ImprovBoston Closed

ImprovBoston Policies

Prior to our Closing in December of 2023 – ImprovBoston became a welcoming, supportive, transparent and inclusive environment for our students, performers and audiences alike. We still believe everyone has the right to practice art in a physically and emotionally safe space and the right to respect on and offstage. ImprovBoston does not tolerate sexual harassment or derogatory behavior.

This page outlines our policies as a reference while the Board of Directors phases down the organization.  Included here are:

  • Anti-Harassment and Discrimination policy
  • Reporting Process
  • Code of Conduct 
  • Refund Policy
  • Comedy School Policies
  • Resource on understanding Microaggressions in comedy
  • Board of Director Contact & Board of Directors ByLaws


If you have any questions or causes for concern based on these policies, please contact our Board of Directors.

Table of Contents

HARASSMENT & DISCRIMINATION POLICY

Submit a Report

This report will be submitted to our board of directors. You may submit anonymously or include your name/email for follow up. 

The process in which reports are handled is outlined below in our Harassment & Discrimination Policy

POLICY OVERVIEW

Abuse, harassment, and discrimination are violations of ImprovBoston’s policies and ImprovBoston will not tolerate a violation of this Policy in any manner or form.

ImprovBoston aims to ensure that all performers, staff, volunteers, members, instructors, students, clients, and associates of ImprovBoston are aware that abuse, discrimination, and harassment are unacceptable practices which are incompatible with the standards of this organization. ImprovBoston shall take proactive steps to prevent, and reactive steps in response to, any incidents of abuse, harassment, or discrimination.

ImprovBoston pledges to protect the personal worth and dignity of all performers, staff, volunteers, members, instructors, students, clients, and associates of ImprovBoston and promotes a work environment which supports diversity and recognizes and values people for their individual skills, knowledge, abilities, experiences and contributions.

ImprovBoston is committed to growing and maintaining a safe performing, volunteering, working, and learning environment that is free from abuse, harassment, and discrimination in any manner or form, and where all individuals are treated with respect and dignity, can contribute fully, and have equal opportunities.

ImprovBoston recognizes that, as an improvised comedy theater, our performances can and will often push boundaries and potentially include language, characters, situations, and other content that could be seen as inappropriate or even offensive. 

It is not the intention of this policy to punish artists, or to stifle their artistic expression, solely on the basis that elements of their performance may be considered inappropriate or offensive.

ImprovBoston recognizes that determining whether or not abuse, harassment, or discrimination has occurred in a given performance will often require a nuanced understanding of context and social cues. 

It is ImprovBoston’s hope that, with a combination of communication, common sense, respect, and empathy, the community can create and enjoy a creative performance environment that prioritizes safety from abuse, harassment, and discrimination, while still honoring artistic expression and freedom of expression.

This Policy extends to the following individuals:

  • artists, including performers, musicians, technicians, and show directors;
  • volunteers;
  • instructors and students;
  • employees and contractors of ImprovBoston theater, including full-time, part-time, temporary, probationary, casual and contract staff, co-op students, interns and apprentices;
  • visiting artists and festival participants;
  • Guests and audience members
  • members of the Board of Directors and related committees; and
  • all other members of ImprovBoston.


(collectively “Our Community”)

Our Community have the right to freedom from abuse, harassment, and discrimination, and they have a positive duty to:

  • refrain from abuse, harassment, and discrimination;
  • proactively curtail abusive, harassing, and discriminatory comments and behaviors so as not to create a poisoned work environment.
  • promptly and effectively respond to allegations or reports of abuse, harassment, and discrimination in connection with ImprovBoston; and
  • fully cooperate with any investigation into any complaint, allegation, or report of suspected abuse, harassment, and discrimination in connection with ImprovBoston.

 

Our Community must conduct themselves in accordance with the behavioral expectations outlined in this Policy in any situation that could negatively impact ImprovBoston. This includes:

  • wherever any performance is conducted in association with ImprovBoston;
  • wherever any business is conducted in association with ImprovBoston;
  • in the community at large in association with ImprovBoston; and
  • in any other situation that could negatively impact ImprovBoston.

PROHIBITED CONDUCT

The following conduct is prohibited in association with ImprovBoston:

ImprovBoston does not tolerate abuse in any form.

