Diversity, Equity & Inclusion
Our Commitment to Diversity, Equity, and Inclusion
The Chicago Gay Men’s Chorus (CGMC) recognizes that Diversity, Equity & Inclusion (DEI) encompasses, without limitation, race, color, religion, gender, age, height, weight, sexual orientation, gender identity, gender expression, national origin, disability, genetic information, marital or parental status, amnesty, ethnicity, veteran status, socioeconomic status, educational status, and political perspective. A diverse group of talented members at all levels of the organization is important to the continued success of the CGMC. Diversity increases exposure to different perspectives, experiences, backgrounds, talents, and interests. CGMC understands that DEI is not about quotas or alternative standards. Rather, DEI is an important consideration in all of CGMC’s decision-making processes and activities.
Who we are in numbers
*Updated Sep 2019
Current Age
18-20 — 0%
21-29 — 30.9%
30-39 — 24.7%
40-49 — 17.3%
50-59 — 19.8%
60-69 — 6.2%
70+ — 1.2%
Racial and/or Ethnic Category
White — 67%
Black or African American — 9.1%
Asian — 11.4%
American Indian or Alaskan Native — 3.4%
Latinx and/or Hispanic — 13.6%
Person of Color — 10.2%
European/Arab/Jewish — 5.7%/1.1%/5.7%
Gender Identity
Male — 95.5%
Female — 1.1%
Non-binary — 3.4%
Gender non-conforming — 2.3%
Genderqueer — 5.7%
Genderf’ed — 0%
Trans — 2.3%
Chorus Tenure
In my first year — 27.6%
1-4 years — 36.8%
5-10 years — 12.6%
11-15 years — 13.8%
16-20 years — 3.4%
21-25 years — 4.6%
26-30+ years — 0%
Prefer Not to Disclose — 1.1%
Pronouns
He/Him/His — 92.1%
She/Her/Hers — 2.2%
They/Them/Theirs — 5.6%
Xe/Xir/Xirs(Ze/Zir/Zirs)–1.1%
I use open pronouns — 3.4%
Lady — 1.1%
Diversity and Inclusion Taskforce (DIT)
Started in 2019, the DIT is a group of active members and alumni that serve as a voice for
traditionally marginalized populations within our community.
The DIT focuses on:
● ADVOCACY:
○ Elevating the voice of underrepresented members by working with the
administration, board, and working groups to ensure DEI is at the center of
decisions.
■ Ex: Diversity and Inclusion Guideline (Fall 2019)
■ Ex: Member Guide – DEI update – (Fall 2020)
● VISIBILITY:
○ Reporting accurate information about the current demographics of the
membership in order to make recommendations based on data.
■ Ex: Current Member Demographic Survey (Fall 2019)
● COMMUNITY:
○ Driving programming that invites underrepresented members to feel welcome
(recruitment) and seen (retention) within the organization.
■ Ex: DEI Training – “Pews Of Privilege“ – (Spring 2020)
■ Ex: Pilot Project – “Affinity Groups” – (Fall 2020)
