Dear friends,

We have been making a concerted effort towards diversity, equity, access, and inclusion (DEAI) at Pilchuck but have remained mostly silent on the subject. We have kept quiet in order to come back to you all with progress rather than pledges. This work has been slow and deliberate, and we are pleased to have a dedicated DEAI Committee at Pilchuck focused on making real changes in meaningful ways.

Pilchuck’s DEAI Committee is composed of Trustees, staff, and members of our community. Over two-thirds of the committee members are from underrepresented groups. The list of members may be found on our website, along with the working charter and a feedback window for you to address—anonymously, if you wish—the Committee, Trustees, or staff with any comments or concerns.

This past year has laid bare the racism, misogyny, and deep biases that threaten many members of our community. We feel that Pilchuck, embodied by a rich diversity of artists, needs to change. Our ongoing work to build a more inclusive and uplifting Pilchuck experience falls into three main categories:

CHANGING PRACTICES to ensure that year-round and seasonal staff, instructors, students, and assistants represent all people.

• Expanding recruitment efforts for year-round staff (for example, by posting on the job boards of historically Black and Indigenous colleges and universities).
• Enhancing scholarship opportunities for students from underrepresented backgrounds. Pilchuck has worked with Crafting the Future to dedicate four new scholarships for artists that identify as Black, Indigenous, and people of color (BIPOC), and we have committed over $35,000 annually in financial aid for artists from BIPOC, AAPI (Asian American and Pacific Islander), and other historically underrepresented communities. We are giving extra consideration to the costs associated with travel to and time at Pilchuck in an effort to keep these factors from being barriers for students.
• Eliminating our dependence on volunteer seasonal staff positions and providing all staff members with the necessary training to create a safe and comfortable working and learning environment for all our participants.
• Analyzing the demographics of previous sessions to identify where Pilchuck needs to improve its representation. This has been an ongoing aspect of recruitment for some time, but this year we are using that data to emphasize the need to make campus more accessible to individuals with disabilities and to make sure we are serving BIPOC communities to the best of our ability.
• Strengthening and expanding partnerships with organizations that serve communities of color. Pilchuck’s current partnerships include Hilltop Artists in Tacoma, Northwest Indian College in Bellingham, YAYA Arts Center in New Orleans, and Project Fire in Chicago.
• Working directly with our DEAI Committee to ensure future programs and policies reflect best practices and demonstrate sensitivity toward the full spectrum of our community.

CREATING BELONGING by opening up more space for diverse perspectives in our organization and programming.

• Starting next summer, we will hire a paid BIPOC Program Supervisor during each summer session to focus on future recruitment, encourage a network of diverse participants, and offer perspective in conflict resolution.
• As the scope of Pilchuck’s programming grows, we will create a role within the staff structure to work directly with the DEAI Committee and make sure we live up to our commitments.
• We acknowledge the Indigenous origin of Pilchuck’s campus and respect this history through our programming.

INVESTING IN DIVERSITY by developing comprehensive strategies to transform Pilchuck and authentically create an inclusive community. Ensuring all individuals can thrive at Pilchuck is a moral imperative.

• We have hired Vernetta Walker & Associates Consulting, Inc. to advise on governance and perform a DEAI assessment of Pilchuck’s policies and programs.
• Nearly 20% of our Board of Trustees identify as BIPOC, AAPI, or Latinx, a figure which has increased markedly in just the past few years.

We write all this with the acknowledgement that there is so much yet to be done. We have looked at our history and found fifty full years without a single Black member of Pilchuck’s year-round staff. This history is unacceptable to us, and working to make our community more diverse, inclusive, and open will be ongoing work. We know that you need to see true commitment from us, and we plan to keep you informed of our progress through stories and updates going forward.

To everyone who has offered up their ideas and experiences and help in this process—thank you. We look forward to creating an ever-stronger, more vibrant Pilchuck with all of you, and we welcome your feedback and support along the way.

With gratitude and optimism,

Therman Statom & David Willis
DEAI Co-Chairs

Chris Taylor
Executive Director
Former Executive Director (2018 - 2023)