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Center for Religious Humanism

Art, Faith, and Mystery

aka Image Journal   |   Seattle, WA   |  www.imagejournal.org

Mission

The Center for Religious Humanism (dba Image) fosters contemporary art and writing that grapple with the mystery of being human by curating, cultivating, convening, and celebrating work that explores religious faith and spiritual questions.

Ruling year info

1982

Principal Officer

Mr. James K.A. Smith

Co Principal Officer

Sara Arrigoni

Main address

3307 Third Ave West

Seattle, WA 98119 USA

Show more contact info

EIN

31-1041181

NTEE code info

Arts, Cultural Organizations - Multipurpose (A20)

Religious Media, Communications Organizations (X80)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Image Journal

The Center for Religious Humanism's programs include Image journal, a quarterly publication of art and faith with a subscriber base of 2500. Image also hosts an annual arts workshop called the Glen Workshop that focuses on the convening and cultivation of artists and writers of all skill and experience levels. Image also offers a variety of online programming, including the Image Intensives, graduate-level courses offering manuscript review, in-depth feedback, and workshop experiences. Our L'Engle Seminar series—both in person and online—also explores areas of intersection between faith, science, and the arts.

Population(s) Served
Adults

Image also hosts an annual arts workshop called the Glen Workshop that focuses on the convening and cultivation of artists and writers of all skill and experience levels. The workshop meets for one week each summer, offering in-depth morning classes and a variety of afternoon and evening programming, including open mics, interviews, concerts, panel discussions, and more.

Population(s) Served
Adults

The Image Intensive series is aimed at fostering the growth of artists working at the intersection of art and faith. The Image Intensives offer an opportunity to dive deeper into your craft, guided by faculty from our community who understand the unique impulses and challenges facing artists at the intersection of art and faith. Classes are capped at small numbers to allow for intimate discussion and in-depth manuscript review.

Population(s) Served
Adults

Hosted by Image, the L’Engle Intensive is part of a series of events that brings together artists and scientists to explore how their work is in conversation with each other and theology. These seminars are inspired by three characteristics of her life and work: attention to the generative interplay between faith, art, and science; recognition that all art is incarnational and that science enlarges our understanding of creation; and generous engagement with diverse faith traditions, including diverse Christian communities.

Population(s) Served
Adults

Where we work

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Image is animated by our vision to be a vibrant thread in the fabric of culture, contributing to mainstream literary and artistic communities by demonstrating the vitality of contemporary art and literature invigorated by religious faith.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback

Financials

Center for Religious Humanism
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Center for Religious Humanism

Board of directors
as of 11/28/2023
SOURCE: Self-reported by organization
Board chair

Mr. Mark Sprinkle

Michael Capps

Retired, Former Director of Strategic Development, Raytheon Intelligence and Information Systems

Debra Sequeira

Former Dean of the School of Arts & Sciences, Seattle Pacific University

Crosby Haffner

Synan Holdings

Steven Purcell

Executive Director, Laity Lodge

Jodi Hassett Sanchez

Documentary Filmmaker and Media Strategist

David Jennings

Retired Attorney

Lanecia Rouse

Artist, LAR Studios

Jill Carattini

creative leadership & arts curation

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 11/28/2023
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male

The organization's co-leader identifies as:

Race & ethnicity
Hispanic/Latino/Latina/Latinx
Gender identity
Female

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 11/28/2023

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.