2025 Cultural Equity Plan
TIMEFRAME
This plan spans 2025. Progress will be evaluated midway through the year and as needed.
STATEMENT OF VALUES
The Carnegie Center’s mission is to empower people to explore and express their voices through imaginative learning and the literary arts.
The Carnegie Center considers the diversity of its students, volunteers, and staff to be a core strength and to be critical to our mission. We have a zero-tolerance policy regarding harassment, intimidation, and discrimination.
This includes any and all discrimination made on the basis of race, age, sex, gender, gender identity and expression, sexual orientation, national origin, ancestry, disability, medical condition, religion, class, body size, veteran status, marital/domestic partnership status, citizenship or any other marginalized identity.
Harassment includes oral comments, written comments, displayed images, or behaviors such as deliberate intimidation, stalking, unwelcome photography or recording, sustained disruption of talks or other events, inappropriate physical contact, unwelcome sexual attention, and bullying or coercion of any kind.
These values and our anti-basis and harassment policies are conveyed by instructors at the start of classes each season, along with the guidance, “If you feel you have experienced any of these related to Carnegie, please contact me (instructor), Program Director Z Valentine, or Executive Director Jennifer Mattox.”
We feel it is important to recognize systemic racism, including in education and publishing where Carnegie operates; therefore, our Kentucky Black Writers Collaborative provides free classes & programs for Black Kentucky writers. Our goal is to welcome Black students to Carnegie, nurture their development, and remove financial obstacles for as long as needed.
DEFINITIONS
IDEA highlights efforts toward underserved communities by addressing structural inequities. Organizations that embrace IDEA are able to foster cultures that minimize bias and recognize and
address systemic inequities, which, if unaddressed, create disadvantage for certain individuals or groups.
● Inclusion: All feel welcomed and valued
Inclusion is the act of creating safe environments in which any individual, group, or community is welcomed, respected, represented, supported, and valued.
● Diversity: All the ways we differ
Diversity includes all the ways in which people differ, encompassing the different characteristics that make an individual, group, or community different from another. Diversity includes but is not limited to race, ethnicity, gender, gender identity, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, physical appearance, and geography.
● Equity: The opportunity for all to participate fully
Equity refers to the promotion of access, opportunity, and advancement of all individuals, including those in historically marginalized communities, in order to identify and eliminate conditions that prevent the ability of all to reach their full potential.
The term ‘historically marginalized communities’ refers to populations sharing a particular characteristic or region that have been historically or systematically denied a full opportunity to participate in aspects of economic, social, and civic life.
● Accessibility: Of any and all abilities
Accessibility is the practice of making information, activities, and/or environments sensible, meaningful, and usable for as many people as possible regardless of physical or mental abilities.
Our definitions are primarily derived from these sources: Indiana Arts Commission’s IDEA (Inclusion, Diversity, Equity, and Access), https://www.in.gov/arts/programs-and-services/resources/inclusion-diversity-equity-and-access-idea/ Kentucky Dept. of Education, https://education.ky.gov/DvEqIn/Pages/default.aspx
UC Berkeley Center for Equity, Inclusion and Diversity, https://www.racialequitytools.org/glossary
CURRENT ASSESSMENT
Breaking down barriers to learning and participation in our programming or our workplace is important to us.
Our programs: Last fiscal year, 85% of patrons attended free programs, and for ones with fees, scholarships were available for those in need. We primarily serve people from Lexington/Fayette County though people residing in a third of the state participate in Carnegie programs each year. Some programs remain virtual or are offered as a hybrid to remove geographic barriers to participation.
Carnegie features diverse instructors and featured authors, and we’re mindful to do so in order to attract diverse attendees and students. At our 2024 Books-in-Progress Conference, we offered a record 20 scholarships to members of the Kentucky Black Writers Collaborative. The KBWC and its program have been instrumental in attracting more writers of color.
Our staff: Of the 16 staff currently employed, 6% are African American and 6% are Mulitracial; two staff members are bilingual (Spanish and French). Of staff in executive-level, 67% identify as female, which is in line with our program statistics, and most have college or graduate degrees. 33% are gender nonconforming or non-binary. 44% of staff are under age 40, bringing fresh perspectives, creative approaches, and new ways to engage younger audiences. At least four staff members have a documented disability. Staff are encouraged to attend Carnegie classes and events at no cost and are given opportunities for professional development outside our organization. Full-time employees receive free health, vision, and dental plans, and Carnegie contributes an additional 5% of a staff member’s salary to their retirement plan. During 2024, a major update on the Employee Handbook provided more benefits for staff—including an hour on the clock each week for exercise—and strengthened or created new policies (e.g , disability accommodations, lactation breaks for nursing mothers, wireless communication stipends) to create a more equitable workplace for employees of all demographics.
