 20 years in varying capacities and contexts. She currently works for Arts Centre Melbourne as a people leader in the Customer Service team.

Jade-Leigh is a proud queer, nonbinary trans woman. She is a trailblazer, forging a dual career as a trans orchestra conductor in Australia. Her journey to finding her authentic self has been inherently linked with her musical growth and training. Jade-Leigh's passion for the orchestra has driven her desire to reconnect the genre with a modern, diverse audience. This passion drives much of her advocacy work.

Jade-Leigh is a late-diagnosed Autistic ADHDer, and identifies as neurodivergent and disabled. She is a fierce advocate for the neurodivergent and disabled communities. She challenges the organisations she works with to create accessible spaces before there is a 'need.' Jade-Leigh's advocacy is founded on the principle that better access benefits everyone, even those who don't know they need it. This work has led Jade-Leigh to join Tessitura’s Community DEAI Advisory Committee.

Outside of their working life, Jade-Leigh is an avid gamer, and is usually listening to her latest hyperfixation pop artist.

Robyn Thomas (they/them)

CRM Systems Manager
Southbank Centre
London, United Kingdom

Robyn Thomas works as a CRM Systems Manager in London and has recently joined Southbank Centre. Before this, they worked at Dulwich Picture Gallery, where they helped to establish the Gallery’s Equality, Diversity and Inclusion group and advocated for a staff wellbeing coach. They are currently a co-chair of the LGBTQIA+ Tessitura Affinity Group.

Robyn identifies as a queer, nonbinary person of colour, who is neurodivergent. In their career in the arts and culture, equal accessibility to the arts is central to everything they do. Robyn is driven by their own experience of mental health struggles, and how important creativity and access to the arts has been for them.

Robyn has a bachelor's degree in fine art and history of art. In their free time they like to write and spend time with their cat, Luna.

Zainab Shariff (she/her)

Head of Culture
Southbank Centre
London, United Kingdom

Zainab is currently Head of Culture at the Southbank Centre. She works with teams across the organisation to bring together expertise in Inclusion, Internal Communications and Learning and Development to ensure a cohesive and intentional approach to organisational culture. Previously, Zainab worked in Graduate Recruitment and Diversity and Inclusion at Freshfields Bruckhaus Deringer, supporting their UK offices. 

Her passion for equity and inclusion was sparked by her time as a secondary school maths teacher in East London as part of the Teach First Graduate scheme. She remains inspired by the talented but marginalised young people she had the privilege to meet at the beginning of her career. Her cross-sector experience remains focused on creating workspaces that are accessible and welcoming to them.

Leslie Wilson (she/her)

Development Manager
Kentucky Performing Arts
Louisville, Kentucky

Leslie Wilson returned in 2022 to Kentucky Performing Arts (KPA), where she started her career over two decades ago. That first position in ticketing ignited a passion and set the stage for her life in the arts. She has worked at nonprofits and arts organizations all over the country, including the Asian Art Museum of San Francisco, the Louisville Ballet and the Smithsonian Institution. While earning her M.A. in arts administration, Leslie discovered an affinity for marketing. Her current role is focused on donor communications, blending her interests, talents and training.

A KPA value is to create experiences and spaces where everyone feels a sense of belonging. Leslie strives to make this value a reality for patrons. She advocates for LGBTQIA+ rights and co-chairs the LGBTQIA+ Tessitura Affinity Group. She values the support and wisdom shared within this amazing community. As a member of the DEAI Advisory Committee, Leslie looks forward to hearing diverse points of view and actionable ideas.

When not at one of KPA’s venues, Leslie is usually off traveling. She also recharges by exploring in nature. A plant-based, animal lover, she believes that we are caretakers of this planet. She supports rescue and conservation organizations in her community and around the globe.