TAP is dedicated to working with artists and suppliers of diverse backgrounds.  We aim to create a barrier free environment when it comes to selecting individuals and teams to partner on our projects.  How do we do this?  We employ measures to ensure that we use a diversity lens in our selection process. These include:  promoting our projects and RFP requests in non-traditional locations to reach more diverse applications, considering the language we use in our applications to ensure that it is barrier free, encouraging referrals from artists from diverse backgrounds, including but not limited to indigenous and marginalized communities, striving for AODA compliance through planning and design, and utilizing a rubric that we employ when making selections that includes a criteria on diversity.

TAP uses a similar approach when hiring full and part-time staff.  We have attached our Diversity Hiring Policy in the Appendix for you to obtain a greater understanding of our process and methodology.

TAP understands the value of having a diverse and inclusive workplace environment.  To appreciate Art is to be taught about cultural and social differences both locally and globally.  As an Arts based organization who works with both the public and private sector, we see ourselves as an example for our peers. Everyone on our staff is challenged with visible or invisible disabilities that we acknowledge and work with to achieve more in different ways. We believe diverse hiring and inclusive environments lead to improved organizational performance, strengthened community engagement and trust, expanded access to global and domestic talent pools, and enhanced innovative competency.

When fulfilling community engagement and outreach our diversity and inclusive practices are best showcased. We understand that democratic engagement requires proactive programs designed to build trust and deepen lines of communication with marginalized and oppressed groups; it further requires effective mechanisms for community consultation. Establishing an art program for a community sensitive to inclusion requires increased thoughtfulness and attention to community needs.  Explaining the value and expense of Public Art to communities who lack security is a challenge we have experience in fulfilling.

Diversity & Inclusion Policy

Tatar Art Projects understands the value of having a diverse and inclusive workplace environment. Diverse hiring and inclusive environments lead to improved organizational performance, strengthened community engagement and trust, expanded access to global and domestic talent pools, and enhanced innovative competency. 

These are the following steps that we take to ensure diversity in hiring and a fair and equitable workplace:

Sourcing

  • Promote our employment opportunities in non-traditional locations to reach more diverse applications
  • Ensure the language utilized in employment applications is barrier free
  • Encourage referrals from minority hires
  • To consider gender diversity policies of potential supplier organizations in procurement decisions.

Screening and Interview Process

  • Aligning with the Accessibility for Ontarians with Disabilities Act, Tatar Art Projects will provide accommodations for applicants with visible and invisible disabilities.
  • Employing a personality assessment to measure candidates’ personality traits, motivations, and skills.
  • Aim to interview an increased number of individuals of diverse backgrounds.

In the Workplace

  • To create an environment in which individual differences and the contributions of all team members are recognized and valued.
  • Creating a working environment that promotes dignity and respect for every employee.
  • Providing to the greatest extent possible universal access to safe, inclusive and accessible physical office space that ensures everyone is able to participate and work to his or her full potential.
  • Offer staff education and training on diversity issues and cultural competency training to make training, development and progression opportunities available to all staff based on merit.
  • Offer flexibility in work arrangements for holidays, customs, family matters, etc. 

Diversity & Inclusion – Ongoing Efforts

  • Increase management and analysis of inclusion efforts
  • Fulfill a diversity audit in 2020 on hiring process and supplier hiring program

Additional Efforts

  • Ensuring that our artist selection panels presents a diverse mix of expertise, experience, skills and backgrounds.