Demystifying DEAI Nico Rowland, Jessica

What is DEAI? Diversity: Valuing diversity is embedded in our culture. Diversity is all the ways people are different and the same. We recognize, value, and celebrate differing perspectives, background, abilities, experiences, and voices.
Equity: The just and respectful treatment of all members of a community while cultivating mutual respect and trust. Achieving equity involves transparency, ongoing action and assessment, and non-discriminatory access to opportunities, support, and resources. Equity goes beyond equality by recognizing existing barriers, differing backgrounds, and opportunities.
Accessibility: Creating opportunities and removing physical, economic, and socio-cultural barriers for members of a community along the continuum of human ability, perspectives, backgrounds, and experiences. Accessibility is recognizing the intersection of identities. Accessibility includes how organizations make space for the characteristics that each person brings.
Inclusion: The intentional, ongoing effort to ensure that diverse individuals, perspectives, backgrounds, abilities, experiences, and voices are sought out/invited, welcomed, honored, and valued in all aspects of organizational work, including decision-making processes. Inclusion recognizes that individuals, though they may differ in their beliefs and how to best live by them, are united around a common set of core values.<br>

What are common misconceptions of DEAI?<br>

Misconceptions of DEAI? Diversity does not only mean race
Misunderstandings about “colorblindness” and “gender equality” contribute to pushback on DEAI, with some arguing that ignoring race and gender difference is the best way to achieve fairness. However, overlooking people’s individuality to ignore race and gender differences is to say that the different experiences of race and gender are not recognized or valued.
In the workplace, DEAI is not...
Hiring Quotas— DEAI doesn't require that certain numbers of minority groups (ex. Women, individuals with disabilities, etc.) to be hired, as that is illegal
Preferential Treatment/Exclusive Resources— DEAI is/must be open to all employees and is not "reverse discrimination" 
Meant to Divide—The purpose of DEAI in the workplace is create a fair and equitable workplace for everyone
"Achieving diversity, equity, access, and inclusion (DEAI) requires a collective effort. Embracing an equity-centered ethos is essential... involving confronting systemic challenges, reshaping policies, and fostering environments where every individual feels valued and respected." — Sources Cultural Resources Management<br>

Importance of DEAI Diverse teams tackle a problem from different perspectives
DEAI is foundational and imperative to the work we do at TCM
Critical elements for DEAI to be successful
Full and complete buy-in from leadership and staff
Financial support
Intentional creation of environments of learning and unlearning
Creativity
“When everyone is included, everyone wins.” — Jesse Jackson<br>

How It Started 2020 DEAI staff survey implemented by the E-Team; hired Demetria Miles-McDonald from Decide Diversity who conducted a series of listening sessions and recommended TCM create a DEAI Task Force to address issues noted during the listening sessions.
2021 DEAI Task Force fully assembled focusing on these areas:
DEAI Learning Culture
Equity & Accessibility
Hiring & Retaining Diverse Staff, Volunteers & Interns
Internal Inclusion
Neighborhood Inclusion
2020-2021 DEAI Task Force hunted, gathered, conducted research, and made recommendations to the E-Team for how to move the work forward.
2022 conducted a new DEAI staff survey to serve as a baseline moving forward; DEAI staff survey implemented again in 2023 and 2024; results openly shared with all staff and used to shape the work of the DEAI TF.<br>

Who makes up the DEAI task force? There have been 5 cohorts of task force members since 2021, originally slotted for 2-year terms before rolling off to the DEAI alumni group
Executive sponsors are Jennifer Pace Robinson and Katy Allen
Shanna Martin has been DEAI Task Force Lead since 2021
Marissa Ulie has been DEAI Task Force Assistant Lead since 2023
You can find task force members all around the museum!<br>

DEAI Alumni Aaron Bonds
Amy Telezyn
Brad McKinney
Corey Steinmetz
Dave Ruark
Jennifer (JNo) Noffze
Jess Knudsen-Bahney
KayDawn Hopper
Kelly Mishler
Kristen Gandenberer
Matt Inpongpan
Patia Hunt
Stephanie Smith-Gragg
Paul McCain Natalie Lyon
Stephanie Smith-Gragg
Melissa Pederson
Georgia Self
Kathleen White Former Task Force Members<br>