For the purposes of this Policy, abuse is defined as threatened, attempted, or actual conduct of a person that causes or is likely to cause damage, harm, or injury. Abuse can be physical or verbal, and it can take many forms, including:

Violence

  • the use of force against an individual or group, including hitting, shoving, pushing, or kicking;
  • inciting others to do physical damage, harm, or injury to an individual or group; or
  • any intentional act that causes, or may cause, physical damage, harm, or injury to an individual or group.

Threats

  • any act, gesture, or statement that gives an individual reasonable cause to believe that there is risk of damage, harm, or injury to themselves, another person, their property, or the property of ImprovBoston;
  • any statement, whether verbal, written, or otherwise, that an individual reasonably interprets to be menacing or taunting in nature;
  • communication, including body language or behaviors, indicating that the speaker intends to do damage, harm, or injury to an individual or group; or
  • intimidating behaviors such as shaking fists, throwing things, destroying property, or wielding weapons or articles that could be used as, or perceived to be, weapons.

Note: Behaviors that are threatening to the health or safety of an individual or group, including the presence or use of weapons, and especially any behaviors that are violent, require immediate action to prevent escalation and to ensure the safety of others.

ImprovBoston does not tolerate harassment in any form.

For the purposes of this Policy, harassment is defined as any number of comments or actions that are known, or ought reasonably to be known, to be unwelcome. Harassment can occur based on any of the grounds of discrimination identified in this Policy, and can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning, or otherwise unwelcome, based on a ground of discrimination identified in this Policy.

Disrespectful and/or discriminatory behavior

For the purposes of this Policy, disrespectful and/or discriminatory behavior is defined as any comment demeaning the dignity of a person or group, or ridiculing a person or group based on characteristics that are related to a ground of discrimination. 

Examples may include:

  • comments, gestures, jokes, or other behaviors which are humiliating, persecuting, mobbing, ridiculing, belittling, offensive, hurtful, disparaging, traumatic, or which otherwise diminish an individual or group’s dignity or well-being;
  • comments, epithets, remarks, jokes, or innuendos related to an individual or group’s race, gender identity, gender expression, sex, disability, sexual orientation, creed, age, or any other ground of discrimination;
  • intentionally singling out an individual or group humiliating, demeaning, teasing or joking based on any ground of discrimination;
  • deliberately excluding an individual or group from relevant activities or otherwise attempting to discredit, socially isolate, or disempower an individual or group;
  • spreading false information about an individual or group;
  • displaying or circulating, whether in print form or via electronic means, images or materials which are racist, pornographic, or otherwise offensive to or discriminatory against an individual or group;
  • hostile or derogatory remarks and taunts; and
  • behavior and actions which are gender-based and paternalistic that undermine a person’s self-respect or position of responsibility.

 

Note: If a person does not explicitly object to harassing behavior, or appears to be going along with it, this does not mean that the behavior is welcome or acceptable.

Sexual and gender-based harassment

For the purposes of this Policy, sexual and gender-based harassment is defined as any comment, conduct, gesture, or contact of a sexual or gender-based nature that is unwelcome and that is likely to cause offense, embarrassment, or humiliation to an individual or group. Sexual and gender-based harassment may be intentional or unintentional, physical or verbal, and it can take many forms. 

Examples may include but are not limited to:

  • persistent expression of sexual interest after being informed that such interest is unwelcome;
  • unwelcome or aggressive physical contact that is sexual or gender-based, including touching, groping, grabbing, patting, pinching, hugging, or brushing up against another individual’s body;
  • unwelcome or aggressive flirtations or propositions of physical intimacy, whether indirect or explicit;
  • unwelcome or aggressive gender-related comments about a person’s physical characteristics, mannerisms, or clothing;
  • unwelcome or aggressive epithets, slurs, derogatory terms, taunting, threats, and other language that is sexual or gender-based;
  • spreading sexual rumors;
  • rough, blue, lewd, ribald, vulgar, explicit, suggestive, or otherwise inappropriate humor, innuendoes, or comments of a sexual nature;
  • rough, blue, lewd, ribald, vulgar, explicit, suggestive, or otherwise inappropriate humor, innuendoes, or comments about members of a specific sex or gender;
  • displaying or circulating, whether in print form or via electronic means, sexually explicit or suggestive images;
  • inappropriate staring or leering; and
  • bragging about sexual prowess or questions or discussions about sexual activities.

