Why Diverse Artists Don’t Show Up for Auditions—And How We Can Invite Them In

By Pearl Creative Consulting | Dallas, TX

A very common complaint we hear from theaters is “Well, diverse artists just don’t show up for our auditions or job postings.” The problem here is they often fail to understand why. Artists questioning whether they belong in an audition space often face systemic messages suggesting they don’t see themselves—on boards, in marketing, in leadership, or even in the roles being cast. When representation is sparse, who can blame them for doubting it’s a safe or welcoming place?

1. Seeing Is Believing: Representation Matters

Underrepresentation is pervasive. When artists don’t see people who look like them featured in leadership, marketing, or artistic direction, it sends a subtle but persistent message: they might not belong. And when they finally do see themselves on stage, if it’s in shows where theaters are required to cast a person of color (especially if it’s just so this character can struggle or play the help), that isn’t actually supporting these communities in a meaningful way.

2. The “Leaky Bucket” Problem

Even when underrepresented talent enters the space, retention remains a problem. In advertising and marketing, many organizations pour energy into recruiting diverse voices—but stop short of creating environments where they can thrive long term. Once you get people in, you have to do the work to keep them.

3. Casting Bias Is Real—and Maybe You Don’t Know It

Casting breakdowns often reflect implicit bias. Many casting directors and decision-makers remain overwhelmingly white and male. Artists may feel excluded before they even have the chance to audition based on what your shows past casts looked like or who’s on the leadership team for the production. Show artists of color and diverse backgrounds you want them by specifically calling it out in the casting notice. We have seen clients make an active choice to put they are only seeking X races for a role instead of ‘open ethnicity’. Guess what happens: More diverse artists show up because they feel like there is a space for them and they have a real shot.

4. Authentic Inclusion Goes Beyond Tokenism

Simply featuring one diverse artist isn’t enough. Authentic casting invites actors to truly tell their stories—and be seen for who they are, not a checklist. If your casting announcements always look the same-you’re part of the problem.

So, How Do We Create Audition Spaces That Feel Safe, Welcoming, and Truly Inclusive?

Here are concrete actions you or any organization can take:

** Be Proactive in Outreach**

Don't just post an audition and hope. Actively seek out performers from underrepresented communities through community groups, local theaters, or online platforms. Put it in the notice when you want them. Don’t be afraid to exclude highly represented groups. Ask for what you want and what you should want is diversity.

** Use Inclusive Language & Blind Criteria**

Be clear about what truly matters for the role. Ask: Is race essential to the story? If not, then be open to the artists who come rather than a specific look.

** Provide Accessibility from the Start**

Name an accessibility advocate in your audition notices. Offer early access to materials like choreography videos or scripts to those who need accommodations. Do virtual auditions. Provide audition sides. Do things to open the doors to everyone.

** Support, Don’t Displace**

Champion underrepresented artists beyond casting. Provide spaces where they feel seen, respected, and supported with resources like media training or mentorship. This builds sustainable equity rather than a one-off opportunity.

Doing the work takes time, energy, and very intentional thinking-but is absolutely worth it to better serve artists in our communities and beyond. Bring diverse voices to your teams, marketing, and shows, and you will undoubtably see better results.