Recruitment, Retention, and Development of People of Color in Middle and Senior Level Management Positions at New York City-Based Dance Companies

The racial composition of the artistic side of the dance community has a reputation of being diverse. According to the 2008 Artists in the Workforce report by the National Endowment for the Arts, nearly 40% of all dance artists in the U.S. are of color. However, reports about the racial composition of managers at non-profit dance companies show that approximately 80% are white/Caucasian. What is more, the racial composition of dance audiences in New York City is more than 80% white/Caucasian. This study examines the recruitment, retention, and career and professional development of people of color in middle and senior level management positions at New York City based dance companies. New York City is world renowned when it comes to the art of dance, with people coming from all over the world to train and see dance. However, New York is also a city that is known for its multiculturalism. More than 50% of the City’s total population is people of color.  Many mission-based organizations endeavor to serve underrepresented and disadvantaged groups. Racial minority groups fall into this target population. New York City, as well as the rest of the country, is seeing a rapid increase among the populations of people of color. This study attempts to understand why dance administrators do not reflect the racial diversity that is present among the artists in the dance community and the broader population that many dance companies are trying to engage.Ten interviews with middle and senior level managers of dance organizations in the City were conducted, and an online survey was sent to a select group of dance companies that fit predetermined criteria. The study found that while middle and senior level managers of New York City based dance companies are predominantly white/Caucasian, the community embraces the notion of racial diversity. However, there are other systemic challenges that may be of greater immediate importance than creating focused efforts on recruiting, retaining, and developing a targeted group of administrators, such as people of color.