When most of us think of ballet, our minds may jump to its beauty as an art form or the skill and dedication it requires to be successful. I’ll wager a guess that many of us might not consider all of the DEI lessons to be learned from ballet!
DEI and ballet? you may be musing. Now that’s an interesting combination.
Indeed, it is interesting, and we are all the better for this art’s unique approach to DEI initiatives. Better yet, there are a multitude of ways the corporate world can learn from the dance world in their own implementation of DEI! Today we’ll break down three avenues in which businesses can follow in the footsteps of ballet to weave DEI into their organizational practices.
1. Financial
Historically, many underrepresented communities have been excluded from ballet for the simple but tragic reason that they could not afford to attend classes. Even today this class divide persists; however, many ballet companies are fighting back against this inequality. A group called Project Plié, for example, has put forth excellent examples of financial strategies that any organization can learn from to support DEI initiatives. Project Plié provides training scholarships to both students and teachers of color; offers internships and related scholarships for arts administrators of color; and partners with other ballet companies to more effectively develop outreach programs. While the financial support from a non-ballet business will certainly differ in its specific execution, providing this type of economic assurance to underrepresented communities helps open doors for them that they have historically been restricted from accessing.
2. Organizational
The information to take advice from here is a more 1:1 comparison, as ballet companies, too, have organizational facets not dissimilar to those of the corporate world. When Atlanta Ballet takes on new hires in their company, not only must all employees undergo DEI training, but the organization “welcome[s] each new employee with a peer mentor to support their onboarding experience, foster open communication, and facilitate training and access to organizational resources.” This type of consistent support is crucial to ensuring the success of all employees, but particularly those from underrepresented communities who might otherwise experience unintentional isolation in the company. As such, we can easily see how this strategy is applicable to any type of organization, not just ballet; mentorship, communication, and encouragement are the key to success!
Additionally, Atlanta Ballet invests in what they call “Town Hall” meetings, which are opportunities for all employees to get together and share conversations about organizational progress toward DEI and other matters. Anonymous post-meetings surveys are also offered, of particular use to people who may not feel comfortable speaking in front of a crowd. Again, non-ballet companies can apply this strategy, too, hosting quarterly or even monthly meetings to give individuals a chance to express their thoughts on what’s working, what isn’t, and what can be done to improve DEI initiatives overall.
3. Disability
Even as short a time as a few years ago, we did not often see people in wheelchairs performing ballet. Now, the dance scene is much more accessible, and numerous studios offer training for people with disabilities and able-bodied people! From this intersection of ballet and disability, businesses can learn two key frameworks for approaching disability inclusion. First and foremost, place the same expectations on people with disabilities and able-bodied people, but simultaneously offer individualized attention as needed. In ballet, this means having classrooms that do not discriminate because of ability and giving instructions that all students can understand, but perhaps also having aides who can assist students with disabilities when they need specific attention. In the corporate world, we might think of this as accommodations—do not treat people with disabilities as lesser, but don’t refuse to offer them the resources they need to do their best work, either.
Secondly, ballet offers the following framework: rather than thinking about what dancers with disabilities cannot do, think about what they can do. A dancer in a wheelchair may not be able to move their legs, but what about their arms? Their torso? How can their wheelchair be understood as an extension of their body and thus capable of dance? The corporate world must take a similar approach: rather than assuming an employee with disabilities cannot perform a certain task or obsessing over those tasks they cannot perform, we must consider the tasks they can complete and modify our guidelines accordingly. People with disabilities can do anything, from ballet to stocking shelves to running a company, and it’s high time we put forth a yes, and mentality when it comes to disabled inclusion.
And there we have it: three key ways the business world can learn from ballet. Plié, arabesque, pirouette—the corporate landscape of DEI hasn’t seen anything yet!
(Want to learn more? Check out Boston Ballet’s Education and Community Initiatives Toolbox for a plethora of resources dedicated to racial justice and DEI!)
Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.
Reach her at DimaGhawi.com and BreakingVases.com.
