)DUCTION These and many similar questions have been pose at Texas Associaton of Museums (TAM) Annual Mectings for much ofthe past decade by museum tases, sa nt vlunicer to Team more about applying the principles of malticulturalsm to their museums. Moving tryond the mest base questions, many of our Annual Mecting presentations have stressed that rellecing the diversity ofa museuns community involves more than staging special exhibitions and public progams It also means developing multicultural strates for a museums mission, fovermance sang, and even colton polices so that it becomes one ofthe driving ores of Perhaps signifying the general aceptance of multiculturalism as a goal this question has become increasingly common daring the past few years Many TAM members have asked for specie “nuts and bots guidance in appying the pines of rliculturalism ims After more than two years of preparation, this Action Plan i a dre response to this need within the museum il in Texas, We ope that it wil serve a a seul “how to" guide for our members The publication ofthis Action Plan document represents the culmination of along. ongoing selestuyon behalf of multicultural initatives by the Texas Association of Museums. The process ‘fclly began in 1989 when the TAM Counc adopted a resolution commiting the organiza ion t Uke pips of mulcltralism Since 198, TAM has inated a numberof charg is own activities, and has strive to encourage these changes in Texas museums aswel. In the Muticutural natives Committee was formed to study this issue and develop worthy pro jets and programs to address malicultaralsm in museums. The years 1990 and 1991 were evo 1 commtice work wih meetings and lscussons as we sought to educate identifying what the museum community saw as the primary istrs how these isues could be best addressed, and identifying resources (specially human. These eft culminated in 1992 when a symposium ented “Museums and Multiculturalism’ as presented asa significant pat fhe TAM Annual Meeting This was followed by the begining of TAM's multicultural ner ‘Ship program tat summer a program whichis now i is fouth year At the 1995 Annual Meet ing an ‘Action Plan” workshop was held so the membership could identify ane discuss the basis of what would eventually be placed in this document In a session a the 1994 Annual Meeting the TAM membership was invite to evaluate and make recommendations on the fist daft of the Action Plan. And now, atthe 1995 Annual Meeting, the commit is pleased to pres! this publication to the TAM membership This prot has ben a major omutment and has not always progrese i sigh line But we embraced our stumbles and setbacks as apart ofthe laming proces, and we suggest you do the same as you tac this sue on Plan Designing singe plan that wil suit the neve of every museum in every community is an impossible fas. The plan ofred here results from a broadly based selF-tudy samples of successful pursued multicultural infaties. Use Ui Avion Plan with the postive sprit in which i sneived and erie, I is ouF ope thai wil stimulate discussion among trustees, staf. and ‘eluneers tht resus ina new emphass on indasve, community-based multicultural natives forthe future. Please lt TAM know how ths plan works in your inst sti are cluded to show how some very dierent museums have GaN. Sunt Susan K. Hanes Preset Founding Chair Texas Associaton of Museums ‘Multicultural Iitatives CommieINSTITUTIONAL SELF STUDY pe “Tretia say na il ft Pron This sf sscament offers the opportunity to become aare of ow the sues of multiculturalism are being adress interally. The self sty also ‘sss insituons in examining ther perceptions of tee commu al how the commutes see theses elected in the muscum. This sl= ‘amination i theslarting point ofan ongoing and collaborative process ‘where boar staf volunteers and community members work togeber to {Grate and promote a sytem that is responsive to all facts of the ‘The sf study can be an important sep in longterm strategic plan- rir, Using ths asestnet can ass i exanining areas eral 10 the Iie of the moscum: the communiy, human resources, colons, eit, progams, publications development, and governance. By por= tcipating inthis type of sel-xaminaton, an instation can gain great understanding about ill, future the communty, and Hs gos Parr 1. THe Community Ths section examines the community in which the institution located, the vistors the insitution serves, and the audience it wishes to serve Analysis his section fers the institu- fiom an opportunity to assess how the cultures of thee communities ate represented in the fuciences who visit the museum. Information fathered in this section ean abo belp museums begin to en relationships with the com ‘munity that may developed into future part ‘demographics regulary? nership + How does the instution identify fudienes within the community who fare not being serve? + Desenbe the malticutual competion of the community in which the museum s Parr I. GOVERNANCE How an institution functions is guided by + How docs the institution's mission state- rent ares its commitent Yo muli= the bylaws, polices. and mission statements that govem the decision making proces of the hart and soft Like irate plans tis impor tant to eva these statements periodically to ensure tha they continue fo guide the gover- nance proces efetvely. culturalsm? Parr III, HUMAN RESOURCES Institutions across the nation are assing, the sues surrounding the multicultural com poston oftheir boars staf, and volunteers The need for trained professionals representing the aiferent groupe of the community's echoed across many professions. How (0 recruit train, compensate and retain new ‘museum proesionals are challenges faced by ti museums large and smal This scion eles museums the oppoturity to look at how they approach these challenges + Describe and analyze the composition of the board of trustees, professional staf rn-professonal sa and volunteers in fommaiy? sel wheter in rlerence ta ethnicity gender ag, sexual orestation religous tration physical ability, o other defined areas of sal discrimination See Appr {ix A for resouices toast iy determining + How isthe community reflected inthe uence who vist your institution + Review the bys that govern the Roar of Trustees What mechanisms are in place to ensute continued partipation by terms of how they represent the ferent tulfural groups i your community + Describe the diversity training that i pro~ vided forthe board tall and volunteers. + What percentage ofthe istition’ total + Desc the recent effort of he insitution. See Appendix 8 for sugested I placement cations and sample forms, * Discuss proftssional advancement and How do the ring practices reflect the Insitutions commitment to employ and tran new professional wo repre- Sent dierent cultural groups inthe Does the museum have a writen afi tive ation plan or equal employment GuIDELINes Wigs ssh ta tar cm we Tes inthe completion ofthis sf study. A diated coordinator can ongmnize the completion ofthe sf study and the implementation of esi policies The design ofthis instrament can be mould for any type of mseum ge or smal Large institutions may choos to approach the study by asigning diferent setons to department dietors and a board mmber who wil at as co-chairs Smaller muscums may choose to have all al partaipae i He enti stay. We uggs thal a commu rity member be incladed at al eels ofthe self stay Filings ofthe sf asesenent may have implications for ober isti- tutional planning A timeline forthe ssl should be created so that the information gathered car be avalable for fong-rarge planning ow does the institution identify needs ‘and interests of the community? + List the services the museum provides wich meet the neds ai interests of the community + Does te insitutionsuppart a pai pos- tion whose rsponsibiites ice com munity aon? —— yrs 0 Ifthe anser is no, how does your inition communicate withthe Teadership of the diferent groups in members ofthe deren cultural groups ofthe community? Review te policies that goven the every day fancons ofthe museum. What mechanisms exist which guarantee that the evry day pois ofthe museum ae sensitive to sss of multiculturalism? “opportunity policy? Isa staf member toad to ensue the plementation nd periodic review ofthese policies? trudgt is specially designated for recrutment and taining? ‘confined educational opportunites for al sll. “Professional staff are those whose postions roguire spesilize trainin aealemie degree. Non-peescinal experience, of an if a those whose postions lo not require the above