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ABOUT AMERICANS FOR THE ARTS
Americans for the Arts builds recognition and support for the extraordinary and dynamic value of the arts and serves, advances, and leads the network of organizations and individuals who cultivate, promote, sustain, and support the arts in America. The vision of Americans for the Arts is that the arts are recognized as integral to the lives of all people and essential to healthy, vibrant and equitable communities across the nation. Founded in 1960, Americans for the Arts is the nation's leading nonprofit organization for advancing the arts and arts education. Americans for the Arts has headquarters in Washington, DC and a second office located in New York, NY.
The Local Arts Advancement Department works to create a feeling of relevance and necessity around the arts in America. It does so by cultivating local arts advancement in communities across the country, developing and implementing programs and services that strengthen and validate local arts agencies and the many other individuals and organizations that advance arts, culture, and artists at the local level, and creating opportunities for professional and leadership development, field convenings, and peer networking opportunities. Local Arts Advancement brings to bear Americans for the Arts unique strengths in research, policy, professional development, visibility, advocacy, and strategic partnership in order to provide vital tools, information and resources to advocates, arts professionals and allies on the ground, all in an effort to establish and implement favorable policies benefiting arts organizations, artists and local cultural development across America.
The Equity in Arts Leadership Program Manager works under the supervision of the Vice President of Local Arts Advancement to envision, design, and implement programs to improve the entry, advancement, and leadership opportunities for historically and currently marginalized or underrepresented arts administrators in the arts and culture field. The Program Manager does so by administering current and co-envisioning new programs and services to address a full spectrum from pre-career to senior leadership. Beyond the arts administrators touched by these programs, the Program Manager also creates ripple effect programming for current field leadership and public sector and private sector leaders to drive equity-centered policies and programs that move the arts sector and communities-at-large toward cultural equity. This position will oversee the Equity in Arts Leadership Program Associate and will work closely with members of various teams at Americans for the Arts who are driving field movement towards cultural equity.
Since our founding in 1960 as the National Assembly of Community Arts Agencies, Americans for the Arts has retained a core focus on the deep and persistent role of the arts in every community. Systemic barriers that exist within the U.S. arts field challenge that vision and have kept field leadership from representing the full diversity of the communities in which the field operates. Changing that reality requires interventions at (at least) four core places in the work spectrum:
This work is done by a spectrum of people at Americans for the Arts, all with the common understanding that by reinforcing a pathway for leaders from historically underrepresented demographic backgrounds and supporting local arts, public, and private sector staff members, executive leaders, and board members in understanding systemic bias and tackling systems change we can shift the systems and, over time, create leadership that reflects the full breadth of American communities today.
The Equity in Arts Leadership Program Manager works with program leads across the organization to affect local impact and encourage measurement against common, long-term benchmarks for diversification of the field and common, transformative strategies for getting there.
KEY DUTIES AND RESPONSIBILITIES
Currently, the main programmatic bodies of work for the Equity in Arts Leadership Program Manager are as follows. As part of their engagement with the position and benchmarks, the Program Manager will be encouraged to think strategically about whether these projects are the correct ones, in the correct format, or if there are other more impactful ways to achieve the goals of the work.
Pre-Career. Impact and support college and post-graduate students as they decide whether and how to enter the arts field through the Diversity and Inclusion in Arts Leadership (DIAL) Internship program. The Program Manager will work with local lead organization staffs to facilitate annual solicitation, selection and placement of interns, local arts agency coordinators, arts organization hosts, and business mentors in the various DIAL communities; develop trainings, toolkits, a standardized evaluation system, and ongoing guidance to local arts agency partners in the DIAL communities, as well as their associated arts organizations and business mentors; and develop a community of practice for local arts agency leaders running similar programs, as well as support materials and trainings to enhance, stabilize, and perpetuate those programs.
Early-to-Mid-Career. In partnership with others in the Local Arts Advancement department, develop (or, in some cases, provide staffing support for) interlocking efforts focused on retention and growth of people traditionally untapped for arts leadership. Current programs in this work area include the Arts and Culture Leaders of Color (ACLC) Fellowship, the ACLC Network, and the ACLC Forum. The Program Manager will be tasked with thinking holistically about how to address career stability and advancement beyond these three areas as well.
Current Leadership. The Program Manager will work with the Vice President of Local Arts Advancement and an advisory team to develop efforts focused on the education and training of existing arts managers, executive leaders, and boards and commissions to create strong allies in the arts, raise awareness of current systemic inequities and individual and organizational biases, and drive the centering of equity in current practice.
In managing the programs related to the three above bodies of work, including DIAL and the ACLC Fellows, the Program Manager will, as appropriate:
Facilitating Cross-Pollination. Finally, the Program Manager, while not responsible for the cultural equity-related work outcomes of other staff, will facilitate planning and strategy dialogues among various AFTA staff to craft coherent, collaborative goals, strategies, and communications plans related to our ongoing work on cultural equity. This will include:
As a Supervisor you are responsible for the performance of your direct-report(s). You should guide, train, support, and motivate your team member(s) to help them accomplish their job-specific goals. As a supervisor it is your responsibility to be knowledgeable of your direct-report(s) responsibilities and know how to get the tasks accomplished in their absence. You should continually work to earn the respect and credibility of your direct-report(s) by building an inclusive and supportive learning environment. As such, building trust with your team members is vital to a healthy work relationship. Specifically, you will:
SALARY: Starting at $65,000.00
CULTURAL EQUITY COMPETENCIES
Americans for the Arts acknowledges the existence of systemic and structural biases and believes it is necessary to be strategic and intentional in pursuing cultural equity in all aspects of governance, operations, and programming. As an employee, you are expected to:
EQUAL OPPORTUNITY EMPLOYER
Americans for the Arts believes that one of its greatest strengths is the rich diversity of its staff.
We provide equal employment opportunity without regard to race, color, creed, gender and gender identity or expression, age, mental or physical disability, medical condition, including pregnancy and childbirth, religion, national origin, marital status, sexual orientation, ancestry, genetic information, political belief or activity, veteran or military discharge status, or any other basis protected by local, state or federal law and regulations under Title VII.
The policy applies to all employment practices, including but not limited to recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with applicable federal, state, and local laws.
All employees have the right to work in a workplace that is free of discrimination. Any person who believes they have been subjected to discrimination of any kind should contact their immediate supervisor or the Director of Human Resources. All complaints will be thoroughly investigated and any person violating this policy may be subject to disciplinary action up to and including termination. The law prohibits retaliation against any employee for reporting discrimination or perceived discrimination, or for participating in an investigation of incidents of discrimination or perceived discrimination.
A full list of benefits can be found on our website at:
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