2025
Diversity & Socioeconomic Impact Report
Diversity & Inclusion Advisory Council Statement
Our Diversity & Inclusion Advisory Council would like to take a moment here to recognize that we are living at a time where individuals, communities, and organizations are decentering and devaluing diversity, equity, inclusion, and anti-racism (DEIA) due to pressure from our federal government and our shifting political and cultural landscape.
We understand that many members of our community, especially those in historically and systemically marginalized communities, are being silenced in their advocacy work. We want to make it known that, regardless of political and cultural trends, we will continue to prioritize, vocalize, and strengthen our commitment to DEIA in our Bluecoats community. We are not afraid, and we are proud to hold this position.
At the end of the day, we love this activity, and we remain deeply invested in ensuring that all people feel welcome to participate and enjoy it with us. We strive to continue to remove barriers, increase accessibility, and learn from the data we gather and experiences we share, so that every person who finds their way to us can call Bluecoats home.
Methodology
All data from this report comes from self-reported data from participants and staff of Bluecoats programming, along with the board of directors. Performers auditioning for the drum corps were given a survey as a part of the registration process, participants of our 2025 drum corps were given a survey to fill out during the contracting and onbaording process, students attending The Blue Way Summer Arts camp were given a survey as a part of the registration process, and board members and staff were given a survey as part of the season onboarding process.
All surveys collect voluntary data, and where possible, there is a “prefer not to say” option, or an “other” option, where respondents can type in a different response. As we continue to learn and grow in our approach to collecting and reporting data for this report, our data collection will evolve as well.
Executive Summary
At Bluecoats, we seek to increase and intensify efforts to ensure equitable access for and participation by people from all racial, ethnic, socioeconomic backgrounds, genders, and LGBTQ+ identities. We actively encourage and facilitate such participation.
We seek to form a staff and board of directors reflecting a diverse array of backgrounds and lived experiences that serves all of our constituents. A first step in this process is to collect the raw data from the auditionees, members, students, staff, and board members that we work with in order to set a baseline for future development. This project started in 2020 with our first Diversity & Socioeconomic Impact Annual Report. In our fifth year of creating this report, we have collected more data from participants of our programming than ever before, and we continue to develop both our collection and presentation of these data.
In addition to the reported data, you are also invited to browse a summary of the current initiatives in place and why we feel these measures are important goals for the organization’s efforts to advance a more inclusive culture. We hope you will agree that these initiatives and programs are valuable. Likewise, we hope that you will be inspired to join with us and work to make the Bluecoats Community a leader in the performing arts space.
Meet the Diversity & Inclusion Advisory Council
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Rand Clayton
they/she
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Dan Coleman
he/him
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Genevieve Geisler, CFO/COO
she/her
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Irene Guggenheim-Triana
she/they
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JohnDavid Mayo
he/him
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Kate McIlvain, Council Chair
she/her
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Susie O'Brien
she/her
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Mike Scott, CEO
he/him
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Lisa Smith
she/her
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Latrice Virola
she/her
Programs
At Bluecoats, we create programs that enrich the lives of young people and celebrate the joys that art and the performing arts bring to the Bluecoats Community. As we reflect on our progress in bringing this mission to life, we must also reflect on how well we bring these life-enriching programs to everyone, and how inclusive this “Bluecoats Community” really is.
We believe that we must start any assessment of the efficacy of our programming by first analyzing who our programs reach, and how inclusive we are as an organization as we seek to expand that reach.
While the Bluecoats Drum & Bugle Corps is our most notable and recognizable program, the Bluecoats organization operates several programs. Our ensemble programs include the Bluecoats Drum & Bugle Corps, Rhythm IN BLUE, and alumni-focused programs like Legacy Arc.
Additionally, we operate several learning programs like The Blue Way Summer Arts Camp, the Bluecoats Fellowship, Bluecoats School of the Arts, Learning Access, and an affiliation with a local agency called EN-RICH-MENT, which operates free after school and weekend programming for under-resourced youth.
Below, you can see the 2025 report on demographic and socioeconomic impact for Audition Experience Camps, Bluecoats Drum and Bugle Corps, and The Blue Way Summer Arts Camp.
The Bluecoats Drum & Bugle Corps
The Bluecoats Audition Experience Events
Every year, hundreds of performers from around the world join us in-person for Audition Experience Events and online for Virtual Auditions. Performers get the opportunity to audition for the Bluecoats, learn from our world-class educational team, and immerse themselves in the Bluecoats Experience for a weekend.
