Cassandra James, DEI Manager When most people think of diversity, they tend to think of the aspects of a person that are visible, such as race or gender. (Spoiler alert: both are social constructs, so you can’t always tell.) But diversity runs much deeper than appearances. One of the most overlooked yet vital aspects is neurodiversity — the natural variation in how human brains function and process information.
Neurodiversity includes conditions like autism, ADHD, dyslexia, Tourette's, to name a few. These are not simply “disorders” to be fixed, but differences in cognition and perception that can bring unique strengths — and challenges — depending on the environment. That’s where accessibility comes in. Just as a building should have ramps for wheelchair users, workplaces, schools, and digital spaces should be designed with neurodiverse individuals in mind. That could mean clear communication, flexible working conditions, reduced sensory input, or alternative ways of participating. When we talk about inclusion, it must go beyond the visible. True diversity means recognizing, respecting, and accommodating different ways of thinking, learning, and interacting with the world. Neurodiversity isn't a box to be ticked; it’s a reminder that there is no single "normal" brain — and there never was. We may need to adjust our own way of thinking and behaving to be more accommodating. If you are the type of person that requires an immediate response to your inquiry, you may have to adjust as some of your colleagues need more time to process. They may even need to put it in an email instead of speaking out in a meeting. That’s not avoidance, but accommodation. Personally, my anxiety spikes when I get a Teams message or an email that just says “Can we talk?”. My mind starts to spiral into worst-case scenarios. Many people don’t feel comfortable disclosing that they have anxiety, so to make it easier for everyone, just be clear about what the conversation will entail. It allows for the person to better prepare, and to focus on the task at hand, rather than catastrophizing. A lot of push back on DEI is that it’s too hard, and expensive to make these changes. Changing our behavior is free but the outcome if priceless. So, let’s start small, send out agendas prior to the meeting. Giving your colleagues space to think and process. Diversity is great, but true inclusion is showing up for each other in the way THEY need you to.  As the summer draws to a close, The Shubert Organization bids farewell to another outstanding cohort of summer interns. This year, we were fortunate to welcome four talented individuals into our teams across Facilities, Marketing, Theatre Management, and Ticketing.
At Shubert, interns don’t fetch coffee or file paperwork—they're embedded within their departments, contributing meaningfully and making tangible impacts. Janai Chambers – Theatre Management Janai dove headfirst into the world of Theatre Management. She explored union contracts, gained hands-on experience with Shubert’s payroll systems, and quickly proved herself capable and confident. After shadowing veteran House Manager Kenny, Janai was trusted to take charge of the theater during an evening performance. She opened the house for patrons, collaborated with Stage Management to ensure an on-time curtain, and calmly handled customer concerns. Julia Purdy – Ticketing As part of her internship project, Julia conducted a comprehensive seating audit across our 17 Broadway theatres, focusing on accessibility and sightlines. She developed detailed visual charts categorizing seats based on key factors such as proximity to aisles versus walls, stair access, and potential obstructions. Her work provides a valuable, data-driven reference that will streamline future ticketing builds and sightline evaluations – critical components in the production lifecycle of every show. Evelyn McLaughlin - Facilities Evelyn was a great candidate whose willingness to shadow Anthony on his day to day activities in Shubert’s different buildings. She reviewed plans and specifications on projects occurring at the Imperial Theatre, 520 8th Ave and Sardi’s Building. It was a great learning experience for her to see how different consultants, subcontractors and Shubert members interact and problem solve through issues. Christina Rego – Marketing This summer, Christina supported the launch preparations for Shubert Marketing and Business Development’s new Broadway media and marketing products. She worked on developing agency-facing decks and pricing sheets, drafting product talking points, and coordinating scheduling for our upcoming agency “road show.” As a Psychology and Theatre major, Christina also helped shape presentation hooks tailored to how each agency positions its unique role in the Broadway ecosystem. She brought focus and flexibility to a fast-paced summer, and her contributions helped set the stage for our fall rollout.  The Broadway Flea Market & Grand Auction reconvenes on Sunday, September 21. Last year we raised $45,968 for Broadway Cares/Equity Fights AIDS to fund lifesaving medication, healthy meals, counseling, and emergency assistance in all 50 states, Puerto Rico and Washington, D.C. We are asking for your help again!
We are looking for any theater-related items and memorabilia. No donation is too small. No donation is too large. There is a drop-off box at the sixth-floor reception desk of the Sardi Building. You can also interoffice Eric Schwartz. Please spread the word and let us know if you have any questions. We appreciate your help.
Have you ever wondered how our ushers went about ensuring that the inserts are in our Playbills in time for the shows? Well know you know. The ushers at the Ambassador have a Sunday Funday insert challenge. Do you think you could beat our Ambassador ushers?
What are some of the traits you look for when selecting a doctor, therapist or even a hair stylist.
Cultural competency is important because it directly impacts how effectively we communicate, build trust, and serve people from diverse backgrounds. Here are a few key reasons why it matters: 1. Improves Communication Cultural competency helps reduce misunderstandings and misinterpretations that can arise from differences in language, customs, or non-verbal cues. It allows people to connect more clearly and respectfully. 2. Builds Trust and Respect When individuals feel seen, heard, and respected for who they are — including their cultural identity — they’re more likely to trust the person or system they’re engaging with, whether it's a doctor, therapist, educator, or employer. 3. Enhances Equity and Access Cultural competency helps remove barriers to services. For example, a therapist who understands the cultural stigma around mental health in certain communities may approach care more sensitively and effectively. 4. Strengthens Teams and Workplaces In professional settings, cultural competency creates more inclusive environments where diverse voices are valued. This leads to better collaboration, innovation, and employee satisfaction. 5. Reduces Bias and Disparities Being culturally competent means recognizing and addressing implicit biases. This is especially important in fields like healthcare, education, and public service, where bias can lead to unequal treatment or outcomes. In short, cultural competency is not just about awareness — it’s about action: adapting behaviors, systems, and mindsets to meet people where they are. It’s an essential skill in an increasingly diverse world. 
After a rigorous application and interview process led by members of the Education and Training Committee, we are proud to introduce the 4th cohort of the Shubert Organization Internship Program!
This summer, four impressive students have joined us through a highly competitive selection process. We received 53 applications from 33 campuses across 12 states, reflecting not only the growth of our program but also our continued commitment to building an inclusive culture within Shubert and across the theatre industry. The interns began their journey with an orientation on July 7, where they met their managers along with Bob, Elliot, and Jeff. Each intern brings a unique perspective, background, and energy to their department, and we’re excited to support their professional development. If you happen to see one of our interns, be sure to say hello and welcome them aboard! 🌟 Meet the Interns 🎭 Theatre Management Janai Chambers Rising Sophomore, UCLA Department Manager: Kenny Nuñez 🏗 Facilities Project Management Evelyn McLaughlin Rising Sophomore, University at Buffalo Department Manager: Anthony Klabonski 🎟 Ticketing Operations Julia Purdy Rising Sophomore, Pace University Department Manager: Eric Schwartz 📣 Marketing Christina Rego Rising Sophomore, Hamilton College Department Manager: Kyle Wright We’re thrilled to have them with us this summer and can’t wait to see all they accomplish! |
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