In this episode of the StageLync podcast, I sit down with DEI leader Donna Walker-Kuhne for a thoughtful and honest conversation about what real cultural change looks like in the arts and entertainment industry. We talk about everything from educating future Broadway producers to navigating difficult conversations around race, privilege, and inclusion in a way that feels grounded, practical, and human.
Donna shares her approach to teaching and consulting, and how she continues to embed DEI principles into her work even as industry priorities shift. This episode is a powerful reminder that meaningful change does not come from one-off initiatives but from ongoing reflection, accountability, and time.
This conversation only scratches the surface of Donna Walker-Kuhne’s insights on leadership, inclusion, and cultural transformation in the arts. The full episode dives even deeper into real-world strategies, personal stories, and practical tools you can apply in your own work.
Why is education about DEI important in arts leadership training?
Answer:
Donna Walker-Kuhne explains that she intentionally teaches diversity, equity, and inclusion at universities like Columbia and NYU to prepare future arts leaders. Her students—future Broadway producers and nonprofit arts leaders—must first understand what racism, bias, and inequality actually mean before they can address them. The foundation of her teaching is awareness: once people understand history and systems of injustice, they can begin to take meaningful action.
She emphasizes that education is not about blame, but about awareness and responsibility. Students are guided to recognize their own biases and then learn how to become allies and change-makers in their fields.
How does Donna approach difficult conversations about race, privilege, and bias?
Answer:
Donna stresses that honest conversations are central to DEI work. She encourages students and professionals to confront uncomfortable truths—such as privilege and systemic inequality—without defensiveness.
Rather than approaching these discussions with anger or blame, she uses a compassionate and human-centered approach. As a Buddhist practitioner, she focuses on dignity, respect, and the shared goal of doing better. This allows people to engage more openly, reflect on their actions, and participate in meaningful change.
She believes that difficult conversations are only productive when they are grounded in empathy and honesty.
How did the pandemic influence DEI work in the arts industry?
Answer:
During the pandemic, Donna saw a significant increase in demand for DEI coaching and workshops. With productions paused and organizations in a moment of reflection, many took the opportunity to reassess internal culture and practices.
However, she also notes that this momentum has since declined. As the industry returned to ticket sales and business operations, DEI priorities have often been deprioritized or politicized. Despite this shift, Donna continues to embed DEI principles into all of her work, regardless of how organizations label or frame it.
She remains committed to ensuring inclusion remains part of the core structure of the arts industry.
How can organizations create real cultural change around inclusion?
Answer:
Donna explains that culture change is not achieved through one-off workshops. Instead, it requires long-term commitment, repetition, and structured learning over time.
At organizations like the New Jersey Performing Arts Center, she leads ongoing DEI programming called “culture of belonging and inclusion.” Each year, teams explore multiple topics such as active listening, unconscious bias, generational bias, sexism, and ageism.
She emphasizes that real transformation happens through sustained education, not isolated events. Culture shifts when people are given consistent time and space to learn, reflect, and apply new behaviours.
What needs to change in the arts industry moving forward?
Answer:
Donna believes the industry needs more time and space for reflection and development. Leaders and staff at all levels should be empowered to see themselves as change-makers, regardless of job title.
She stresses that everyone who contributes to audience engagement plays a role in shaping culture and inclusion. However, many people underestimate their influence or feel disconnected from larger systemic change.
Her vision is for arts, culture, and entertainment to better reflect the diversity of the communities they serve. This requires time, intentional leadership, and resources that support long-term thinking rather than short-term goals.
She also highlights her book Champions for the Arts as part of this ongoing mission to inspire and equip industry professionals to lead change.
This post was last modified on April 21, 2026 12:15 pm