ABOUT THE COMPANY
OUR VISION
OUR MISSION
OUR VALUES
Reimagine opera.
We intentionally and inclusively collaborate with artists to create productions that challenge the status quo through artistic and social innovation.
We are authentic.
We believe the best art and the best administration and management comes from honest motivation and true expressions of self.
We are inclusive.
We are a place of safety and welcome. We are intentional about making sure our practices and work reflect and respect the community we belong to.
We are socially responsible.
The role of art in society is to speak truth to power, and our choices in programming and hiring should reflect this.
We are collaborative.
Artists and community partners are not tools or employees, but true stakeholders in our work.
We are humble.
Great art can come from anywhere, and those making that art should be grounded, approachable, and human.
We are fearless.
Risk-taking is critical for true progress. The only true failure is a failure to learn.
MEET THE TEAM
-
Claire DiVizio
they/them
EXECUTIVE & ARTISTIC DIRECTOR
EQUITY, DEVELOPMENT, & MARKETING COMMITTEES -
Jaz Thomasian
they/them
BOARD OPERATIONS MANAGER
EQUITY & MARKETING COMMITTEES -
Sarah Thompson Johansen
she/her
BOARD SECRETARY; MARKETING COMMITTEE
-
Kota Terrace
he/him
BOARD TREASURER
-
Ashley Lugo
she/they
DEVELOPMENT DIRECTOR
-
Ariel Andrew
she/her
MARKETING COORDINATOR;
STAGE MANAGER (fall '24) -
Paige Cameron
she/they
STAGE DIRECTOR ("Forever")
-
Tierra Whetstone
she/her
MUSIC DIRECTOR/CONDUCTOR
(fall '24 double bill) -
Katie Galetti
she/her
STAGE DIRECTOR ("The Last Word")
GET INVOLVED
We are always looking to connect with composers, performers, and directors/designers/technicians who are interested in the work we do! Click the button below to find out more about working with us!
OUR COMMITMENT TO DIVERSITY, EQUITY, & INCLUSION
TSOC believes that we have a duty to advocate for inclusion and correct injustices in our art form. Historically, opera has been controlled by white, cishet, male creators and performers, and tends to privilege able-bodied audiences with disposable income, creating a feedback loop of programming which caters to rich white donors.
As a queer-led organization, we are personally familiar with experiences of discrimination in the operatic space, both implicitly and explicitly. Since our founding, we have been committed to making TSOC a safe, supportive place for LGBTQ+ artists, and we still have much to learn. As a primarily white-led organization, TSOC acknowledges that we have benefitted from white supremacy. The opera community specifically, as well as the arts and culture community at large, has perpetuated white supremacy through appropriation, tokenization, exclusion, paternalism, patriarchy, and power hoarding as opposed to transparency, empathy, and inclusion of Black, Indigenous, People of Color (BIPoC), and queer voices into leadership. We are committed to the ongoing learning and unlearning necessary to be better and more inclusive of our BIPoC community. Since 2020, TSOC has been working more intentionally towards equity in both outcome and process. In the spring of 2020, we formed an Equity Committee, with a majority BIPoC membership, which analyzes our programming, casting, policies, and processes of work. In 2021, the committee created a company handbook detailing anti-harassment and anti-discrimination policies, a conflict resolution policy modeled on principles of Restorative Justice, and setting a clear standard for company culture at both an artistic and administrative level. In 2022, we changed the way we choose repertoire in order to support the prioritization of works by artists in historically excluded groups. We have also increased the number of artists of color who we work with in the last several years, including both performers and people in positions of leadership, such as conductors and stage directors.
TSOC commits to continuing this work through:
prioritizing intentional recruitment and hiring practices by expanding recruitment outside our existing networks
prioritizing programming works by BIPoC, queer, and disabled composers, as well as composers of other marginalized identities
specifically prioritizing inclusion of individuals who are committed to the decolonization of organizational practices and art music, as opposed to recruiting in a tokenizing way that does not further our organizational values
continuing to analyze our company practices and documents through an anti-racist and equity-based lens
maintaining an ongoing practice of anti-racism and anti-discrimination through both individual and organizational actions, and remaining receptive to feedback and continued learning
maintaining our budgetary focus on increasing artist stipends as a way to lessen the structural burdens of participating in opera
Since our founding TSOC has produced a total of 40 works by living composers. Of those composers:
23% were BIPoC
40% were LGBTQ+
33% were women or non-binary people
In the last three seasons, we’ve hired nearly 100 individual artists. Of those artists:
32% were BIPoC
50% were LGBTQ+
61% were women or non-binary people