Our boards: Our Board of Trustees has 12 members: 25% male and 75% female. 42% of our board represents people of color: 3 are Black including our Board Chair one is Hispanic and one Asian. Two board members openly identify as LBGTQ+. Our Advisory Board has nine members: 44% men and 56% women. 44% identify at African American or Multiracial. Board and Advisory Board members are offered a free class each season to support their continued learning.
Compared to our service area which is primarily Lexington/Fayette Co. we involve a higher percentage of Black community members than reside in Lexington (14.4%). While we have a percentage of Hispanic board members similar to Lexington’s residents (9.2%), our programming may serve fewer Hispanic members; it’s difficult to be certain with virtual programming and programs where race demographics aren’t recorded. As for income levels, 15.7% of Lexington’s population are people living in poverty; we serve a higher number of low-income families due to our free offerings and scholarships for programs with fees. In our tutoring program alone, 66% of students came from low income homes, and 75% of students identify as children of color. The Carnegie Center is a vital resource, and we intend to continue increasing our programming for underserved populations.
Other Volunteers: Most volunteers are tutors in our in-house tutoring program; currently 74% are female, 26% male. Ages range from 16 to 80; the most common group is the 18-22 year-olds (45%), which includes students from Transylvania and University of Kentucky. Some high school and collegeage tutors are fulfilling course/work study credits or volunteering to gain experience. About 17% of tutors are African-American, Asian, Hispanic, Middle Eastern, or Multi-racial. Most other volunteers (non-tutors, non-board) are also college age or young adults and mostly women. Many volunteer as part of an organized group, service organization or business, including area sororities and the Junior League of Lexington.
Twice a year, staff, board members, volunteers, and our program registrants will be surveyed, giving those who complete it the option to remain anonymous if they wish. This survey will help measure Carnegie’s progress toward meeting its CEP’s goals while also providing a means for feedback to be given. Feedback will be reviewed by board and staff.
INTERNAL & EXTERNAL GOALS
Our Cultural Equity Plan seeks to align our Strategic Goals with our core values to ensure that we create a safe and equitable environment for everyone.
The following goals and objectives excerpted from our 2022-2027 Strategic Plan are relevant to our Cultural Equity Plan. The bulleted action items for the current fiscal year are broken down by department/area. Most objectives are ongoing from previous fiscal years. While the Kentucky Black Writers Collaborative (KBWC) exists to support Black writers, its function is not to oversee inclusion efforts at the organization. KBWC staff provide valuable insight and feedback in our organizational efforts. Goals will be evaluated twice a year with reports from staff to the Executive Director, who will present them to the Strategic Planning Committee for discussion, oversight, and further planning.
1. Diversify, deepen, and expand programs to make literacy and learning opportunities available and relevant to an inclusive client base. The Carnegie Center will identify our community's evolving literacy and learning needs, paying particular attention to low-wealth families, and create programs for children and adults that meet those needs and are accessible regardless of ability to pay.
FY25 Objectives:
● KENTUCKY BLACK WRITERS COLLABORATIVE (KBWC): 1) Attend and/or table at 3 conferences or events to connect with established and emerging Black writers; invite them to become involved with KBWC to showcase their work and/or receive free Carnegie classes. 2) Develop partnerships with at least 3 community organizations to expand the KBWC’s reach and impact, such as arts organizations, educational institutions, or community groups.
● PROGRAMMING: 1) Provide outreach world languages classes, including ESL (English Second Language), through 3 new and existing partnerships.
● YOUTH PROGRAMMING: 1) Develop partnerships with three diverse Community Leaders working on developing literacy for early learners in the community.
● TUTORING: 1) Explore a potential partnership with Fayette County Public Schools to utilize their new Connection/Welcome Centers as an alternative tutoring site for families who have difficulty getting to the Carnegie Center. 2) Examine current inventory of learning materials for children with disabilities and research additional resources, such as virtual library programs. 3) Provide 1-3 training opportunities for tutors so that we can better serve K-12 students who are not native English speakers. 4) Explore possibilities for reinstating dyslexia programming at the Carnegie Center. 5) Assess the need of offering tutoring for Spanish language learners to serve K-12 students in local immersion programs and identify potential partnerships for recruiting volunteer tutors with this skill set.
