By joining us in this Initiative, you the Artist, pledge to:

1. Initiate an honest assessment of my/our hiring and recruitment practices. Document, analyze, and store accurate diversity and equity records at all levels of my/our production teams to the extent allowed by law.

2. Direct my/our hiring/contracting managers to ensure that vendors and or individuals who are members of historically marginalized and/or underrepresented groups are considered and interviewed for open positions and bids in a fair and equitable manner with an understanding of intersectional identities.

3. Encourage tour personnel and management to utilize recommended staffing resources to find qualified staff and vendors, in addition to their current recruitment, hiring, contracting, and referral-based practices.

4. Extend hiring and recruitment efforts to locally underrepresented communities, including community organizations that service high school and college-aged programs, trade schools, community colleges, and Historically Black Colleges and Universities (HBCU), Hispanic and Latin Serving Institutions (HLSI), Asian American, Asian and Pacific Islander Colleges and Universities (AAPI), Tribal/Indigenous/Native American Colleges, community outreach programs, and organizations that provide support and services to formerly incarcerated persons. Make best and reasonable efforts to create, support, and extend one-off shadowing and apprenticeship opportunities when available.

5. Make best efforts to request staffing and talent bookings that include members of historically marginalized and or underrepresented groups across all of my/our productions, including but not limited to local openers, runners, merchandise sellers, local stagehands, and hospitality vendors.

6. Utilize and supply the provided DTS Inclusion Packet* to my/our management teams and direct my/our management teams, agents, and senior tour personnel to implement the Artist Punch List into my/our existing riders, advances, and performance agreements.

7. Direct hiring managers to distribute provided DTS Resource Guide* which considers the mental health and wellbeing of my/our tour and production crews.

8. Encourage hiring managers to create and/or expand current HR and Safety Protocols and training focused on I.D.E.A (Inclusion, Diversity, Equity & Access) at all levels of my/our tour and production teams; focusing on such topics as:

   • Appropriate responses or De-Escalation

   • A focus on the safety and security of historically marginalized and/or underrepresented groups

   • Unconscious Bias

   • Microaggressions

   • Racial Sensitivity

   • LGBTQAI2+ Sensitivity

   • Gender Bias

   • Disability and Access

   • Sexual Harassment Prevention

   • DEI

   • Angel Shot Protocols

9. Advocate for these practices and standards to be adopted across all levels of the concerts, events and touring industry.