Structure Quarterly Full Taskforce meetings for training and collaborative discussion on projects
Monthly small group meetings
Staff Accessibility
Bre Pulphus-Gonzalez, Cierra Shroyer, Emrys Bryant, Jessica Simmons, Natalie Fischer
DEAI Learning Culture/Professional Development
Tyler Van Wyngarden, Angela Henderson, Kimberly Ward, Oliver Pfiester, Maggie Rubin
Neighborhood Inclusion
Ali Maniscalco, Khadija Evans, Holly Pasquinelli, Nico Rowland, Josh Estes
Internal Inclusion
Jen Crespo, Molly Kissinger, Emily Wilkes, Noah Winston, Ian Miller
After 2 years members can roll off onto the alumni group which focus on small group initiatives<br>

How has DEAI impacted you around the museum? How do you see the Taskforce helping your needs around the museum?<br>

DEAI Task Force Change in the Museum<br>

Accomplishments Starting in 2023 the following benefits were added for TCM staff:
Medical, dental & vision benefits for part-time staff.
Part-time staff PTO proportionally matched to full-time PTO.
Paid parent leave for eligible part- and full-time staff.
Base rate increased from $13/hour to $15/hour in 2021 and is now at $17.00/hour.
Advocated for TCM to be engaged with community partners and events: Pride, Black Expo, Global Village Welcome Center, Indiana Latino Institute, etc.
Implemented paid internships in 2022 to help increase diversity of TCM interns ($15/hour).
Partnered with members of the HR team to revise the 2024 exit survey questions to align with the DEAI staff survey.
Read "Employee Resource Group Excellence" and discussed ERGs at TCM. Developing an “Employee Resource Group 101” presentation for 2026 to help guide ERG development at TCM.<br>

Accomplishments Share DEAI resources via monthly observance guides posted on TCMatwork on different cultural and religious practices and celebrations.
Developed a pre-identified set of DEAI goals for staff to choose from during goal-planning.
Worked in partnership with the Benefits Administrator and HR Coordinator to add DEAI related activities to the Wellness Program offerings starting in 2025.
Implemented quarterly DEAI media studies.
Began implementing Spanish language classes for staff in 2024 facilitated by The Indianapolis Spanish Place.
Organized and facilitated 8 focus groups with museum staff in October 2024 to better understand staff perspectives on professional development and growth opportunities. Utilized data from these focus groups to develop a framework for professional growth and development that will be socialized in 2026.
Framework posted on TCMatWork-> HR -> Professional Development -> Professional Development & Training folder -> Professional Development Framework_Final (10-23-25)<br>

Accomplishments Conducted a staff space survey focused on noise levels and water access
Areas with various comfort levels (i.e. low noise/disruption levels, some disruption, not fit for staff)
Areas with access to water and classification of use
Utilized International Building Code (IBC) recommendations for water access (i.e. 1 drinking fountain per 100 occupants for workspaces)
Areas with additional concerns
Created a small oversight committee focused on staff accessibility and accommodations to better align with visitor accessibility projects, infrastructure projects and staff accommodation needs/requests.
Created a list of spaces where staff can access computers, including who “owns” the calendar for computer spaces that can be reserved (i.e. LL-computer lab).
Facilitated discussions about the StarPoint enrollment process; advised, reviewed and provided feedback on the new application process.
Hosted our first TCM Day of Service in September of 2025.<br>

Accomplishments Latino Community Initiative (LCI)
New multi-lingual collateral (announcements, labels, signage) and development of a best practice translation process across the museum
Visitor “Take a Break” space completed
International partnerships with Peru, Japan, and the Netherlands​
Visitor diversity with Latino and Black audiences trending above plan
Co-curated community events for the opening of the Mandela and Ruth E. Carter exhibits
Ongoing NAGPRA Repatriation
Use of pronouns
Implementation of gender-neutral bathrooms in some staff areas
DEAI Image Style Guide has been completed and is being used to inform the use of imagery in all marketing collateral materials.<br>

Summary of Strengths (2022 Staff DEAI Survey) Feelings of respect and value by peers & supervisors
Understanding of how each person’s work impacts our business goals
Safe space to discuss DEAI
DEAI is recognized as a high priority for staff, supervisors, & E-Team
Good working relationship between staff & Directors/AVPS
Communication between E-Team and staff is good Staff are excited to come to work
Supervisors recognize strong performance
Feelings of belonging
Would recommend TCM as an inclusive workplace to prospective candidates
Resources and info needed to be effective are readily available<br>