During the event registration process, we collected data from 963 total auditionees - 150 virtual and 813 in-person.
Race & Ethnicity
Auditionees - How would you describe yourself?
Among virtual respondents, 65% identified as White, 9% as Asian, 8% as Hispanic or Latine, 4% as Black or African American, 1% preferred not to say, and 1% identified as Native Hawaiian or Other Pacific Islander. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
Gender Identity
Auditionees - What is your gender identity?
Among in-person respondents, 73% identified as men, 21% as women, 5% as non-binary or gender non-conforming, and 1% preferred not to say. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
In the virtual group, 71% of respondents identified as men, 24% as women, 1% as non-binary or gender non-conforming, and 0% preferred not to say. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
Among in-person respondents, 65% identified as White, 3% as Asian, 8% as Hispanic or Latine, 4% as Black or African American, 1% preferred not to say, and 1% identified as Native Hawaiian or Other Pacific Islander. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
Annual Household Income
Auditionees - Approximately, what is the annual income of your household, including your parents/guardians, unless they do not support you financially in any way?
For virtual participants, the most common income brackets were $100,00–$149,999 (23%) and $25,000–$49,999 (17%), and $75,000-$99,999 (15%). In-person respondents also most commonly chose Unsure (20%), followed by $100–149,999 (15%), and prefer not to say (13%).
The Bluecoats Drum & Bugle Corps Participants
Founded in 1972, the drum corps is the face of the Bluecoats organization, and the primary program through which we bring life-changing performing arts experiences to youth and host world-class performing arts events for our communities. Bluecoats serves young adults from around the world between the ages of 16 & 22.
During the participant onboarding process, we collected data from 100% of the 165 drum corps participants.
Race & Ethnicity
Corps Participants - How would you describe yourself?
68% of participants identified as White. 7% selected Hispanic or Latine, and 7% identified as Black or African American, while 11% of participants identified as Asian.
Gender Identity
Corps Participants - What is your gender identity?
Among all respondents, 66% identified as men, 20% as women, and 4% as non-binary or gender non-conforming. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
Annual Household Income
Corps Participants - Approximately, what is the annual income of your household, including your parents/guardians, unless they do not support you financially in any way?
7% earned less than $25,000, and 13% earned between $20,000 and $49,999. 14% reported incomes between $50,000 and $74,999. 13% had incomes between $75,000 and $99,999, while the largest group, 24%, earned between $100,000 and $149,999. 9% earned between $150,000 and $199,999, 14% between $200,000 and $300,000, and 10% reported earning more than $300,000. 15% of participants preferred not to disclose their income, and 28% were unsure. Participants were able to multi-select, and a portion seletected both an annual household income bracket along with “Unsure,” accounting for the total percentage reaching higher than 100%
At The Blue Way Summer Arts Camp, attendees rehearse alongside the Bluecoats for a Spring Training weekend and perform at the Bluecoats Opening Night Community Celebration.
During the event registration process, we collected data from 100% of 247 students registered for The Blue Way Summer Arts Camp. This includes students registered for the residential and commuter options, and the one-day pro-audio clinic.
The Blue Way Summer Arts Camp
Race & Ethnicity
Blue Way Registrants - How would you describe yourself?
70% of Blue Way student respondents identified as White. 9% identified as Black or African American, and 4% as Hispanic or Latine. 2% identified as Asian, and less than 1% as American Indian or Alaska Native. 5% of respondents preferred not to say.
Gender Identity
Blue Way Registrants - What is your gender identity?
60% of Blue Way student respondents identified as men, 37% as women, and 3% as non-binary or gender non-conforming
Annual Household Income
Blue Way Registrants - Approximately, what is the annual income of your household, including your parents/guardians, unless they do not support you financially in any way?
Among Blue Way students, 29% reported household incomes between $100,000 and $149,999 — the largest income group. 10% reported incomes between $50,000 and $74,999, and 13% reported incomes in the range of $75,000–99,999. 16% reported household incomes $150,000–199,999 and 10% reported $200,000–300,000. 13% of students reported incomes between $20,000 and $49,999. 1% reported earning less than $25,000, and 3% more than $300,000. 26% preferred not to disclose their household income, and 15% were unsure.
Our Team
Our pursuit of a more equitable and inclusive community at Bluecoats requires that we work towards inclusivity and equity among both our participants and our staff.