 

Note: If a person does not explicitly object to sexually harassing behavior, or appears to be going along with it, this does not mean that the behavior is welcome or acceptable.

Sexual and gender-based solicitation

For the purposes of this Policy, sexual and gender-based solicitation is defined as any comment, conduct, gesture, or contact of a sexual or gender-based nature that might, on reasonable grounds, be perceived as soliciting sexual favors or otherwise placing a condition of a sexual nature on an individual or group’s participation, employment, working conditions, opportunities for advancement, or other benefits. 

Examples may include but are not limited to:

  • unwelcome invitations or requests of physical intimacy, whether indirect or explicit;
  • demands for dates or sexual favors; and
  • inciting others to perform sexual favors.

 

Note: If a person does not explicitly object to sexual solicitation, or appears to be going along with it, this does not mean that the sexual solicitation is welcome or acceptable.

ImprovBoston does not tolerate discrimination against an individual or group based on one or more of the following grounds:

  • Sex;
  • Sexual orientation;
  • Gender identity;
  • Gender expression;
  • Family status;
  • Marital status;
  • Race;
  • Colour;
  • Ancestry;
  • Ethnic origin;
  • Place of origin;
  • Nationality;
  • Citizenship;
  • Religious affiliation;
  • Creed;
  • Age;
  • Ability;
  • Record of offenses;
  • Perception that one of the above grounds applies; and
  • Association or relationship with a person identified by one of the above grounds.

 

Discrimination may be intentional or unintentional, it can take many forms, and its presence may be obvious or subtle. Where many factors affect a decision or action, if even one factor is discriminatory, it will constitute a direct violation of this Policy.

Note: If a person does not explicitly object to discriminatory language or behavior, or appears to be going along with it, this does not mean that the discriminatory language or behavior is welcome or acceptable.

PROCESS

If you feel that you are being abused, harassed, or discriminated against contrary to this Policy, or if you know or suspect that someone else is, you can choose to respond by approaching the suspected offender directly, or by reporting a violation to ImprovBoston:

Approaching the offending individual directly 

You may choose to respond without immediately involving ImprovBoston leadership (though you can contact ImprovBoston at any time) by advising the person engaging in the offending behavior that their behavior is unwelcome and asking them to stop it immediately.

ImprovBoston supports this option only if you do not feel that your health, safety, or professional standing is in danger.

Reporting a Violation 

If you feel that you are being, or have been, subjected to conduct in violation of this Policy, or if you know of or suspect the occurrence of conduct in violation of this Policy, you should promptly report it to us. 

You can do so directly by informing any one or more of the following individuals (Mandated Reporters) at ImprovBoston:

  • Managing Director
  • Artistic Director
  • Chairperson of the Board
  • Director of Sales and Outreach
  • Comedy School Director
  • Lead Producer
  • Instructors


Alternatively, you can use our anonymous online reporting form (above)

Once ImprovBoston receives your oral or written report, it will be kept in the utmost confidence, subject to any legal requirements to the contrary, or until maintaining utmost confidentiality serves to make the investigation and/or resolution of the alleged violation difficult or impossible.

Note: If you are alleging sexual harassment, you have the right to also make a complaint to the Massachusetts Commision on Discrimination. If you are alleging assault or sexual assault, you have the right to also contact the police to pursue criminal charges.

Note: ImprovBoston has a duty to report any criminal act that is made known to them, or that it reasonably suspects has occurred, to the police. 

ImprovBoston also has a duty to report any violation of this Policy that is made known to them, or that they reasonably suspect has occurred, to the Board of Directors. 

If you are under 18 years of age at the time you allege harassment or sexual harassment, ImprovBoston is required by law to inform parents or legal guardians.

After a report is received, ImprovBoston will immediately begin an investigation.

ImprovBoston’s Investigation Committee (The Panel) shall consist of the Chair of the Board of Directors, the Managing Director and a Member of the Leadership Team (unaffiliated with the report.)

Note: In an instance where the report is against the Managing Director, a Leadership Team member or the Chair of the Board of Directors, the individual on the Committee will not serve as a member of the investigation and either an outside third party will be retained, or another member of the leadership team will be asked to serve in their place.

