PLATINUM2023

ROUNDABOUT THEATRE COMPANY INC

aka ROUNDABOUT THEATRE COMPANY   |   New York, NY   |  www.roundabouttheatre.org

Mission

Roundabout celebrates the power of theatre by spotlighting classics from the past, cultivating new works of the present, and educating minds for the future.

Ruling year info

1965

Artistic Director/CEO

Todd Haimes

Main address

231 West 39th Street, Ste. 1200

New York, NY 10018 USA

Show more contact info

EIN

13-6192346

NTEE code info

Theater (A65)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

We acknowledge and understand the ways in which Roundabout and the theatre industry have been part of the marginalization of BIPOC communities and will work to correct those inequities. We are making equity, diversity, inclusion, and anti-racism even greater priorities in our artistic work, education programs, employment practices, and workplace behaviors with artists, partners, government agencies, and our board and donors. The stories we tell on our stages will reflect an ever-wider variety of identities. We support and stand with our BIPOC colleagues, staff, artists, educators, students, and audiences, and we will listen to and learn from their stories and perspectives.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

New Play Initiative

The New Play Initiative, first established in 1995, seeks to promote vitality in the American theatre and cultivates new work by gifted playwrights at all stages of their careers, with commissions, developmental readings and workshops, and productions of new plays and musicals at the Roundabout Underground program and our mainstage. Roundabout grants between two and five commissions each year and works closely with each playwright, providing the artistic and financial freedom needed to revise new works.

Population(s) Served
Artists and performers

To ensure that our work is accessible to all audiences, the ACCESS Roundabout program was launched as a multifaceted audience development initiative to allocate over 42,000 affordable tickets, as low as $10, to theatregoers every year. Additionally, deaf and hard of hearing patrons are offered sign-interpreted performances, as well as the GalaPro app, which offers closed captioning and audio description services. To serve patrons with Autism and other sensory, communication, movement, and/or learning needs, we offer relaxed performances, which are slightly modified to reduce sound levels and provide an inclusive environment for people to attend live theatre who may not be able to do so with a general audience.

Population(s) Served
People with learning disabilities
People with hearing impairments

Roundabout first partnered with the Department of Education in 2003 to create Bronx Theatre High School and Brooklyn School for Music and Theatre, two small high schools rooted in theatrical teaching and learning. Since then, Roundabout has continued to partner with both schools and has increased its roster to 22 partners – largely Title I and Title V public schools in underserved communities – in all five boroughs of New York City. School partnerships include tailored classroom residencies, professional development for educators, onsite afterschool programming, and college and career readiness workshops.

Population(s) Served
Students

The Roundabout Youth Ensemble (RYE) was launched in 2006 in response to data linking juvenile crime to the high number of students left unsupervised after school. In addition to supervising students, RYE uses performance, technical theatre/design, and playwriting to foster creative thinking, problem-solving, and leadership skills among participants. During the spring and summer, students can apply for leadership positions within the company and work together to stage world premieres of student-written plays.

Population(s) Served
At-risk youth
Students

Education at Roundabout’s groundbreaking Theatrical Workforce Development Program (TWDP), now in its third pilot year, works to break down barriers to entry in the theatre industry for out-of-work, out-of-school young adults ages 18-24. TWDP is the first job training and placement program for vocational theatre careers and was developed by Roundabout in collaboration with the International Alliance of Theatrical Stage Employees union (IATSE), youth service agency The Door, and workforce development experts JobsFirstNYC. To date, TWDP has served 54 fellows in three cohorts and received overwhelmingly positive feedback from employment partners and peers in the field.

Population(s) Served
Unemployed people
Young adults

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Total number of free admissions

This metric is no longer tracked.
Totals By Year
Related Program

School Partnerships

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

20000 free or discounted tickets we allocate to low-income families, young theatregoers, and community organizations.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Roundabout Theatre Company was established in 1965 to produce revivals of lesser-known classic plays for the benefit of local audiences and artists. Over the last 50 years Roundabout has produced classic plays and musicals and introduced bold new works to the American theatre canon by developing new plays by living playwrights at all stages of their careers. Offstage, Roundabout creates opportunities for members of the community to engage deeply with theatre at every level through accessible theatre experiences. Roundabout's educational arm, Education at Roundabout, partners with 22 New York City Department of Education middle- and high schools each year to provide programming for students, teachers, and educators in underserved communities, as well as a groundbreaking workforce development program that provides young adults with the training they need to pursue careers in technical theatre.