For the 2025 programming year, we once again incorporated survey questions directly into the staff onboarding process.
Race & Ethnicity
Staff - How would you describe yourself?
70% of staff respondents identified as White. 9% identified as Black or African American, and 10% as Hispanic or Latine. 7% identified as Asian, and less than 2% as American Indian or Alaska Native. 5% of respondents preferred not to say.
Gender Identity
Staff - What is your gender identity?
60% of staff respondents identified as male, 29% as female, and 5% as non-binary or gender non-conforming. Respondents were able used multi-select to make their choices, and the remaining percentages are represent a wide-range of multi-selections.
Our Board
Each year that we collect data for this report, we review the collection process and look for opportunities to deepen our commitment to equity, inclusion, and transparency. This year, in addition to sharing information on our participants and staff, we are adding information on our board, as well.
For the 2025 programming year, we gathered board data during the onboarding process.
Race & Ethnicity
Board - How would you describe yourself?
81% of board respondents identified as White. 16% identified as Black or African American, and 3% as Hispanic or Latine.
Gender Identity
Board - What is your gender identity?
34% of board respondents identified as female, and 66% as male.
Diversity & Inclusion Initiatives
This report, and the data in it, is a vital step to analyzing our progress toward a more anti-racist, inclusive, and equitable organization. In addition to these data, we feel that an important part of this report is to publish a summary of our work toward this vision. In 2025, we worked on the following projects:
EN-RICH-MENT Affiliation
EN-RICH-MENT, an affiliate of Bluecoats, is a Canton, Ohio-based nonprofit that empowers more than 500 predominantly low-income Stark County youth annually through free, year-round arts education, mentoring, leadership development, social-emotional learning, nutrition support, and trauma-informed programming. Offering classes in music, visual arts, dance, theater, cooking, gardening, and more, EN-RICH-MENT lives its mission of being "Much More Than Music" by combining creative expression with academic and wraparound support that helps young people thrive.
Since its founding in 2012 by Betty Smith, the lives of thousands of students have been impacted by EN-RICH-MENT’s work. Bluecoats and EN-RICH-MENT have been Community Partners since 2014, and in 2023, the organizations restructured to make EN-RICH-MENT an affiliate of Bluecoats. This paved the way for the construction of the EN-RICH-MENT Arts Education Center on the campus of the ArtsinStark Cultural Center for the Arts.
The affiliation restructured both organizations, creating an extraordinary spectrum of programming for youth that spans from local students’ first experiences with the performing arts, to the world renowned Bluecoats Drum & Bugle Corps. This affiliation arrangement allows the EN-RICH-MENT community to focus on sustainable growth, succession planning, and creating and expanding programming that leverages the newly built $2.2mm dedicated Arts Education Center, opened in June 2024. Through the affiliation, the organizations share board members, resources, and executive team members and officers.
Online Hiring & Open Applications
In late 2019, we launched bluecoats.com/jobs and made available open, standing applications for roles including operations, education, and design. Later in 2020, an open application was made available for Director At Large positions for the board of directors, the highest level of governance within the Bluecoats organization. In 2025, after a robust board application process, we expanded our board membership significantly, allowing more people to bring their unique perspective and passion to board governance and to Bluecoats.
By creating open and standing job postings and board applications, even when there are no immediate openings, we have introduced a gateway for all individuals to apply for all roles at Bluecoats. In an activity that has historically relied on exclusionary and nepotistic networks as the pathway for staff and board membership, we have worked to create a space where anyone interested in working with us has an opportunity to apply. We hope that this not only aids our efforts to diversify our team, but also brings new ideas to the table and continues to improve the world-class programming and operations we have here at Bluecoats.
Anti-Racism Policy & Ban On Hate Groups
A principle philosophy of anti-racism leadership is that action, in the form of policy, can elicit change and modify structures where systemic racism has made an impact. Through the fruitful collaboration of the Diversity & Inclusion Advisory Council, the executive team, and the Policy Task Force of the Board of Directors, in 2021 we announced the adoption of a new Anti-Racism Policy. Among other things, this policy bans affiliation with or solidarity of hate groups, as defined by the Southern Poverty Law Center’s Hate Map (TM). Furthermore, it prohibits the display of hate symbols, including the Confederate Battle Flag, as listed in the Hate On Display (TM) database compiled by the Anti Defamation League.