To better investigate a complaint, ImprovBoston may seek outside professional advice, including legal advice and human resource advice, in order to ensure an efficient, effective, and fair investigation. Any outside professional assisting in the investigation will be bound by a duty of confidentiality.

All investigations will be handled on a case-by-case basis. Unless there are practical or other legitimate reasons to follow a different process, investigations will follow the following stages:

Information Gathering

The Panel will interview the complainant first, followed by any witnesses (separately), and finally the alleged offender (separately).

All information gathered will be kept in the utmost confidence, subject to any legal requirements to the contrary, or until maintaining utmost confidentiality serves to make the investigation and/or resolution of the alleged violation difficult or impossible. 

The Panel will endeavor to make this process as timely, comfortable, and unbiased as possible as it gathers the facts relevant to the situation.

Determination 

The Panel will compile and analyze the information and come to a determination as to whether or not the allegations of a breach of this Policy are substantiated, based on the evidence gathered.

The Panel will then draft a report. The report will contain, at minimum, a detailed timeline of the complaint, a summary of the evidence gathered, the Panel’s final determination, and the reasons for that determination.

The Panel will deliver a copy of the report to the Executive Committee of the Board of Directors, and including:

  • the Managing Director unless the nature of the complaint involves the Managing Director or places the Managing Director in a conflict of interest, whether directly or indirectly, in which case the report shall be delivered to
  • the Artistic Director, unless the nature of the complaint involves the Artistic Director or places the Artistic Director in a conflict of interest, whether directly or indirectly, in which case the report shall be delivered to
  • the President of the Board of Directors, unless the nature of the complaint involves the President of the Board of Directors or places the President of the Board of Directors in a conflict of interest, whether directly or indirectly, in which case the report shall be delivered to
  • The Board of Directors.

The Executive Committee will make the final determination and take such action as they deem necessary under the circumstances to resolve the matter. Although the Executive Committee should carefully consider the Panel’s report in arriving at a final determination, they are not bound to agree with the investigation panel or follow its determination.

Resolution 

Should the Executive Committee determine that the investigation discloses insufficient grounds or basis to substantiate a violation of this Policy, ImprovBoston will inform the complainant and the alleged offender of this determination. No corrective action will be taken, and no record of the reported violation will be placed on the alleged offender’s employment file, if any.

Should the Executive Committee determine that the investigation discloses sufficient grounds or basis to substantiate a violation of this Policy, ImprovBoston will inform the complainant and the alleged offender of this determination. A record of the reported violation will be placed on the alleged offender’s employment file, if any.

The organization will take such disciplinary, educational, and/or other corrective action as the Executive Committee deems appropriate under the circumstances, according to the evidence gathered, and at their sole discretion. The corrective action taken shall be reasonably calculated to reasonably address the effects on the complainant and to prevent any further unacceptable conduct.

Examples of corrective action include but are not limited to termination, removal of the offender from a volunteer or directorial role, removal of the alleged offender from a teaching position, removal of the alleged offender from a class without refund or compensation, removal of the offender from the cast, or revocation of a performer’s ability to participate in or attend ImprovBoston performances and events. Criminal and/or civil charges may be brought against the alleged offender.

No Retaliation

Retaliation in any form by anyone in Our Community against someone who reports a potential violation, or who assists in an investigation, will be considered a violation of this Policy and will not be tolerated. Anyone who feels that they have been the victim of, or threatened with, retaliation should immediately inform one or more of the individuals identified above (REPORTING A VIOLATION).

Regardless of the final determination, ImprovBoston will, to the extent that it is able, protect the individual who made the initial report, and anyone else who gave information as part of the investigation, from any form of retaliation by peers, co-workers, superiors, co-participants, or otherwise as a result of them having made a report or having provided evidence as part of an investigation into the reported violation.

STATEMENTS OF RESPONSIBILITY

Members of our Community must take timely and appropriate action to report or deal with incidents of abuse, harassment, or discrimination of any type, whether personally observed or brought to their attention. Under no circumstances should a community member dismiss or downplay a complaint made in good faith. Our Community agrees to complete any and all training required by ImprovBoston.

ImprovBoston will take timely and appropriate action to report or deal with incidents of abuse, harassment, or discrimination of any type, whether personally observed or brought to their attention. Under no circumstances will ImprovBoston dismiss or downplay a complaint made in good faith. ImprovBoston will provide training to Our Community on an ongoing basis, and further information and resources upon request.

