In Behalf of the Feminine Side of the Commercial Stage: The Institute of the Woman's Theatre and Stagestruck Girls

2018 ◽  
Vol 60 (1) ◽  
pp. 35-66 ◽  
Author(s):  
Ann Folino White

By Mabel Rowland's public accounting, the Institute of the Woman's Theatre helped hundreds of so-called stagestruck girls realize their ambitions by providing a safety net for the pitfalls of the commercial theatre. The organization, officially established in 1926 and in operation until roughly 1930, was said to have begun years earlier, “the outgrowth of a group which was formed in 1910 and used to meet in the Fitzgerald Building.” As president, Rowland—a press agent, well-known comedic monologist, and all-around theatre factotum—was supported by society women and a cadre of famous female writers and performers, including Florence Reed, who served as Vice President, and charter members Julia Arthur, Irene Castle, Rachel Crothers, Helen Hayes, Violet Heming, Elsie Janis, Anita Loos, Mary Pickford, and Mary Shaw, plus about a dozen more. At the time of its official founding, the institute announced that it would undertake three activities. First, it sought to establish aprofessionalBroadway theatre as exclusively a women's operation, employing female playwrights, designers, directors, managers, producers, box-office staff, and so forth: “The only men who will be connected with the enterprise … are the actors and stagehands.” Second and third, the institute would give “aid and advice to girls from out of town who think they have something to offer the theater, read scripts and give opinions thereon, and in other ways labor in behalf of the feminine side of the stage.” The institute's goal of a theatre in tandem with discovering talented women looked to create a meaningful shift in women's inclusion and power within commercial theatre.

SUMMARYThe Council have great pleasure in reporting that Prof. C. F. A. Pantin, Sc.D., F.R.S., was elected President of the Association in June in place of Prof. A. V. Hill, C.H., O.B.E., F.R.S., who had served for the previous five years.The Council wish to record their deep appreciation of the services rendered to the Association by Prof. A. V. Hill during his term of office, a period notable for the increased development of research on the physiology of marine organisms at the Plymouth laboratory. Prof. Hill was re-elected a Vice-President of the Association.The Council have to report with regret the death of the Earl of Verulam, a Vice-President of the Association since 1953; and of Mr W. H. Searle, B.E.M., who served the Association so faithfully as fisherman collector for a period of 63 years.The Council and OfficersFour ordinary meetings of the Council were held during the year, two in the rooms of the Royal Society, one in the rooms of the Zoological Society of London and one at Plymouth. At these the average attendance was seventeen.ThePlymouthLaboratoryDuring the year the outside woodwork and chuting of the south wall of the centre bay of the south building have been repainted.The small lean-to coal shed on the inner side of the south wall of the yard near the entrance gate has been converted by direct labour to house the motor and compressor for charging aqualung cylinders with air.As ancillary work to the main laboratory extension, the plunger jar room has been renovated and refurnished for use by the finance office staff.


2015 ◽  
Vol 31 (1) ◽  
pp. 33-48 ◽  
Author(s):  
Lucie Sutherland

The actor-manager system remained pivotal to West End production throughout the later nineteenth century. Focusing on one actor-manager, George Alexander, and using records of his expenditure on productions during the early 1890s, Lucie Sutherland demonstrates how financial data can be used to examine evolving relationships between industry leaders and dramatic authors in this era. She argues that this kind of evidence demonstrates not only the fiscal dimension to such relationships – level of investment per production, percentage of royalties paid – but also that the data may be analyzed to ascertain the responsiveness of an actor-manager to income generated. Here, significant attention is paid to box-office revenue and expenditure for the first productions of Lady Windermere's Fan and The Importance of Being Earnest, exploring the income Alexander achieved by staging Wilde's drama prior to the arrest and trials of 1895. The use of quantitative data allows for close scrutiny of the work undertaken by prominent figures in the professional theatre; familiar narratives can be contested and endorsed through engagement with this type of material. Lucie Sutherland is a Teaching Associate in Drama and Performance at the University of Nottingham. She has written on aspects of nineteenth- and twentieth-century British theatre, including regional performance cultures and the impact of increasing professional regulation (for example the emergence of an actors' union) upon commercial theatre. She is currently completing a critical biography of Alexander.


2006 ◽  
Vol 37 (11) ◽  
pp. 74
Author(s):  
ERIK L. GOLDMAN
Keyword(s):  

2005 ◽  
Vol 38 (3) ◽  
pp. 94
Author(s):  
Sherry Boschert
Keyword(s):  

2007 ◽  
Vol 6 (11) ◽  
pp. 37
Author(s):  
JOEL B. FINKELSTEIN
Keyword(s):  

2009 ◽  
Vol 2 (2) ◽  
pp. 13
Author(s):  
FRAN LOWRY
Keyword(s):  

2012 ◽  
Vol 5 (8) ◽  
pp. 23
Author(s):  
MARY ANN MOON
Keyword(s):  

Author(s):  
Lisa von Stockhausen ◽  
Sara Koeser ◽  
Sabine Sczesny

Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.


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