Stage Combat The Podcast: Episode Summary

Episode Title: Sean Has Questions for the Union
Release Date: January 14, 2025
Host: Sean Hayden
Guest: Abby Crowley, Business Representative for Harassment and Discrimination, Actors Equity Association

Introduction

In the fourteenth episode of Season 3, titled "Sean Has Questions for the Union," host Sean Hayden engages in a profound dialogue with Abby Crowley from Actors Equity Association (Equity). Building upon Seasons 1 and 2, where Sean shared his personal workplace challenges in the theater industry, Season 3 shifts focus to the listeners' stories, bringing to light issues of bullying, harassment, and the union's role in addressing these concerns.

Contextual Background

Sean Hayden recaps the podcast's evolution, highlighting how listener submissions have deepened the exploration of toxic workplace dynamics within the theater sector. However, recurring themes emerged regarding the perceived inadequacy of Equity's response to such issues, prompting Sean to seek clarity directly from the union through this episode.

Sean Hayden [00:04]: "...while Equity did come through for me in my own nightmare workplace story, well, that's not been the case for many of the stories we've told in this season three."

Listener Concerns and Union Responses

The episode delves into specific listener experiences, such as Eddie Pendergraaff's frustration with Equity's handling of his case.

Eddie Pendergraaff [01:32]: "This is now the second time I've called, right? I'm still Equity deputy."

Similarly, Brad Bass shares his disheartening experience when Equity failed to act on his reports of a problematic stage manager in "Jersey Boys."

Brad Bass [02:00]: "I went home in tears that day... I called Equity on her twice and nothing ever really happened."

These narratives underscore a growing skepticism among members regarding the union's effectiveness in combating harassment and bullying.

Equity's Initiative to Address Concerns

Responding to the feedback, Equity's Communications Director, Abby Crowley, extends an olive branch for a constructive conversation. She outlines the union's initiatives aimed at improving support systems for its members.

Abby Crowley [05:28]: "We are really thankful to have someone from Equity to sit at the table with us and just have a constructive conversation..."

Introduction of Lighthouse Services

A pivotal point in the discussion is the introduction of Lighthouse Services, a secure and confidential platform for reporting harassment and bullying.

Abby Crowley [07:53]: "Lighthouse is a resource for anyone to utilize."

Sean emphasizes the importance of this tool, especially for bystanders hesitant to come forward.

Sean Hayden [08:10]: "If you're listening... If you see bullying and harassment going on, don't just sit there, report it, report it, report it."

Defining Bullying and Harassment

Abby provides a comprehensive definition of bullying within Equity's framework, emphasizing its broad scope and the union's commitment to addressing it uniformly, regardless of the source.

Abby Crowley [11:08]: "...the term bullying includes, but is not limited to, verbal or physical conduct that denigrates or shows hostility or aversion towards an individual."

Reporting Mechanisms and Support Systems

The conversation navigates the complexities of reporting misconduct, highlighting the importance of documentation and offering guidance on utilizing Equity's support effectively.

Abby Crowley [16:17]: "If you're really at a dead end with someone... get connected to someone else."

Sean advocates for early union involvement to prevent escalation.

Sean Hayden [18:28]: "My inclination would be to get the union involved sooner than later... in retrospect, I should have."

Addressing Power Dynamics with Stage Managers

A significant segment focuses on the unique challenges actors face when dealing with stage managers, given the inherent power dynamics.

Sean Hayden [30:14]: "We have had so many listeners reach out to us... there's very little that the union can do for an actor if they have a claim for wrongful behavior against that stage manager."

Abby clarifies Equity's stance, emphasizing that while stage managers are valued members, any misconduct must be addressed through proper channels without favoritism.

Abby Crowley [32:38]: "But we can and do tell our employers, it is your job to cultivate an environment that is free of harassment, discrimination and bullying."

Confidentiality and Accountability

The tension between confidentiality in investigations and the need for accountability is explored. Abby acknowledges the concerns and introduces a working group dedicated to enhancing transparency.

Abby Crowley [37:46]: "We are hearing from our members, why all of these secrets?... there are members meeting together to talk about creating some sort of system where there is public tracking or public accountability."

Fear of Retaliation

Addressing the pervasive fear of retaliation among members, Abby emphasizes the union's commitment to protecting individuals and encouraging open dialogue.

Abby Crowley [41:58]: "You can call and say, I don't want you to contact my employer. I just want to talk."

Conclusion and Future Outlook

The episode concludes with Sean expressing gratitude for Abby's insights and reiterating the importance of ongoing dialogue between the union and its members to foster a safer and more supportive workplace.

Sean Hayden [44:05]: "Let's use this as a sort of touchstone for future conversations."

Abby echoes this sentiment, inviting listeners to reach out and continue the conversation.

Abby Crowley [44:42]: "Please, please be in contact. I would love to set up a meeting if there's anything that any of our listeners want to debrief..."

Key Takeaways

• Lighthouse Services: A confidential platform for reporting bullying and harassment, now accessible to both victims and bystanders.

• Documentation is Crucial: Members are encouraged to meticulously document incidents to strengthen their cases.

• Empowerment through Reporting: Equity is enhancing its support systems to rebuild trust and ensure members feel heard and protected.

• Ongoing Accountability Measures: Initiatives like the tracking and accountability working group aim to increase transparency and hold repeat offenders accountable without compromising individual privacy.

Notable Quotes

• Sean Hayden [16:44]: "But we're talking about two different things, aren't we? We're talking about the internal reporting to an employer versus if it comes to where you need to go to Equity and say, I need to report something, right?"

• Abby Crowley [22:18]: "There has been a lot, a lot of change specifically... I feel that there have been many major and important shifts in how Equity receives and responds to complaints..."

• Sean Hayden [37:46]: "How do you make change in the workplace if the investigation into potentially harmful practices are kept secret?"

Final Thoughts

"Sean Has Questions for the Union" serves as a critical examination of Actors Equity Association's role in safeguarding its members against workplace toxicity. Through transparent dialogue, both Sean and Abby acknowledge existing shortcomings while outlining proactive measures aimed at fostering a more respectful and accountable theater environment. This episode marks a significant step towards bridging the trust gap between the union and its members, emphasizing the collective responsibility to create safer workspaces in the performing arts industry.

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