Summary of Opportunities(2022 DEAI Staff Survey) Promotion decisions are not perceived as fair
Low trust that concerns will be addressed swiftly
Need for more open, effective two way communication
More career and professional growth opportunities across the organization
More representation: BIPOC, Multilingual, People w/Disabilities
Inclusion: LGBTQIA+, Front line staff, BIPOC, Multilingual, People with disabilities<br>

Task Force Framework<br>

Focus Areas in 2023 DEAI Learning Culture- improving internal communication, educating each other, and including DEAI in everyone’s work.
Equity & Accessibility- improving equity & accessibility for staff and volunteers. 
Hiring (& Retention)-strengthening the sourcing, selection, nurturing, development and retention of diverse staff, volunteers & interns. 
Internal Inclusion- fostering an inclusive environment where internal constituents feel they are seen, respected, supported, and valued as fully participating members. 
Neighborhood Inclusion- supporting positive, mutually beneficial, inclusive and equitable relationships with the neighborhood.<br>

Task Force Structure Change in 2025 Work of the TF is now focused primarily in 3 buckets based on the DEAI staff survey results (listed on next slide)
All TF members are invited to all meetings and have access to all materials for each of the projects.
Meetings take place one time per month on a Wednesday from 1pm – 2:30pm and are structured as working meetings.<br>

Focus Areas in 2025 Behind the Scenes Accessibility
DEAI Learning Culture
Staff Growth & Development- share focus group findings and work together to craft action plans
Monthly observances
TCM CI Day of Service in the Mid-North neighborhoods
Communication & Decision-Making
Hiring Manager Training and Playbook
Review of exit survey summary findings & action planning<br>

Focus Areas in 2026<br>

Staff & Volunteer Accessibility Staff, volunteer, and intern physical accessibility of the facility and campus (behind the scenes)
Explore process for capturing staff accessibility needs/challenges and a decision-making framework to respond to those needs/challenges.
Currently working on Staff Accommodation Request Form
Updating language
Updating request process/who is involved
Dedicated to making this process simpler, quicker, and clearer for all Staff<br>

Professional Growth & Development/DEAI Learning Culture Monthly DEAI observances
DEAI Media Studies
Socializing the new professional development framework
Identify ways to improve equitable access to professional development 
2026 Closure Conference planning— Bigger than a Building
Pick up new ideas
Deepen your understanding
Connect across teams
Learn. Connect. Grow!<br>

Neighborhood Inclusion Support TCM work with Indy Health District
Support 2026 TCM Day of Service planning and implementation
Thursday, September 24, 2026 9:00 am- 4:00 pm (meet in the RSLE tent at 9:00 am)
Lunch will be provided from noon to 1:00 pm in the RSLE tent
Bring anything you’ll need to work outside or inside (reusable water bottle, hat, sunscreen, extra clothes you don’t mind getting dirty, etc.)
All-Aboard Staff Shirt to represent TCM
Partnering with Eli Lilly—over 50 Lilly employees joining us!
As we enter our second century, our strategic plan notes that we will “embrace our role as a community catalyst” and deepen neighborhood engagement.  We hope this event continues to do just that: increasing opportunities for us to deepen relationships, discover new ways to collaborate, and create a better Indianapolis<br>

Internal Inclusion Support Socializing the “Inclusive Behaviors for Productive Engagement”
Help with management training series & hiring manager training 
Creating, maintaining and adjusting Manager Toolkits<br>

Other Support EDFL (Experience Development and Family Learning) leadership with relevancy walks tied to experience pipeline​
The largest division at TCM, responsible for the creation and implementation of TCM experiences.
Comprised of...
Collections, Early Childhood, Exhibits, Graphics, Interpretation, Public Events and Family Programs, Research and Evaluation, Riley Sports Legends Experience, School Programs and Educational Resources, and Traveling Exhibits
Serve as a resource/internal advisors for organizational DEAI work<br>

How can YOU implement DEAI into your role? Your department? Your community?<br>

We envision a future where all children are inspired and empowered to realize their potential in the world.<br>