Theatre Design & Technology - Summer 2019 - 29

mends the introduction of job-share
roles for stage managers, flexibility with
schedule changes in rehearsal and tech,
and scheduling those rehearsals and
performances to accommodate parents.
Similarly, the need for childcare solutions became apparent from the Millikin-sponsored research. According to
respondents, there is a resounding need
for childcare that is close in proximity
and flexible in hours, due to the nature
of theatrical work. Other suggestions
included a community-built childcare
co-op, a platform for employees to collectively hire and share childcare providers, childcare cost sharing, and even
company-provided, on-site childcare, or
higher pay to offset the costs of childcare that is required when working in
this industry. (For specifics and resources on implementing these changes, see
the PIPA website and its Best Practice
Final Report.)
PIPA's Best Practice model offers
employers an excellent guide and includes many steps that are significantly
less resource-intensive than starting an
on-site childcare facility. Childcare is mission essential because it has the capacity to reduce the conflict between career
obligations and parental responsibilities.
If a better system of childcare is not implemented, the theatre industry will lose
countess talented and dedicated artists.
Regarding the broader issues of
gender-based discrimination, Chicagobased Not in Our House-a group of
more than 700 actors and other theatre professionals-has created a set of
standards that offers a starting point for
companies looking to refresh or implement policies. Not In Our House is a
support group to deal with the aftereffects of abuse and to establish a code
of conduct for non-Equity theaters. "We
are working to build a support network,
change existing language concerning
discrimination, violence, intimidation,
and sexual harassment, and ensure accessibility to proper complaint paths,"
according to the organization.
By 2015, several theatre artists
were working together and completed
the first draft of the Not In Our House
code-of-conduct. Twenty-one theatre
companies are part of the pilot group
implementing the Chicago Theatre
Standards (CTS), which details safe
procedures for theatre companies-

from stocking first-aid kits, to using safe
words, to detailing and choreographing sexual assault and nudity when
required by the production. In regards
to sexual harassment, because EEOC
covers "employees" only, the CTS creates a sample Concern Resolution Path,
which details the steps a person can
take when they have a concern. Not In
Our House Founder Lori Myers notes
that "the Conflict Resolution Path of
the Chicago Theatre Standards helps
set up a guideline for communication
when the path of communication has

reached a standstill and a conflict has
come to fruition. CTS encourages this
open line of communication that frontloads transparency from beginning to
end, disclosure, and a mutual respect
for codes of conduct." Also included are
sample conversations to have in first
rounds of introductions to establish the
theatre's adherence to the Chicago Theatre Standards and to explicitly describe
the approaches to conflict resolution and
harassment reporting.
The Millikin research, in fact, revealed a clear need for an effective

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THEATRE DESIGN & TECHNOLOGY4/3/19

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Theatre Design & Technology - Summer 2019

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