ABSTRACT

Analyzing the lack of diversity among opera executives, this book examines the careers of executive opera managers of color in the U.S. By interrogating the impact of race on arts managers’ careers, the author contemplates how opera might attract and retain more racially diverse arts managers to ensure its future.

With a focus on the U.S., research is contextualized via qualitative data to explore, enhance, and institutionalize access, diversity, equity, and inclusion (ADEI) in the opera industry. In a revealing series of expert-conducted interviews, the author poses illuminating questions, such as:

  • what if an inability to recruit and retain diverse executives is the primary source of opera’s challenges?
  • if more racially diverse opera executives existed, would the art form persist in struggling to find its place in contemporary society?
  • from where will the next generation of diverse opera managers emerge?

As the magnitude of the global diversity problem grows within the creative and cultural industries, this book serves as a guide for Arts Management practitioners and students who may view their class, different ability, ethnicity, gender, race, or sexual orientation as a liability in their pursuit of executive careers.

chapter |14 pages

Overture: Introduction

chapter |4 pages

Act I: Henry Akina

From Stage Director to Artistic Director of Hawaii Opera Theatre

chapter |11 pages

Act II: Torrie Allen

From Singer to General/Artistic Director of Anchorage Opera

chapter |12 pages

Act III: Wayne Brown

From Orchestra Manager to President & CEO of Michigan Opera Theatre

chapter |6 pages

Act IV: Michael Ching

From Composer to General/Artistic Director of Opera Memphis

chapter |21 pages

Act V: Linda Jackson

From Stage Manager to Managing Director of Connecticut Opera

chapter |23 pages

Act VI: Willie Anthony Waters

From Conductor to General/Artistic Director of Connecticut Opera

chapter |25 pages

The Finale: Conclusions