ArtTable, Inc.
ArtTable is the foremost professional organization dedicated to advancing the leadership of women in the visual arts.
Programs and results
What we aim to solve
ArtTable continues its dedication to supporting women in the arts at all stages of their careers. In pursuit of this mission we have implemented a plan to further advance our initiatives with a focus on advocacy, inclusivity, membership, strategic revenue growth and technological advancement.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
ArtTable Fellowship
Each year ArtTable conducts a fellowship program to address the marked lack of diversity in arts employment. The Fellowship provides quality experiences and mentorship opportunities to female-identifying graduate students and emerging professionals from backgrounds generally underrepresented in the field to aid their transition from academic to professional careers. Through one-on-one mentoring relationships at select museums and cultural institutions, fellows have the opportunity to work with established leaders and gain exposure to a range of professional activities.
Since 2000, ArtTable has placed Fellows through the support of dedicated individuals, foundations, and grants. These women have gone on to be curators (14%), pursue higher degrees in the arts (12%), museum educators (11%), hold director level positions (6%) and other careers in the arts including gallerists, independent business owners, artists and more.
Career Roundtable
In 2009, ArtTable launched the Career Development Roundtable, one of our longest-standing and most impactful career mentoring programs, influencing the career paths of more than 1,700 students and emerging professionals.
The program, currently hosted in New York, Washington D.C., and Los Angeles, is designed to give emerging leaders in arts administration, art business, museum studies, art history, curatorial studies, and arts internships an experience to meet with professional women in the visual arts to discuss career opportunities.
Every year participants have the opportunity to gather around selected tables for open and engaged conversations with leading professional women, to learn about their diverse career paths and experiences, to gain insights and advice for their own career development, and to network and build future relationships with peers and mentors.
Annual Leadership Series
Engaging leading women in the art world in impactful discussions on current issues and topics is paramount to ArtTable’s mission. This year’s Annual Leadership Series once again provided a glimpse at how the art world has transformed, illuminated difficult challenges that plague our industry, and energized us to take action to create the future we envision.
The Annual Leadership Series exemplifies ArtTable’s commitment to advocating for women’s leadership, strengthening our network, and constructing new
Where we work
External reviews
Photos
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Total number of organization members
This metric is no longer tracked.Totals By Year
Population(s) Served
Ethnic and racial groups, Women and girls
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
ArtTable members can connect with the 1200+ members and gain a network of professional peers spread across 7 countries, including the U.S.
Number of rallies/events/conferences/lectures held to further mission
This metric is no longer tracked.Totals By Year
Population(s) Served
Ethnic and racial groups, Women and girls
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
35 in-person programs serving 631 participants prior to Covid-19 and produced an astonishing 78 virtual programs with 3,113 participants.
Number of chapter groups across the US representing our organization
This metric is no longer tracked.Totals By Year
Population(s) Served
Ethnic and racial groups, Women and girls
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
As of now, we have 10 chapters, located in Atlanta, Chicago, Houston, Los Angeles, Miami, New York, Philadelphia, San Francisco, Seattle, and Washington DC.
Number of fellows supported through fellowship program since inception.
This metric is no longer tracked.Totals By Year
Population(s) Served
Ethnic and racial groups, Women and girls, Academics
Related Program
ArtTable Fellowship
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
ArtTable was pleased to celebrate 21 years of this impactful program, in which the organization has supported 110 women-identifying fellows.
Number of partnerships developed with nationwide art institutions
This metric is no longer tracked.Totals By Year
Population(s) Served
Ethnic and racial groups, Women and girls, Academics
Related Program
ArtTable Fellowship
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
Partnered with 51 leading art organizations nation-wide for fellowship host institutions.
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
ArtTable is the foremost professional organization dedicated to advancing the leadership of women in the visual arts. Through our membership network and community initiatives, we expand professional opportunities for women from diverse backgrounds and at all stages of their careers, supporting and fostering a stronger future for all women in the arts.
What are the organization's key strategies for making this happen?
Advocacy
ArtTable strives to design programs that serve as forums for discussion of critical issues by increasing the flexibility of the national programming structure to be more responsive to such topics as they arise. Additionally, ArtTable is committed to forming partnerships with other mission-driven organizations and brands that support ArtTable’s mission and related initiatives.
Inclusivity
Building upon previous work, ArtTable continually facilitates national conversations around equity and diversity in the field of visual arts and utilizes its platforms to amplify individual member voices and perspectives. A primary goal for this area is for ArtTable to expand its existing Diversity Fellowship program, established in 2000, including more placements throughout the country.
Membership
ArtTable will focus on creating meaningful offerings that are relevant to our members’ interests. In addition, to advance personal and professional growth of members and the larger field, prioritization will be given to the development of in-person and digital networking.
Strategic Revenue Growth
ArtTable seeks to strengthen its financial future by embarking on initiatives to expand the organization’s strategic revenue growth, including but not limited to diversifying income streams with grant opportunities and corporate partnerships, expanding our legacy giving program, and growing our membership base through targeted outreach.
Technological Advancement
ArtTable recognizes that the need to improve its technology is fundamental for sustainability. ArtTable seeks to upgrade the appearance of our website to be more reflective of its mission and the visual arts industry and to improve its back-end technology to better understand both its membership and the role of women in the visual arts overall. These technological advances will enable ArtTable to be a better resource to all women in the field.
What are the organization's capabilities for doing this?
What have they accomplished so far and what's next?
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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
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What challenges does the organization face when collecting feedback?
It is difficult to find the ongoing funding to support feedback collection
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Connect with nonprofit leaders
SubscribeBuild 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.
ArtTable, Inc.
Board of directorsas of 02/29/2024
Nuria Richards
Board President
Term: 2023 -
Felice Axelrod
Laura Bardier
Valerie Cassel Oliver
Dorothy Dávila
Suhaly Bautista-Carolina
Suzy Delvalle
Haili Francis
Kat Griefen
Dr. Julia Herzberg
Bahia Ramos
Masha Turchinsky
Jennifer Scanlan
Delphine Daniels
Laura Ballman
Sierra van Ryck deGroot
Laura Doyle
Jane Glassman
Amy Oppio
Ellen Taubman
LaVita McMath Turner
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? No
Organizational demographics
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
Gender identity
Transgender Identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 11/01/2021GuideStar 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
- 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.
- 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.