accountability update to anti-racism work

In the ten months since publishing our statement of commitment to anti-racism, Access has been continuing this work as a Board and Staff, as well as undertaking our own individual learning. We remain committed to this work, and consider this an ongoing process to be mobilized with increased urgency. We acknowledge that our efforts are informed by the labour of BIPOC communities.

Updates on our commitments include:

• with new board members in place, we will undergo anti-oppression training in May of 2021, and will continue to budget for ongoing learning. In the fall, staff and some board members undertook de-escalation training in hopes that it would educate and empower us to resolve conflicts without police presence; 
• we've passed an organizational Code of Conduct (including a public Safer Spaces Statement) which identifies oppressive structures, and will further develop this policy to reflect what we learn in our anti-oppression training;
• we continue to work to disrupt the dominant whiteness of our Board, and will continue to prioritize Black, Indigenous, and racialized applicants to the board moving forward. One of our priorities in the training we undertake is to focus on removing barriers to create a governance space that is inviting and trustworthy, including the consideration of alternative governance structures; 
• we continue to assess our HR policies to ensure full participation and fair practice. We compensate all staff positions (including students) at or above a Living Wage. In 2021 we’ll budget for payment for all consultation, including juries. We are in the process of evaluating tuition support for student positions, membership/voting fee structures, and developing a parental policy; 
• in 2020 we contributed to SEARA Fund*, and will budget in future to make contributions (cash and in kind) to arts organizations working toward equity and racial justice in the arts; 
• we continue to interrogate our program history and keep this at the forefront as we develop our future programs. We participated in an equity consultation through our partnership with Arts Assembly in order to deliver the Remote Research Residency, which prioritizes applications from artists who self-identify as Queer/LGBTQIA2S+, Black, Indigenous, racialized, disabled, and neurodivergent; 
• We are working with our new staff person to develop translations and printed matter to better welcome our Chinatown neighbours into our space and programs. Given the rise of anti-Asian racism throughout Canada since the start of the pandemic, we will prioritize these acts of connection wherever possible as we re-open to the public in Chinatown; 
• The board now includes a check-in/discussion at each meeting to continue our reflexive work in anti-racism. We will release another update in the fall.

*SEARA (Sector Equity for Anti-Racism in the Arts) is working to address systemic barriers experienced by Black, Indigenous and racialized Artists through a low barrier funding application launched in 2021.

We encourage our followers to donate and offer their ongoing support to the following local organizations to ensure their continued success:
Black Lives Matter Vancouver
Black Arts Vancouver
Hogan's Alley Society
SEARA

In solidarity the victims of heinous misogyny and anti-Asian racism hate crimes in Atlanta, please follow and consider donating to Swan Vancouver for their important work supporting im/migrant sex workers locally, Centre A for foregrounding contemporary Asian art, and Yarrow Society for their support of Asian seniors in Vancouver.

Ongoing RCMP violations to Indigenous rights mean support is still needed for the Unist'ot'en Camp.
 

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反种族歧视工作的自我问责更新声明

自我们发表了《反种族歧视宣言》的十个月以来，通路艺术馆不断在董事会、团队及个人层面进行着与之相关的工作与学习。在黑人、原住民和有色人种群体的知悉与付出下，我们依旧将此项工作视为持续、迫切的使命。

以下是我们对反种族歧视承诺的更新事项：

• 在董事会迎来新成员之际，我们将在2021年五月进行反压迫培训，并会把未来的此项学习编入预算。我们的团队和部分董事会成员在去年下半年接受了缓和冲突的培训，希望借此更有效地解决分歧从而尽量避免警察介入的状况。
• 我们通过了内部的《行为准则》（包括公开的《安全空间声明》），其中包括对压迫性组织架构的识别。我们将会把在反压迫培训中得到成果与反思融入该政策的执行。
• 我们将继续致力于打破白人主导董事会的局面，并持续优先考虑黑人、原住民、被种族化群体加入董事会的申请。我们培训的重点之一是建立一个诚信友善的内部管理氛围，并对不同的管理模式持开放的态度。
• 我们将继续评估我们的人事政策以确保行事公正与团队的充分参与。我们对所有工作人员（包括学生）均支付维生工资或以上的薪资标准。在2021年我们将把所有咨询工作（包括评审）的酬劳编入预算。我们目前正在评估和考量实习生学费补助、调整会员/投票费用架构及增添育儿支持的政策。
• 我们在2020年对SEARA基金*进行了捐款并会将未来对致力于平权及种族公义的艺术机构的投入（资金和物资）编入预算。
• 我们将继续对自身的运营历史进行反思与自省，并将此项工作在规划新项目时放在核心位置。我们在与Arts Assembly合作Remote Research Residency时进行了平权咨询，在申请者中优先考虑了自我识别为酷儿/LGBTQIA2S+, 黑人, 原住民, 被种族化, 残疾, 和神经多样性的群体。
• 我们正与我们的新员工一起开展翻译工作和中文传单的制作，以便和中国城的邻居创建更好的联系。鉴于自疫情开始以来反亚裔歧视在加拿大的增长，我们将会在艺术馆重开时尽可能地着重于此项工作。
• 目前我们的董事会在每次会议前都会进行一轮我们在反种族歧视方面工作进程的讨论及反思。我们将会在今年下半年就此项内容再发布一轮更新。

*SEARA [Sector Equity for Anti-Racism in the Arts] 是一项在2021年创立的为黑人、原住民及被种族化的艺术家提供低门槛资金申请的基金。

我们鼓励我们的支持者为以下本地组织捐款，为他们长久的成功出一份力：

Black Lives Matter Vancouver
Black Arts Vancouver
Hogan's Alley Society
SEARA

为悼念在亚特兰大枪击案中丧生的受害者和声讨令人发指的厌女主义和反亚裔种族歧视及仇恨犯罪，请关注并考虑捐款给Swan Vancouver、Centre A和Yarrow Society，帮助他们分别在支持迁徙性工作者、亚洲当代艺术和中国城老年人方面的工作。

加拿大皇家骑警对原住民权利持续性的侵害意味着Unist'ot'en Camp也任然需要您的支持。

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通路艺术馆位于xʷməθkwəy̓əm（马斯基姆）, Skwxwú7mesh（史夸米希）, 以及 Səl̓ílwətaʔ/Selilwitulh（兹莱尔-瓦图什）原住民未割让的土地上，作为不请自来的客人我们对此心怀感恩。

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通路艺术馆同时也认识到我们地处于自十九世纪便是说粤语的华人务工、经商、聚居的温哥华中国城; 仅一街之隔则是原黑人聚居地，五十年前因建造乔治亚街引桥被强行拆除的霍根（Hogan’s Alley）。