● GALLERY: 1) At least 50% of events will promote underserved artists including people of color, LGBTQIA+ artists, and artists with disabilities.
● FUNDRAISING: 1) Seek funding for literary and literary arts programs, especially adult writing programs and those serving under-resourced people. 2) Consider potential social service grants as well as art grants, major gifts and sponsorships.
● EXECUTIVE DIRECTOR: Collaborate with staff and community partners, and seek funders to make literacy & learning opportunities available for Kentucky’s diverse residents.
2. Promote Lexington and our region as a diverse literary hub. Kentucky produces a diverse array of writers who find success within and beyond our borders. The Carnegie Center will raise awareness and amplify the voices of Kentucky's broad range of literary talent (nationally and beyond), especially Black, brown and Indigenous writers who may have been marginalized in the past.
FY25 Objectives:
● PROGRAMMING: 1) Maintain and expand the BIPOC instructors database. 2) Maintain/update an instructor’s toolkit that addresses issues of diversity & inclusion, barriers to access, and equity.
● YOUTH PROGRAMMING: Provide at least 5 Youth Meeting Authors (YMA) programs and free books for students in Title I schools located in Central Kentucky.
● KENTUCKY BLACK WRITERS COLLABORATIVE: 1) Showcase published Black Kentucky writers through 6 Black & Lit Book Club events and encourage respectful discussion of the featured books by attendees of all backgrounds. 2) Through the Burn the Mic open mic series (which often includes featured readers), create a platform for published and unpublished writers, especially Black writers, to share their works in a supportive environment 8 times a year. 3) Continue the annual Queer Literary Hoedown to celebrate and nurture our state’s LGBTQIA+ authors and program attendees.
● FUNDRAISING: 1) In collaboration with Carnegie staff, identify grant and contribution needs and seek funding for programs and efforts that promote our region as a diverse literary hub.
3. Expand the impact of the Kentucky Black Writers Collaborative (KBWC), providing a welcoming, professional-level writing home for writers of all backgrounds. Carnegie will expand and deepen the impact of the Kentucky Black Writers Collaborative within and beyond the Carnegie Center.
FY25 Objectives:
● KBWC: 1) Create opportunities that foster community for KBWC members (e.g., meet and greets, Juneteenth celebration, writing groups, readings). 2) Empower KBWC members to take their writing careers to the next level by offering more than 50 free classes, at least 10 scholarships each for the Books-in-Progress Conference and writer mentoring, and more. 3) Launch books by KBWC members at the Carnegie Center. 4) Expand outreach to get more people in other parts of Kentucky involved and to showcase and support the work of KBWC members. 5) Purchase books by Black Kentucky authors to give away to Black readers and writers. 6) Explore options for 3 expanded or new programming opportunities, such as a mentoring program among
established and aspiring KBWC writers, a chapbook/anthology, recording open mic nights with participant consent, and a Prison Writing Program. 7) 8) Create and launch the Perfect Black: Poetry for the People project involving banners on downtown Lexington buildings that display poems by Black Kentucky poets.
● PROGRAMMING: 1) Support Kentucky Black Writers Collaborative (KBWC) staff and programs with planning and logistics, such as room reservations for their programs and book orders for Black & Lit Book Club. 2) Analyze in-person learning to ensure accessibility for KBWC members; reduce barriers to participation as needed. 3) Consider offering adult creative-writing classes in non-Carnegie venues that serve communities of color.
● VOLUNTEERS/YOUTH PROGRAMS: 1) Create a repeatable system and process for the recruitment of and support for volunteers to assist the Kentucky Black Writers Collaborative (KBWC) and Carnegie. 2) Build KBWC into at least two Youth Programs.
● LITERARY LIAISON: 1) While preparing the City of Lexington’s UNESCO City of Literature application, involve KBWC staff, plus 2 or more Black writers and others from marginalized communities in this city and region to contribute their ideas, interests, and achievements to be included in the UNESCO designation proposal. 2) During the Kentucky Writers Hall of Fame Induction Ceremony, celebrate the successes of Black Kentucky writers during the Year in Review and include an additional presentation showcasing the activities of the KBWC.