This policy enshrines many of the initiatives outlined in this report, and others, as active steps towards advancing anti-racism within the entire Bluecoats Community. You can read more about the policy and its directives here.
Play It Forward
For generations, young people have been inspired by the magic of their very first drum corps show. This pivotal moment introduced thousands of young people to the arts, and inspired thousands more to build careers in the arts and arts education. Play It Forward aims to bring that life-changing experience to more young people by providing free tickets to middle and high school students in Northeast Ohio.
Each year hundreds of middle school and high school students from our local community get to experience the spectacle of drum corps for the first time thanks to Play It Forward. These students get to see first hand what dedication to excellence, hard work, and artistry can do. And they take part in a time-honored American tradition of drum and bugle corps too!
Play It Forward tickets are distributed based on annual availability. Schools and local music education programs are invited to apply by the Bluecoats team. Programs are required to bring adequate supervision and are encouraged to wear matching t-shirts to represent their program.
Frank Pasquerella Memorial Scholarship Fund
At the end of 2020, Bluecoats worked closely with the family of the late Frank Pasquerella to establish an endowed scholarship fund in his honor. Frank was a Bluecoats alumnus and was notably the original Autumn Leaves trumpet soloist. The song would go on to become the Bluecoats corps song, and the solo spot a coveted honor for Bluecoats trumpet players. Frank was a hugely popular band director in his career and left an impact on hundreds of students.
Since its launch, The Frank Pasquerella Memorial Scholarship Fund has raised more than $25,000, which includes a very generous leadership gift from Maria Pasquerella, Frank’s wife. The funds are housed within the Bluecoats Endowment, and the annual draw is designated to support students attending Bluecoats educational programming such as The Blue Way Summer Arts Camp, Bluecoats School of the Arts, and other events.
Bluecoats Fellowship
In 2022, we launched a new program for individuals who are a part of, or are committed to supporting, traditionally under-represented communities in marching arts design. Bluecoats Fellows are selected by demonstrating excellent skill and potential in their field. The goal of the Bluecoats Fellowship is to prepare these individuals for placement at marching arts programs and institutions around the world, paving a pathway towards a more diverse and inclusive world in the marching arts.
Each winter an annual cohort of approximately five Bluecoats Fellows will be selected to participate in a drum corps season at Bluecoats. Fellows will take part in an assistantship with the Bluecoats designer in their field, gaining the opportunity to grow their skills and receive advice & guidance on their work. These resident fellowships are modestlypaid contract positions that include travel and accommodations. The residency extends from March through the DCI World Championships in August each year.
Conclusion
We have five years of socioeconomic impact reports now, which means we can finally see if the last half-decade has revealed any trends. There was no statistically significant difference between the demographics collected in 2020 and 2025 in terms of gender and race, but there was for income. This means the corps maintained roughly the same makeup in terms of gender and race, but performers are now more likely to be from higher income brackets than they were five years ago. We would be remiss to ignore this. Marginalization, or who holds or does not hold more power on a macroscale in society, is a key factor in someone’s access to financial resources. Young people with less areas of marginalization are statistically more likely to have the financial resources to be able to pay tuition and spend a summer marching instead of working.
This does not mean that any average person has it easy, even if they are less marginalized. It means that with rapidly rising costs of living, our ability to make large changes in terms of factors like race and gender demographics is inextricably tied to our ability to lower costs. That’s a lot for one drum corps to try to address! This effort cannot be overnight. It takes time to adjust the internal economics of the organization but we are committed to looking for ways to increase scholarships and lower costs for our performers while maintaining the quality educational experience we take pride in providing. We will also commit to continuing to provide high-quality lower-cost alternatives to marching in the World Class drum & bugle corps, such as participating in our amazing four-time champion SoundSport team Rhythm IN BLUE.
While removing financial barriers is a long-term goal, there are still short-term ways to address inequity which could make a positive difference on inspiring and supporting marginalized performers. This is something that the Bluecoats DIAC is very much still in the brainstorming stage for, but we look forward to developing and sharing these plans with you over the coming months. We remain committed to our belief that Bluecoats, and drum corps by extension, is for everyone.
Bringing this vision to fruition is something every person in the community is capable of, so if you’d like to assist us, please contact diac@bluecoats.com. If your corps has a DIAC equivalent that would like to collaborate, or if your corps would like support in starting one, please also reach out to diac@bluecoats.com. Like in a corps, everyone has their part to play and we’re stronger when we coordinate it together.
Contact diac@bluecoats.com