Unmatched Corporation

LGBTQ+ Youth Visibility In Sports

aka Unmatched Athlete   |   Catonsville, MD   |  http://unmatchedathlete.org

Mission

Unmatched Athlete is a Maryland-based non-profit that encourages youth who identify as LGBTQ+ to participate in sports and fitness. We encourage our youth to explore their athletic creativity and become well-versed student athletes that excel beyond their time in school. Our hope is that every youth that participates in our organization becomes an instrumental member of the LGBTQ+ community and beyond.

Ruling year info

2020

President

Mr. Olanrele Oni

Vice-President

Mr. Justin Fair

Main address

Undisclosed

Catonsville, MD 21228 USA

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EIN

85-1992686

NTEE code info

Alliance/Advocacy Organizations (N01)

IRS filing requirement

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

Communication

Blog

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?

Sports/Games Club

Sports and Games:

- Basketball
- Flag football
- Soccer
- Track
- Volleyball
- Ultimate Frisbee

With dance as a fitness activity. Additional light warm-up fitness activities include as pull-ups, running loops (e.g. mileage goal for each youth category), and introduction games like cone challenges, ball challenges, cornhole, and the like.

Population(s) Served
Children and youth
LGBTQ people

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.
  • Who are the people you serve with your mission?

    LGBTQ+ people still experience a variety of challenges living in the United States as an adult. These challenges usually start at youth through navigating school life and communication with other youth. According to a 2017 GLSEN study, 87.3% of the students they surveyed nationwide were harassed and assaulted for identifying as LGBTQ+. As it pertains to sports, 11.3% were prevented or discouraged from participating in sports. It is discouraging to know that children in school still experience harassment and are prevented from participating in sports. Thus, we wanted to create a space where youth ages 5-18 would feel supported and safe, experiencing all of the short and long term benefits playing sports can provide. We expect to serve 40 youths in our Phase 1.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person),

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

    To identify bright spots and enhance positive service experiences, To inform the development of new programs/projects, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    If a seat on the board is open, elections will be held every July, according to procedures established in the by-laws: The Board will elect at least one person who is African-American (Black) and will elect at least one person who identifies as LGBTQ+. As of May 2021, two board members identify as Black, six identfy as LGBTQ+, and two additional seats are reserved for individuals who identify as People of Color. Current Long-term DEI committees include: - to fund stipends and scholarships for a path to collegiate sports, especially for Black (African-American) LGBTQ+ youth. - An appointed member or officer is to act as a representative to at least one national LGBTQ+ sports organization.

  • With whom is the organization sharing feedback?

    The people we serve, Our board,

  • How has asking for feedback from the people you serve changed your relationship?

    As a new organization, we are actively interested in establishing bylaws and shaping programs in response to the needs and desires of those in our membership and community partners circles. In our first year, we meet routinely with community partners at tabling events, one-on-one calls, and a February focus group (with another planned for Fall 2021). Innovative ideas and authentic responses to ideas proposed and created at these sessions are then noted and shared at board meetings to debate, explore, and ponder. This feedback invites more engaged adults and youths to participate and share their voice.

  • 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 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 act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection,

Financials

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

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Unmatched Corporation

Board of directors
as of 8/7/2021
SOURCE: Self-reported by organization
Board chair

Mr. Olanrele Oni

Unmatched Athlete

Term: 2020 -

Justin Fair

Heather Kohlhepp

Ashley David

Cody Carr

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 ? Not applicable
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 05/29/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 05/29/2021

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 ask team members to identify racial disparities in their programs and / or portfolios.
  • 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 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.