CODE OF CONDUCT & GENERAL POLICIES

Inappropriate conduct is not tolerated within the ImprovBoston community.  

ImprovBoston believes that all of our students have the right to learn and practice their craft in an open, safe, collaborative, and creative environment. In order to achieve this environment, students are asked to agree to certain ground rules in regards to class conduct before enrolling in class. 

Inappropriate conduct includes, but is not limited to: 

  • Consumption of drugs or alcohol during class/shows
  • Attending classes while under the influence of drugs or alcohol
  • Inappropriate verbal, physical or sexual conduct with other students, the class instructor, cast members, or audience members
  • Bringing uninvited guests to class. 

Additionally, the community is asked to help foster a creative and supportive learning environment without distractions. Students are asked to support their fellow students in class by abstaining from:

  • Eating
  • Reading or writing text messages
  • Using mobile phones and devices
  • Talking while fellow classmates or teachers are talking for the benefit of all students. 

Inappropriate conduct will not be tolerated and may result in removal from class, rehearsals, or shows. Additionally, each class and cast will create its own “Community Agreement.” These are a set of guidelines that the entire class/ensemble agrees to abide by.

Requesting Refunds

ImprovBoston Comedy School Tuition is fully refundable up to 2 business days before the start of your class. Within 2 business days of the start of the class, or once the class has started, REGISTRATION IS NON REFUNDABLE AND NON TRANSFERABLE.

In the event of a cancellation due to low student enrollment, students may be offered placement in another section. If the student cannot be placed in another section, a refund may be offered, or credit kept on file for a future class.

Only registered students will be allowed in the class. Due to our limited class sizes, class placement is not guaranteed until payment has been received in full. Further, the ImprovBoston Comedy School reserves the right to accept or deny any individual’s application.

Switching Class Sections

If your class has not started and you want to switch into a different section which has also not started, you may request a swap by contacting the Comedy School Director. Once your class has started, you cannot switch into a different section unless approved by the Comedy School Director. 

In our classes, we seek to foster each class into an ensemble and we want to be with them as much as possible. 

Attendance

In order to get the most out of your class, we ask you to register for a class in which you can attend each week.  We understand situations and emergencies arise.  We will not be offering make-up classes for any class, so please do your best to attend.  If you cannot attend a class, just let your instructor know with as much advance notice as possible.

Arriving Late

Students are encouraged to make it to class on time. Arriving late may cause distractions and disrupt the flow of class. We understand that life happens, so please still attend class even if you will be arriving late. Informing the instructor if you know you will be late is ideal. 

Leaving Early

Students are expected to be present for the entire class. We ask you to inform your instructor if you need to leave early.

Advancement in Class Levels

Each class is part of a cumulative development program to build your skills, knowledge and understanding of Improv, Standup or Sketch comedy and performance.  We emphasize attendance to ensure each student has the tools and understanding for success (and fun) in the upper sections (where applicable.) We recommend retaking a class if you have missed more than 3 weeks. 

Make Up Class

At this time we do not offer make up classes for students. Students should connect with fellow classmates or the instructor to see what was missed. 

Teacher Attendance

ImprovBoston reserves the right to replace any teacher for any reason, at any time, with another equally qualified teacher without notice.

Class Duration

ImprovBoston reserves the right to alter the duration of any class without notice. Classes may run shorter if there is lower than expected attendance for any class.

Cancellations

ImprovBoston reserves the right to postpone or cancel a class if it does not reach a minimum number of students. Fees incurred by student(s) for travel, lodging, etc. will not be reimbursed.

