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Sofar Update: Our DEI Progress

Sofar Update: Our DEI Progress
September 18, 2020

Earlier this year we committed to working on three areas around racial equality and equity. This is only the beginning of our efforts to ensure that Sofar is a diverse, equitable and inclusive community, but we’ve made some progress and are ready to share an update.

Looking Inward

  • We immediately created a new Diversity role and we’re happy to welcome Eddie Harris as our new Head of Diversity, Equity & Inclusion.
  • We’re launching an Equity Council, evolving from an Employee Reference Group, designed to encourage debate and discussion from a wide range of perspectives and help support a culture of inclusiveness. 
  • We’ve undertaken a comprehensive pay equity analysis, that we’ll conduct annually going forward, and pledge to share the results with all employees and address any disparities.
  • All of our full time staff members have undertaken foundational diversity, equity and inclusion training, as part of a training program that will include role-specific training and ongoing, facilitated discussions.  When we return to shows, we plan to offer similar training to all Sofar Crew.
  • Our leadership team will undertake further training.  All company priority workstreams now require embedded diversity, equity and inclusion within the setting of goals and milestones. 
  • When it comes to recruitment, we’re committed to only working with recruiters who present diverse candidate pools, in addition to engaging firms with a focus on DEI.   We will also be providing hiring training for managers and rolling out new tools to support unbiased evaluations. We’ll also be looking at our outreach and ensuring we go wider for our pool of candidates.

Using Our Platform

  • In all artist booking and content programming, we strive to give voice to all cultures and local voices on a global scale. When booking IRL and digital shows we will work to ensure every room reflects the given community we're in. In all cases, we will regularly follow up with anonymized survey data, to quantitatively and transparently measure how we’re doing.  The first of these diversity audits will focus on programming for our online Listening Room. 
  • We’re auditing our creative to ensure it reflects all members of the Sofar community and is representative of the cities we’re in.  
  • We are also working to specifically amplify Black voices and to better represent a more diverse range of our community on our social platforms.
  • We are committed to only participating in group/panel speaking opportunities that have diverse lineups.  

Broader Impact

  • We are committed to using our platform in non-partisan support of voter activation and protection to create lasting change and racial justice. 
  • We will use our strengths: our reach, community and artists to help mobilize and inform in order to support increased voter access to information and to encourage civic engagement in protection of electoral freedoms everywhere.
  • Our first step will be to partner with the League of Women Voters; Alliance for Youth Action; Civic Alliance; Common Cause; and Vote Early Day to share resources, toolkits and information in the lead up to the US election on 3 November.

We will continue to keep you informed of our progress and look forward to you joining us on this journey.