PLATINUM2024

Suited for Change

Changing Lives. Empowering Women.

aka SFC   |   Washington, DC   |  www.suitedforchange.org

Mission

Founded in 1992, Suited for Change empowers women by increasing their employment and job retention potential. We are the area's leading nonprofit for women in need of professional attire, mentoring, and job-readiness education. Through these services, we help women achieve financial independence.

All Suited for Change services are available at no cost and by referral to local women in need.

Ruling year info

1992

Executive Director

Ms. Liz Reinert

Main address

1023 15th Street NW Suite 601

Washington, DC 20005 USA

Show more contact info

EIN

52-1790581

NTEE code info

Women's Centers (P83)

Human Services - Multipurpose and Other N.E.C. (P99)

Employment Procurement Assistance and Job Training (J20)

IRS filing requirement

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

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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

PROFESSIONAL ATTIRE: To make certain that our clients receive personalized attention and leave our office with increased self-confidence, each client meets one-on-one with a trained volunteer at an appointed time to select two interview outfits and accessories. Once each client secures employment, she returns to Suited for Change to select three additional outfits, giving her a week's wardrobe for her new start. PROFESSIONAL AND LIFE SKILLS DEVELOPMENT PROGRAM: Ongoing education is designed to provide clients with skills needed to secure and maintain professional employment and foster personal growth. Seminars are offered throughout the year and focus on such topics as resume preparation, interviewing techniques, professional image and etiquette, financial literacy, and health and nutrition.

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?

Suiting

PROFESSIONAL ATTIRE: To make certain that our clients receive personalized attention and leave our office with increased self-confidence, each client meets one-on-one with a trained volunteer at an appointed time to select two interview outfits and accessories. Once each client secures employment, she returns to Suited for Change to select three additional outfits, giving her a week's wardrobe for her new start.

PROFESSIONAL AND LIFE SKILLS DEVELOPMENT PROGRAM: Ongoing education is designed to provide clients with skills needed to secure and maintain professional employment and foster personal growth. Seminars are offered throughout the year and focus on such topics as resume preparation, interviewing techniques, professional image and etiquette, financial literacy, and health and nutrition. This year, SFC partnered with Xerox Corporation and developed a 5 session Xerox Print Shop Equipment Certification. This program graduated 8 participants in its pilot and provided them marketable skills in jobs which pay more than minimum wage. SFC's workshops are delivered by qualified volunteers in small group settings designed to increase interaction and peer networking.

Population(s) Served
Women and girls
LGBTQ people

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of training events conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

People of African descent, Multiracial people, People of Latin American descent, People of European descent

Related Program

Suiting

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of grants received

This metric is no longer tracked.
Totals By Year
Population(s) Served

Unemployed people

Related Program

Suiting

Type of Metric

Other - describing something else

Direction of Success

Holding steady

Number of interview clothing consultations provided

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Multiracial people, People of African descent, People of Asian descent, People of European descent

Related Program

Suiting

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Covid-19 severely hindered our ability to suit, but we have adapted through offering virtual suitings to continue serving the community as best we can throughout the pandemic.

Number of clients who complete job skills training

This metric is no longer tracked.
Totals By Year
Population(s) Served

Multiracial people, People of African descent, People of European descent, People of Latin American descent

Related Program

Suiting

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.

Since 1992, Suited for Change (SFC) has tirelessly pursued our mission of empowering women to achieve financial independence by increasing their potential for employment and career advancement. We use the deeply personal, tangible process of connecting women with professional attire to establish individualized relationships that grow into woman-to-woman mentoring and job readiness education.

In the past 30 years, we have partnered with nearly 30,000 women to provide individualized workplace attire and career support that is suited to their needs, assets, and aspirations. Since the onset of COVID-19, we have adapted each element of our service model – from safe, socially distant in-person appointments to expanded online learning – to continue meeting the needs of 100% of the women who seek out or are referred to our program.

One of the key building blocks in achieving gender equality is through providing opportunities for economic advancement. At Suited for Change, we are committed to equipping our clients with the proper tools to take that first step and secure employment.

Through our Suiting Program flagship initiative, we provide women with fashionable, work-appropriate outfits, including shoes and accessories, along with interview preparation and job coaching that ensures they are ready for their big interview. Due to the pandemic, we have also launched Virtual Suiting appointments and begun providing clothing via mail and delivery services. In the past two years we expanded our services to provide a Professional Readiness Program which consists of three educational approaches, in-person workshops, one-on-one coaching, and digital distance learning.

With the pairing of professional attire and skills training, our clients are empowered in taking their next career steps to becoming financially independent.

Our flagship Suiting Program welcomes women facing economic hardship to our Washington, DC Boutique, using a one-hour appointment to kick-start their careers and start a lasting relationship. SFC operates DC’s largest clearinghouse for new or gently used professional clothing, with over 1,000 square feet of boutique and storage space. By comparison, most of our social service referral partners simply do not have the capacity to stock more than a single closet of interview clothing. Our distinctive levels of scale and diversity of inventory allow us to make the perfect match between each client’s style, needs, and sizing. Our individualized approach led one recent client to say: “It’s not just about clothes, it’s about confidence.”

The structure of our Suiting Program successfully builds client confidence along with rapport between clients and SFC. Our pool of trained volunteers and Board members includes dozens of experienced professional women who can draw on their personal experiences, technical skills, and networks to foster meaningful, positive woman-to-woman relationships with clients in acute need of them, all with the lenses of racial equity and trauma-informed best practices.

In the past year, we have committed to providing professional apparel to women facing barriers to employment, despite the challenges of COVID-19, through adding opportunities for virtual suitings. We have provided effective professional development services in-person and via distance learning. Additionally, we invested in trainings that equip our volunteers and staff to provide high-quality, trauma-informed services and ensure our activities are rooted in Diversity, Equity, and Inclusion (DEI) best practices.

With the women we serve still facing an uphill battle due to the effects of Covid-19, we are continuing to emphasize the importance of our suiting and one-on-one professional development coaching services. As Covid-19 restrictions lift, we hope to expand our workshops focusing on professional development, health and nutrition, and financial literacy to further educate our clients on how to live well-rounded lives

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 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 act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    The people we serve tell us they find data collection burdensome, It is difficult to get honest feedback from the people we serve, It is difficult to identify actionable feedback

Financials

Suited for Change
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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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  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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lock

Connect with nonprofit leaders

Subscribe

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.

Suited for Change

Board of directors
as of 01/23/2024
SOURCE: Self-reported by organization
Board chair

Ms. Alauna Vallot

Fannie Mae

Term: 2023 - 2026

Jordan Hucht

Briana Thibeau

Jamshed Mulla

Amy Fredenburg

Dina Cote

Rachelle Anders

Jamilah Al-Bari

Marcia Main

Robin Finnell

Dionne Martin

Katherine O'Konski

Olivia Termini

Diedra Yates

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 1/23/2024

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
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 01/24/2022

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 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 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 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 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.