Roundabout productions are developed in collaboration with artists of today who breathe new life into these enduring stories, ensuring that our audiences can connect deeply with each piece. The New Play Initiative, first established in 1995, utilizes developmental readings and workshops and other programs to provide playwrights with the artistic and financial support they need to develop new plays and have them produced as world premieres on the mainstage or as part of the Roundabout Underground program. Education at Roundabout trains educators in theatrical teaching styles and hosts in-class and afterschool programs at our 22 partner schools. Roundabout also provides directing fellowships, professional development workshops for educators, and the Theatrical Workforce Development Program (TWDP), which provides training and job placement opportunities for out-of-school, out-of-work young adults between the ages of 18 and 24.

We pledge to address the ways in which Roundabout and the theatre industry have been part of the marginalization of the Black community and how we can correct that inequity.
We pledge that equity, diversity, and inclusion will be even greater priorities in our artistic work, education programs, and employment practices, and in our conversations with artists, partners, government agencies, and donors.
We pledge that the stories we tell on our stages will reflect an ever-wider variety of backgrounds.
We pledge to support and stand with our Black colleagues, staff, artists, educators, students, and audiences, and we will listen to their stories and perspectives.

In 2019, we began developing a strategic plan to turn these commitments into action, focusing not on cosmetic, short-term changes but meaningful transformation and accountability in our organizational structure and culture. This document serves as a written codification of these transformative goals and actions. A Transformation Team of 29 staff members representing multiple departments, roles, tenures, identities, and positions has worked since July 2020 to conceptualize and draft this comprehensive, five-year Strategic Plan—focusing on concrete changes to our structures, policies, and practices, built, set up, and supported to succeed company-wide. In creating this Plan, we have broadly embraced learnings from an externally conducted fall 2019 assessment of equity, diversity, inclusion, and marginalization in our culture, as well as the ongoing insights and labor of such organizations as Black Theatre United, We See You White American Theater, Broadway for Racial Justice, Broadway Advocacy Coalition, Artists for Economic Transparency, Indigenous Direction, The Asian American Performers Action Coalition, and our peer theatres in New York and around the country. Emerging from this process, we have constructed a new set of company core values and six Strategic Priorities, each with its own goals, objectives, action steps, timelines, indicators of accomplishment, and measures. The areas we are rebuilding, as fully set forth in this Plan, are: Artistic Programming, Production Practices, and Audience Development, Human Resources Policy, Practice and Protocols, Organizational Leadership, Board of Directors and Volunteer Leadership, Organizational Learning and Accountability, Collaboration, and Teamwork. We have a tremendous amount of work to do, but we have been fortunate to be able to use the time while our stages are empty to deeply engage in this organizational change work. Our commitment to be an equitable and actively anti-racist institution must encompass every aspect of the organization.

Since 1965, Roundabout has received 36 Tony Awards, 51 Drama Desks, 62 Outer Critics Circle, 15 Lucille Lortel and 5 Olivier Awards. Through the New Play Initiative, Roundabout has commissioned 42 playwrights, developed over 190 new works, and employed over 5,000 artists. Offstage, Roundabout partners with 22 New York City Department of Education schools in all five boroughs and serves over 3,200 students and 160 educators at these schools every year. Students who participate in our afterschool program, the Roundabout Youth Ensemble, are required to attend school as a prerequisite. To date, 100% of program participants have graduated from high school. Education at Roundabout’s Theatrical Workforce Development Program, now in its third pilot year, currently serves 54 fellows in three cohorts and has received overwhelming positive feedback from partners and peers in the field.

In 2021, we launched The Refocus Project which shines a spotlight on underrepresented historic works. The works deemed to be “classic” plays have long been defined too narrowly and by too few. If we’re to have an equitable theatre, we must look to the past and shine a spotlight on the plays and playwrights that were left behind by history, not because of their merits but because of their identities. Our live readings in June 2022, had 739 attendees, and employed 60 artists featuring works from the Latinx community.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback

Financials

ROUNDABOUT THEATRE COMPANY INC
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

ROUNDABOUT THEATRE COMPANY INC

Board of directors
as of 09/08/2023
SOURCE: Self-reported by organization
Board chair

Thomas Tuft

Lazard Frères & Co. LLC

Term: 1999 -

Thomas E Tuft

Lazard Frères & Co. LLC

Lawrence Kaplen

The Kaplen Brothers Fund

Katheryn Patterson Kempner

Stephanie Kramer

Johannes (Johs) Worsoe

Todd Haimes

Dr. Taylor W. Lawrence

Sylvia Golden

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 9/8/2023

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

Equity strategies

Last updated: 09/08/2023

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.