Action Plan & Timeline

This Action Plan is a living document and will be updated monthly.

Goal 1: Making diversity, equity, accessibility, and inclusion central priorities in all aspects of the Davis Museum’s work. 



Convene a DEAI Working Group 

September 2020

Invite Sarah Staley from Wellesley Human Resources to lead DEI workshop for Davis staff. 

September 2020

Complete MASS Action - Museums as Site for Social Action - Readiness Assessment 

  • Entire Davis Staff completes survey.

  • DEAI Working Group discusses and begins analysis of responses.

  • DEAI Working Group facilitates discussion with the entire staff about the survey responses. 

  • DEAI Working Group uses assessment responses and discussions to form the basis of DEAI goals and strategies outlined in this plan.

October 2020-January 2021

Invite all Davis staff members to review position descriptions through a DEAI lens; propose strategies for how their positions can better support diversity, equity, accessibility, and inclusion goals.

January 2021

Use internal WC resources and web-based resources to assist with ongoing planning.

Summer 2021

Incorporate DEAI priorities into strategic planning. 

Fall 2021

Develop “Davis Museum Working Culture” guidelines, dovetailing with DEAI values and goals

April 2021

Revise Davis Museum mission statement to center DEAI goals

Fall 2021

Develop a DEAI statement and action plan and make it publicly available. 

July 2021

Publish regular updates on DEAI work on the Davis website. 



Goal 2: Developing a staff that reflects the diverse communities invested in the Davis and building an equitable, accessible, and inclusive workplace in which staff members from diverse backgrounds can thrive. 



Implement procedures designed to increase diversity of vendors and contractors.

Fall 2021 and Spring 2022

Prioritize and promote diversity and equity within/among the student workforce.


Offer DEAI training for the entire staff, including student employees, annually through internal reading & discussion sessions, workshops  and Annual training


As part of “Davis Museum Working Culture” document, create guidelines for Communication grounded in DEAI principles.

Summer / Fall 2021

Develop a transparent and equitable system for distributing financial support for professional development and training across the Davis staff.


Create opportunities for team-building across the Davis staff and cross-departmentally at the College.


Foster opportunities for student mentorship for all Davis staff. 



Goal 3: Stewarding, displaying, and interpreting the Davis Museum’s permanent collections in a manner that reflects the staff’s shared commitment to anti-racism, diversity, equity, accessibility, and inclusion.



Draft acquisitions strategy that reflects DEAI priorities and makes the acquisitions process transparent.

Fall 2021

Track demographics of collections and acquisitions through cataloguing race, gender, sexuality, and other identities. 

Spring 2022

Train cross-departmental teams in critical cataloguing practices, and create plans to implement strategies. 


Conduct provenance research on artworks in the collection, with a focus on colonial-era acquisitions. Publish information in the collections database on our website. 

Spring 2021-ongoing

Hire scholarly specialists to consult on the interpretation of artworks in fields not represented on the Davis staff, especially Asian, Native American, and Oceanic arts. 

Spring 2022 

Plan museum-wide decolonial project to examine stewardship and presentation of permanent collections and invite multiple perspectives on a series of case studies through seminars composed of Wellesley students, staff, and faculty, cultural representatives, and scholarly specialists. 


Revise installations in permanent collections galleries to create more global representation throughout the museum, portray intersecting histories, and challenge canonical eurocentric art histories. 


Revise wall labels in permanent collections galleries through decolonial and anti-racist lens. 

Fall 2021-Spring 2025

Experiment with interpretative strategies that invite multiple voices into museum galleries and online resources. 

Sept 2020-ongoing

Conduct a “narrative analysis” of the permanent collections galleries - include students, faculty, specialists, general visitors.

Spring 2022


Goal 4: Presenting exhibitions and programs that are welcoming to diverse audiences as spaces where all voices can be heard.



Gather data on representation in temporary exhibitions, teaching objects, and programming to develop strategies to increase diversity in artists exhibited at the Davis. 

Fall 2020 - Fall 2021

Convene exhibition-specific advisory groups composed both on- and off- campus partners. 

Fall 2021 - ongoing

Conduct surveys and focus groups with current and potential Davis visitors and partners. 

Fall 2020, Spring 2022

Offer campus community decolonial theory drop-in reading sessions, and put reading lists, questions, and further related resources on website. 

September 2020 - April 2022

Initiate curricular collaborations with departments that have diverse student representation. 


Strengthen current and start new partnerships on Wellesley campus, especially with other DEAI groups and student organizations committed to DEAI.


Restructure and refocus Davis Museum Student Advisory Committee (DMSAC) to be a diverse, equitable, accessible, and inclusive student group that serves as an advisory group to Davis staff. 

Spring 2021 / ongoing

Build new partnerships with institutions and communities beyond the Wellesley campus.


Conduct focus groups within the Friends of Art at the Davis to learn about DEAI-related concerns and perspectives of FOA members

November 2020 - February 2021

Convene a special meeting of the National Committee of the Friends of Art for DEAI training and strategizing. 

January 2021

Increase diversity in Friends of Art, especially the FOA National Committee.


Make DEAI priorities central to FOA activities and programs.


Assess and revise wayfinding on campus and in the lobby to create a more welcoming approach to the Davis from on and off-campus.