● MARKETING: 1) Continue to highlight KBWC events and programs, facilitating more opportunities for members to share their stories and readings with print and digital media. 2) Recruit and train a marketing intern who, among other duties, will assist with video-based projects capturing stories of Black writers at readings and events to create a reel and b-roll for social media and website.
● FUNDRAISING: 1) Secure funding for core programming and special projects that welcome Black readers and writers of all backgrounds to the Carnegie Center. 2) Solicit funds to create a KBWC scholarship for Author Academy and/or The Poetry Gauntlet. 3) Seek funds to cover scholarships for KBWC members to attend the 2025 Books-inProgress Conference.
● EXECUTIVE DIRECTOR: 1) Work with and support KBWC staff re: program needs including budgets, scholarships, funding, and planning major projects/public art projects. 2) Celebrate and support Kentucky’s Black authors and poets by sharing and attending their events, and inviting emerging and established Black writers to become involved with the KBWC/Carnegie Center as participants, instructors, and featured guests.
4. Strengthen Carnegie’s infrastructure – personnel, finance, governance, and physical building – to support our mission. Carnegie will raise adequate funds by expanding its income sources; hiring and developing an inclusive staff; managing the building to maximize access; and recruiting knowledgeable, active Board members who are representative of the community we serve. The below objectives are relevant to the organization as a whole, but also to our efforts to provide an inclusive space and staff.
FY25 Objectives:
● YOUTH PROGRAMMING: 1) Rebuild & strengthen relationships with collaborative partner organizations.
● MARKETING: 1) Integrate website translation services to increase language accessibility.
● FUNDRAISING: 1) Seek grants and other funding sources that cover salary and general operating expenses. 2) Seek grant funds for staff members to participate in professional development.
● EXECUTIVE DIRECTOR: 1) Update Personnel records to follow best practices and be current with a post-pandemic workplace.
INTEGRATION, RESPONSIBILITY, & ACCOUNTABILITY
This Cultural Equity Plan is designed to include all Carnegie staff, board, volunteers, and program attendees.
While Carnegie staff follow their objectives toward meeting goals year-round, the Strategic Planning Committee reviews goals twice a year. They review new fiscal year goals in September and progress in April; if an action item is unmet, the Committee decides whether to remove the item or to determine steps to accomplish the goal by fiscal year end. The entire board reviews goal progress once a year. We are working to add more layers of accountability.
Feedback and information provided by volunteers and program attendees also impacts our objectives and overall goal progress. The designated staff person overseeing the CEP and progress on goals is Executive Director Jennifer Mattox, with the involvement of the Board Chair and Strategic Planning Committee Chair Veda Stewart.
In addition to the goals in this plan, Carnegie has a Non-Discrimination Policy: The Carnegie Center is an Equal Opportunity Employer and as such is committed to nondiscrimination in hiring, promotion, discharge, pay, fringe benefits and other aspects of employment, on the basis of race, color, religion, sex, disability, age, national origin, sexual orientation or gender identity.
CRITERIA FOR EVALUATION OUTCOMES
Our Strategic Plan goals and objectives integrate our values to meet the following criteria for evaluation outcomes.
Programming (including events)
● Programs address the needs of diverse communities.
● Program participants reflect the diverse makeup of our community, with an emphasis on the historically marginalized individuals where appropriate.
● Programming addresses IDEA (Inclusion, Diversity, Equity, and Access).
Marketing & Communications
● Marketing materials and messaging features diverse people.
● Marketing materials and messaging is tailored for/aimed toward diverse demographics of people.
● We actively seek ways to expand communication accessibility to reach people of all abilities.
Fundraising
● We are actively seeking funding for programs that celebrate and support our diverse artists, instructors, and program participants.
● We are reducing barriers to participation, especially financial barriers through funding for scholarships/fee reductions, free programs, and programs with low participant fees.
Carnegie Center Infrastructure (Staff, Financials, Governance, Building)
● We actively seek diverse applicants for staff and instructor positions.
● Staff feel welcome, able to express themselves freely, and work in a place free from microaggressions.
● We celebrate and accommodate the diversity of our staff and their needs.
● We seek feedback from participants, the community, instructors, artists, and staff on ways we could be more accommodating.
As we work toward our goals, we will continue to make the Carnegie Center a place that serves our inclusive community by reducing barriers to participation.