In consideration of being allowed to participate in classes with Improvisation Center of Boston (ImprovBoston,) and related events and activities, the registrant acknowledges, appreciates, and agrees that: 

  1. Participation includes possible exposure to and illness from infectious diseases including but not limited to MRSA, influenza, and COVID-19. While particular rules and personal discipline may reduce this risk, the risk of serious illness and death does exist; and, 
  2. Participant KNOWINGLY AND FREELY ASSUME ALL SUCH RISKS, both known and unknown, EVEN IF ARISING FROM THE NEGLIGENCE OF THE RELEASES or others, and assume full responsibility for my participation; and, 
  3. Participant willingly agrees to comply with the stated and customary terms and conditions for participation as regards protection against infectious diseases. If, however, I observe any unusual or significant hazard during my presence or participation, I will remove myself from participation and bring attention to ImprovBoston immediately; and, 
  4. Participants, on behalf of heirs, assigns, personal representatives and next of kin, HEREBY RELEASE AND HOLD HARMLESS ImprovBoston, their officers, officials, agents, and/or employees, other participants, sponsoring agencies, sponsors, advertisers, and if applicable, owners and lessors of premises used to conduct classes and other events (“RELEASEES”), WITH RESPECT TO ANY AND ALL ILLNESS, DISABILITY, DEATH, or loss or damage to person or property, WHETHER ARISING FROM THE NEGLIGENCE OF RELEASEES OR OTHERWISE, to the fullest extent permitted by law. 

We follow the city of Cambridge COVID policies and encourage that all students taking a class at ImprovBoston are fully vaccinated and boosted. Masks are encouraged to wear in class.

Stay home if you are sick! Follow isolation and quarantine guidance from the state and Cambridge Public Health Department. 

If you test positive, you must isolate for at least 5 days (until symptoms are resolving) and wear a mask for 10 days. CPHD strongly recommends taking a rapid antigen test (home test) and receiving a negative result before ending home isolation after Day 5.

If you are exposed, CPHD strongly recommends taking a PCR or antigen test on Day 5, regardless of vaccination or booster status. If you test positive, you should stay home and follow MDPH isolation guidance.

If you test positive or are exposed, you must wear a mask throughout the 10-day isolation or exposure period. CPHD strongly recommends wearing a well-fitting, high quality mask, such as a KF94, KN95, or N95 mask. CPHD discourages the use of cloth masks because they do not provide adequate protection.

UNDERSTANDING & RECOGNIZING MICROAGGRESSIONS

Adapted from Sue, Derald Wing, Microaggressions in Everyday Life: Race, Gender and Sexual Orientation, Wiley & Sons, 2010.

Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, that communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership (from Diversity in the Classroom, UCLA Diversity & Faculty Development, 2014).

The first step in addressing microaggressions is to recognize when a microaggression has occurred and what message it may be sending. The context of the relationship and situation is critical. Below are common themes to which microaggressions attach.

Alien in One’s Own Land


When Asian Americans, Latino Americans and others who look different or are named differently from the dominant culture are assumed to be foreign-born. 

What it might sound like: 

  • “Where are you from or where were you born?”
  • “You speak English very well.”
  • “What are you? You’re so interesting looking!”
  • A person asking an Asian American or Latino American to teach them words in their native language.
  • Continuing to mispronounce the names of students after students have corrected the person time and time again. Not willing to listen closely and learn the pronunciation of a non-English based name.

The message it sends: 

  • You are not a true American.
  • You are a perpetual foreigner in your own country.
  • Your ethnic/racial identity makes you exotic.

 

Ascription of Intelligence

Assigning intelligence to a person of color or a woman based on their race/gender

What it might sound like: 

  • “You are a credit to your race.”
  • “Wow! How did you become so good in math?”
  • “You must be good in math, can you help me with this problem?”
  • “I would have never guessed that you were a scientist.”

The message it sends:

  • People of color are generally not as intelligent as Whites.
  • All Asians are intelligent and good in math/science.
  • It is unusual for a woman to have strong mathematical skills.

 

Color Blindness

Statements that indicate that a White person does not want to or need to acknowledge race.

What it might sound like: 

  • “When I look at you, I don’t see color.”
  • “There is only one race, the human race.”
  • “America is a melting pot.”
  • “I don’t believe in race.”
  • Denying the experiences of students by questioning the credibility/validity of their stories.

The message it sends:

  • Assimilate to the dominant culture.
  • Denying the significance of a person of color’s racial/ethnic experience and history.
  • Denying the individual as a racial/cultural being.

 

Criminality/Assumption of Criminal Status

A person of color is presumed to be dangerous, criminal, or deviant based on their race.

What it might sound like: 

  • A White person clutches their purse or checks wallet as a Black or Latino person approaches.
  • A store owner following a customer of color around the store.
  • Someone crosses to the other side of the street to avoid a person of color.
  • While walking through the halls of the Chemistry building, a professor approaches a post-doctoral student of color to ask if they are lost, making the assumption that the person does not belong in the lab.

