Orchestrate Inclusion has heard repeatedly from orchestra stakeholders that they wish for additional opportunities to learn about fairness, inclusion and belonging topics in a way that speaks to the specific culture and working world of orchestras. As a response to this need, Orchestrate Inclusion has designed a set of learning sessions with a specific view to the daily experience of orchestra stakeholders: Staff Members, Orchestra (and Chorus) Musicians and Board Members.

Organizations must understand what they wish to do differently and why they wish to do so in order to activate meaningful, lasting change around organizational culture and belonging. Workshops offer facilitated learning environments specific to the orchestra field, allowing internal stakeholders to begin to examine fairness, inclusion and belonging concepts and develop shared understanding of such concepts. All workshops have been designed to allow participants to apply learnings toward immediate practice at their orchestras. All learning sessions can be offered virtually and the formality or informality of the learning and development sessions can be modified to best meet the processing needs of client stakeholders.

Workshops are intended to be the starting place for deeper learning and work. Learning sessions serve as one part of a larger commitment to strategic action and shared application.

The following summary offers descriptions of learning sessions offered by Orchestrate Inclusion. Each is a work in development and content is subject to change. If/as it proves to be helpful, a workshop can be modified to focus on one or more key areas of exploration and/or one or more types of internal stakeholders, based on client need. Do you have a specific need? Please ask!

Principles of Inclusion and Belonging Work in Orchestra Settings

Learning session length: Two sequential sessions, each is 2.5 hours; sessions should be scheduled with no more than one to three weeks between them

Format: via Zoom or In-Person

These two, sequential workshops focus on developing internal competency and conversation around inclusion and learning topics that serve as the basic building blocks of more advanced discussion and work.

Concepts Introduced and Explored:

• The context of inclusion and belonging at orchestras

• Definitions of key terms

• Identity

• Dominant and Subordinated Group Dynamics

• Power

• Privilege/Advantage

Learning Objectives:

• Create early, facilitated presentational and conversational space for inclusion and belonging topics to be explored 

• Participants will build a common, baseline understanding of inclusion and belonging terminology

• Participants will build personal and professional connection to inclusion and belonging topics

• Participants will build increased internal competency for work with external contacts/partners

• Participants will begin to establish a shared lens for current and future consideration of internal systems and practices 

• Build dedicated “practice space” for empathy-based thinking and action through an inclusion and belonging lens

Recognizing and Managing Implicit Bias in Orchestra Settings

Learning session length: 2.5 hours

Format: Via Zoom or In-Person

For Orchestra Musicians (session can also be customized for orchestra staff and/or board)

This learning session will introduce the concept of bias through the specific framework of the orchestra environment, supporting orchestra musicians in their own identification and management of bias. Jessica Schmidt of Orchestrate Inclusion will offer context around the importance of practicing recognition of bias in the field and will lead group exploration of affinity and confirmation bias in the context of orchestra practices. The session will encourage shared examination of where and how bias can appear in orchestra settings, serving to equip attendees with additional strategies to recognize and interrupt personal and organizational bias.

Concepts Introduced and Explored:

• Definition of implicit bias

• Exploration of forms of bias common in orchestral settings: affinity, confirmation

• Shared examination of where bias can appear in orchestra settings

• Strategies for interrupting bias: personal and organizational

Learning Objectives:

• Create facilitated presentational and conversational space for the topic of implicit bias to be explored through an orchestra lens

• Built common, baseline understanding of terminology around bias

• Build personal and professional connection to the topic of bias

• Build increased internal competency for internal ability to recognize and interrupt bias

• Continue to build a shared lens for current and future consideration of internal systems and practices

Understanding, Identifying and Interrupting Microaggressions in Orchestra Settings

Workshop length: 2.5 hours

Format: via Zoom or In-Person

Building upon concepts and learnings from the Principles of Fairness, Inclusion and Belonging Work in Orchestra Settings sessions, this session will define microaggressions, offer examples of how they can appear in orchestra environments and beyond and build consideration of their effect on individuals of oppressed identities. Participants will explore and internalize the practice of identifying, interrupting and responding to microaggressions. The workshop will include time for participants to engage in guided role play with each other, offering hands-on practice of in identifying and responding to microaggressions as a person who is affected or observing. 

Concepts Introduced and Explored:

• Microaggressions

• Cumulative Impact

• Bystander Intervention

• Interruption Strategies: “Interrupt, Question, Educate”

Workshop Objectives:

• Participants will learn to define and identify microaggressions

• Participants will build their understanding of the impact of microaggressions, especially on individuals who represent oppressed identities

• Participants will learn the strategy of “Interrupt, Question, Educate” in response to microaggressions

• Participants will practice response to microaggressions in a facilitated role play setting, building their comfort with the act of interruption

• Facilitated conversational space will be createdWorkshop B: Understanding White Supremacy and Becoming an Antiracist Orchestra

Additional Learning Session Topics Include:

• Giving and Receiving Constructive Feedback

• Identifying and Activating Levers for Fairness, Inclusion and Belonging Change at Orchestras

• Practicing Interruption of Microaggressions in Orchestra Settings (a workshop focused specifically on advanced role play focused on responding to microaggressions)

• Executive Team Learning (for small groups of either cross-functional executive leaders such as Executive Director/Board Chair/Orchestra Committee Chair OR for senior level staff teams of up to approx. ten people)

Frequently Asked Questions:

How many people can attend a learning session?

While attendance can be unlimited, the consultant would recommend capping attendance for each session if a client wishes to create additional space for facilitated conversation and questions and/or offering externally facilitated follow-up sessions specifically for questions and conversation. I encourage organizations to invite internal stakeholders across functional areas- staff, musicians and board- to attend the session(s) and learn together. This type of invitation models equity, allows stakeholders to build cross-functional investment around fairness, inclusion and belonging topics and begins to build valuable dialogue and connection across the organization.

May we record the learning session?

Sessions are not recorded with the intent of honoring the unique conversation and participation of each session and keeping fees as low as possible. 

Will we receive notes from the learning session?

A copy of the slides from each session presentation will be shared with the client following the workshop. Slides are intended for internal use, only.

What is the cost?

Every orchestra is different. It is important to Orchestrate Inclusion that the unique needs of your orchestra are met in all services provided. This includes matching your current discussion around fairness, inclusion and belonging to an appropriate learning experience, customizing the details of that experience and honoring the financial situation of your orchestra. Please contact me (jessica@orchestrateinclusion.com) to set up a free, 30 minute call to discuss your needs and allow me to recommend a course of action for learning based on your needs. I will then be able to provide an initial quote to you for workshop cost. Please note that I am intent on ensuring that organizational budget and/or other financial restrictions do not keep an orchestra and its internal stakeholders from beginning the long-term work of learning.

What happens after the learning session?

Fairness, inclusion and belonging work is a marathon vs. a sprint. Your organization will get out of it what you invest in it. I hope that the learning session experience is a start to your orchestra’s longer term fairness, inclusion and belonging investment and effort and I would be happy to speak with you about how I might be able to serve as a guide and partner in that process.