the cohort model

As part of The Rising Tide Project, 2nd Story has partnered with arts organizations to imagine and implement the radical changes needed within their own organizations to build a more equitable and exceptional arts ecosystem. Through past cohorts, we worked alongside organizational leaders to examine compensation practices, build shared language around pay, and take meaningful steps toward pay equity and transparency.

We are currently re-envisioning the structure of the Rising Tide cohort, as it takes much time and labor to craft and facilitate. We look forward to reimagining what cohort-based support can look like in the future and invite you to stay tuned as this program evolves. 

In the meantime, we are offering 1:1 and Organizational Coaching. These can be short, one-off meetings, or a longer, multi-session project that we co-develop and execute with your team. Please email info@2ndstory.com if you’re interested in learning more.

the goals

We recognize that organizations begin this work from different places. For some,, engaging with pay equity means starting with pay transparency by being open internally and externally about compensation for artists and administrators. For others, it involves learning the tools needed to build the financial infrastructure required to pay artists and administrators more equitably. 

Regardless of where we begin, participating leaders work towards shared outcomes. By the completion of the cohort, partner organizations:

  • a richer understanding of their own goals around pay practices, transparency, equity, and alignment with their organizational values.

  • the ability to conduct conversations about compensation and caring for arts workers with their internal stakeholders.

  • a timeline for pay equity implementation that is financially appropriate for their organization.

Each organization that participated in our cohort program was compensated with a $2,000 micro-grant.


cohort 1

cohort two