The message it sends:

  • You are a criminal.
  • You are going to steal/you are poor
  • You do not belong.
  • You are dangerous.

 

Denial of Individual Racism/Sexism/Heterosexism

A statement made when bias is denied.

What it might sound like: 

  • “I’m not racist. I have several Black friends.”
  • “As a woman, I know what you go through as a racial minority.”
  • "I'm sure it wasn't racist/sexist/homophobic, they are so nice!"

The message it sends:

  • Denying the personal experience of individuals who experience bias.

 

Myth of Meritocracy

Statements which assert that race or gender does not play a role in life successes.

What it might sound like: 

  • “I believe the most qualified person will get the job.”
  • “Of course he’ll get tenure, even though he hasn’t published much—he’s Black!”
  • “Men and women have equal opportunities for achievement.”
  • “Gender plays no part in who we hire.”
  • “America is the land of opportunity.”
  • “Everyone can succeed in this society, if they work hard enough.”
  • “Affirmative action is racist.”

The message it sends:

  • People of color are given extra unfair benefits because of their race.
  • People of color/women/LGBTQIA+ people are lazy and/or incompetent and need to work harder. The playing field is even. It's their fault.

 

Pathologizing Cultural Values/Communication Styles

The notion that the values and communication styles of the dominant/White culture are ideal/”normal”.

What it might sound like: 

  • To an Asian, Latino or Native American: “Why are you so quiet? We want to know what you think. Be more verbal.” “Speak up more.”
  • Asking a Black person: “Why do you have to be so loud/animated? Just calm down.”
  • “Why are you always angry?” anytime race is brought up in the classroom discussion.
  • Dismissing an individual who brings up race/culture in work/school setting.

The message it sends:

  • Assimilate to dominant culture. Leave your cultural baggage outside.
  • There is no room for difference.

 

Second-Class Citizen

Occurs when a target group member receives differential treatment from the power group

What it might sound like: 

  • Not wanting to sit by someone because of his/her color.
  • Female doctor mistaken for a nurse.
  • Saying “You people...”
  • Raising your voice or speaking slowly when addressing a blind student.
  • In class, an instructor tends to call on male students more frequently than female ones.

The message it sends:

  • People of color couldn’t possibly occupy high status positions.
  • Women occupy nurturing positions.
  • You are a lesser being.
  • A person with a disability is defined as lesser in all aspects of physical and mental functioning.
  • The contributions of female students are less worthy than the contributions of male students.

 

Sexist/Heterosexist Language

Terms that exclude or degrade women and LGBTIA+ persons.

What it might sound like: 

  • Use of the pronoun “he” to refer to all people.
  • Defaulting to he or she pronouns  
  • Being assumed gay (a sexual orientation) based on personality traits

The message it sends:

  • Cis-Man experience is universal. Women and LGBTQIA+ experiences is invisible.
  • LGBT categories are not recognized.
  • LGBT partnerships are invisible.
  • Not subscribing to gender roles is inferior.

 

Traditional Gender Role Prejudicing and Stereotyping

Occurs when expectations of traditional roles or stereotypes are conveyed.

What it might sound like: 

  • A person asks a woman her age and, upon hearing she is 31, immediately asking if she's married
  • Asking only women is they want children
  • Shows surprise when a feminine woman openly identifies as lesbian. "You don't look like a lesbian!"
  • Labeling an assertive woman committee chair/dean as a bossy while describing a man counterpart as a leader.

The message it sends:

  • There are roles all people are expected to play and if you do not, you are abnormal

 

Microaggressions can appear in comedy in a variety of forms. Some examples include:

  • Defaulting too 'he' pronouns when an improviser plays a doctor, a professor, president, etc. 
  • Labeling other improvisers as 'mom' or 'dad' because they are older than you in real life
  • Using names that come from a culture or region based on the content of a scene (stereotyping the name of the character)
  • Only playing heterosexual relationships/marriages in scene work, even if the improvisers are of the same gender 
  • Only using he/she pronouns in scene work, never allowing for gender neutral names/pronouns or non-binary characters

Board of Directors

For any and all inquiries please email board@improvboston.com; which will be seen by all Board Members. 

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2024-2025 Board of Directors

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